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:

– Senior Professional

Base Description:

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

Level Summary:

– Demonstrates advanced knowledge of principles, practices, and procedures of a particular field. Works independently on moderately complex work assignments under limited oversight, reviews progress, and evaluates results. Monitors work and projects ensuring timeliness, quality, and efficiency. Identifies and mobilizes resources to achieve outcomes. Trains others and reviews progress with management. Presents ideas, concepts, and instructions in a clear and persuasive manner. Develops new techniques, concepts, and approaches and applies them to moderately complex and strategic and/or operational issues.

Supervisory Responsibilities:

– Indirect supervisor for other full–time employees
– May serve as direct supervisor for part–time, student, and/or temporary workers, volunteers, or a full–time employee

Fiscal Responsibilities:

– May validate and pay invoices
– Monitors and tracks budgets and funding

Problem Solving:

– Encounters moderately complex problems
– Applies specialized knowledge and skills to resolve problems
– Understands benefits, limitations, and impact of potential solutions

Independence of Action:

– Works independently on moderately complex work assignments, reviews progress, and evaluates results
– May set priorities and organize work within general guidelines established by supervisor
– May review the work of others to verify accuracy and conformance to required procedures and special instructions

Communication and Collaboration:

– Communicates internally within working unit and the University
– Communicates with external audiences for scheduling/coordination
– May communicate with external audiences for business purposes
– Coaches others in using appropriate strategies for resolving conflict; negotiating reasonable compromises; and proposing and evaluating possible solutions
– Give candid and constructive feedback to others to influence and persuade managers and employees to accept and implement findings and recommendations

• Comp Grade – 12
• Minimum – $76,700.00
• MidPoint – $95,900.00
• Maximum – $115,100.00