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:

– Senior Manager

Base Description:

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

Level Summary:

– Demonstrates advanced skills in critical functions related to unit's success. Demonstrates advanced knowledge of emerging technologies and processes. Monitors completed work of others to ensure effectiveness and adherence to requirements. Sets clear expectations and holds team accountable. Establishes a shared team/unit vision. Demonstrates ability to evaluate and enhance team/unit practices that promote a strong commitment to inclusionary practices. Coaches others using appropriate strategies. Demonstrates diplomacy. Demonstrates ability to serve as liaison between senior-level management and staff. Resolves complex, controversial, or unprecedented issues and problems.

Supervisory Responsibilities:

– Oversees large team or teams of individual contributors and/or supervisors/managers
– Leads a department or functional area

Fiscal Responsibilities:

– Monitors and tracks large budgets
– Plans, forecasts, and/or develops budgets
– May approve budgets for specific area
– Typically has final signature authority for specific area

Problem Solving:

– Encounters highly varied and complex problems that impacts the team and possibly the unit
– Develops creative and/or novel approaches to resolve problems that are difficult in nature
– Independently resolves complex and/or unprecedented issues and problems

Independence of Action:

– Work results are not clearly defined
– Generally sets own goals and determines how to accomplish results with few or no guidelines to follow
– Monitors completed work of others to ensure soundness of approach, effectiveness of meeting requirements, the feasibility of recommendations and adherences to requirements
– Delegates more 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
– Fosters collaboration between units and engages others' coordinated efforts to reach desired outcomes with broad scope

• Comp Grade – 14
• Minimum – $97,100.00
• MidPoint – $121,400.00
• Maximum – $145,700.00