A Human Resources (HR) Administrator IV is 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 function as a generalist with responsibilities for three or more areas of HR management. Employees serve as a director, deputy director or assistant director of an agency HR program and have significant final authority in the management of the HR program of a state agency. Employees supervise HR professional supervisors, personnel paraprofessionals and clerical support staff.
Employees 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 IV class is determined by the application of the professional HR Job Evaluation Standards for HR Generalists which defines the nature and depth of work required for the HR Administrator IV classification. The Professional HR Job Evaluation Standards for HR Generalists is a point factor methodology and factors used to the evaluate positions include the types of services, policy and budget responsibility, decision making authority and total number of employees serviced.
Manages the HR services, including recruitment and employment services, classification and compensation and employee relations services, for a SPMS department, agency, facility or institution;
Manages recruitment and employment services to include the application review and candidate ranking processes, the development of scoring matrices for interview panels, training for hiring managers concerning recruiting and interviewing policies and procedures, preparation of position announcements and bulletins for circulation, job advertisement activities and special recruiting activities at job fairs and on college campuses;
Manages classification and compensation activities to include evaluation of benchmark reclassification request, evaluation of the 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;
Manages employee relations activities to include grievance disputes and disciplinary actions, standards of conduct and the performance evaluation process, conducts first or second step administrative conferences and agency management representation at settlement conferences and administrative hearings;
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, 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.
A Class Description provides information about the Nature of Work, Examples of Work and General Requirements for a classification in the Management Service or a classification in the Skilled or Professional Service in which all positions have been designated Special Appointments. Required Knowledge, Skills, and Abilities; Minimum Education and Experience Requirements; Special Requirements; and recruitment and testing procedures are set by the using agency.
Class descriptions broadly define 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.
Director, Division of Classification and Salary