University of South Carolina
Associate Vice President for Human Resources
🇺🇸 Columbia, SC
🕑 Full-Time
💰 $187K
💻 Human Resources
🗓️ May 23rd, 2025
Edtech.com's Summary
University of South Carolina is hiring an Associate Vice President for Human Resources. This role involves high-level HR strategy, leading the development of HR initiatives, aligning them with system priorities, and ensuring compliance with labor laws. The position also requires guiding and supporting unit leaders to foster a positive work environment and developing a high-performing team.
Highlights
- Leadership and development of HR initiatives aligned with system priorities.
- Requires a bachelor's degree and 12 years of relevant experience.
- HR-related certification is mandatory, with SPHR, SHRM-CP as preferred qualifications.
- Strong team management and strategic HR consultation skills required.
- In-depth knowledge of HR strategies, laws, and trends.
- Manage HR programs like performance and talent management.
- Approved starting salary is $186,986.
Associate Vice President for Human Resources Full Description
Associate Vice President for Human Resources
Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by June 6, 2025.
The University of South Carolina offers a valuable benefits package including but not limited to:
- Health and Life Insurance
- Retirement Programs
- Paid Tuition
- Dependent Scholarships
- Annual Leave
- Sick Leave
- 13 Paid Holidays (including an extended December holiday)
- Paid Parental Leave
- Professional Development Opportunities
Posting Number | STA00395PO25
Job Family | Human Resources
Job Function | General Human Resources
USC Market Title | Associate Vice President, Human Resources
Link to USC Market Title | https://uscjobs.sc.edu/titles/187822
Job Level | E2 - Directors and Executives
Business Title (Internal Title) | Associate Vice President for Human Resources
Campus | Columbia
Work County | Richland
College/Division | Division of Human Resources
Department | DHR Division of Human Resources
State Pay Band | Unclassified
Approved Starting Salary | $186,986
Advertised Salary Range | Salary commensurate with qualifications.
Location of Vacancy | Columbia, SC
Part/Full Time | Full Time
Hours per Week | 37.5
Work Schedule | Monday – Friday, 8:30 am – 5:00 pm
Must be willing to work a flexible schedule to meet the needs of the department.
Basis | 12 months
Job Search Category | Human Resources/Legal
About USC
About University of South Carolina | From the Upstate to the Lowcountry, the University of South Carolina system is transforming the lives of South Carolinians through the impact of our eight institutions and 20 locations throughout the state. More than 50,000 students are enrolled at one of eight institutions, including the research campus in Columbia and comprehensive four-year universities in Aiken, Upstate and Beaufort. In addition, our Palmetto College campuses in Salkehatchie, Union, Lancaster and Sumter enable students to earn associate or bachelor’s degrees through a combination of in-person, online or blended learning. All of our system institutions place strong emphasis on service — helping to build healthier, more educated communities in South Carolina and beyond.
Benefits for FTE Positions
The University of South Carolina (USC), through the State of SC and Public Employee Benefit Authority (PEBA), offers employees a valuable benefits package, including health and life insurance, generous paid leave and retirement programs. To learn more about USC benefits, access the "Working at USC" section on the Applicant Portal at https://uscjobs.sc.edu. Research Grant or Time-limited positions may be eligible for all, some, or no benefits, based on the grant or project funding.
Position Description
Advertised Job Summary | Reporting to the Vice President for Human Resources, the Associate Vice President for Human Resources is a key leadership position for high-level HR strategy within the University of South Carolina. This role is instrumental in driving institutional success through people strategy, architecting, and executing comprehensive HR initiatives aligned with system priorities. Leads and develops a high-performing team, ensuring alignment with institutional objectives, providing strategic guidance and support to units, fostering a positive and engaged work environment, and ensuring compliance with all applicable labor and employment laws.
Job Related Minimum Required Education and Experience | Requires a bachelor’s degree in a job related field and at least 12 years of job related experience, including some prior management experience. Typically report to a VP.
Required Certification, Licensure/Other Credentials | HR related certification is required.
Preferred Qualifications | Prior experience as an HR Business Partner Leader or similar within a higher education institution preferred.
SPHR, SHRM-CP, Change Management, or HR specialty certifications.
Knowledge/Skills/Abilities | Knowledge/Skills/Abilities Excellent leadership and team management skills. Strategic thinking and ability to provide high-level HR consultation and expertise. Ability to develop and execute comprehensive People strategies. Strong recruitment, hiring, and HR development skills. Excellent communication, collaboration, and facilitation skills. Ability to analyze HR metrics and data to drive process improvements. Strong problem-solving and decision-making skills. Ability to stay current with leading-edge HR trends and best practices.
Demonstrated Knowledge Proven experience in Organizational Design and Effectiveness, Workforce Planning, Performance Management, Classification and Compensation programs, and Strategic Planning. Strong knowledge of HR strategies, processes, systems, and initiatives. Experience in implementing and improving HR Business Partner models. In-depth knowledge of federal and state employment laws and regulations.
Job Related Minimum Required Education and Experience | Requires a bachelor’s degree in a job related field and at least 12 years of job related experience, including some prior management experience. Typically report to a VP.
Required Certification, Licensure/Other Credentials | HR related certification is required.
Preferred Qualifications | Prior experience as an HR Business Partner Leader or similar within a higher education institution preferred.
SPHR, SHRM-CP, Change Management, or HR specialty certifications.
Knowledge/Skills/Abilities | Knowledge/Skills/Abilities Excellent leadership and team management skills. Strategic thinking and ability to provide high-level HR consultation and expertise. Ability to develop and execute comprehensive People strategies. Strong recruitment, hiring, and HR development skills. Excellent communication, collaboration, and facilitation skills. Ability to analyze HR metrics and data to drive process improvements. Strong problem-solving and decision-making skills. Ability to stay current with leading-edge HR trends and best practices.
Demonstrated Knowledge Proven experience in Organizational Design and Effectiveness, Workforce Planning, Performance Management, Classification and Compensation programs, and Strategic Planning. Strong knowledge of HR strategies, processes, systems, and initiatives. Experience in implementing and improving HR Business Partner models. In-depth knowledge of federal and state employment laws and regulations.
Job Duties
Job Duty | Leadership and Team Management: Oversee the Expert Teams of Employee Relations, Talent Acquisition and Talent, Culture and OD. Manage a team of Human Resources Business Partners, ensuring strong HR capabilities to support institutional leadership in developing HR action plans and deliverables. Facilitate information sharing, collaboration, and consistent understanding and application of all HR policies, procedures, and practices. Recruit, hire, and support HR Business Partners, ensuring consistent levels of HR knowledge, expertise, and service across the institution.
Essential Function | Yes
Percentage of Time | 20Job Duty | Strategic HR Consultation. Serve as a trusted, strategic advisor and HR thought leader. Develop relationships and establish trust with university leaders to help promote successful working relationships with HR Business Partners. Support and guide Expert Teams collaborations with HRBPs and senior leaders in strategic HR consultation and expertise, focusing on Organizational Design and Effectiveness, Workforce Planning, Performance Management, and Strategic Planning. Serve as a key member of the HR leadership team in developing proactive and strategic HR initiatives and solutions. Identify and lead transformation to support long-term strategies. Keeps abreast of industry trends , government policies and programs.
Essential Function | Yes
Percentage of Time | 20Job Duty | People Strategy Development: Develop and execute a People strategy that empowers the team to deliver a dynamic product and service strategy, addressing the evolving needs of units. Lead the design and development of the HR Learning Academy provides clear role expectations and standards, and training related to being a successful HR Business Partner. Oversee the development of an HR certification program to strengthen the competencies of the unit HR Directors/Managers’ competencies, enabling the delegation of authority for certain HR functions and decisions. Develop appropriate HR Business Partner related metrics to support and demonstrate accountability within their assigned engagements.
Essential Function | Yes
Percentage of Time | 20Job Duty | Talent Strategy- Develop and execute a Talent Strategy across the employee life cycle using the Expert Teams and HR Business Partners to deliver best in class experience for employees and ensure the talent needs are met.
Essential Function | Yes
Percentage of Time | 20Job Duty | Employee Engagement- Champion employee engagement and proactively address needs by enabling HR Business Partners to work with units to implement strategies that enhance employee satisfaction, motivation, and retention. Utilize survey data, turnover reports, and other key metrics to identify trends and address actors impacting employee morale and retention.
Essential Function | Yes
Percentage of Time | 10Job Duty | HR Program Implementation and Analysis: Ensure the HR Business Partners implement and support HR programs including performance management, compensation planning, talent assessments, succession planning, and wellness initiatives. Work with HR leaders to track, assess, and leverage HR metrics to provide insights and make data-driven recommendations for process improvements.
Essential Function | Yes
Percentage of Time | 10
Essential Function | Yes
Percentage of Time | 20Job Duty | Strategic HR Consultation. Serve as a trusted, strategic advisor and HR thought leader. Develop relationships and establish trust with university leaders to help promote successful working relationships with HR Business Partners. Support and guide Expert Teams collaborations with HRBPs and senior leaders in strategic HR consultation and expertise, focusing on Organizational Design and Effectiveness, Workforce Planning, Performance Management, and Strategic Planning. Serve as a key member of the HR leadership team in developing proactive and strategic HR initiatives and solutions. Identify and lead transformation to support long-term strategies. Keeps abreast of industry trends , government policies and programs.
Essential Function | Yes
Percentage of Time | 20Job Duty | People Strategy Development: Develop and execute a People strategy that empowers the team to deliver a dynamic product and service strategy, addressing the evolving needs of units. Lead the design and development of the HR Learning Academy provides clear role expectations and standards, and training related to being a successful HR Business Partner. Oversee the development of an HR certification program to strengthen the competencies of the unit HR Directors/Managers’ competencies, enabling the delegation of authority for certain HR functions and decisions. Develop appropriate HR Business Partner related metrics to support and demonstrate accountability within their assigned engagements.
Essential Function | Yes
Percentage of Time | 20Job Duty | Talent Strategy- Develop and execute a Talent Strategy across the employee life cycle using the Expert Teams and HR Business Partners to deliver best in class experience for employees and ensure the talent needs are met.
Essential Function | Yes
Percentage of Time | 20Job Duty | Employee Engagement- Champion employee engagement and proactively address needs by enabling HR Business Partners to work with units to implement strategies that enhance employee satisfaction, motivation, and retention. Utilize survey data, turnover reports, and other key metrics to identify trends and address actors impacting employee morale and retention.
Essential Function | Yes
Percentage of Time | 10Job Duty | HR Program Implementation and Analysis: Ensure the HR Business Partners implement and support HR programs including performance management, compensation planning, talent assessments, succession planning, and wellness initiatives. Work with HR leaders to track, assess, and leverage HR metrics to provide insights and make data-driven recommendations for process improvements.
Essential Function | Yes
Percentage of Time | 10
Position Attributes
Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.
Employees in Safety-Sensitive or Security-Sensitive positions will be subject to pre-employment and post-employment drug testing in accordance with University policy HR 1.95 Drug and Alcohol Testing.
Safety Sensitive or Security Sensitive | No
Hazardous weather category | Essential
Posting Detail Information
Number of Vacancies | 1
Desired Start Date | 07/01/2025
Job Open Date | 05/22/2025
Job Close Date | 06/06/2025
Open Until Filled | No
Special Instructions to Applicant | Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by June 6, 2025.
The University of South Carolina offers a valuable benefits package including but not limited to:
Health and Life Insurance Retirement Programs Paid Tuition Dependent Scholarships Annual Leave Sick Leave 13 Paid Holidays (including an extended December holiday) Paid Parental Leave Professional Development Opportunities
Quicklink for Posting | https://uscjobs.sc.edu/postings/187825
EEO Statement | The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.
Desired Start Date | 07/01/2025
Job Open Date | 05/22/2025
Job Close Date | 06/06/2025
Open Until Filled | No
Special Instructions to Applicant | Positions are advertised for a minimum of five (5) business days on our job website. After five (5) business days, positions can be closed at the discretion of the department at any time. This employment site is updated on a regular basis. The length of the recruitment and screening process may vary from position to position, depending upon a variety of factors. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted by phone or email.
We are only accepting applications submitted by June 6, 2025.
The University of South Carolina offers a valuable benefits package including but not limited to:
Health and Life Insurance Retirement Programs Paid Tuition Dependent Scholarships Annual Leave Sick Leave 13 Paid Holidays (including an extended December holiday) Paid Parental Leave Professional Development Opportunities
Quicklink for Posting | https://uscjobs.sc.edu/postings/187825
EEO Statement | The University of South Carolina does not discriminate in educational or employment opportunities or decisions for qualified persons on the basis of age, ancestry, citizenship status, color, disability, ethnicity, familial status, gender (including transgender), gender identity or expression, genetic information, HIV/AIDs status, military status, national origin, pregnancy (false pregnancy, termination of pregnancy, childbirth, recovery therefrom or related medical conditions, breastfeeding), race, religion (including religious dress and grooming practices), sex, sexual orientation, veteran status, or any other bases under federal, state, local law, or regulations.
Supplemental Questions
Required fields are indicated with an asterisk (*).
- * Do you have at least a bachelor's degree in a job related field and at least 12 years of job related experience, including some prior management experience?
- Yes
- No
- * Do you have any HR related certifications?
- Yes
- No
- * Can you describe the scope and scale of HR teams you have led, particularly in terms of the number of professionals and the diversity of their roles?
(Open Ended Question) - * How have you managed HR support for large employee populations, and what strategies have you employed to ensure effective service delivery and employee satisfaction?
(Open Ended Question) - * Describe your experience with artificial intelligence in HR.
(Open Ended Question)
Applicant Documents
Required Documents
- Cover Letter
- Resume
- List of References and Contact Information
Optional Documents
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