Overview

Job Location:
Los Angeles, CA – University Park Campus

Job Summary

The Performance Management Program Manager oversees and manages development and execution of the performance management program for all university employees. This role is responsible for designing a fair and consistent rubric for evaluating performance across USC. As the university’s performance management expert, this role provides guidance to the organization on leading practices in performance management to elevate the talent pool at USC. The Performance Management Program Manager plans routine performance review cycle communications, partners with HR Partners to counsel managers on how to coach employees and address performance gaps, and designs feedback surveys for employees and managers to provide input into program improvements. An ideal candidate for this role understands that a successful performance management program can be a powerful tool for realizing organizational objectives. This role will help enable USC’s vision while championing USC’s culture and values.

Minimum Qualifications

The candidate for the position of Performance Management Program Manager must meet the following qualifications:

  • Bachelor’s degree in business, industrial/organizational psychology, human resources, or another related field.

  • Seven or more years of experience in human resources or performance management.

  • Extensive experience leading performance management and performance management process transformation efforts for an enterprise.

  • Extensive experience with performance management systems and tools.

  • Demonstrated knowledge of core learning and organizational development principles and leading practices in driving knowledge transfer and change.

  • Experience deploying HR programs focused on driving change and organizational effectiveness.

  • Excellent written and verbal communications skills.

  • Excellent organizational skills, analytical skills, and the ability to think strategically and creatively.

  • Excellent people skills, situational awareness, and relationship-building abilities.

  • Experience coaching managers and above regarding performance improvement plans and answering relevant questions.

  • Experience in leadership and people-building roles.

  • Demonstrated ability to effectively communicate with senior leadership.

  • Demonstrated data-driven mindset and instinct for extracting insights from metrics for informed decision-making.

  • Team-oriented self-starter with the ability to work proactively and on one’s own.

  • Ability to provide support and guidance as needed on projects.

  • Ability to exercise discretion with confidential information.

  • Proficiency with Microsoft Office applications (Word, Excel, Outlook, PowerPoint).

Preferred Qualifications

The ideal candidate for the position of Performance Management Program Manager has the following qualifications:

  • Advanced degree in business, industrial/organizational psychology, human resources, or another related field.

  • Ten or more years of experience in human resources or performance management.

  • Experience in higher education.

  • Experience collaborating and coordinating across various departments to meet university needs.

  • Experience using change management methodologies and models to implement organization change initiatives.

  • Experience with Workday HCM.

Job Responsibilities

The candidate for the position of Performance Management Program Manager will be responsible for:

  • Designing fair and consistent rubrics for evaluating performance aligned with the diverse needs of the university and its constituents. Designing and developing routine performance review cycle communications and developing unbiased surveys to solicit feedback from employees and managers. Collaborating with HR Partners< HR leaders and university leaders to support design and implementation of performance improvement plans and intervention programs. Collaborating with Total Rewards and Learning, Delivery and Solutions to tie performance management to financial incentives as well as learning programs.

  • Incorporating organizational objectives into the design of a performance management program. Incorporating requirements and metrics-based performance standards and measures in specific talent groups into a fair rubric for employee evaluation. Understanding how performance management fits within the university’s business goals. Partnering with the HR Systems team to introduce enhancements to the performance management software.

  • Developing materials to train managers on how to complete performance reviews in a fair and unbiased way. Partnering with HR Partners to counsel managers on effective coaching techniques and approaches to address performance gaps. Building and maintaining effective relationships with university partners by providing timely follow-up and feedback. Designing, implementing and monitoring performance management to enable employees and teams to understand the goals of the university and identify how individual and team outputs contribute to the objectives of USC.

  • Listening attentively to the needs of stakeholders. Articulating the performance management strategy set by the HR organization to campus partners in academic and administrative units. Acting as the main point of contact for the performance management program for university leaders and employees.

  • Staying apprised of industry-leading practices in performance management. Identifying opportunities to educate managers and employees about the performance management process and the value it provides. Structuring nimble performance review programs that can adapt quickly to align with changing HR and university strategies, priorities, and needs. Leveraging Workday technology to deploy performance reviews and continually find ways to automate processes and improve the employee experience. Analyzing feedback captured from yearly review cycles to identify opportunities for process improvements.

  • Assessing organizational culture to identify roadblocks to high performance. Making recommendations to address high performance roadblocks. Incorporating client feedback into the performance management program where possible. Analyzing gathered performance indicators to recalibrate expectations in employee assessment rubrics. Developing data-driven solutions to address human factors affecting organization’s ability to reach strategic goals.

  • Developing a structured performance review process that weaves accountability into the organizational culture. Establishing performance expectations that foster individual ownership of organizational goals. Promoting an environment that fosters inclusive relationships and creating unbiased opportunities for contributions through ideas, words, and actions that uphold principles of the USC Code of Ethics.

  • Understanding relationship between HR organization strategy and university strategy. Providing clarity or realignment direction regarding scope, expectations, prioritization and other factors that influence goals. Demonstrating, through words, actions, and ideas, alignment to USC’s strategic plan and the HR organization’s strategic plan. Enabling the university to fulfill its academic and people missions through enhanced HR service.

  • Performing other related responsibilities as requested and when necessary. The university reserves the right to add or change duties at any time.

The University of Southern California is an Equal Opportunity Employer

Minimum Education:
Bachelor’s degree Or
Bachelor’s degree Business Administration Or
Bachelor’s degree Industrial Psychology Or
Bachelor’s degree Human Resources

Minimum Experience:
7 years in HR and performance management

Minimum Skills:
Demonstrated success leading performance management process transformation efforts for an enterprise.
Extensive knowledge of core learning and organizational development principles and best practices in driving knowledge transfer and change.
Proven success coaching managers and executives.
Ability to effectively communicate with senior leadership.
Excellent organizational and analytical skills.
Excellent presentation and written and oral communication skills.
Proven success to think strategically and creatively. Excellent people skills, situational awareness and relationship-building abilities.
Demonstrated data-driven mindset.
Strong ability to extract insights from metrics for informed decision-making.
Team- oriented self-starter with ability to work proactively on solo projects.
Ability to exercise discretion with confidential information.
Extensive experience deploying HR programs focused on driving change and organizational effectiveness.
Proficiency with Microsoft Office.

Preferred Education:
Master’s degree Or
Master’s degree Business Administration Or
Master’s degree Industrial Management Or
Master’s degree Human Resources

Preferred Experience:
10 years in higher education, in leadership and people-building roles

Preferred Skills:
Extensive experience using change management methodologies and models to implement organization change initiatives.
Demonstrated experience leveraging human resources information systems (e.g., Workday).
Experience developing and launching a performance management program from scratch.

                                                  

USC is an equal opportunity, affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other characteristic protected by law or USC policy. USC will consider for employment all qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring ordinance. We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact USC Human Resources by phone at (213) 821-8100, or by email at [email protected].  Inquiries will be treated as confidential to the extent permitted by law.

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