Position Overview:

The University of Southern California (USC) is seeking a strategic and results-oriented leader for the role of Assistant Athletic Director of Human Resources. Working in a centralized HR model and reporting directly to the Executive Director of Client Services, the Assistant Athletic Director of HR will play a key role in aligning HR initiatives with the athletic department’s goals, fostering a collaborative and inclusive work environment, and leading HR strategies that support USC’s mission of excellence in athletics. This role offers a unique opportunity to impact organizational effectiveness, talent management, and operational success within one of the nation’s most prestigious athletics programs.

The Assistant Athletic Director of HR will be responsible for managing HR operations across the department, including employee relations, talent acquisition, performance management, and compliance. This individual will work closely with coaches, administrators, and staff to drive HR initiatives that enhance employee engagement, streamline HR processes, and contribute to a positive, high-performing culture.

This role requires full-time, on-site presence five days a week to promote strong team collaboration and drive collective success.

Key Responsibilities:

Serve as a strategic HR advisor to the Athletic Department’s leadership team, providing guidance on organizational development, talent management, and workforce planning.

Lead and manage HR operations, including employee onboarding, labor and employee relations, performance management, and total rewards.

Develop and implement HR initiatives that align with the department's goals, focusing on improving the employee experience and achieving operational excellence.

Collaborate with department leadership to identify and address talent needs, ensuring the recruitment and retention of top talent across the athletics program.

Drive diversity, equity, and inclusion (DEI) initiatives, promoting a culture of inclusivity and belonging within the department.

Ensure compliance with university policies, NCAA regulations, and relevant employment laws.

Act as a change agent, leading HR-related change management efforts to support department goals and initiatives.

Provide coaching and development to staff, promoting a culture of continuous learning and professional growth.

Leverage HR data and analytics to inform decision-making and drive strategic outcomes, providing insights on workforce trends, turnover, and employee engagement.

Partner with HR functional areas (e.g., talent acquisition, compensation, learning and development, employee relations) and the university’s HR Solution Center to ensure consistency and alignment of HR practices across the university.

Minimum Qualifications:

Bachelor’s degree in human resources, business administration, or a related field.

7+ years of progressive experience in human resources, with demonstrated success in areas such as employee relations, recruitment, performance management, and compliance.

Previous experience as an HR Business Partner working in intercollegiate athletics and/or sports administration

Strong leadership and coaching skills, with a proven ability to influence and guide senior leaders on HR-related matters.

In-depth knowledge of employment laws and regulations, as well as best practices in HR management.

Exceptional interpersonal and communication skills, with the ability to build strong relationships with stakeholders at all levels of the organization.

Experience managing complex employee relations issues with a high level of discretion and professionalism.

Demonstrated ability to work in a fast-paced, results-oriented environment, managing multiple priorities and adapting to change.

Proficiency with HR systems and software (e.g., Workday, Microsoft Office).

Preferred Qualifications:

Master’s degree in human resources, business administration, or a related field.

10+ years of HR experience, with a focus on athletics or higher education.

Experience leading diversity, equity, and inclusion initiatives.

Society for Human Resource Management Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR) certification.

Required Documents and Additional Information:
Resume and cover letter required (may be uploaded as one file). Please do not submit your application without these documents.

The salary range for this position is $108,000 – $120,000. When extending an offer of employment, the University of Southern California considers factors such as (but not limited to) the scope and responsibilities of the position, the candidate’s work experience, education/training, key skills, internal peer equity, federal, state, and local laws, contractual stipulations, grant funding, as well as external market and organizational considerations. The University of Southern California values diversity and is committed to equal opportunity in employment.

The University of Southern California is an Equal Opportunity Employer

Minimum Education: Bachelor’s degree Minimum Experience: 7 years Minimum Field of Expertise: Bachelor’s degree in business, human resources, psychology, industrial relations or a related field. Seven years’ experience in HR and/or human capital management, able to drive strategies utilizing demonstrated skill sets in varied HR domains (e.g., total rewards/including compensation), recruitment, employee/labor relations, talent and performance management). Extensive experience in learning and development, change management, training, diversity and inclusion efforts, workforce planning, and organizational development. Excellent written and oral communications skills, with the ability to exercise discretion with confidential information. Experience presenting complex and sensitive information articulately through presentations/reports to executive leadership and other varied audiences. Demonstrated success consulting with unit leaders about talent management strategies (e.g., talent assessments, employee/labor relations, performance management). Ability to work with multiple leaders and manage competing priorities. Demonstrated analytical and problem-solving skills, with exceptional attention to detail. Ability to work on multiple concurrent projects with diverse teams and alongside varied stakeholders (e.g., corporate partners, healthcare providers, staffing vendors). Ability to learn quickly and flexibly adapt expertise to different business units. Demonstrated emotional intelligence and excellent interpersonal and conflict-resolution skills, able to develop positive working relationships and strong rapport with people from diverse backgrounds. Excellent mentoring/coaching skills and leadership abilities. Ability to manage one or more direct reports. Proficiency with Microsoft Office.