State of Maryland

HR Analyst Expert DBM (#004927)

- Hourly / - BiWeekly /
- Monthly / $73,787.00-$123,760.00 Yearly


GRADE

STD 0020

CLASS ATTRIBUTES

MANAGEMENT SERVICE       BARGAINING UNIT:  M    

NATURE OF WORK

A Human Resources (HR) Analyst Expert DBM is highly specialized professional HR work in the Department of Budget and Management (DBM).  Employees in this classification function as a program(s) or statewide system technical expert in the State Personnel Management System (SPMS) in one of the following areas: classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, personnel services, HR management or Statewide Personnel System (SPS) support services.  Professional HR work in DBM entails use of knowledge, discretion, analysis, consultation, innovative thinking and independent judgment while advocating and ensuring the appropriate and consistent statewide interpretation of and compliance with HR laws, regulations and standards.  Employees in this classification provide highly specialized and technical direction and guidance to supervisors and managers within agencies that DBM supports and HR staff in SPMS agencies.  Employees in this classification may supervise or lead lower-level HR Analysts DBM or other HR professionals, paraprofessional personnel or clerical support staff.

Employees in this classification receive managerial supervision from a Division Director in the Office of Personnel Services and Benefits 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) to demonstrate specialized knowledge, understanding, and skill in the administration of HR programs in the SPMS.

Positions in this classification are evaluated by using the classification job evaluation methodology.  The use of this method involves comparing the assigned duties and responsibilities of a position to the job criteria found in the Nature of Work and Examples of Work sections of the classification specification.

The HR Analyst Expert DBM is differentiated from HR Analyst Senior/Advanced DBM in that the HR Analyst Expert DBM is a program(s) or statewide system technical expert who functions under managerial supervision while the HR Analyst Senior/Advanced, DBM performs advanced level HR work under general supervision. 

EXAMPLES OF WORK

Serves as a program(s) or statewide system technical expert in the State Personnel Management System (SPMS) in one of the following areas: classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, personnel services, HR management or Statewide Personnel System (SPS) support services; represents the Office of Personnel Services and Benefits (OPS&) at personnel related meetings, hearings and investigations;

Receives and resolves highly specialized and technical issues concerning the most complex and difficult HR program(s) or system(s) under a high-level of supervisory independence; provides advice and guidance to internal and external HR staff that affect the administration and management of SPMS HR activities and operations;

May supervise or lead lower-level HR Analysts DBM or other HR professionals, paraprofessional personnel or clerical support staff;

May train and provide direction and guidance to lower-level HR Analysts DBM and subordinate staff on the appropriate interpretation of HR laws, regulations and standards within the SPMS and on the policies, procedures, practices and methods used in the analysis, evaluation and completion or resolution of issues, practices, requests or proposals from State agencies concerning classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, HR management or SPS support services;

Reviews and approves staff recommendations for the appropriate course of action and viable alternatives in the completion or disposition of studies, assignments, projects, investigations, mediation or settlement conferences, and requests or proposals from State agencies;

Reviews and approves training curricula in classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, personnel services, HR management or SPS support services;

Reviews and recommends approval of proposed resolutions of employee, agency management or operating and systemic problems and issues in the SPMS;

Reviews and recommends approval of proposed changes or revisions of State HR program and operational guidelines, policies, standards, procedures, rules and regulations in classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, personnel services, HR management or SPS support services;

Analyzes and evaluates the most complex, difficult, and sensitive issues, practices, requests, or proposals from State agencies and determines final courses of action or alternative solutions that ensure appropriate and consistent interpretation of and compliance with HR laws, regulations, and standards within the SPMS;

Analyzes and interprets State and federal HR laws and regulations, rules and procedures, and policies and practices, and monitors use by State agencies to preserve the integrity of the SPMS;

Coordinates and conducts special, complex, or sensitive studies, projects, investigations, and mediation or settlement conferences;

Identifies, develops, and determines resolutions for employees, agency management or operating and systemic problems and issues in the SPMS;

Develops manuals and procedures for classification and salary administration, employee or labor relations, recruitment and examination, employee benefits, personnel services, HR management or SPS support services to assist State agencies in HR management operations;

Develops, presents, and evaluates Statewide training in classification and salary administration, employee and labor relations, recruitment and examination, employee benefits, personnel services, HR management or SPS support services for HR staff of State agencies;

Provides expert technical assistance and consultation to HR officers and program managers in State agencies by anticipating implications of actions and alternative solutions, surveying alternatives, and determining most efficacious course of action to address the issue or problem;

  Develops and recommends new or revised HR policies, procedures and standards in classification and salary administration, employee and labor relations, or recruitment and examination, employee benefits, HR management or SPS support services to improve the efficiency and effectiveness of the SPMS;

Drafts policies, correspondence for signature of the Governor, Secretary of the Department of Budget and Management, Executive Director of Personnel Services and Benefits, and the Division Director, and training materials;

Conducts special studies as required by the Governor’s Office, legislative auditors, the Secretary of the Department of Budget and Management and the Executive Director of Personnel Services and Benefits;

May direct operational audits of agency HR practices and records to ensure compliance with HR laws, regulations and standards within the SPMS;

May testify in administrative hearings or court proceedings to provide expertise in the designated field of HR management;

Performs other related duties.

KNOWLEDGE, SKILLS AND ABILITIES

In-depth 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, the Code of Maryland Regulations-Title 17, equal employment opportunity laws and related State HR policies, rules, and guidelines;

Knowledge of the theories, principles, standards, methods, techniques, and practices applicable to one or more of the following areas: classification and salary administration, employee and labor relations, recruitment and selection, test development and validation, employee benefits, personnel services, HR management or SPS support services;

Knowledge of and ability to implement the theories, principles and best practices associated with public HR/personnel administration;

Knowledge of analytical procedures and techniques used in researching, organizing, investigating, and conducting studies of HR actions, operations, and practices;

Skill in interpreting, applying, and explaining HR laws, regulations, rules, policies, procedures, and guidelines;

Skill in resolving complex, difficult or sensitive HR problems by applying various methodologies, considering past practices and precedents, identifying new approaches, consulting with other technical experts and deciding between many possible alternative solutions;

Skill in developing and organizing comprehensive analytical reports;

Ability to obtain certification and recertification in SPMS policies and procedures and in SPS functionality;

Ability to develop Statewide guidelines and standards and draft related policies, procedures, rules and regulations for Statewide personnel programs, policies, or operations;

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 maintain effective working relationships with co-workers, agency HR staff, program managers, executives, public officials and the general public;

Ability to maintain confidentiality;

Ability to effectively communicate ideas, results of findings, procedures and policies, conclusions, and recommendations.

MINIMUM QUALIFICATIONS

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

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, 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.

ACKNOWLEDGEMENTS

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.  

A Class Description provides information about the Nature of Work, Examples of Work, General Requirements and Acknowledgements for a classification in the Management Service in which all positions have been designated Special Appointments. Required Knowledge, Skills and Abilities, specific 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 in Management Service.  

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 from collective bargaining.  Additionally, certain executive branch agencies are exempt from collective bargaining and all positions in those agencies are excluded from collective bargaining.    

Date Established

July 1, 2022 

Approved By

Director, Division of Classification and Salary

CLASS: 004927; EST: 7/1/2022;

Powered by JobAps