Assistant Vice Chancellor & USC Upstate HR Business Partner

STA00324PO26

Human Resources

General Human Resources

HR Business Partner (System Institution)

E0 - Directors and Executives

Assistant Vice Chancellor & USC Upstate HR Business Partner

Upstate

Spartanburg

USC Upstate College/Division Level

UPS Human Resources

G13

MRM - $107,351 $136,872 $166,394

$107,351 - $115,000;Salary commensurate with education and experience.

USC Upstate, Spartanburg, SC

Full Time

37.5

Monday – Friday; 8:30am – 5pm; Some evenings and weekends as needed are required.

12 months

Human Resources/Legal

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.

The University of South Carolina is committed to equal opportunity and proudly values the skills and experience military veterans bring to our workforce. Across South Carolina, we are making veterans a priority for employment and recognize their vital contributions to our state and our communities.

Requires a bachelor’s degree in a job related field and at least 8 years of job related experience, including some prior management experience.

Master’s preferred; Certification in HR (e.g., SHRM-SCP, SPHR). Higher education experience.

Strategic Partner

• Serves as the senior HR officer for USC Upstate, advising the Chancellor’s Cabinet and senior leaders on HR strategy, workforce planning, and organizational effectiveness
• Operates under a dotted-line reporting structure, receiving strategic direction from the USC Upstate Vice Chancellor for Business Affairs and functional guidance from the HR Business Partner Leader, providing guidance on people strategy and institutional HR priorities
• Serves as a trusted advisor and strategic partner to USC Upstate senior leaders, providing HR guidance on key people decisions and initiatives
• Recognizes and understands USC Upstate priorities and needs and develops HR strategies to address them effectively, collaborate with the Division of HR as appropriate
• Collaborates with USC Upstate leaders to influence people strategy based on deep understanding of USC Upstate 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 USC Upstate
• 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 USC Upstate and 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

Yes

15

Recruiting, Hiring, and Onboarding

• Oversees the development and implementation of USC Upstate specific recruiting and talent marketing strategies, ensuring alignment with institutional goals
• Provides strategic oversight of the USC Upstate Employer Brand and Employee Value Proposition (EVP) and ensures that units effectively articulate and maintain their unique branding and value messaging
• Ensures search committees receive appropriate guidance and support, establishing expectations for compliance, best practices, and inclusive hiring standards
• Provides leadership and oversight for the recruitment process, setting direction, reviewing outcomes, and ensuring that talent acquisition practices remain effective and competitive
• Monitors labor market and talent acquisition trends and ensures USC Upstate leaders receive timely strategic consultation to respond to changing market conditions, in collaboration with the Division of HR
• Oversees relationships with external recruitment partners and stakeholders, ensuring partnerships align with institutional hiring needs and objectives
• Provides feedback and input into barriers for recruitment
• Oversees onboarding locally at the USC Upstate level
• Ensures offer letter development processes are consistently applied, accurate, and aligned with institutional policy and compensation guidelines
• Oversees the processes and protocols for addressing search challenges, ensuring that units receive appropriate guidance and that strategies are in place to prevent or mitigate search failures

Yes

15

Compensation

• Provides strategic oversight and direction for the Compensation function, ensuring practices align with the system-wide compensation structure
• Oversees the evaluation and selection of compensation tools, ensuring their appropriateness, effectiveness, and alignment with the needs of USC Upstate
• Collaborate with the Division of HR for FLSA administration and compliance, FTE reconciliation, and monitoring. Ensures the education of leadership on compensation tools by the Division of HR
• Provides oversight of staff compensation management within the Pay Evaluator framework, ensuring proper application and compliance
• Oversees the education of leadership on compensation tools and frameworks, ensuring leaders understand and effectively use compensation resources to support recruitment and retention
• Provides oversight of pay related issue resolution, ensuring coordination with Payroll and timely troubleshooting.

Yes

10

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
• Oversees the processes for timely and accurate communication of benefits information to employees across the campus
• Provides oversight for the resolution of employee benefits inquiries, ensuring issues are addressed professionally, accurately, and in accordance with established policies.
• Oversees collaboration with the Benefits Expert Team, ensuring appropriate escalation and coordination on complex benefits matters
• Provides oversight for counseling procedures and documentation processing related to employee leave programs (e.g., FMLA, disability retirement), ensuring compliance and consistency

Yes

10

Employee Relations

• Provides oversight of processes for supporting employees in resolving interpersonal issues and workplace challenges, ensuring appropriate resources and guidelines are in place.
• Oversees the framework through which supervisors and managers receive guidance on addressing performance issues, ensuring consistency, compliance, and adherence to institutional standards.
• Provides strategic oversight for the management of confidential and complex employee relations matters within the established tiered framework, ensuring proper handling and escalation.

Oversees the escalation protocols for employee relations issues, ensuring matters are routed to the Expert Team appropriately and in a timely manner.

• Oversees collaboration between the USC Upstate and Expert Teams on initiatives related to cost savings programs, ensuring alignment with institutional goals and compliance requirements.
• Provides oversight of coordination between the USC Upstate and Expert Teams on ADA accommodation processes, ensuring consistent application, proper documentation, and compliance with legal and institutional standards.

EEO and Title IX

• Provides oversight to ensure university compliance with all state and federal equal opportunity laws and regulations, establishing and maintaining appropriate policies, processes, and monitoring mechanisms.
• Oversees the analysis and interpretation of data used to evaluate the effectiveness of campus EEO and Title IX programs, ensuring findings inform continuous improvement.
• Provides oversight for the communication and promotion of EEO and Title IX policies and procedures, ensuring that all campus employees receive clear, accurate, and consistent information

Yes

15

Training and Organizational Development

• Provides oversight for the monitoring, support, and coaching of talent across the division, ensuring that USC Upstate leaders have the guidance and frameworks needed to design effective organizational structures, develop high performing teams, identify top talent, and align HR practices with USC Upstate strategies
• Oversees collaboration with Expert Teams to co-develop, refine, and implement talent management frameworks, ensuring alignment with enterprise-wide strategies and compliance with institutional policies
• Oversees the employee performance management process for all staff positions and provides guidance and support as needed

Yes

10

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 HR and/or USC Upstate initiatives

Yes

5

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

Yes

10

AVC/UPSHRBP 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

Yes

5

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 USC Upstate 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

Yes

5

No

Essential

1

07/01/2026

05/08/2026

Yes

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.