SKILLED SERVICE BARGAINING UNIT: Z
NATURE OF WORK
A Human Resources (HR) Officer II is advanced or lead 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 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 employees function as HR generalists with responsibilities for three or more areas of HR management. Employees are regarded as technical experts within their respective area of responsibility. Employees may lead lower level HR professionals and may supervise or lead personnel paraprofessionals or clerical support staff.
Employees receive general 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 Officer 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 Officer 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 Standard Methodology and the Employee Relations Supplemental Standard Methodology.
EXAMPLES OF WORK
As a generalist or as a recruitment and employment services officer:
Reviews applications and resumes for appropriate classifications and to rank candidates, develops scoring matrices for interview panel scoring of candidates;
Conducts training for hiring managers concerning recruiting and interviewing policies and procedures;
Prepares position announcements and bulletins for circulation;
Prepares job advertisements for local and national publications, and plans and conducts special recruiting activities at job fairs and on college campuses;
As a generalist or as a classification officer:
Evaluates position description forms to determine if benchmark reclassification is appropriate;
Evaluates the non-competitive promotion requests to determine if action is appropriate;
Reviews Vacancy Downgrade within Same Series list to determine if applicable to vacant position;
Evaluates the propriety of reclass and acting capacity requests;
Documents justification for class and salary actions;
Applies salary guidelines pertaining to various class or salary actions;
Identifies and prepares agency annual salary review proposals and pay plan amendment requests;
Identifies and drafts class specification requests;
Counsels employees on classification and salary matters;
As a generalist or as an employee relations officer:
Reviews requests for disciplinary actions and recommends appropriate resolution;
Provides advice and guidance regarding standards of conduct and the performance evaluation process;
Acts as an administrative conference officer for first or second step conferences concerning grievance disputes and disciplinary actions and represents agency management 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 officer:
Researches information and conducts interviews to determine the existence of and magnitude of adverse impact in selection devices;
Conducts job analysis studies to identify the job characteristics, and performs statistical analysis 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;
Compiles, analyzes and evaluates HR related information and recommends actions based upon rules, regulations, policies, guidelines and precedents;
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 established HR administration goals and objectives;
May train and lead lower level HR professionals;
May train, supervise or lead personnel paraprofessionals or clerical support staff;
May participate as a management representative in collective bargaining committee meetings to discuss labor related issues;
May assess agency training needs and provide training in HR related or other employee development areas;
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