University of South Carolina
HR Business Partner
🇺🇸 Beaufort, SC
🕑 Full-Time
💰 $106K
💻 Human Resources
🗓️ September 8th, 2025
Edtech.com's Summary
The University of South Carolina is hiring an HR Business Partner to serve as a strategic partner to USC Beaufort leadership, advancing people priorities and managing the employee life cycle from recruitment to transition. This role collaborates with HR expert teams and leadership to provide exceptional HR services, fostering a culture of talent management, retention, inclusivity, professional development, and wellness while overseeing a team of HR professionals.
Highlights
- Serve as a trusted advisor and strategic partner to USC Beaufort senior leaders on HR matters.
- Manage recruitment, hiring, onboarding, compensation, benefits administration, employee relations, and workforce planning.
- Lead and coach an HR team, oversee unit budgets, and align HR strategies with university goals.
- Utilize HR analytics and data-driven insights for workforce and succession planning.
- Ensure compliance with employment laws, equal opportunity, and Title IX regulations.
- Requires a bachelor's degree and at least 8 years of related experience including management.
- Preferred HR certifications such as SHRM-SCP or SPHR and higher education experience.
- Strong knowledge in employment law, compensation frameworks, change management, HR technology, and employee engagement.
- Starting salary of $105,550 with salary commensurate with qualifications.
- Engages with USC Beaufort leadership, HR Expert Teams, and various university stakeholders.
HR Business Partner Full Description
HR Business Partner Bookmark this Posting Print Preview | Apply for this Job
Please see Special Instructions for more details.
Click here to learn more about why you should work at USC.
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 15, 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
Supplemental Questions
Posting Summary
| Logo | |
|---|---|
| Posting Number | STA00739PO25 |
| Job Family | Human Resources |
| Job Function | General Human Resources |
| USC Market Title | HR Business Partner (System Institution) |
| Link to USC Market Title | https://uscjobs.sc.edu/titles/194395 |
| Job Level | E0 - Directors and Executives |
| Business Title (Internal Title) | HR Business Partner |
| Campus | Beaufort |
| Work County | Beaufort |
| College/Division | USC Beaufort College/Division Level |
| Department | BFT Human Resources |
| State Pay Band | 10 |
| Approved Starting Salary | $105,550 |
| Advertised Salary Range | $105,550-salary commensurate with qualifications |
| Location of Vacancy | Beaufort, SC |
| Part/Full Time | Full Time |
| Hours per Week | 37.5 |
| Work Schedule |
Standard working schedule: 8:30am – 5:00pm
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 | The HR Business Partner (HRBP) will:
|
|---|---|
| Job Related Minimum Required Education and Experience | Bachelor’s degree in a job related field and at least 8 years of job related experience, including some prior management experience. |
| Required Certification, Licensure/Other Credentials | |
| Preferred Qualifications |
|
| 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 USCB senior leaders, providing HR guidance on key people decisions and initiatives • Designs USCB HR strategies and programs in collaboration with the Division of HR as appropriate • Recognizes and understands USCB priorities and needs and develops HR strategies to address them effectively • Collaborates with USCB leaders to influence people strategy based on deep understanding of USCB 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 USCB • 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 | 15 |
| Job Duty | Recruiting, Hiring, and Onboarding • Advises and assists with the implementation of USCB’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 USCB on their unique Employer Brands and EVPs • Advises search committees • Runs the recruitment, analyzes trends in talent acquisition, and provides consultation to the USCB leaders about trends • Consults with USCB 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 USCB level • Coordinates the development of offer letters • Provides advice on dealing with, and overcoming, a search failure |
|---|---|
| Essential Function | Yes |
| Percentage of Time | 15 |
| Job Duty | Compensation • Oversees and manages Compensation within the system structure provided • Evaluates compensation tools available to the university to determine appropriateness and effectiveness for [system institution] • 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 | 10 |
| Job Duty | Benefits • Oversees and manages all Benefits Administration for the campus to include open enrollment periods, insurance/retirement orientations, enrolling new hires into benefit plans, and leave administration • Maintains timely communication of pertinent benefit information to employees • Resolves employee benefits questions and other employee requests in a timely and professional manner • Works closely with Benefits Expert Team and escalates as needed • Oversees the counseling and processing of paperwork for various types of leave (i.e. FMLA, disability retirement, etc.) |
|---|---|
| Essential Function | Yes |
| Percentage of Time | 10 |
| Job 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 USCB and Expert Teams on ADA accommodations EEO/Title IX • Ensures university compliance with state and federal laws regarding equal opportunity • Responsible for analyzing data to monitor the effectiveness of the campus programs • Effectively communicates and promotes all policies and procedures to all campus employees • Serves as EEO/Title IX Campus Coordinator • Lead Investigator and coordinates with VC and AVC for Student Development on related matters, including campus training and awareness |
|---|---|
| Essential Function | Yes |
| Percentage of Time | 15 |
| Job Duty | Training and Organizational Development • Monitors, supports, and coaches talent across the division and works alongside USCB leaders to design organizations that develop teams, identify top performers, build talent, and link HR practices to USCB 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 | 10 |
| Job 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 USCB initiatives |
|---|---|
| Essential Function | Yes |
| Percentage of Time | 5 |
| Job 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 | 10 |
| Job 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 | 5% |
| Job 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 USCB 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 | |
|---|---|
| Desired Start Date | |
| Job Open Date | 09/05/2025 |
| Job Close Date | 09/15/2025 |
| 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 15, 2025. The University of South Carolina offers a valuable benefits package including but not limited to:
Click here to learn more about why you should work at USC. |
| Quicklink for Posting | https://uscjobs.sc.edu/postings/194491 |
| 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. |
Required fields are indicated with an asterisk (*).
- *
Do you have at least a Bachelor's degree in a job related field and at least 8 years of job related experience, including some prior management experience?
- 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)
Required Documents
- Cover Letter
- Resume
- List of References and Contact Information
Optional Documents
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