State of Maryland

A Human Resources (HR) Administrator III is a managerial level 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 that function as Generalists with responsibilities for three or more areas of HR management, serve as a director, deputy director or assistant director of an agency HR program.  Employees in this classification that perform as HR specialists in employee relations, function as managers of employee relations for state agencies.  Employees in this classification are technical experts and have significant final authority in the management of the HR program of a state agency or within their respective area of responsibility.  Employees in this classification supervise HR professional supervisors, personnel paraprofessionals and clerical support staff.

Employees in this classification receive managerial 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.  In order to demonstrate knowledge, understanding and skill in the administration of HR programs in the SPMS, employees are required to obtain and maintain certification in SPMS policies and procedures and in the functionality of the Statewide Personnel System (SPS).

Position placement in the professional HR Administrator III-IV classification series is determined by the application of the appropriate professional HR Job Evaluation Standards which address the generalist or the employee relations HR functional area and defines the nature and depth of work required for the HR Administrator III-IV classifications.  The Professional HR Job Evaluation Standards includes the Generalist Point Factor Methodology and the Employee Relations Supplemental Standard Methodology.

Manages the HR services including recruitment and employment services, classification and compensation and employee relations or manages the employee relations program for a SPMS department, agency, facility or institution;

As a HR Generalist, manages recruitment and employment services to include:

Manages the application review and candidate ranking processes;

Manages the development of scoring matrices for interview panels, training for hiring managers concerning recruiting and interviewing policies and procedures;

Manages the preparation of position announcements and bulletins for circulation, job advertisements activities;

Manages special recruiting activities at job fairs and on college campuses;

As a HR Generalist, manages classification and compensation activities to include:

Manages the evaluation of benchmark reclassification requests;

Manages the evaluation of the non-competitive promotion requests;

Manages the review of Vacancy Downgrade within Same Series actions;

Manages the evaluation of the propriety of class and salary requests;

Manages the application of salary guidelines;

Manages the development and evaluation of agency annual salary review and pay plan amendment requests;

Manages the development and evaluation of class specification requests, and executive pay plan requests;

As a HR Generalist or as an Employee Relations Administrator, manages employee relations activities to include:

Manages grievance disputes and disciplinary actions;

Manages standards of conduct and the performance evaluation process;

Manages the conduct of first or second step administrative conferences;

Manages agency management representation at settlement conferences and administrative hearings;

As a HR Generalist, manages 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;

Determines fiscal and operational impact of HR related actions;

Analyzes and evaluates the appropriateness of HR actions based on guidelines, procedures and precedents and recommends approaches or solutions to HR related problems;

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 administrative and court proceedings;

Maintains confidentiality for all HR related activities;

Establishes HR program goals and objectives and evaluates the accomplishments of HR programs;

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

Establishes work priorities and evaluates the performance of employees engaged in HR administration activities;

Assesses agency training needs and provides training in HR related or other employee development areas;

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

May prepare and administer a HR program budget;

May prepare new rules, draft legislation or recommend changes to existing rules and legislation having an impact on HR operations;

Performs other related duties.

1. Specific educational and experience requirements are set by the agency based on the essential job functions assigned to the position.

2. 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.

Class Descriptions 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.

Class Descriptions provide information about the Nature of Work, Examples of Work, General Requirements and Acknowledgements.  The Required Knowledge, Skills, and Abilities; Minimum Education and Experience Requirements; Special Requirements; and recruitment and testing procedures are set by the using agency.

This is a Management Service classification in the State Personnel Management System.  All positions in this classification are Management Service positions.

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 (Used by Agency or Excluded by Executive Order), or Z (Confidential).  As provided by State Personnel and Pensions Article, Section 3-102 Annotated Code of Maryland, special appointment, temporary, contractual, supervisory, managerial and confidential employees are excluded collective bargaining.  Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.