HR Generalist - Employee & Labor Relations
Pennsylvania Western University, California, PA, United States
The HR Generalist – Employee & Labor Relations (ELR) provides case‑level labor relations, employee relations, and classification support for PennWest University across the three campuses. The position conducts investigations, supports grievance administration, interprets routine provisions of collective bargaining agreements, and provides day‑to‑day guidance to supervisors. The role reports directly to the Executive Director of Human Resources, who maintains institution‑wide HR operational oversight, HRConnect liaison responsibilities, and supervisory authority for HR staff.
ESSENTIALDUTIES: A. Employee & Labor Relations (Approx. 50%)
Receive, investigate, document, and track employee complaints, workplace concerns, and management issues.
Conduct Pre‑Disciplinary Conferences (PDCs) and prepare investigative summaries and recommended actions.
Support grievance administration, including evidence gathering, timelines, scheduling, step responses, and maintaining case documentation.
Provide supervisors with routine guidance on contract interpretation acrossAFSCME,SPFPA,POA,OPEIU, andSCUPAbargaining units.
Process routine contracting‑out requests in accordance withAFSCME contractual requirements, including documentation, coordination of required meet‑and‑discuss discussions, and ensuring timelines and notification obligations are met.
Participate in labor‑management meetings or meet‑and‑discuss sessions as assigned.
Advise supervisors on documentation standards, employee conduct, progressive discipline, and conflict resolution.
Draft written notices, counseling documents, timelines, and other ELR‑related communications.
Assist with the development and delivery ofELRtraining for front‑line managers and supervisors.
Collaborate with the Executive Director of Human Resources to identify and support training needs for staff related to employee relations concerns and assist in developing and delivering training contact for front‑line employees and supervisors. This is in conjunction with the Compliance department training administrative lead for PennWest.
C. Classification & Position Review Support (Approx. 15%)
Conduct fact‑finding for classification evaluations and prepare supporting documentation and recommendations for review by the Executive Director of HR.
Assist in maintaining accurate job descriptions, organizational charts, and role documentation across departments.
Support organizational management changes, manager/faculty transitions, and related classification procedures.
D. Personnel Transactions & HR Operations Support (Approx. 10%)
Prepare and process case‑level personnel actions, ensuring accuracy and completeness of documentation.
Collaborate withPASSHEShared Services (HRConnect) to resolve personnel transaction issues at the case level, while systemic liaison responsibilities remain with the Executive Director.
Ensure compliance with audit and documentation standards.
E. Additional HR Support & Projects (Approx. 5%)
Assist with HR projects, evaluations, pay and classification analyses, and policy implementation tasks.
Provide HR support to campus leaders, compliance andDEIpartners, and administrative units as needed.
OTHERDUTIES:
Perform related duties consistent with the scope and responsibilities of the position.
Essential Functions of Position:
Conduct employee and labor relations activities, including investigations, grievance support, and routine contract interpretation.
Review and interpret policies, collective bargaining agreements, and regulatory requirements.
Build and maintain effective working relationships with supervisors, managers, union representatives, and campus partners.
Process HR casework such as personnel actions, documentation, and classification‑related support.
Use standard office equipment and HR systems to complete daily responsibilities.
Participate in required training and professional development.
Maintain regular, reliable attendance and meet operational needs across campuses.
Minimum Qualifications
Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a related field
3 or more years of HR experience with exposure to labor and employee relations.
Knowledge of discipline processes, labor agreements, investigations, and relevant laws.
Experience working in a unionized environment
Or, equivalent combinations of education, experience, and training
Preferred Qualifications
Master’s degree in Human Resources, Higher Education Administration, or a related field.
Experience in higher education and/or multi‑campus/location operations
Human resources certification preferred (e.g., SHRM‑CP/SCP, PHR/SPHR).
#J-18808-Ljbffr
ESSENTIALDUTIES: A. Employee & Labor Relations (Approx. 50%)
Receive, investigate, document, and track employee complaints, workplace concerns, and management issues.
Conduct Pre‑Disciplinary Conferences (PDCs) and prepare investigative summaries and recommended actions.
Support grievance administration, including evidence gathering, timelines, scheduling, step responses, and maintaining case documentation.
Provide supervisors with routine guidance on contract interpretation acrossAFSCME,SPFPA,POA,OPEIU, andSCUPAbargaining units.
Process routine contracting‑out requests in accordance withAFSCME contractual requirements, including documentation, coordination of required meet‑and‑discuss discussions, and ensuring timelines and notification obligations are met.
Participate in labor‑management meetings or meet‑and‑discuss sessions as assigned.
Advise supervisors on documentation standards, employee conduct, progressive discipline, and conflict resolution.
Draft written notices, counseling documents, timelines, and other ELR‑related communications.
Assist with the development and delivery ofELRtraining for front‑line managers and supervisors.
Collaborate with the Executive Director of Human Resources to identify and support training needs for staff related to employee relations concerns and assist in developing and delivering training contact for front‑line employees and supervisors. This is in conjunction with the Compliance department training administrative lead for PennWest.
C. Classification & Position Review Support (Approx. 15%)
Conduct fact‑finding for classification evaluations and prepare supporting documentation and recommendations for review by the Executive Director of HR.
Assist in maintaining accurate job descriptions, organizational charts, and role documentation across departments.
Support organizational management changes, manager/faculty transitions, and related classification procedures.
D. Personnel Transactions & HR Operations Support (Approx. 10%)
Prepare and process case‑level personnel actions, ensuring accuracy and completeness of documentation.
Collaborate withPASSHEShared Services (HRConnect) to resolve personnel transaction issues at the case level, while systemic liaison responsibilities remain with the Executive Director.
Ensure compliance with audit and documentation standards.
E. Additional HR Support & Projects (Approx. 5%)
Assist with HR projects, evaluations, pay and classification analyses, and policy implementation tasks.
Provide HR support to campus leaders, compliance andDEIpartners, and administrative units as needed.
OTHERDUTIES:
Perform related duties consistent with the scope and responsibilities of the position.
Essential Functions of Position:
Conduct employee and labor relations activities, including investigations, grievance support, and routine contract interpretation.
Review and interpret policies, collective bargaining agreements, and regulatory requirements.
Build and maintain effective working relationships with supervisors, managers, union representatives, and campus partners.
Process HR casework such as personnel actions, documentation, and classification‑related support.
Use standard office equipment and HR systems to complete daily responsibilities.
Participate in required training and professional development.
Maintain regular, reliable attendance and meet operational needs across campuses.
Minimum Qualifications
Bachelor’s degree in Human Resources, Labor Relations, Business Administration, or a related field
3 or more years of HR experience with exposure to labor and employee relations.
Knowledge of discipline processes, labor agreements, investigations, and relevant laws.
Experience working in a unionized environment
Or, equivalent combinations of education, experience, and training
Preferred Qualifications
Master’s degree in Human Resources, Higher Education Administration, or a related field.
Experience in higher education and/or multi‑campus/location operations
Human resources certification preferred (e.g., SHRM‑CP/SCP, PHR/SPHR).
#J-18808-Ljbffr