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.
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.
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