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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 50308797 |
Description Activated On: 4/9/2026 10:11:34 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 is assigned to the Human Services HR Office/Division of HR Field Operations and is responsible for planning, organizing, directing, and managing the human resource functions for the County Assistance Offices within DHS OIM Area 2 with an overall complement of 1,347. Work is performed with a high degree of independence with an emphasis on close collaboration with the Executive Director/Management of each office. This position is under the direct supervision of the OIM Area 2 HR Lead (FHRO2). |
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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. Administers the Human Resource Program for the CAO which includes Labor Relations, Organization and Complement Management, Health and Safety, Time and Leave Administration, Payroll, Performance Management, Seniority, and Employee Training. Acts as a liaison for Central HR Services staff to support centralized HR programs including Talent Acquisition, Position Classification, FMLA, ADA, EEO, SEAP, and Workplace Violence. Functions as the Labor Relations Coordinator (LRC) for the local CAO Labor Relations program. Develops and maintains good labor relations throughout all levels and offices of the local CAO. Provides consultation and guidance to office administrators, managers, and supervisors on all labor relations issues including complaints. Attends Labor Management and Meet and Discuss sessions. Conducts or directs the investigation or gathering of information related to grievances or Unfair Labor Practices, as well as PHRC and BEO complaints. Reviews and approves settlement proposals drafted by the Assistant Labor Relations Coordinators. Conducts investigations into potential disciplinary matters when the matter is particularly complex or sensitive. Makes recommendations for corrective actions as appropriate. Serves as the CAO representative at arbitrations or appeals. Consults with HQ Labor Relations regarding potential discipline and writes recommendations for disciplinary actions such as discharge. Obtains appropriate signature in regard to disciplinary letters involving suspension and/or removal from positions. Works directly with the Executive Directors in determining present and future staffing needs in order to maintain an effective work force. Keeps the Director informed of all pertinent developments relative to agency planning and program execution. Ensures EPARs are completed timely; that human resource records are properly maintained; and access to human resource information is controlled to allow access by employees, while maintaining confidentiality. Counsels and advises employees, supervisors, and administrative staff on problems or issues related to human relations, or in the settlement of disputes. Keeps administrative staff apprised of incidents or issues that require attention or action. Ensures procedures are in place for handling discrimination complaints. Investigates discrimination, sexual harassment, and ADA complaints at the local level. Compiles information and prepares responses regarding complaints as requested by BEO, PHRC and EEOC. Supports CAOs in conducting new employee local orientation, providing local assistance to employees with the FMLA program maintaining strict confidentiality, workers' compensation liaison, ADA Coordinator, local support for the unemployment compensation program. Also serves as Hearing Representative for Workers' Compensation and Unemployment Compensation hearings. Provides performance management guidance and direct support to local managers and supervisors regarding employee performance issues. helps management develop strategies to ensure employee performance issues are surfaced and addressed quickly. Meets with individuals or groups in the development and recommendation of policy, procedure, or organization changes as necessary. Serves as Time Advisor for assigned CAOs. Oversees and advises local liaisons regarding their time and attendance program, ensuring Managers and Supervisors are aware of their respective roles in controlling and reporting absences; that all leave usage is properly and timely reported and entered; and that leave usage problems or patterns are identified and reported for administrative review. Ensures sick leave usage is within DHS and GOA expectations. Assesses local HR program strengths and weaknesses and works cooperatively with local management, the Area 2 OIM HR Lead and the OIM Area Manager and HQ BHR to develop and implement corrective action plans. Consult with the supervisor on any issue outside of the scope of assigned projects including those dealing with policy decisions, non-routine expenditure of funds, disposing of resources or departure from normal processes/procedures. Attend training sessions and meetings related to job duties or as directed. Submits weekly report to Area 2 OIM HR lead of HR activity in process and completed. Perform 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. Responsible for routine work in human resources program with general guidance from Area 2 HR Lead. The workflow is primarily self-generating and the employee has flexibility within established guidelines. For more complex assignments or significant changes, more detailed instruction may be given. Work may be reviewed by the Area 2 HR Lead or by results of actions depending on the type of assignment. Must be able to handle several tasks at one time and ensure that operational needs are not disrupted. Must deal with all employees in a professional manner. |
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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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