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 

Employee Relations Manager is responsible for all aspects of managing the Employee and Labor Relations team. Duties include leading, supporting, and supervising staff, workload balancing, LR/ER trend analysis, conducting high level investigations, and consulting on a variety of complex LR/ER issues. Use deep LR/ER subject matter expertise to provide support to unit HR, Faculty, Union leadership and Managers.

• Responsible for strategic and tactical guidance to the ER/LR team as well as serve as the escalation point for complex/high priority matters
• Advise unit HR, Faculty and Managers on separation process for complex non-voluntary terminations escalated from LR/ER professional staff
• Review and approve all termination decisions for bargaining unit employees and monitor termination decisions for staff and faculty
• Oversee the LR grievance process, ensuring adherence to timelines outlined in bargained agreements; understand and advise on LR issues going to arbitration
• Serve as hearing officer for appeals heard through the staff appeal process; prepare all necessary documents and report findings
• Oversee and monitor the LR/ER investigation processes
• Oversee the administration of the University's unemployment compensation process
• Manage a team of staff members, including hiring, development, and performance management

Level:

– Manager

Base Description:

– Manages direct reports where primary duty is the management of a working unit.

Level Summary:

– Demonstrates proficient ability in work design, project management, financial planning and development of goals for accomplishing unit assignments. Reviews and guides work to ensure conformity to policy and effective approaches. Evaluates employee performance and recommend development opportunities. Demonstrates ability to coach employees. Presents and communicates key university indicatives and connects it to unit contributions. Provides broad guidelines. Develops, evaluates, enhances, and/or implements quality improvement practices. Recommends innovative solutions.

Supervisory Responsibilities:

– Oversees a team (typically 4 or more; no fewer than 2) full
– time direct reports of individual contributors and/or first level supervisors.

Fiscal Responsibilities:

– Monitors and tracks department/area budget
– May plan, forecast, and/or assist in developing budgets
– May have final signature authority for specific area

Problem Solving:

– Encounters varied and complex problems
– Helps to develop creative and/or novel approaches to resolve problems that are difficult in nature but within limited scope
– Modifies, adapts, or refines guidelines if necessary to resolve issues or problems

Independence of Action:

– Works independently on complex or strategic assignments
– Uses existing practices and advanced working knowledge to determine appropriate work methods for the team
– Reviews completed work of others for conformity to policy, and effectiveness of approach
– Delegates advanced tasks to others

Communication and Collaboration:

– Communicates with both internal and external audiences
– Collaborates closely with team members and various areas across the University
– Prepares written and/or verbal presentations or proposals on complex issues and delivers to a broad variety of audiences
– Communicates key university initiatives and how unit’s work contributes to their achievement
– Presents ideas, concepts and instructions in a clear manner, and uses persuasion and negotiation to build consensus and cooperation
– Establishes and maintains networks to facilitate successful communication among units

• Comp Grade – 13
• Minimum – $86,300.00
• MidPoint – $107,900.00
• Maximum – $129,500.00