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:

– Professional

Base Description:

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

Level Summary:

– Demonstrates baseline working knowledge of routine work tasks. Follows the standard principles and practices. Acts under direct and frequent supervision using established procedures with detailed instructions. Participates as a team member and actively contributes to completion of team goals. Clearly communicates information.

Supervisory Responsibilities:

– None

Fiscal Responsibilities:

– Typically none

Problem Solving:

– Encounters routine problems
– Follows recommended course of action and procedures to resolve problems

Independence of Action:

– Work is closely monitored by supervisor
– Detailed instructions and procedures are provided
– Applies standard operating procedures with limited guidelines for deviation

Communication and Collaboration:

– Typically communicates internally within working unit
– Collaborates closely with team members
– Clearly communicates information, ideas, or instructions verbally and in writing

• Comp Grade – 8
• Minimum – $51,000.00
• MidPoint – $62,500.00
• Maximum – $74,000.00