SKILLED SERVICE BARGAINING UNIT: S
NATURE OF WORK
A Human Resources (HR) Administrator II is the supervisory or managerial 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 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 are the technical experts and have significant authority within their respective area of responsibility or in the management of the HR program of a state agency. Employees supervise, directly or through subordinate supervisors, lower level HR professionals, personnel paraprofessionals and clerical support staff.
Employees receive general or 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. 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 Administrator II class 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 Administrator II classification. 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 Standards Methodology, and the Employee Relations Supplemental Standards Methodology.
EXAMPLES OF WORK
As a generalist or as a recruitment and employment services administrator:
Oversees recruitment and employment services to include: review of applications and resumes for appropriate classifications and ranking of candidates, development of scoring matrices for interview panel scoring of candidates, training for hiring managers concerning recruiting and interviewing policies and procedures, preparation of position announcements and bulletins for circulation, preparation of job advertisements for local and national publications, and special recruiting activities at job fairs and on college campuses;
As a generalist or as a classification administrator:
Oversees classification and compensation activities to include evaluation of benchmark reclassification requests, evaluation of non-competitive promotion requests, review of Vacancy Downgrade within Same Series actions, evaluation of the propriety of class and salary requests; application of salary guidelines, development and evaluation of agency annual salary review and pay plan amendment requests, development and evaluation of class specification requests, and executive pay plan requests;
As a generalist or as an employee relations administrator:
Oversees employee relations services to include: the review of requests for disciplinary actions and recommendations for appropriate resolution, standards of conduct and the performance evaluation process, first or second step administrative conferences concerning grievance disputes and disciplinary actions, and agency management representation at settlement conferences and administrative hearings concerning grievance disputes and disciplinary actions;
As a generalist (if test development is an assigned duty) or as a test development administrator:
Oversees test development and validation activities: the research of information and the conducting of interviews to determine the existence of and magnitude of adverse impact in selection devices, the review of job analysis studies to identify the job characteristics, and statistical analyses to assess the validity, reliability, readability, difficulty and impartiality of selection instruments;
As a 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;
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 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 HR administration goals and objectives;
Trains and supervises, directly or through subordinate supervisors, HR professionals, personnel paraprofessionals and clerical support staff;
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 establish or modify HR related programs, goals and objectives and evaluate accomplishments;
May assess agency training needs and provide training in HR related or other employee development areas;
May prepare new rules, draft legislation or recommend changes to existing rules and legislation having an impact on HR operations;
Performs other related duties.
KNOWLEDGE, SKILLS AND ABILITIES
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;
Knowledge of the principles of organizational planning, budgeting, staffing and management;
Knowledge of the principles of supervision of employees;
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;
Skill in determining and selecting the best alternative for the administration of HR operations and for the resolution of HR related problems;
Ability to obtain certification and recertification in SPMS policies and procedures and in SPS functionality;
Ability to train employees and direct and control the work of employees;
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 maintain effective working relationships with employees, supervisors, subordinates, program managers, executives, public officials and the general public;
Ability to communicate effectively.
Education: A bachelor’s degree from an accredited college or university.
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.
1. Professional HR management work in the areas of recruitment and selection, classification, salary administration, employee relations, test development and validation or as a generalist may be substituted on a year-for-year basis for up to four years of the required education.
2. Paraprofessional personnel work experience may be substituted on a year-for-year basis for up to four years of the required education. 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.
3. 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 may be substituted for up to two 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 and education.
LICENSES, REGISTRATIONS AND CERTIFICATIONS
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, 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.
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.
July, 1 2013
Aug 1, 2014
Director, Division of Classification and Salary