We recognize and appreciate that people are our greatest strength. We also understand that the workforce is evolving, and people’s needs are changing. HRedefined’s goal is to transform human resources services and support across the system, elevate the well-being and experience of our employees, and prepare USC for the future by upgrading HR systems, processes, technology, and practices.
HRedefined's goals to better serve the USC community include:
- Make USC a place where current employees and job seekers want to work.
- Improve and find new ways to recruit and retain world-class faculty and staff.
- Improve the employee experience with more responsive, efficient, and personalized HR services.
- Improve and implement innovative practices and solutions.
- Align our goals and services across colleges and units to maximize academic excellence, innovation, and engagement.
The HR Service Delivery Model includes four components:
The Expert Teams within Central HR will provide strategic guidance to the USC system and provide centralized
resources related to operations and administration.
An HR Service Center within Central HR will collaborate with HR Business Partners (HRBP) and units to ensure
compliance, complete HR-related transactions, review and enhance processes, among
other functions.
The HRBP refers to both a lead HR professional and a function within the unit(s) that HRBPs
support. HRBPs will provide strategic and consultative guidance to the leader(s) of
the unit(s) they support.
The Units will provide input, direction, and serve as partners to the HRBPs and Centers of
Excellence in order to advance people priorities within their areas.
Key benefits of HRedefined include, but are not limited, the following:
Institution
- Reduces institutional risk through consistent quality of services
- Greater ability to timely address local demands
- Enables cross-functional skill development and highly specialized resources
- Supports shared vision, mission, and common goals
Leaders
- Provides high-level, strategic HR consultation to guide and support people priorities within the unit
- Provides dedicated HR resources that understand the unique needs of the units they support
- Empowers HRBPs to make decisions quickly within University guidelines
HR Professionals
- Creates dedicated HR professionals
- Establishes a strong network of HR professionals across the University
- Provides professional development opportunities
- Creates clear HR career paths within the university system
HRedefined is a HR Service Delivery Model aimed at transforming HR services and support across the system, elevating employee well-being and experience, and preparing USC for the future by upgrading HR systems, processes, technology and practices.
Like many leading public research universities, USC is navigating real challenges when it comes to recruiting and retaining exceptional faculty and staff. The shifting demographics, evolving needs, and rising expectations of today’s workforce have created an increasingly competitive labor market.
We conducted a comprehensive assessment of how our HR team supports our community. This review not only highlighted areas of strength but also underscored the critical role HR plays in shaping the USC experience for faculty and staff. With these insights—and a clear recognition from leadership of HR’s importance—we are embarking on a transformation to elevate and enhance HR services at USC. By doing so, we aim to strengthen our ability to attract, support, and retain the talented people who make our university thrive.
HRedefined is designed to bring greater consistency and balance to HR services, strategy, and support across the entire USC community.
This HR Service Delivery Model strengthens alignment and connection across the university system, helping us work more seamlessly together. For our HR professionals, it means greater visibility, stronger connections, and more opportunities to learn and grow within the university—creating a pathway for professional development while continuing to serve our community with excellence.
Yes. The Council of Academic Deans and other leaders will be briefed throughout the implementation of HRedefined and will have opportunities to provide input based on their HR needs.
HRBP Structure
This will vary by unit. HR staff whose roles are fully dedicated to HR will transition to the HRBP team. For positions with less than 50% HR responsibility, the appropriate level of HR support will be determined based on each unit’s needs.
The HRBPs will report to the HRBP Leader in the Division of HR with day-to-day work coming from the units. Their effectiveness will be evaluated in conjunction with the leaders they support.
HR Contacts will remain in their current units. Roles with primarily HR duties will be mapped to updated job descriptions that include delegated work and unit-level decision-making.
Staffing and Position Impacts
Currently, leadership is mapping the market and job titles that will directly correlate to the new positions.
The HRBP leader will work with the leadership of the college/unit/division to determine how best to divide such jobs.
Yes. Jobs within each unit will be updated to align with the new HR Service Delivery Model, with revised job descriptions reflecting the new roles and responsibilities.
The goal is to make HR jobs as consistent as possible across USC while still meeting the needs of each college, unit and division. Core roles will be similar throughout the university, with some specialized positions added or retained where needed to support the new HR Service Delivery Model.
We do not anticipate eliminating jobs. Instead, roles will evolve to better support faculty and staff.
HR Director roles will reflect the responsibilities of HR Business Partner units. Draft job descriptions have been developed for HR position levels and will continue to be refined as needed.
Professional Development and Growth
HRedefined will give HR professionals an opportunity to assess their current skills. We encourage them to participate in professional development opportunities that build their knowledge and support their career growth
Tools and Technology
Technology is an important part of how we support learning and professional growth. We encourage HR professionals to use available resources, including ChatGPT, DataCamp courses and training offered by the Office of Professional Development, to build their skills and explore new ways to support the university.