Deputy Director, Human Resources

Konare Law; Annapolis (MD); On-site; USD 120,000 - 170,000; Full time

Job summary

Maryland Judiciary’s Administrative Office of the Courts is seeking an experienced Deputy Director of Human Resources to guide the development and direction of HR programs, including annual budget planning, policy formulation, and services across the division. The role involves overseeing talent acquisition, payroll, benefits, retirement, employee engagement, and compliance with federal and state laws.

The position leads strategic initiatives, manages cross-unit coordination, and collaborates

Qualifications

• Bachelor's degree from an accredited college or university.
• Eight (8) years of progressively responsible professional experience in human resources, including four (4) years managing staff.
• Preferred: SHRM, HRCI, or other professional HR certification.
• Preferred: Juris Doctorate.

Responsibilities

• Strategic Workforce Planning: Develops short and long-term plans, manages projects, and coordinates with Judiciary stakeholders for participation on project teams.
• Operational Leadership of the Judiciary Human Resources Division: Orients and develops managers and staff, delegates responsibilities, monitors performance, and ensures alignment with policies and laws.
• Manages compensation structure, budget matters, and HR-related actions; analyzes cost, statistical data, and recommendations for approvals.

Skills

Analytical skills

Oral communication

Written communication

Leadership

Customer service

Staff development

Interpersonal skills

Project management

Education

Bachelor's degree

Juris Doctorate

SHRM/HRCI certification

Tools

Microsoft Excel

HR Information System

Job description

Main Purpose of Job:

As a member of the Administrative Office of the Courts' executive staff, and under the direction of the Assistant State Court Administrator of Human Resources, assists in the development and direction of the Maryland Judiciary's Human Resources programs, to include developing the division's annual budget and formulating the Judiciary's human resources policies, procedures, services, and operations. In conjunction with the Assistant State Court Administrator of Human Resources, the Deputy Director is responsible for the oversight and management of all human resources functions to include but not limited to talent acquisition and retention; salary administration; classification; payroll operations; benefits; retirement; employee engagement; employer-employee relations; performance management and evaluation; staff development; succession planning; service awards; leave administration (FMLA, Leave Bank, parental leave); reasonable accommodation and PWFA requests; maintaining the effective operation of the HR Information System; PIN management; compiling, researching, and generating monthly reports, position papers, and proposals for Judiciary leadership; researching, analyzing, and implementing legislation impacting personnel; judicial services; information privacy; and diversity, equity, inclusion and belonging; and for the continuity of operations for and auditing of these and other functions

Essential Duties and Responsibilities:

Strategic Workforce Planning

Develops short and long-term-plans and goals and identifies and defines the scope and objectives of special projects. Manages, oversees, and assigns projects to Human Resources managers/supervisors and establishes working arrangements with management of other Judiciary stakeholders for participation on project teams, pilot studies in selected locations, designation of staff for standing position evaluation committees, and other intra-Judiciary activities. Projects also may involve developing working relationships with management and staff of other state, county, and municipal agencies and/or private or public sector organizations, such as the Central Payroll Bureau, Department of Budget & Management, the Office of the Attorney General, Department of Labor, State Department of Assessments and Taxation, etc., or to establish contracts with vendor firms for the purchase of services or commodities, and for contract management. Staffs and/or supports committees, subcommittees, and workgroups as requested.

Operational Leadership of the Judiciary Human Resources Division

Orients and develops subordinate managers, supervisors and staff and, as they become proficient, delegates increasingly more responsibility for assigned duties. Monitors and oversees work of subordinate managers, supervisors and staff, conducts periodic staff meetings, and otherwise guides, directs, and ensures that staff are performing assigned work within relevant objectives, mission, goals, strategic initiatives, policies and procedures, federal and state laws, and other parameters. Coordinates activities between human resources units to ensure efficiencies and effectiveness of the division as a whole.

In conjunction with the Assistant State Court Administrator of Human Resources, determines the type and number of staff needed to provide necessary HR services and designs the organizational structure and defines the functions and responsibilities of each unit and staff position. Ensures all HR staff are fully trained. Works with all relevant AOC groups and other agencies, as needed, to ensure continuity of all human resources functions in the event of a COOP occurrence.

Recruits, trains, supervises, and handles performance management issues and disciplinary actions when appropriate.

In conjunction with the Assistant State Court Administrator of Human Resources, or through close interaction with HR staff, handles the investigation, resolution, and implementation of the most sensitive, complex, and unusual requests, actions, and DLS and internal audits, many of which have broad Judiciary-wide implications.

In consultation with the Department of Budget & Finance, Central Payroll Bureau and Judiciary senior management, and in conjunction with the Assistant State Court Administrator of Human Resources, serves as the primary resource in the development and validation of the Judiciary?s overall compensation structure, personnel, benefits, and other human resources related budget matters. Confers and consults with other Judiciary managers, administrators, and executives, as well as those in other public and private organizations, to develop effective interpersonal working relationships, resolve issues, and identify and develop plans, projects, policies, and goals, any of which may have broad intra- and inter- organizational impact. Directly, in conjunction with the Assistant State Court Administrator of Human Resources, and through subordinate staff, prepares cost, statistical, and other analysis, necessary documents, and recommendations regarding approval/revision/rejection of proposed human resources-related actions that have financial impact, to include new position requests, recruitment, reclassification and promotion costs, reorganizations, variable pay such as bonuses or education reimbursements, and similar programs.

Minimum Qualifications:

Education:

Bachelor's degree from an accredited college or university.

Experience:

Eight (8) years of progressively responsible professional experience in human resources, which must include four (4) years of experience managing staff.

Preferred Qualifications:

• Professional Certification in Human Resources (SHRM, HRCI or other).
• Juris Doctorate.

Knowledge, Skills, and Abilities

Knowledge of:

• Knowledge of public personnel administration and federal state laws and regulations affecting public/civil service personnel systems and a recognized, successful background in public human resource administration.
• Knowledge of Maryland Rules; Annotated Code of Maryland; Legal Guides for HR Matters; Federal and state EEO/Title 7 laws; Federal and state employment laws, such as FMLA, FLSA, confidentiality, and workers? compensation laws; and Judiciary Policies and Procedures.
• Knowledge of data analysis using Microsoft Excel and other data management software.
• Knowledge of federal and state employment laws, rules, regulations, executive orders, and administrative orders signed by the Chief Justice of the Supreme Court of Maryland
• Knowledge of the Judges Retirement System and Employee Pension System.
• Knowledge of court systems and the policies and practices of the Maryland Judiciary, specifically land records and the circuit courts.
• Knowledge of federal and state information privacy and personnel protection laws, including the Judge Andrew F. Wilkinson Judicial Security Act.
• Knowledge of software systems to respond to challenging projects.
• Knowledge of payroll processing for the State of Maryland.
• Knowledge of modern personnel and payroll practices and procedures.

Skill in:

• Skill in analytical skills.
• Skill in dealing fairly with staff and employees, committed to treating all with dignity and respect.
• Skill in professional maturity and leadership ability to effectively advocate, represent and support Division?s position and actions while maintaining a cooperative, flexible posture toward acting in the best interests of achieving objectives.
• Skill in a superior level of oral and written communication.
• Skill in meeting and interacting with people from a wide variety of backgrounds in a pleasant, positive, and genuine manner.
• Skill in effective listening.
• Skill in the ability to demonstrate patience.
• Skill in ?customer service-customer satisfaction? orientation toward delivery of Division's programs and services.
• Skill in a management philosophy, style, and track record of effecting organizational change which emphasizes employee empowerment over management control.
• Skill in committing to equal opportunity, especially as it relates to talent acquisition, retention, and development.
• Skill in building credible and respected peer recognition in the personnel field, including an established network of contacts.
• Skill in successful staff selection, development, and retention creating an environment of professional growth and excellence for the organization through training, evaluation, and advancement opportunities.
• Skill in working successfully and positively in a strong participatory climate, with diverse interests and opinions represented by elected officials, staff, employees, varied citizen, institutional and intergovernmental groups.
• Skill in the organizational use of work teams and other methods to involve a cross-section of employees at varying levels in the organization.

Ability to:

• Ability to participate positively and effectively as a member of top management in sensitive discussions and problem-solving processes which relate to the overall needs, concerns, and services of the Judiciary.
• Ability to communicate openly with all staff members, taking time to share information and review matters of interest and concerns that promote harmony, teamwork, and belonging and relate to the effective accomplishment and implementation of all programs and services.
• Ability to talk to Department Heads, staff members, and external stakeholders and to openly communicate in a manner capable of inspiring confidence, respect, and credibility