Penn State Job Catalog

Additional levels that exist for this job profile can be seen below.

The defined natural career progression within or between job profiles.

Human Resources Management

The Human Resources Consultant provides human resources services to employees/faculty and advises supervisors, managers, and directors in accordance with University policies, state, local, and federal laws; partners with and advises supervisors, managers, and directors on HR areas related to employment, employee relations, professional development, benefits, and policies and procedures; participate in projects as needed.  

• Provide human resources support, guidance, and direction to employees, supervisors, and unit leadership in the areas of labor and employee relations, talent and performance management, benefits, compensation and classification, and University policies and procedures
• Establish and maintain effective working relationships with all employees and influence leadership and management to make legal and fair decisions
• Answer and resolve employee requests and inquiries
• Partner with central HR on a variety of projects, process changes, and initiatives and support the unit throughout these changes; ensure changes are appropriately communicated and implemented
• Provide education to employees on a variety of HR topics, policies, and procedures
• Investigate and resolve employee relation cases in a timely manner, while adhering to University policies, as well as local, state, and federal laws
• Manage HR system/platform and other electronic inquiries; edit, review, troubleshoot, and route for HR form processing
• Prepare spreadsheets for salary increases, run database reports, and maintain day-to-day HR requests
• Resolve complex and unusual issues and employee concerns, such as performance problems, pay discrepancies, job reviews and appeals, employee conflicts, etc.
• Provide unit leadership with relevant HR information and data needed to inform strategic decision making
• Support the unit’s mission, vision, and goals from an HR perspective
• Coordinate HR programs and activities in support of the unit
• Lead special projects that may be assigned to HR for the overall growth and advancement of the department/unit
• Make recommendations for process improvements within the unit

Level:

– Intermediate Professional

Base Description:

– Completes activities, tasks, and/or projects of a functional nature.

Level Summary:

– Demonstrates ability to perform intermediate tasks in defined skill areas. Demonstrates intermediate knowledge of internal procedures. Works under general supervision, performing assignments that may be varied and sometimes difficult. Supports team decisions and follows through with team responsibilities. Interprets and communicates information clearly and accurately. Demonstrates intermediate problem–solving skills.

Supervisory Responsibilities:

– May serve as direct supervisor for part–time, student, and/or temporary workers or volunteers

Fiscal Responsibilities:

– May validate and pay invoices

Problem Solving:

– Encounters generally routine problems; occasionally faces more complex and/or varied problems
– Typically follows recommended course of action and procedures to resolve problems
– Applies knowledge of larger unit goals, priorities, and related procedures in determining course of action

Independence of Action:

– Work is generally monitored by supervisor
– Detailed instructions and procedures are generally provided
– Uses available guidelines to make appropriate adaptations to routine situations and refers other situations to supervisor

Communication and Collaboration:

– Communicates internally within working unit and/or the University
– May communicate with external audiences
– Collaborates closely with team members
– Interprets and communicates information, ideas and instructions clearly and accurately both verbally and in written materials intended for distribution

• Comp Grade – 9
• Minimum – $56,200.00
• MidPoint – $68,800.00
• Maximum – $81,500.00