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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 00180498 |
Description Activated On: 4/6/2026 2:12:33 PM |
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. Serves as the Field Human Resource Officer for a geographical consolidation of HR offices by managing all HR activities for all institutions designated with the region. Directly supervises regional HR employees to maximize resources and create efficiencies in service delivery provided to leadership and employees at each facility. |
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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. Labor Relations: Supervises and advises regional Labor Relations Analysts in providing contract interpretation, ensuring that managers and supervisors are knowledgeable and kept aware of current contract and policy interpretations. Ensures that all efforts pertaining to processing, responding to, presenting and tracking of grievances are accomplished in accordance with DOC Policy 4.1.1 and associated management directives. Participates and attends local labor management meetings. Works directly with Labor Relations Analysts to ensure that decisions are made in the best interests of the Commonwealth and Department and in accordance with policy and contracts. Provides overall guidance and mentoring to the Analysts in preparing for First and Second Step Grievance presentations, Civil Service appeals, PHRC and/or EEO appeals. Participates in Arbitration hearings by testifying and/or providing guidance and input to OA legal and local management. Recruitment and Placement: Serves as the HR Business Partner for Recruitment and Placement activities. Works with Talent Acquisition personnel for creative solutions on hard to fill jobs. Ensures interviews are scheduled and processed timely. May participate as a member of institutional interview team ensuring that all interviews are conducted properly and all positions are filled in accordance with the applicable collective bargaining agreements, OA/Merit System Rules, Personnel Rules, and Management Directives. Maintains a working knowledge of merit system rules and regulations to ensure all hiring actions are in accordance with applicable laws, rules and regulations. Monitors new appointment and promotion actions during probationary period to confirm that the employee is performing at the anticipated and acceptable level. Reviews employee performance evaluation data for all employees and ensures information is accurately reflected in reports. Addresses any deficiencies revealed through data analysis. Equal Employment Opportunity: Receives and forwards all complaints of discrimination and/or harassment to the EEO Office for review and determination. Coordinates EEO interviews at the facility level. Works with EEO staff to ensure staff compliance with interviews. Provides guidance and consultation to facility management on EEO guidelines and policies. Absence and Attendance Management Programs: Provides consultation role in time administration areas to Time Advisors within region. Analyzes processes to identify opportunities to implement standardized best practices. Provides guidance on higher-level issues that require interpretation of existing policy and contract language. Supervises the local FMLA coordinator ensuring absences are entered appropriately and non-WRI modified duty assignments are in accordance with DOC Policy. Workers’ Compensation Programs: Administers and oversees the processing of the Workers’ Compensation program for all regional institutions to ensure claims are entered timely and correctly. Maintains contact with department heads/supervisors regarding their employees who are on various disability leaves. Oversees Modified Duty assignments at each facility to ensure adherence to guidelines set forth by Central Office. Process Improvement: Analyzes available metrics to determine opportunities for process streamlining and improvement. Reviews outcomes and timeliness of various HR processes and looks for opportunities to improve future results. Collaborates with Field Operations Manager and other FHROs to analyze trends and implement best practices within assigned HR operations. Analyzes regional HR staffing and recommends appropriate improvements. Identifies opportunities for improved field realignment of work duties. Participates in the selection and approval processes for hiring regional HR staff. Performance Management: Manages the Commonwealth’s performance evaluation system within each institution through monitoring the timely return of ratings and completion of six month reviews and probationary reviews. Consults with management personnel on problematic cases and assists in the development of performance improvement plans. Ensures annual EPR report is completed and submitted to Central Office in a timely manner for each institution. Supervisory Duties: Supervises subordinate employees by approving and disapproving leave requests, assigning and reviewing work, providing guidance and direction, evaluating performance, and taking disciplinary or corrective action as appropriate. Miscellaneous Activities: Serves as a point of contact for employees, executive staff, and other HR staff with questions concerning all facets of HR. Receives, investigates, and responds to a wide array of HR-related questions and/or problems. Researches background on various issues including labor relations, arbitration awards, and case law. Conducts studies, responds to information requests, and develops statistical reports as requested by supervisor, institutional superintendents, and Central Office. Analyzes current work force data and makes projections. Advises Superintendents regarding appropriate actions of HR problems/issues. Ensures various on-site roles are fulfilled by existing HR staff within each office (e.g. ADA Coordinator, CDL/Drug Testing Coordinator, SEAP Coordinator, Workplace Violence Coordinator). Performs other related duties as assigned. ESSENTIAL JOB FUNCTIONS: 1. Direct human resource programs and operations through subordinate staff 2. Supervise and evaluate the work of subordinate staff 3. Effectively communicate verbally and in writing 4. Review, analyze, and interpret information 5. Establish and maintain effective working relationships 6. Operate basic office equipment 7. Be mobile over all types of physical surfaces and levels 8. Be visually observant of environment 9. Hear and identify sounds (voices, whistle, buzzer, lock release, scuffling, sudden quiet) 10. Maintain regular and reliable attendance 11. Attend and participate in all mandatory training and/or testing 12. Work overtime as required 13. Travel as required |
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. This position provides direction and guidance to field personnel, including the executive level at assigned institutions, in the interpretation and application of HR policies and various collective bargaining agreement language. Decisions can impact procedures at the field site level. Problematic and difficult issues should be brought to the attention of the Field Operations Manager or the subject-matter expert at Central Office. |
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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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