A Human Resources (HR) Director II is managerial level professional work in the administration of a comprehensive HR program 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 HR generalist with responsibilities for three or more areas of HR management. Employees serve as a director of an agency HR program with final authority for management of HR program administration. Employees provide managerial supervision to HR professional supervisors, HR professionals, personnel paraprofessionals and clerical support staff.
Employees receive executive direction from an agency executive or designated higher level department official. 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 Director II 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 Director II 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.
Directs HR services, including recruitment and employment services, classification and compensation, and employee relations for a large SPMS department or agency;
Directs all 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, position announcements and bulletins, job advertisements and special recruiting activities;
Directs all classification and compensation operations 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 class specification requests, development and evaluation of agency annual salary review proposals, pay plan amendment requests, and executive pay plan requests;
Directs all employee-related services including grievance disputes and disciplinary actions, standards of conduct and performance evaluation processes, conducting first or second step administrative conferences and agency management representation at settlement conferences and administrative hearings;
Interprets and implements HR related laws, regulations, policies and procedures relevant to the SPMS;
Establishes HR program goals and objectives, develops and implements departmental HR policies and procedures and evaluates the accomplishments of HR programs;
Evaluates fiscal and operational impact of HR related actions;
Evaluates the appropriateness of HR actions based on guidelines, procedures and precedents and selects approaches or solutions to HR related problems;
Advises department executives regarding new or revised HR related legislation affecting the department and concerning sensitive HR issues;
Explains and defends HR related actions to department executives and managerial and supervisory staff, and by testifying in administrative and court proceedings;
Maintains confidentiality for all HR related activities;
Prepares and administers a HR program budget;
Establishes work priorities and evaluates the performance of employees engaged in HR administration activities;
May participate as a management representative in collective bargaining committee meetings to discuss labor related issues;
May prepare new rules, draft legislation or recommend changes to existing rules and legislation having an impact on HR operations;
May testify before legislative bodies in order to render expertise or represent the organization or program;
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