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.

Labor and Employee Relations 

Labor and Employee Specialists develop, interpret, apply, and enforce employment policies, procedures, practices, guidelines, collective bargaining agreements, and labor law legislation/regulations; advise unit management, employees, and Human Resources partners; conduct investigations; facilitate conflict mediation and negotiations; conduct grievance hearings in accordance with various collective bargaining agreements; participate in grievance, arbitration, and other labor proceedings; participate with bargaining unit contract negotiation.

• Serve as a primary point of contact for workplace issues, policies, and conflict resolution; address and resolve workplace concerns promptly, ensuring fair and consistent solutions
• Advise leadership, managers, and HR partners on policy and contract application for disputes involving pay discrepancies, safety matters, harassment allegations, disciplinary actions, performance issues, layoffs, terminations, workplace conflicts, and other management/employee/labor union concerns
• Ensure the university’s policies and procedures are up-to-date and comply with all federal, state, and local labor laws; advise both management and HR partners on policy interpretation and implementation
• Lead investigations into employee grievances, complaints, and workplace conflicts; maintain documentation of findings and outcomes; recommend resolutions in alignment with university policies
• Provide guidance to managers on handling sensitive employee situations
• Develop and deliver training programs related to employee relations best practices, conflict resolution, and effective communication
• Assist with performance management processes, providing guidance on addressing performance issues and developing improvement plans
• Collaborate and consult with university partners, including Ethics and Compliance, the Office of Equal Opportunity and Access, General Counsel, and University Police
• Serve as grievance hearing officer in accordance with various collective bargaining agreements; conduct hearing and provide written decision
• Participate in grievance, arbitration, and labor/legal proceedings; facilitate attorney requests for information
• Draft contract proposals or counterproposals for collective bargaining or other labor negotiations
• Maintain accurate records of employee relations cases, resolutions, and trends; provide reports to HR leadership on employee relations matters and metrics
• Stay informed of changes in labor laws and regulations, ensuring the university’s practices remain compliant and mitigate potential legal risks
• May supervise staff members, including hiring, development, and performance management

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