State of Maryland

A Human Resources (HR) Officer III is the advanced, lead, or supervisory level of professional work in the administration of HR programs in the State Personnel Management System (SPMS).  Professional HR work is characterized by the use of knowledge, discretion and independent judgment in the interpretation and application of HR laws, regulations, policies and guidelines to address a variety of administrative activities, problems, issues and projects. Professional HR work often involves analysis, evaluation, consultation, and innovative thinking in developing policies and procedures, in advocating recommendations of specific courses of action to be taken, both through persuasion and negotiation, and in determining the most efficacious and technically sound alternative from a number of feasible possibilities.  Employees in this classification specialize in a specific HR management functional area such as recruitment and employment services, classification and compensation, employee relations, or test development and validation or function as a HR generalist with responsibilities for three or more areas of HR management. Employees in this classification are regarded as technical experts within their respective area of responsibility. Employees in this classification may supervise or lead lower-level HR professionals, and may supervise or lead personnel paraprofessionals or clerical support staff. 

Employees in this classification receive general supervision from a higher-level HR professional or other designated administrator.  The work may require travel throughout the State of Maryland to perform on-site visits at State agencies.  Employees are required to obtain and maintain certification in SPMS policies and procedures and in the functionality of the Statewide Personnel System (SPS) in order to demonstrate knowledge, understanding and skill in the administration of HR programs in the SPMS.

Position placement in the professional HR Officer II-III class series is determined by the application of the appropriate Professional HR Job Evaluation Standards which address the specific HR management functional areas and defines the nature and depth of work required for the HR Officer II-III classifications.  The Professional HR Job Evaluation Standards include the Generalist Point Factor Methodology, the Recruitment and Employment Services Point Factor Methodology, the Classification and Compensation Point Factor Methodology, the Test Development and Validation Supplemental Standard Methodology and the Employee Relations Supplemental Standard Methodology.

As a HR Generalist or as a Recruitment and Employment Services Officer:

Reviews applications and resumes for appropriate classifications and to rank candidates;

Develops scoring matrices for interview panel scoring of candidates;

Conducts training for hiring managers concerning recruiting and interviewing policies and procedures;

Prepares position announcements and bulletins for circulation;

Prepares job advertisements for local and national publications;

Plans and conducts special recruiting activities at job fairs and on college campuses;

As a HR Generalist or as a Classification Officer:

Evaluates position description forms to determine if benchmark reclassification is appropriate;

Evaluates the non-competitive promotion requests to determine if action is appropriate;

Reviews Vacancy Downgrade within Same Series list to determine if applicable to vacant position;

Evaluates the propriety of reclass and acting capacity requests;

Documents justification for class and salary actions;

Applies salary guidelines pertaining to various class or salary actions;

Identifies and prepares agency annual salary review proposals and pay plan amendment requests;

Identifies and drafts class specification requests;

Counsels employees on classification and salary matters;

As a HR Generalist or as an Employee Relations Officer:

Reviews requests for disciplinary actions and recommends appropriate resolution;

Provides advice and guidance regarding standards of conduct and the performance evaluation process;

Acts as an administrative conference officer for first or second step conferences concerning grievance disputes and disciplinary actions;

Represents agency management at settlement conferences and administrative hearings concerning grievance disputes and disciplinary actions;

As a HR Generalist (if assigned test development is an assigned duty) or as a Test Development Officer:

Researches information and conducts interviews to determine the existence of and magnitude of adverse impact in selection devices;

Conducts job analysis studies to identify the job characteristics;

Performs statistical analysis to assess the validity, reliability, readability, difficulty and impartiality of selection instruments;

As a HR Generalist provides HR services, including recruitment and employment services, classification and compensation and employee relations for a SPMS department, administration, agency, facility or institution:

Interprets and applies HR related laws, regulations, policies and procedures relevant to the SPMS;

Interviews applicants, employees and supervisors in order to obtain information concerning employee and organizational functions;

Researches HR, administrative, legal and financial data for use in the HR decision-making process;

Determines fiscal and operational impact of HR related actions;

Compiles, analyzes and evaluates HR related information and recommends actions based upon rules, regulations, policies, guidelines and precedents;

Provides advice and guidance to employees, supervisors, program managers, agency executives and other public officials regarding HR related matters;

Explains and defends HR related actions and recommendations to supervisory and managerial staff, agency executives and by testifying in official proceedings such as administrative conferences and hearings, legislative hearings and in a court of law;

Maintains confidentiality for all HR related activities;

Recommends new or changes to existing HR related processes, policies and procedures to increase efficiency and accomplish established HR administration goals and objectives;

May train, supervise or lead lower-level HR professionals;

May train, supervise or lead personnel paraprofessionals or clerical support staff;

May participate as a management representative in collective bargaining committee meetings to discuss labor related issues;

May assess agency training needs and provide training in HR related or other employee development areas;

May assist in the establishment of HR related program goals and objectives;

Performs other related duties.

Knowledge of the provisions of the State Personnel and Pensions Article, the Fair Labor Standards Act, the Family Medical Leave Act, the Americans with Disabilities Act, Code of Maryland Regulations-Title 17, equal employment opportunity laws and related State HR policies, rules and regulations;

Knowledge of the theories, principles and practices associated with public HR/personnel administration;

Knowledge of analytical procedures and research techniques used in collecting, evaluating and presenting data;

Knowledge of the Maryland legislative and HR budgeting process;

Skill in the interpretation and application of HR related laws, regulations, rules, policies, procedures and guidelines;

Skill in the preparation of concise and comprehensive analyses and reports;

Ability to obtain certification and recertification in SPMS policies and procedures and in SPS functionality;

Ability to determine and select the best alternative for the administration of HR operations and for the resolution of HR related problems;

Ability to defend actions in administrative proceedings such as grievance and disciplinary conferences, hearings and in court proceedings;

Ability to use various computer software applications such as word processing, spreadsheet and database applications;

Ability to train employees and direct the work of other employees;

Ability to maintain confidentiality;

Ability to communicate effectively.

Experience: Seven years of experience, three years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation and an additional four years of professional HR management work experience in the areas of recruitment and selection, classification, salary administration, employee relations, or test development and validation or as a generalist.

Notes:

1. Candidates may substitute paraprofessional personnel work experience on a year-for-year basis for up to four years of the required experience.  Paraprofessional personnel work is defined as work involving the application of public sector personnel procedures, policies, rules and regulations to specific employment actions.  Appropriate paraprofessional personnel experience includes responsibility for activities such as: preparing and maintaining employment records, calculating salaries, applying personnel-related rules and policies, preparing personnel-related reports, conducting employee orientation, counseling employees regarding benefits and obligations, and responding to inquiries concerning employment procedures.

2. Candidates may substitute the possession of a Bachelor's degree from an accredited college or university and three years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation for the required experience.

3. Candidates may substitute the possession of thirty graduate credit hours from an accredited college or university in the fields of HR/personnel administration, human resources management, business administration, public administration, statistics, tests and measurements, psychology or a related field for up to six years of the required experience.

4. Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in human resources management classifications or human resources management specialty codes in the human resources management field of work on a year-for-year basis for the required experience.

1. Employees in this classification are required to obtain certification in State Personnel Management System policies and procedures and in the functionality of the Statewide Personnel System from the Office of Personnel Services and Benefits, Maryland Department of Budget and Management within six months from the time of appointment to the position. Employees are also required to obtain recertification every six months thereafter.

2. Employees in this classification may be assigned duties which require the operation of a motor vehicle.  Employees assigned such duties will be required to possess a motor vehicle operator’s license valid in the State of Maryland.

Class specifications are broad descriptions covering groups of positions used by various State departments and agencies.  Position descriptions maintained by the using department or agency specifically address the essential job functions of each position.

This is a Skilled Service classification in the State Personnel Management System.  All positions in this classification are Skilled Service positions.  Some positions in Skilled Service classifications may be designated Special Appointment in accordance with the State Personnel and Pensions Article, Section 6-405, Annotated Code of Maryland.

This classification is not assigned to a bargaining unit as indicated by the designation of S (supervisor), M (manager), T (agency head), U (Board or Commission member), W (student), X (excluded by executive order), or Z (confidential).  As provided by State Personnel and Pensions Article, Section 3-102, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded from collective bargaining.  Additionally, certain executive branch agencies are exempt from collective bargaining and therefore, all positions in those agencies are excluded from collective bargaining.