Human Resources Manager 4 (Human Resources Strategic Partner, Office of Physical Plant)

Penn State University

Campus/Location:
University Park Campus
Campus City:
University Park, PA
Date Announced:
07/23/2019
Date Closing:
open until filled
Job Number:
89358
Level/Salary Band:
04 – M – Exempt
Work Unit:
Penn State Human Resources
Department:
Office of the Physical Plant
Full/Part Time:
Full–Time

Description

Penn State Human Resources is seeking a dynamic and experienced human-resources (HR) professional to lead the HR function for the Office of Physical Plant. The Office of Physical Plant (OPP) is responsible for the stewardship of all the University’s physical assets, including facilities at University Park and all 24 campus locations. OPP handles facilities planning, design, construction, capital budget management, utility engineering, real estate, and environmental health and safety for the University and maintenance and operations at University Park. A member of the Penn State Human Resources Team and serving as a strategic partner to the OPP Leadership team, the successful candidate will provide strategic HR leadership by fostering innovation through organizational improvement and change. The Strategic Partner will align and execute unit-level HR strategy with overall OPP strategic planning and with University-level HR mission strategy that will enhance organizational and individual employee excellence and success. With a team of two HR professionals, the successful candidate will lead HR programs for a workforce consisting of over 1,500 full-time represented and non-represented employees across multiple locations. In this role, the Strategic Partner will develop, plan, and implement all HR functions for OPP, including the recruitment, hiring, and retention of staff; job classification and compensation; employee relations; labor relations; professional development; rewards and recognition; and, diversity initiatives. Additionally, the Strategic Partner will advise the leadership and management teams on staffing and organizational plans; counsel on policies and practices; counsel on salary recommendations, including the general salary increase process; provide counsel and mediation to resolve complex HR issues; and, serve as an advocate for employee issues. This position establishes labor relations strategies and builds and maintains relationships with the union and serves on the OPP team in all matters regarding the bargaining unit including grievance hearings, meetings with union leadership, arbitration preparation / hearings and contract negotiations. The Strategic Partner also will champion and positively impact diversity in the workplace through proactive programs and processes and ensure compliance with all federal and state laws and University policies. Typically requires a Bachelor's degree or higher plus ten years of related experience, or an equivalent combination of education and experience. A Master’s degree with progressively responsible HR experience in higher education is preferred. Experience in HR management and leadership in recruitment and compensation, performance management, employee and labor relations, and organizational development is required. A thorough knowledge of employment and labor laws is a must. Collaborative, innovative, and service-oriented, the ideal candidate will have a demonstrated track record in building strong relationships with a diverse group of individuals within a collaborative and collegial environment. In addition to exceptional technical skills and management abilities, the candidate must have a passion for delivering high-quality service; the ability to develop and mentor staff; the ability to manage large-scale projects with diverse groups of people; and, the ability to work both independently and cooperatively with various levels of faculty, staff, and administrators. Demonstrated competencies in the following areas will be required: superior verbal and written communication skills; strong quantitative and analytical skills; a collaborative and flexible decision-making style; a commitment to fostering diversity and equal opportunity; and, the vision to assess and proactively lead organizational change based on changing needs.

These salary bands have been established to provide salary guidelines for staff positions.

Salary Band Minimum Midpoint Maximum
A $16,584 $24,456 $32,328
B $18,240 $26,904 $35,556
C $19,728 $29,592 $39,456
D $21,708 $32,568 $43,416
E $24,312 $36,468 $48,612
F $27,228 $40,848 $54,456
G $30,012 $45,744 $61,500
H $34,188 $52,140 $70,080
I $38,988 $59,424 $79,908
J $43,716 $67,740 $91,812
K $50,712 $78,600 $106,488
L $58,836 $91,176 $123,528
M $68,232 $105,756 $143,292
N $80,508 $124,788 $169,068
O $93,492 $147,252 $201,024
P $110,340 $173,760 $237,192
Q $126,396 $199,056 $271,728
R $151,668 $238,872 $326,088