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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 50239702 |
Description Activated On: 2/13/2026 12:33:45 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. This position will work as the Employee Relations Coordinator for Ebensburg Center and is responsible to manage the full scope of Employee Relations activity for a 24/7 ID Center with complement of approx. 930 salaried employees. |
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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. Position is part of Governor’s Office of Administration HR department and reports to the Field Human Resource Officer 3 (FHRO) to support the employee relations activity for Ebensburg Center, a 24/7 ODP Center. Responsible to coordinate facility employee relations activity for employees covered by bargaining unit agreements; maintains and implements a comprehensive Employee Relations Program working as technical support to management, supervisors and employees. Analyzes problems, makes recommendations in conjunction with FHRO, provides technical support to department heads and staff at all levels. Makes recommendations for supervisors/managers to address work performance and time and attendance issues; reviews each incident and assesses appropriate steps for processing and corrective action. Works with FHRO and ERS analyst to provide guidance to develop PDC charges, ensure 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. Makes recommendations for appropriate next steps/discipline following DHS disciplinary process; provides support to supervisors/managers in preparation for Preliminary Disciplinary Conferences (PDC); provides guidance in formulating appropriate charges based on the merits of each case and offers direction in support of sound, defensible decisions to ensure appropriate disciplinary and/or corrective actions are taken following Commonwealth and agency policy. Reviews recommendations/next steps with FHRO, submits to ERS as part of 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. With support from FHRO facilitates regularly scheduled labor management meetings and AGP discussion with union and management representatives; ensures M&D meetings are scheduled as requested; prepares, at least one week in advance of labor management meetings, agenda items for discussion and 1st step packets to review active grievances, facilitates meetings to address issues and gives both parties opportunity to provide input. Participates in pre-meet with executive staff/FHRO/mgmt to ensure management position is understood and has knowledge of negotiated options to present as applicable to each issue during labor mgmt meetings. Offers recommendations to management/executive staff related to LM, meet and discuss items, and/or grievances; can suggest input and guidance based on past practice, knowledge of situation and union’s position. Works with 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 (WJAC) case presentations, has knowledge and understanding of cases to be presented, prepares packets following process; responsible to present cases on docket or act as co-presenter with knowledge of relevant facts in support of management’s position. Acts as management representative to negotiate with union grievance settlements, responds to M&D issues meeting with mgmt and FHRO prior to any agreements, makes recommendations for proposed settlment and takes next steps following facility direction; 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 FHOR and ERS to finalize negotiated terms requesting review/approval of agreements to be written. Holds meetings with employees to review individual cases, explains PDC/disciplinary process, works in conjunction with FHRO to issue suspension pending investigation (SPI) following agency policy, ensures employee is properly notified (verbal/written) of status through various stages of the employee relations/discipline process in a timely manner. Provides input and may be required to assist in writing internal ER policy to be reviewed by appropriate levels and ERS prior to distribution; ensures all policies (to include internal/Commonwealth/agency) are updated and current; communicates all policy changes or updates facility wide to ensure all levels have knowledge of most recent policy when addressing ER issues. Works with FHRO to represent facility providing testimony at higher-level grievance hearings and arbitrations, Civil Service/Unemployment Hearings, etc. as appropriate, may support witness or subject matter expert offering knowledge of policy, facts of a case and/or facility position at such proceedings. Assists to provide support to attorneys as needed to provide hearing/testimony support. Updates GDTS ER database to log grievances and discipline; inputs new grievances and ongoing grievance/discipline status is up to date and accurate. Has knowledge of related ER EPAR actions and may input as needed, works with ER support staff to ensure actions are input with accuracy and in a timely manner. May assist with ER training for staff, managers/supervisors related to Commonwealth employee relations policy/practices and DHS discipline Manual to assist managers/supervisors to make sound decisions related to employee/ER issues and ensure that consistency is applied based on the merits of each situation, policy and past practice. Performs other duties as assigned or 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. Works independently to make decisions regarding discipline process, makes recommendations regarding next steps. Works closely with FHRO for complex and sensitive issues. |
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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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