University of South Carolina is hiring an HR Business Partner. This role serves as a strategic partner to unit leadership, advancing people priorities across the employee lifecycle, collaborating with HR expert teams, and overseeing a team of HR professionals to foster talent management, retention, inclusivity, and wellness.
Highlights
Serve as a strategic advisor to senior unit leaders on HR matters and people strategies.
Manage the full employee lifecycle including recruitment, onboarding, performance management, and transitions.
Oversee a team of HR professionals and provide leadership development and coaching.
Utilize HR data analytics to inform workforce planning, succession planning, and decision-making.
Collaborate with Division of HR Expert Teams to deliver customized HR services and implement system-wide initiatives.
Requires Bachelor’s degree in a related field and 5 years of HR experience supporting senior leaders in complex environments.
Preferred HR certification such as SHRM-SCP or SPHR and experience in higher education.
Knowledge of employment law, compensation frameworks, HR systems, organizational design, and workforce analytics.
Salary range from $95,954 to $119,942 annually.
Responsible for supporting multiple departments within the Division of Human Resources at the University of South Carolina.
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 September 3, 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
Click here to learn more about why you should work at USC.
Posting Details
Posting Summary
Logo | Posting Number | STA00662PO25 Job Family | Human Resources Job Function | General Human Resources USC Market Title | Human Resources Business Partner Link to USC Market Title | https://uscjobs.sc.edu/titles/193132 Job Level | M4 - Managerial Business Title (Internal Title) | HR Business Partner Campus | Columbia Work County | Richland College/Division | Division of Human Resources Department | DHR Division of Human Resources State Pay Band | 9 Approved Starting Salary | $95,954 Advertised Salary Range | $95,954 - $119,942 Location of Vacancy | Columbia, SC Part/Full Time | Full Time Hours per Week | 37.5 Work Schedule | Normal work schedule is Monday through Friday from 8:30am – 5:00pm with one hour for lunch.
Must be willing to work a flexible schedule as needed to support division needs. 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 | The HR Business Partner (HRBP) will:
Serve as a strategic partner to their designated unit(s)’ leadership in support of HR-related matters. Help advance leadership’s people priorities, including matters associated with the employee life cycle from initial recruitment through transition from the University of South Carolina. Collaborate with Division of HR Expert Teams and unit leadership to provide exceptional HR services to employees. Be responsible for creating an environment that values, supports, and encourages a culture of talent management, retention, inclusivity, professional development, and wellness. Oversee a team of HR professionals. Job Related Minimum Required Education and Experience | Bachelor’s degree in a related field and 5 years HR experience with increasing levels of responsibility including support for senior level business leaders in a complex environment. Required Certification, Licensure/Other Credentials | Preferred Qualifications | Certification in HR (e.g., SHRM-SCP, SPHR). Higher education experience. Knowledge/Skills/Abilities | Skills and Abilities • Build and maintain effective and constructive relationships with internal and external stakeholders • Persist positively in the face of unexpected difficulties • Demonstrate honesty and integrity in dealing with people • Coach leaders and employees on performance and career development • Lead and manage change initiatives • Understanding and ability to apply HR knowledge and to stay updated on leading practices • Conflict resolution and mediation skills • Project management skills
Demonstrated Knowledge • Employment law and federal regulations • Compensation frameworks and methodologies • Change management methodologies • HR systems and technologies • Organizational design and workforce planning • Engagement and retention strategies • Proven experience with HR technologies and workforce analytics tools
Job Duties
Job Duty | Strategic Partner • Serves as a trusted advisor and strategic partner to senior unit leaders, providing HR guidance on key people decisions and initiatives • Designs unit HR strategies and programs in collaboration with the Division of HR as appropriate • Recognizes and understands unit(s) priorities and needs and develops HR strategies to address them effectively • Collaborates with unit(s) leaders to influence people strategy based on deep understanding of the unit(s)’ needs and implications for the university • Acts as a sounding board, coach, and collaborator to managers to support effective leadership and people management practices • Proactively recognizes problems and issues and proposes and implements effective solutions • Translates Division of HR initiatives (e.g., leadership development programs, workforce readiness, performance management) into tailored solutions that address the specific needs and priorities of the unit(s) • Provides feedback and input to Division of HR regarding system-wide HR initiatives and strategies • Leverages data driven insights and HR analytics to assess readiness, inform workforce planning, succession planning, and/or decision-making • Develop and implement long-term workforce strategies that align with growth and transformation initiatives • Partner with senior leaders to influence strategy while ensuring HR initiatives proactively support innovation, effectiveness, and scalability • Develops and fosters partnerships with key cross-functional stakeholders across the USC system • Upholds and enforces USC system policies as well as local and federal laws • Works with leadership to identify and implement appropriate organizational structures Essential Function | Yes Percentage of Time | 15Job Duty | Recruiting, Hiring, and Onboarding • Advises and assists with the implementation of unit(s)’ specific added recruiting marketing strategies • Provides advice and counsel on the Employer Brand and employee value proposition (EVP) for the institution and collaborates with unit(s) on their unique Employer Brands and EVPs • Advises search committees • Runs the recruitment, analyzes trends in talent acquisition, and provides consultation to the unit(s)’ leaders about trends • Consults with unit leaders to agilely respond to changing market conditions in collaboration with Division of HR • Maintains relationships with external partners • Provides feedback and input into barriers for recruitment • Oversees onboarding locally at the unit level • Coordinates the development of offer letters • Provides advice on dealing with, and overcoming, a search failure Essential Function | Yes Percentage of Time | 15Job Duty | Benefits and Compensation • Serves as a resource for basic benefits-related questions and escalates questions to Expert Teams for specialized consultation and guidance • Evaluates compensation tools available to the university to determine appropriateness and effectiveness for unit(s) • Makes compensation decisions within system guidelines and parameters • Manages staff compensation within the Pay Evaluator framework • Educates leadership on applicable compensation tools available to support the attraction and retention of employees • Oversees troubleshooting of pay issues in coordination with Payroll Essential Function | Yes Percentage of Time | 15Job Duty | Training and Organizational Development • Monitors, supports, and coaches talent across the division and works alongside unit leaders to design organizations that develop teams, identify top performers, build talent, and link HR practices to unit strategies • Partners with Expert Teams to co-develop and adapt talent management frameworks, ensuring alignment with enterprise-wide strategies and compliance with overarching policies • Oversees the employee performance management process for all staff positions and provides guidance and support as needed Essential Function | Yes Percentage of Time | 10Job Duty | Employee Relations • Consults with employees on resolving interpersonal issues and challenges • Consults with supervisors and managers on addressing performance issues • Manages confidential and difficult employee issues within a clearly defined tiered framework • Escalates employee relations matters to Expert Team when appropriate • Collaborates with Expert Teams on cost-savings programs • Facilitates between the unit(s) and Expert Teams on ADA accommodations Essential Function | Yes Percentage of Time | 15Job Duty | Engagement and Culture • Leads culture change and helps employees understand processes, and dynamics to become stewards of change • Champions change management and develops key change management strategies (communications and training plans, stakeholder assessments, project management plans), by rallying support for successful change implementation • Drives employee engagement strategies leveraging feedback from surveys and other sources to implement action plans • Oversees and executes the implementation of HR and/or unit(s)’ initiatives Essential Function | Yes Percentage of Time | 5Job Duty | Workforce Planning • Leverages data to identify trends and address challenges with onboarding and offboarding processes • Uses workforce data and analytics to identify trends, forecast talent needs, and recommend solutions to address gaps and areas of need throughout the employee life cycle
Transitions • Oversees the offboarding process • Facilitates appropriate connections to Expert Teams for questions related to retirement or other topics as appropriate Essential Function | Yes Percentage of Time | 10Job Duty | HRBP Unit Management • Supervises a supporting team of HR professionals in carrying out the responsibilities of the HRBP function • Serves as an escalation point for complex HR matters ensuring timely and effective resolution • Foster a high-performance HR team culture that aligns with organizational values and objectives • Manages unit-based HR budgets, resources, and strategic planning efforts to maximize efficiency and impact of HR teams and organizations in alignment with Division of HR strategic priorities, goals, objectives, and policies • Hires and trains HR professionals • Leads, coaches and develops an HR team by providing HR competency and growth guidance, development plans, one-on-one coaching, team meetings, and other forms of engagement to drive continuous improvement and business goal achievement both within the HR function Essential Function | Yes Percentage of Time | 15Job Duty | Other • Provides excellent customer service and administers HR services efficiently within the guidelines of the University system • Responds to FOIA request as necessary in coordination with designated person in Division of HR and the FOIA Coordinator • Proactively reviews and refines HR processes and tools to enhance efficiency, employee experience, and alignment with unit needs • Oversees the reconciliation of HR actions • Oversees the hiring, onboarding, and other employment-related support of student workers • Oversees and partners with appropriate stakeholders regarding the hiring, onboarding, and other employment-related support of student workers Essential Function | Yes Percentage of Time | 5%
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.
Safety Sensitive or Security Sensitive | No Hazardous weather category | Essential
Posting Detail Information
Number of Vacancies | 3 Desired Start Date | Job Open Date | 08/13/2025 Job Close Date | 09/03/2025 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 September 3, 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 Click here to learn more about why you should work at USC. Quicklink for Posting | https://uscjobs.sc.edu/postings/193146 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 related field and 5 years HR experience with increasing levels of responsibility including support for senior level business leaders in a complex environment?
Yes
No
* What is your experience partnering with business leaders to achieve organizational goals? (Open Ended Question)
* What is your experience using HR data and analytics to drive business decisions? (Open Ended Question)
* Do you have experience managing people? If so, how many years and how many people at one time have you managed? (Open Ended Question)
Applicant Documents
Required Documents
Cover Letter
Resume
List of References and Contact Information
Optional Documents
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