Why is HR undergoing an organization transition as part of HRDF?

After a thorough assessment of current procedures, structure, and protocols, HR leadership has identified key areas of improvement to create a more aligned, efficient, and compliant HR organization. To act on OCR mandates, internal HR assessments and keep up with evolving HR trends, we must implement an infrastructure that prioritizes what’s in the best interest of our Trojan Family. Centralizing and redesigning the HR organization will ultimately allow us to align our core functionalities and capabilities to deliver the highest quality of service.

Who approved HRDF?

The decision to move forward with HRDF was approved by the highest levels of USC leadership including the President, Provost, HR leadership and university deans.

Is HRDF focusing on University HR only or the whole HR function across the University?

First, we are focusing on improving functions and divisions that are a priority within University HR. Once priority areas in University HR are established in the new organization, centralization activities will continue on a rolling basis that will include HR functions across the University. However, any plans and timelines related to HR improvements, whether within University HR or the field, will be evaluated on an ongoing basis as we continue to respond to the COVID-19 crisis and support the return to campus.

As a current USC employee, why do I have to apply for a position in the new HR organization

As a part of developing the brand new HR organization, all job titles and job descriptions were redrafted to be in line with HR best practices. As a result, some future state job titles may be the same as roles in the current HR organization, but their job description may have changed to align with high-performing HR organizations. Thus, no jobs in the current HR organization exist as is in the future HR organization, which is why all employees must apply for new HR positions.

How is the HR organization continuing to respond to the Office of Civil Rights (OCR) mandates?

We have already completed a number of required actions. In April, we provided notifications to the community including the Summary of Resolution Letter and Agreement and letters and videos from the office of the SVP of HR, Felicia A. Washington. We submitted a Proposed Implementation Plan, draft of the Centralized Reporting Directive, and draft notice of non-discrimination to OCR. We also drafted Revised Title IX Procedures and proposed implementation plans for Title IX data systems and intake processes. We will continue to keep OCR guidelines at the forefront as we make improvements within University HR.

Which divisions and functions within University HR are considered to be priority areas and will be impacted?

We started with senior leaders that will directly report to Felicia A. Washington, SVP of HR, and will announce openings for other University HR divisions and functions on a rolling basis. Immediate priority areas are areas identified by OCR and/or HR assessments as HR hot spots, such as Title IX, Compliance, LOA, Performance Reviews, and Employee & Labor Relations. However, we will ensure that employees from each division are informed about the upcoming changes through a variety of channels (e.g., email, virtual forums) and are notified well in advance of postings.

How is the HR organization responding to COVID-19 and supporting Project Restart?

HR has a fundamental role in supporting the University and acting as a strategic partner during the COVID-19 response. To date, HR has focused on resilience efforts and continuing to provide immediate and essential services to University stakeholders. We are now shifting to a “recovery” phase and formulating a tactical plan to shift to the “new normal” for University operations. We are prioritizing three areas;  developing new work from home policies, outlining specific guidelines for HR employees who are returning to campus, and improving performance management practices.

How are we informing our customers about HRDF?

We have already communicated this transition to various USC leadership groups, including the HR Steering Committee. We will inform our customers with targeted communications and detailed information throughout the HRDF process.

When will HRDF be completed?

HRDF will be ongoing through late 2021.

Will day-to-day HR operations be affected during HRDF?

HR leadership has carefully planned for this transition to minimize disruption to normal operations. Exceptional customer service has been and continues to be a top priority.

Where will openings be posted? How will we find out about new opportunities?

New roles will be posted on the USC Workday platform. All internal applicants will be required to apply through this platform. Employees will be notified by email about upcoming roles. Virtual forums will also be held, as needed, to inform departments of upcoming changes.

What will the recruiting and interview process look like?

The recruiting process will include the rigorous screening of internal and external candidates for each open position and several rounds of in-person interviews with top candidates. Candidates will be selected for interviews based on resume reviews and HR phone screens. Applicants who are selected as top candidates will be contacted to schedule interviews.
Find answers to your HRDF program-related questions here.
For questions or feedback related to HRDF, please email hrdf@usc.edu