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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 50308608 |
Description Activated On: 1/14/2026 10:30:41 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 position provides professional support to the Employee Relations Coordinator (Human Resource Analyst 3) and vacant Employee Relations Human Resource Analyst by serving as a key point of contact for the PGC Employee Relations program area. Independently serves as a resource for employees, supervisors, managers, and Senior Staff by offering guidance and support on labor relations matters, ensuring that employee relations operations are managed efficiently and effectively. Additionally, this role plays an integral part in fostering positive employee experience within the agency by promoting fair, consistent, and transparent practices that support engagement, collaboration, and organizational well-being. |
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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. Independently manages the agency's Performance Management Program to include, but not limited to, the Employee Performance Review Program, Performance Improvement Plan Program, Leave Restriction Program, and Employee Recognition Program. Prepares draft agreements for employee probationary extensions. Drafts letters to employees informing them of Collective Bargaining Agreements and Civil Service probationary period extensions for supervisor, manager or Employee Relations Coordinator review and signature. Independently submits/coordinates with the applicable union representative for concurrence. Recommends, drafts, and implements all Performance Improvement Plans. Assists Employee Relations Human Resource Analysts with facilitating fact-finding meetings and pre-disciplinary conferences relating to less than satisfactory work performance. Independently manages the agency leave restriction program. Investigates allegations of time and attendance issues, leave abuse, negative leave balances, etc. Works closely with the agency Time Advisor to ensure transparency and open communication. Oversee the agency’s Employee Recognition Program by managing the full lifecycle of the process. This includes tracking incoming nominations, verifying completeness and eligibility, and maintaining accurate records for reporting purposes. Prepare nomination packets and submit them to Senior Staff for review and approval, ensuring deadlines and program guidelines are met. Once selections are finalized, draft Employee Recognition certificates and correspondence, and coordinate their distribution to recipients, supervisors, and relevant Regions/Bureaus. Additionally, provide support for recognition events or announcements to ensure timely and meaningful acknowledgment of employee achievements. Promotes a positive culture of appreciation across the agency and drives engagement in employee recognition initiatives. Submits key accomplishments and recognition highlights to the Bureau of Marketing for inclusion on the agency’s public-facing LinkedIn account. Manages the agency-wide suggestion box program by overseeing the intake, review, and routing of all submissions. Tracks suggestions from receipt through resolution, coordinates responses with relevant Regions/Bureaus, and maintains organized records to support transparency, accountability, and continuous improvement initiatives. Oversees agency wide New Employee Orientation to create a welcoming and informative onboarding experience. Shares relevant HR information to new employees. Process all disciplinary transactions in SAP such as suspension transactions, tardy, unauthorized absences etc. Completes applicable Personnel Action Request, for any disciplinary related separation transaction. Uploads Employee Relations documentation in to the Official Personnel File, and tracks retention period of each document. Independently develops, revises, and maintains HR Standard Operating Procedures, policies, PGC Work Rules, and Standards of Conduct. Collaborate with appropriate program areas and Sr. Staff to gather input and incorporate necessary updates. Oversees the State Employee Military Service Recognition Campaign-attend annual meetings via TEAMS. Verify that the list received from the Commonwealth Coordinator is correct by sending out to Bureaus/Regions (confidential). Return the list to the appropriate party and when advised to do so, pick up the service pins and distribute them accordingly. Coordinates, manages, and oversees the agency’s annual Employee Recognition Day and Take Your Child to Work Day events. Responsibilities include planning event logistics, coordinating schedules, managing communications, and collaborating with staff and leadership to ensure successful execution. Oversees and prepares materials, and provides on-site support to create meaningful, well-organized experiences for employees and their children. Reviews and posts seniority lists provided through IES, investigate issues with promotions, demotions, transfers and reinstatements and makes adjustments when necessary. Fields questions from employees and managers, research issues, provides responses and takes corrective action if necessary. Responsible for running the seniority report required by the collective bargaining agreement in April and October of each year. Completes all fact-finding documentation for Unemployment Compensation for any employee that has been separated as a result of discipline. Interprets and applies the provisions of collective bargaining agreements or memorandums of understanding between the Commonwealth and AFSCME and FOP 114. Interprets and applies employment related law, regulations, management directives, policies, work rules etc. Meets with managers, supervisors, regional staff and employees to discuss and resolve concerns and issues. Communicates and meets with union representatives as needed to discuss the resolution of concerns, complaints, grievances, or other issues. Assists and participates in Meet and Discuss session and Labor Management meetings. Assists with investigations into complaints of alleged employee policy violations, work performance concerns, time and attendance issues, inappropriate workplace conduct etc. Assists with advising managers and supervisors on disciplinary issues. Drafts Pre-Disciplinary Conference Notices and questions. Assists with conducting Pre-Disciplinary Conferences. Provides recommendations to the Employee Relations Coordinator and Human Resource Analyst on appropriate disciplinary action. Prepares discipline letters for supervisors, managers and Sr. Staff for review and signature. Advises managers and supervisors on the Accelerated Grievance Procedure (AGP). Assists in the investigation of employee grievances and works with the Employee Relations Coordinator to find appropriate resolutions to grievances and to negotiate such resolutions with union representatives. Assists with drafting settlement agreements for Employee Relations Coordinator review and implementation. In the AGP, prepares grievances packets and assists in advocating grievances on behalf of the agency. Attends First Step local meetings and may serve as a co-chair at Second Step State Committees. Serves as a witness and/or take notes at arbitration hearings as necessary. Attends employee relations briefings, contract negotiations and other employee relations functions as assigned. Participates in contract review process on preservation of bargaining unit work. Participates and coordinates meet and discuss sessions with the union as requested. Assists in the preparation and gathering of information for Unfair Labor Practices charges. Consults with the Employee Relations Coordinator, Employee Relations Human Resource Analyst, Equal Employment Opportunity Coordinator, and Workplace Violence Coordinator on various employee issues including, but not limited to, allegations of discrimination, harassment, and/or hostile work environment issues. Consults with the State Employee Assistance Coordinator and Employee Relations Coordinator regarding fitness for duty concerns, Independent Psychological Exams, and Condition of Continued Employment situations. Remains aware of the necessary administrative actions to comply with the Governor’s Code of Conduct. Collects information from law enforcement and judicial agencies and assists in taking appropriate action as necessary, including disciplinary action as appropriate. Reviews, analyzes, and critiques labor relations policy, side letters or local agreement proposals and makes recommendations to the Employee Relations Coordinator for any modification, revision, creation, or implementation of such. Conducts appropriate research to complete assigned duties. This may include, but is not limited to researching precedent setting grievance decisions, arbitration cases, CBA/MOU language, policies, directives, regulations, and laws. Compiles material to be used in arguments during grievance hearings, unemployment compensation hearings, Unfair Labor Practice Hearings etc. Develop/coordinate and present all Employee Relations training as needed. Performs 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 assigned by the Employee Relations Coordinator and is performed independently. Consults with Employee Relations Coordinator and keeps supervisor informed of the status of work assignments and discusses recommendations for appropriate action. Work is reviewed through individual conferences and is evaluated through overall program results. |
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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. N/A 5. N/A 6. N/A |
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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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