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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 00012609 |
Description Activated On: 12/10/2024 10:15:29 AM |
Position Purpose: Describe the primary purpose of this position and how it contributes to the organization’s objectives. Example: Provides clerical and office support within the Division to ensure its operations are conducted efficiently and effectively. This role acts as a strategic business partner, fostering collaboration and driving consensus to achieve strategic goals, while championing the State Employees' Retirement System (SERS) as an “employer of choice” through effective communication to both current and prospective employees. The director leads a full-functioning human resource program with a human-centered approach to oversee and implement comprehensive human resources strategies, initiatives, and operations. These responsibilities include providing expert guidance on best practices in areas such as organizational management, staffing, classification, compensation, employee relations, disability services, equal employment opportunity, time administration, workers' compensation, unemployment compensation, financial disclosure, workplace violence prevention, SEAP, performance management, and personnel records. |
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Description of Duties: Describe in detail the duties and responsibilities assigned to this position. Descriptions should include the major end result of the task. Example: Types correspondence, reports, and other various documents from handwritten drafts for review and signature of the supervisor. BOARD LIAISON Acts as the HR liaison to the Board and its subcommittees, with a focus on the Board Governance and Personnel Committee (BG & PC). Collaborates with the Deputy Executive Director, Director of Governance and Strategic Initiatives, and Board Chair to develop and implement the annual work plan for the BG & PC, as well as to prepare meeting agendas, reports, and supporting materials. Prepares sensitive human resource related documents for Board review and action, such as comprehensive reports and other sensitive materials, for upload to the online management software for Board materials. Works closely with the Chief Counsel and the Director of Governance to draft motion language for human resource related actions. Presents human resource updates and recommendations to the Board and its subcommittees during live-streamed public meetings and closed-door, confidential executive sessions. Responds to questions from Board members and their designees. HUMAN RESOURCES LEADERSHIP Leads and manages the key functions of human resources for SERS Headquarters and its regional offices, ensuring that HR strategies align with the agency’s goals for staffing, recruitment, and retention. Provides exceptional service to applicants, employees, vendors, and customers, fostering positive interactions with the HR Office. Stays informed on best practices and regulatory changes to meet the diverse needs of the workforce. Actively contributes to the development and execution of the agency’s strategic plan, ensuring HR initiatives support organizational priorities. Works collaboratively with senior leadership and management to address key HR issues, regional needs, and business strategies. Sets the vision, strategy, and tone for all HR functions, focusing on key organizational platforms such as structure, leadership, talent, and culture. Cultivates strong relationships within the program areas while advocating for the employees of SERS. Evaluates, interprets, applies, and implements commonwealth human resource policies, while considering SERS needs and applicable human resource laws and regulations. Monitors and evaluates the effectiveness of SERS human resource programs and policies and applies continuous improvement knowledge to ensure those programs and policies stay relevant, up-to-date, and meaningful. HR POLICY AND ORGANIZATIONAL DEVELOPMENT Develops, updates, and implements HR policies and procedures that reflect current trends and legal requirements. Manages the position classification system, conducting studies and reviews, creating new classifications, supporting organizational changes, and ensuring compliance with the Office of Administration’s (OA) classification policies. Advises senior leadership on staffing and organizational structure. Oversees the Employee Relations and Labor Relations programs, addressing employee conduct, disciplinary matters, and labor-related issues. Provides guidance to managers to foster a culture of continuous feedback, collaboration, and performance improvement. Participates in SERS-related audits and evaluates findings, creating strategies to implement relevant recommendations. RECRUITMENT AND ONBOARDING Leads recruitment and staffing efforts for both civil service and non-civil service positions, ensuring compliance with regulations, collective bargaining agreements, and agency policies. Identifies diverse methods to attract talent and addresses critical staffing needs across the organization. Develops and continuously improves a comprehensive onboarding program tailored to each business area, enhancing the employee experience. Implements innovative strategies to attract top talent, develop core competencies, and create growth opportunities for employees. WORKFORCE SUPPORT Manages a variety of HR programs that support the needs of employees to ensure a safe, healthy, and productive workplace, including SEAP, SECA, workplace violence prevention, disability services, equal employment opportunity, financial disclosures, and more. Designs and administers employee information programs to communicate updates on policies and procedures, ensuring clear and consistent messaging. HR BEST PRACTICES AND COMPLIANCE Continuously evaluates HR practices to ensure competitiveness with industry standards and best practices. Stays up to date on emerging trends and technology in human resources and provides recommendations for improvements. Prepares and manages the HR budget and represents the agency in hearings related to HR matters. STAFF DEVELOPMENT AND SUPERVISORY RESONSIBILITIES Develops a highly competent, productive, and effective HR staff by supervising professional and support employees, fostering an environment of growth, collaboration, and learning. Promotes a work environment that values diversity, equity, belonging, and inclusion, and the development of skills to engage with individuals from various cultures and backgrounds. EXECUTIVE RECRUITMENT AND PERFORMANCE MANAGEMENT Works closely with the Board and its subcommittees to oversee the recruitment and ongoing performance evaluation of key executive roles, including the Executive Director, Chief Investment Officer, Chief Counsel, Chief Compliance Officer, and Internal Audit Director. Collaborates with agency procurement staff to manage the solicitation process for Executive Search Firm Consultants, when needed. Partners with the selected consultant, as well as internal leadership, throughout the recruitment process. When an Executive Search Firm is not utilized, leads the internal recruitment efforts, including posting job openings, screening candidates, developing interview questions, creating evaluation materials, conducting reference checks, and managing the selection approval process in coordination with Executive Staff and Board members. COMPENSATION AUTHORITY Oversees the classification and compensation programs for SERS’ investment professionals and attorneys. Coordinates with agency procurement staff on selecting compensation consultants, including drafting Request for Proposal (RFP) documents and evaluating submissions. Collaborates with consultants throughout the engagement to ensure alignment with recruitment and retention goals. Works with the Board, subcommittees, agency stakeholders, and external consultants to conduct studies and develop, update, and refine compensation structures and policies to meet the specific needs of SERS. Manages the process for pay increases and ensures necessary approvals from the Board or subcommittees for investment professionals and attorneys. Compiles and manages compensation data to respond to public pension surveys, including those from McLagan, CBIZ, and other state pension plans. OTHER Stays committed to ongoing learning and professional development to keep skills and strategy up to date. Performs the full range of supervisory duties. Participates in the performance of subordinates’ work consistent with operational or organizational requirements. Performs other, related duties as assigned. |
Decision Making: Describe the types of decisions made by the incumbent of this position and the types of decisions referred to others. Identify the problems or issues that can be resolved at the level of this position, versus those that must be referred to the supervisor. Example: In response to a customer inquiry, this work involves researching the status of an activity and preparing a formal response for the supervisor’s signature. Reports to the Deputy Executive Director for Administration. Advises the Deputy Executive Director and senior management on issues related to personnel administration. Manage all aspects of the Human Resources Office. Work is assigned consistent with strategic initiatives in the SERS Strategic Business Plan. Work is monitored through bi-weekly executive reports, bi-weekly status reports and quarterly meetings. Further, ad-hoc conferences with the Deputy Executive Director are held as needed to measure performance and provide feedback. High-profile Labor Relations issues are brought to the attention of the Executive Director and Deputy Executive Director to provide final decisions. |
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Requirements Profile: Identify any specific experience or requirements, such as a licensure, registration, or certification, which may be necessary to perform the functions of the position. Position-specific requirements should be consistent with a Special Requirement or other criteria identified in the classification specification covering this position. Example: Experience using Java; Professional Engineer License Experience: Licenses, registrations, or certifications: 1. N/A 2. N/A 3. N/A 4. 5. 6. |
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Essential Functions: Provide a list of essential functions for this position. Example: Transports boxes weighing up to 60 pounds.
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