Position Description

Commonwealth of Pennsylvania
POSITION DESCRIPTION FOR JOB POSTING
Position Number: 00046877	Description Activated On: 7/16/2026 7:24:20 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.

Position functions as the Employee Relations Coordinator and is responsible for managing a comprehensive Employee Relations program in a 24/7 hospital for approximately 270 salaried employees.

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.

Position is under Governor’s Office of Administration and manages employee relations activity for Clarks Summit State Hospital, a 24/7 OMHSAS Hospital within Department of Human Services; reports to the Field Human Resource Officer 2 (FHRO).

Manages all aspects of employee relations activity for employees covered by bargaining unit agreements. Develops, maintains and implements a comprehensive Employee Relations Program to ensure effective delivery of service to management, supervisors and employees; works in an advisory role to support ER activity. Analyzes problems, makes recommendations, and provides technical support to department heads and staff at all levels.

Works with supervisors/managers to address work performance and time and attendance issues; reviews each incident and assesses appropriate steps for processing and corrective action. Develops PDC charges, ensures proper notification and timely management of the process; applies knowledge of DHS Discipline Manual and appropriate contract language to ensure consistency in policy administration and follow through for appropriate corrective action.

Manages disciplinary process providing support to supervisors/managers in preparation for Preliminary Disciplinary Conferences (PDC); formulates appropriate charges based on the merits of each case and gives direction in support of sound, defensible decisions to ensure appropriate disciplinary and/or corrective actions are taken following Commonwealth and agency policy. Works with ERS requesting review of PDC charges as necessary to ensure charges are written in a manner that can be supported through the process; prepares documentation for review/approval of termination packets and any correspondence that requires multiple levels of approval following the chain of command.

Manages grievance process conducting research as part of the investigative process, prepares responses to grievances; analyzes data and reviews with FHRO and executive/managerial staff to clearly define the situation, ensure presentation of facts to union is in alignment with management position and ensure consistency in past practice and compliance with Commonwealth policy and applicable contract language.

Holds regularly scheduled labor management meetings and AGP discussion with union and management representatives; ensures meet and discuss meetings are scheduled as necessary as a means to keep lines of communication open with union; prepares, at least one week in advance of labor management meetings, agenda items for discussion and 1st step packets to review active grievances, acts as meeting facilitator to ensure all issues are addressed and each party has the opportunity to provide input. Communicates with executive staff/FHRO/management in advance of meetings/discussion with union to ensure management position is understood and has knowledge of negotiated options to present as applicable to each issue. Makes recommendations to management/executive staff related to LM, meet and discuss items, and/or grievances providing input and guidance based on past practice, knowledge of situation and union’s position. Works with both parties (management/union) to maintain good working relationships and ensure favorable communication is a constant. Follows policy and ensures ERS receives copies of settlements, 1st step packets, and all required documentation.

Coordinates second step (EJAC) case presentations, has knowledge and understanding of cases to be presented, prepares packets following process; responsible to present or act as co-presenter of cases on the docket with knowledge of relevant facts in support of management’s position.

Represents management and negotiates with union to settle grievances, respond to meet and discuss issues accordingly; prepares settlements, withdrawals, local agreements and related correspondence, acquires necessary signatures and provides copies to all parties to ensure final agreements are properly communicated; works closely with agency ERS to finalize negotiated terms requesting review/approval of agreements to be written.

Assists the executive staff in the review and final approval of Nature of Services agreements with the unions.
Responds to required drug testing requests for the Commercial Driver Licensing program.
Assists the executive staff in the investigation of workplace violence and hostile workplace allegations.
Reviews patient abuse panel investigation packets prior to the panel meeting and provides questions and recommendations to the case manager.
Performs departmental cross-training as needed.
Assists the FHRO2 in the maintenance of records management.

Perform other 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.

Work is performed with minimal supervision by application of general principles and concepts of Employee Relations. Technical decisions are made independently. Highly sensitive or complex issues are managed in conjunction with FHRO.

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:

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Essential Functions: Provide a list of essential functions for this position. Example: Transports boxes weighing up to 60 pounds.

1.	Comprehend and interpret HR policies, directives, procedures, CBA.
2.	Understand, interpret, and follow complex verbal and written instruction.
3.	Communicate effectively and express ideas clearly, both orally and in writing, with coworkers, staff, and the general public
4.	Gather, analyze, and evaluate pertinent information.
5.	Interact objectively and with sensitivity to employees and management in stressful or difficult situations.
6.	Maintain good working relationships with all levels of the operation within HR, the facility, and general public.
7.	Use computer applications to generate correspondence and reports and to complete all duties and responsibilities.
8.	Knowledge of general HR functions to respond to basic HR questions.
9.	Organize data and all record keeping in a clear and concise manner.
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