Position Overview:

The University of Southern California (USC) is seeking a dynamic, experienced, and forward-thinking leader to serve as the Senior Associate Athletic Director for Human Resources. This pivotal role, reporting directly to the Executive Director of Client Services, will drive strategic HR initiatives, leadership development, and comprehensive human capital management across USC Athletics. As a key advisor to the athletics leadership team, the Senior Associate AD for HR will play a crucial role in aligning HR strategies with USC’s mission, fostering a high-performing, diverse, and engaged workforce across all athletic departments.

A primary focus of this role is employee relations, making it critical for the successful candidate to have extensive experience managing complex employee relations issues, maintaining compliance, and fostering a positive, inclusive, and legally compliant work environment. This role is ideal for an HR leader who excels in problem-solving, conflict resolution, and developing strong employee relations strategies that support the university’s goals.

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

Key Responsibilities:

Employee Relations Leadership: Serve as the lead advisor on all employee relations matters, ensuring effective management of employee concerns, conflict resolution, and performance-related issues. Act as a trusted partner to managers and staff to mitigate legal risks and ensure compliance with university policies and employment laws.

Leadership and Strategy: Oversee HR teams, providing strategic direction and ensuring alignment with both short- and long-term organizational goals. Lead HR service transformation, focusing on talent development, employee engagement, and organizational effectiveness.

Talent Management: Identify learning and career mobility opportunities, develop succession plans, and create programs that foster employee growth and retention. Use people analytics to inform talent management strategies and drive decision-making.

Change Management: Lead HR initiatives that support continuous improvement in organizational performance and adaptability. Drive change management efforts to enhance capacity and efficiency.

Stakeholder Engagement: Build strong relationships with stakeholders to understand and address business needs across Athletics. Maintain open communication with staff to proactively identify opportunities for improvement and implement HR solutions.

Diversity, Equity, and Inclusion (DEI): Integrate USC’s core values, including DEI, into all HR programs. Promote an inclusive work environment where diverse perspectives are valued and supported.

Operational Excellence: Oversee the implementation of HR systems and processes that ensure consistent, effective HR service delivery. Ensure compliance with labor laws, university policies, and regulatory requirements.

Coaching and Mentorship: Provide leadership and mentorship to HR teams, fostering a high-performance culture and supporting the professional development of HR staff.

Minimum Qualifications:

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

10+ years of experience in human capital management, with a strong emphasis on employee relations, talent management, and change management.

4+ years of management experience with expertise in HR strategy and implementation across various domains (e.g., compensation, DEI, organizational development).

Previous HR leadership experience working in intercollegiate athletics and/or sports administration.

Strong communication and interpersonal skills, with the ability to build trust and navigate complex organizational structures.

Deep knowledge of labor and employment laws, with experience advising on workforce planning, talent assessments, and performance management.

Preferred Qualifications:

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

12+ years of HR experience, with 6+ years in leadership roles, ideally within higher education or a sports organization.

Demonstrated success in transforming HR services from tactical to strategic and driving industry-leading HR practices, including DEI initiatives.

Proven ability to lead organizational change while maintaining an ethical, equitable, and inclusive environment.

Experience in a unionized environment.

Familiarity with NCAA and Big Ten Conference regulations.

Chartered Institute of Personnel and Development (CIPD), Certified Professional in Learning and Performance (CPLP), Organization Development Certified Professional Program (ODCP), Society for Human Resource Management Certified Professional/Senior Certified Professional (SHRM-CP/SHRM-SCP), Professional in Human Resources/Senior Professional in Human Resources (PHR/SPHR) or other similar certifications.  

If you are an experienced HR professional with a passion for employee relations and a desire to contribute to a top-tier athletics program, we encourage you to apply!

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 $160,000 – $180,000. 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 Bachelor's degree Business Administration Or Bachelor's degree Human Resources Or Bachelor's degree Psychology Or Bachelor's degree Organizational Development Or Bachelor's degree in related field(s) Minimum Experience: 10 years HR and/or human capital management (e.g., employee and labor relations, talent management) 4 years management role Minimum Skills: Ability to drive strategies utilizing demonstrated expertise in varied HR domains (e.g., compensation, diversity and inclusion). Demonstrated expertise in total rewards including compensation, recruitment, employee and labor relations, talent management (e.g., performance management, learning and development), continuous process improvement, change management, training, diversity, equity and inclusion strategies, workforce planning, and organizational development. Excellent ability in consulting with business/organizational units about strategically managing talent. Proven success guiding teams with demonstrated values and leadership skills. Excellent written and oral communications skills, with the ability to exercise discretion with confidential information. Proven knowledge of current labor and employment laws and regulations (e.g., ADA, COBRA, FLSA). Demonstrated success consulting with unit leaders on workforce planning, talent assessments and performance management. Proven and effective planning, organizational and time management skills. Demonstrated emotional intelligence and excellent interpersonal and conflict-resolution skills, able to develop positive working relationships and strong rapport with people from diverse backgrounds. Proven success guiding teams with demonstrated values and coaching skills. Ability to manage one or more direct reports. Proficiency with Microsoft Office. Preferred Education: Master's degree Business Administration Or Master's degree Human Resources Or Master's degree Psychology Or Master's degree Organizational Development Or Master's degree in related field(s) Preferred Experience: 12 years HR and/or human capital management 6 years management role Preferred Skills: Experience in higher education and/or serving in a consultative role directly advising business leaders. Ability to drive change while maintaining equitable, consistent work environments. Demonstrated success implementing industry trends and best practices in HR client service methodologies including serving as a data-driven problem solver, influencing at all levels, and serving as a trusted coach and independent voice. Proven experience creating business and action plans transforming the HRP role from a tactical to strategic HR service provider. Experience in leadership/management roles and in unionized environments. Demonstrated success implementing industry trends and best practices in HR client services. Ability to enhance and apply strategic initiatives in daily operations, providing guidance and support as necessary. Developed client-relationship management skills and demonstrated experience developing consultative relationships with leaders. Proven ability to successfully work in a consensus decision-making environment. Developed team-based management style with the ability to drive change while maintaining an ethical, equitable, consistent and team-focused work environment. Ability to interact with all levels of an organization, influencing decision makers and setting and managing expectations. Ability to mentor and develop HRPs and managers by outlining goals, objectives, implementing support (e.g., teaching) and performance measures and encouraging continuous learning and training.