Executive Administrator, Human Resources - Human Resources Admin - Full Time 8 Hour Days (Exempt) (Non-Union)

Reporting directly to the Chief Human Resource Officer, the Human Resources Executive Administrator is a key leader for relevant facets of human resources for leadership and staff at Keck Medical Center (KMC) – an entity with two acute care hospital, including Keck Hospital of USC and USC Norris Cancer Hospital. The Human Resources Executive Administrator also has a reporting relationship to the CEO of KMC and serves as a member of the KMC executive team. This role partners closely with the HR Centers of Expertise and hospital leaders serving as a liaison to provide leadership in key people strategies, including development of entity specific strategies for labor relations management, leaves of absence optimization, business unit recruitment strategies and appropriate business and planning processes for KMC. Areas of oversight include but are not limited to: administration of human resource policies, HR programs and practices, benefits, compensation, employee/labor relations, labor performance management, HR training, compliance, and safety within Keck Medical Center of USC. The Executive Administrator supports the growth and development of the organization as a dynamic, effective organization in line with the vision, values and strategic plan of Keck Medicine of USC. As key liaison to the broader HR organizations, this Executive Administrator is expected to educate, coach and guide HR team members and broader HR functional partners on KMC business initiatives and related requirements. Develops domain knowledge of KMC operations to include an understanding of short-term priorities and long-term strategies. Partners effectively to ensure regulatory requirements, including all state, federal and TJC regulations are streamlined.

Essential Duties:

• Provides professional leadership that embodies the organization’s philosophy and values in the areas of employment, employee/labor relations, compensation, benefits, training and development.
• Serves as a key member of the CHRO cabinet devising people and labor strategies for health systems’ growth plans and integration planning for joint ventures, physician practices, mergers and acquisitions.
• Support assigned areas by promoting, communicating, and implementing human resources strategies and initiatives.
• Advise leaders on organizational policy issues and recommend needed changes. Provide guidance on employment law, coordinate performance management, and resolve employee relations issues.
• Supported by HR professionals who have specialized in particular functions.
• Must have the agility and flexibility to work in a complex matrixed organization with many offsite locations.
• Provides leadership in programs and practices necessary to promote a high level of employee morale and engagement to support the organization as an employer of choice.
• Provides influence and leadership. Must be able to effectively maintain positive relationships with colleagues, front line employees, physicians, management and Unions.
• Provides support, coaching, and training to leaders regarding employee/labor relations, performance management and leadership skills.
• Provides leadership and guidance for all employee related investigations or counselings.
• Must be able to establish relationships with all offsite location personnel. This includes regular visits to all sites. Ability to develop and maintains appropriate professional and relationships with others at all levels in the organization.
• Able to understand and support the ongoing development of a strength‐based systems philosophy within the organization.
• Demonstrates an understanding of confidentiality laws and policies, and assures the highest degree of confidentiality in the implementation of all responsibilities and duties.
• Demonstrates and performs at an expertise level in: a) Federal and State labor laws applicable to the organization b) Leave of Absence and Worker’s Compensation law d) Employee Benefit Plans including administration of employee health and retirement plans
• Labor Relations/Employee Relations - a) Responsible for labor relations including Collective Bargaining Agreements with multiple unions. b) Directs/conducts thorough and fair investigations regarding employee complaints and grievances. c) Maintains relationships with the unions and department management by meeting timely and regularly with each to address topics of interest and to build a cohesive relationship.
• Performance Management - a) Supports and monitors annual performance evaluations and consults on all performance appraisals with unit/department supervisors prior to discussion with employee. b) Collaborates with supervisors in administering performance improvement/progressive discipline actions. c) Develops plans to support change management and organizational development initiatives. d) Coaches management in the most effective ways to manage people related situations that require managerial intervention. e) Drives initiatives to increase employee retention and employee engagement.
• Policies, Procedures and Compliance - a) Monitors unemployment claims and assists with appeals. b) Handles any internal or external audits related to any facet of Human Resources. c) Partners with the HR team on all policy proposals and updates.
• Performs other duties as assigned.

Required Qualifications:

• Bachelor's degree in Human Resources Management, Organizational Psychology, Business Administration or related field

• Over 10 years Demonstrated and progressive experience working as a Human Resources leader, preferably within an academic hospital setting.
• 5 years Background working in a Union environment, with labor negotiations, contract development and labor management.

• Strong negotiating skills serving as lead in major labor/union contract negotiations.
• Excellent litigation skills and specific labor litigation/arbitration experience (NLRB experience preferred).
• Thorough knowledge of State and Federal labor/employment laws (NLRA, ADA, Wage & Hour, FMLA/CFRA, Workers Compensation, etc.) required.
• Knowledge of and experience in principles and practices of employee and labor relations and collective bargaining.
• Knowledge of healthcare industry and hospital regulatory matters.
• Thorough understanding of HR analytics; ability to set up and track relevant people metrics and KPIs and use them to drive business results.
• Ability to use HR and other business technology to increase efficiency and streamline HR operational workflows.
• Experience in and understanding of the many disciplines within HR, including performance management, DEI, total rewards, talent management and ELR.
• Superb problem-solving skills; excellent stakeholder management and ability to develop good working relationships across the organization.
• Ability to serve as a liaison and partner strongly with HR COEs while balancing the needs of the served entities in administration of system policies and processes. Acumen to make sound recommendations on variations to standard system approach with prudence to maintain the integrity of broad programs applicable all across the enterprise.
• Highly developed communication skills, both verbal and written, including legal and business writing.
•  Ability to interact with a range of personalities and styles while establishing effective relationships within all levels of the organization.
• Strong influencing skills and the ability to gain the respect of, and build a rapport with, multiple constituencies, internally and externally.
• Clear thinker with the ability to quickly identify root causes of problems and develop creative and strategic solutions
• Ability to plan, organize, prioritize, work independently, and meet deadlines.
• Ability to conduct and maintain objectivity in EEO/legal/third party investigations, apply judgment and make sound decisions.
• A solid team player with strong communication, collaboration, active listening and problem-solving skills.

Preferred Qualifications:

• Master's degree strongly preferred or an equivalent combination of education and experience.
• SPHR certification strongly preferred

Required Licenses/Certifications:

• Req Fire Life Safety Training (LA City) If no card upon hire, one must be obtained within 30 days of hire and maintained by renewal before expiration date. (Required within LA City only)

The annual base salary range for this position is $220,064.00 - $363,105.00. 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.