CHRO of AbbVie Tim Richmond at the SC Moore School. Courtesy photo
At the University of South Carolina’s Darla Moore School of Business, the Master of Human Resources (MHR) program is not just thriving—it’s setting the standard for excellence in HR education. With 100% job placement, elite corporate partnerships, and an industry-connected faculty, the program is reshaping how future HR leaders are trained.
The Moore School is celebrating another year of excellence in human resources, driven by the innovative and dedicated efforts of its Management Department. Housed within the Moore School, the Master of Human Resources (MHR) program has gained distinction for transforming students into strategic business leaders who excel at driving corporate agility.
“Within the MHR program, everything students learn aligns with current industry needs and is enriched by the latest research from Moore’s Management Department,” says Maz Aziz, MHR Program Director.
USC professor DJ Schepker and students. Courtesy photo
100% PLACEMENT RATES
The curriculum blends business acumen with hands-on projects tailored to the needs of the school’s industry partners. MHR students regularly collaborate with companies like IBM, GE, and American Express throughout their degree.
The Management Department has refined the program to maximize student outcomes.
“Each and every student has an internship by the time they graduate,” notes Aziz. For the past five years, the program has also maintained a 100% job placement rate.
“The practical experience that the MHR program provides with large Fortune 500 companies gives it a competitive edge in preparing students for full-time work,” shares 2017 MHR alum William O’Shields.
RESEARCH-PRACTICE COLLABORATIONS
Another key to the Management Department’s success is their award-winning faculty, who are paving the way for the future of HR practices.A cornerstone of the program is its faculty, who bridge research and real-world application.
“Our professors in the MHR program were a combination of those who spent the majority of their career in research and those who spent the majority in corporate HR roles. Knowing we were learning from key industry thought leaders built confidence in our curriculum,” says Kathryn Jackson, Class of 2019.
Department Chair Paul Bliese often partners with top firms, giving students consultant-like roles on projects. Recent work with the U.S. Army involved research on resilient soldier traits, sometimes leading to publishable results — a rarity among HR programs.
USC students. Courtesy photo
WORKING WITH REAL COMPANIES AND THEIR DATA
Moore’s HR faculty collaborate across micro and macro domains, enriching their research through interdisciplinary insights. One notable partnership involved pharmaceutical giant AbbVie, where students contributed during a major acquisition.
“Partnering with MHR students on projects, such as drivers of managerial engagement following an acquisition, has provided fresh perspectives that have informed innovative approaches to talent acquisition and development,” says Tim Richmond, CHRO of AbbVie.
“Our partnership has been extremely strong, and we expect it to continue to help us co-create innovative solutions to emerging HR challenges, such as navigating AI-driven talent management and fostering inclusive workplace cultures.”
STRONG PARTNERSHIPS WITH CHROs
Associate Dean Pat Wright, known as the “CHRO Whisperer,” joined Moore after 16 years at Cornell. With deep ties to leading CHROs and a career spent strengthening the HR field, he has helped foster a culture of professionalism in the program.
Students are commended for their maturity and engagement, often requiring little prompting during guest lectures.
“We have high-quality students who are deeply engaged and professional. That’s what has really helped build the reputation of the program,” says Wright.
Faculty also serve as coaches to students, he adds. “Everyone has a group of students they’re accountable for. We have smart and engaged students who step into the workplace with maturity and presence right away.”
Faculty Director of CES Anthony Nyberg. Courtesy photo
MOORE’S CENTER FOR EXECUTIVE SUCCESSION
Two major centers support HR education and research at Moore: the Center for Executive Succession (CES) and the Riegel & Emory Human Resources Center.
Anthony Nyberg, J. Henry Fellers Professor of Management, serves as faculty director of CES. “This center is the objective source of knowledge regarding C-suite succession planning,” Nyberg says.
Before CES, most data on succession planning came from for-profit consultants. CES now provides unbiased research backed by university insight.
Students consult directly with CHROs of Fortune 200 companies on timely issues like succession planning, helping steer both research and teaching toward real-world needs.
KNOWLEDGE GENERATION
Nyberg emphasizes that the department’s strength lies in its cohesive faculty. “Our primary job is to be creators of knowledge—researchers. We have a secondary job, which is to be instructors of students,” he says.
Executives frequently provide feedback that shapes faculty research and ensures its classroom relevance. In turn, faculty share findings that directly impact corporate HR practices.
USC students. Courtesy photo
MOORE’S RIEGEL & EMORY CENTER
The Riegel & Emory Human Resources Center connects students to internships, advising, and research opportunities. It also allows industry leaders to engage directly with students and shape curriculum.
“Our work environment is complex, uncertain, moving fast, and possibly harder than ever for businesses to stay on top of things,” says Carolina Distinguished Professor Rob Ployhart.
“Collaborating with us gives them a chance to direct the kinds of research our department does, which in turn helps them in their world.”
A LOOP OF RESEARCH, FEEDBACK & EDUCATION
Board meetings double as networking and knowledge-sharing events, with up to 90 students engaging with 20 top corporate leaders. Research on hybrid work, workplace civility, and HR practice in disruptive environments flows back into the classroom in a continuous loop of innovation.
“What’s really worked for so long is having these symbiotic relationships between our centers, the students, and the faculty,” says Ployhart. “They are always in sync and closely in tune with what’s going on in business today — and what’s coming tomorrow.”
