HR ADMINISTRATOR I

EMPLOYEE RELATIONS: 

• Participate as management’s representative in grievances, settlement conferences, Office of Administrative Hearings (OAH), and Labor Management Committee (LMC) meetings to discuss labor-related issues. 

• Manages Employer/Employee Relations agency-wide activities.

• Write investigatory reports to support investigatory findings.

• Advise managers and employees of disciplinary actions and appeals processes.  Provides guidance and direction to staff with regard to the interpretation, understanding and application of personnel policies/regulations (e.g., tardiness, unscheduled absences, supervisory responsibility, probation and annual evaluation) 

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

HR ADMINISTRATION: 

• Supervise, assign and review the work of the HR staff performing personnel activities related to FMLA, Worker’s Compensation, staff development and training, retirement, health benefits, leave bank, and performance evaluations, etc., Specifically: Family and Medical Leave (FMLA), Worker’s Compensation, Training, Benefits and Retirement, Performance Evaluations.

STRATEGIC PLANNING & STAKE HOLDER ENGAGEMENT:

• Maintaining a liaison and coordination relationship with Agency Managers and with the DBM Recruitment & Examination Division of the Office of Personnel Services and Benefits. 

• Providing training, guidance and technical assistance and interpretation to Agency Head, Executive team, Program Managers, and HR staff regarding recruitment, examination, and retention in accordance with the State Personnel Pension Article and COMAR.

• Act during the Director’s absence and uses initiative and judgment to see that human resources matters requiring immediate attention are handled in a manner to minimize the effect of the Director’s absence.  

CLASSIFICATION & COMPENSATION:

• Analyze requests for new classifications, revisions to existing classifications and request for salary adjustments.

• Prepare and/or review Contracts, Acting Pay designations, temporary employment activities and pay adjustments requests to ensure proper classification and compensation levels.

RECRUITMENT: 

• Assists in managing the recruitment process used to fill vacant MLGCA positions; Assists in developing recruitment strategies, which includes participation at job fairs & in-house recruitment events. 

EMPLOYEE TIMEKEEPING & LEAVE:

• Provide oversight to the Payroll Manager and Payroll Specialist to ensure employee time and leave events are entered into Workday appropriately.  Tracking FMLA, Leave bank, Leave of Absence, etc; timesheet corrections and adjustments are made accurately.

• Perform agency timekeeper approval duties. 

CUSTOMER SERVICE: 

• Provides exceptional customer service to Agency employees, management and consumer in a timely, friendly and professional manner. 

Other duties as assigned

Experience: Eight years of experience, four 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 experience in HR management work in the areas of recruitment and selection, classification, salary administration, employee relations, 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 and 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 four 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, 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.

STATE OF MARYLAND BENEFITS