Program Director, Talent Acquisition and Total Rewards

Maryland Judiciary; Annapolis (MD); Hybrid; USD 133,000 - 147,000; Full time

Benefits offered by this job

Medical, dental, vision

Life insurance

Paid time off

Paid holidays

Tuition assistance

Continuing education programs

State Retirement and Pension plans

Telework up to 2 days per week

Job summary

The Maryland Judiciary seeks a Program Director, Talent Acquisition and Total Rewards to lead all aspects of recruitment, benefits and compensation within the Human Resources Division of the Administrative Office of the Courts.

This senior role oversees a diverse team, partners with Administrative Heads, pursues strategic talent acquisition and total rewards initiatives, and supports retirement, leaves and policy compliance, with telework up to two days per week.

Qualifications

• Senior leadership experience overseeing talent acquisition, benefits and compensation.
• Experience coordinating with court leadership and HR policy guidance.
• Ability to develop and implement metrics and programs related to talent acquisition and benefits.

Responsibilities

• Oversee talent acquisition strategies and recruitment processes across the judiciary.
• Collaborate with Administrative Heads to develop short- and long-term talent strategies.
• Oversee benefits administration through the statewide SPS Workday system and DBM guidelines.
• Lead compensation analytics and market analysis to ensure competitive compensation levels.
• Manage subordinate HR staff and conduct performance evaluations.
• Represent the Judiciary in interfacing with officials and agencies.

Job description

Job Title

Program Director, Talent Acquisition and Total Rewards

Division/Department

Administrative Office of the Courts

Human Resources Division

Closing Date

November 5, 2026

Location

187 Harry S. Truman Parkway Annapolis, MD 21401.

Salary

$132,500- $147,222

FLSA Status

Exempt

At Will

Yes

Position Type

Full Time

generous benefit package including medical, dental, vision, life insurance, paid time off, paid holidays, tuition assistance, continuing education programs, employee assistance programs, and State Retirement and Pension plans.

Telework, up to 2 days per week, may also be available. Telework eligibility is based on job functions and the approval of the Administrative Head.

Maryland Judiciary Benefits (mdcourts.gov)

About the Maryland Court System | Maryland Courts (mdcourts.gov)

Maryland Judiciary Salary Scales (June 2026)

Main Purpose Of Job

This position provides senior managerial supervision of all aspects of Talent Acquisition, Benefits, and Compensation for the Maryland Judiciary Human Resources Division (JHRD). Supervises the following staff positions Manager, Benefits and Compensation; Supervisor, Talent Acquisition, and staff including but not limited to Sr. Talent Acquisition Partner, Talent Acquisition Partner and HR Coordinator, Senior Benefits and Retirement Specialist, Benefits and Retirement Specialist, Senior Classification and Compensation Analysts, and Compensation Analysts to perform duties such as, but not limited to classification and compensation review, leave management, benefits administration, managing talent acquisition strategies, continuous engagement for potential candidates, developing short-term and long-term acquisition strategies, retirement processing, financial disclosures, Family and Medical Leave Act (FMLA), Maryland paid FAMLI program, and other employee employer programs for the Judiciary. Consults with Assistant State Court Administrator- Human Resources and Deputy Director for Human Resources to understand business operations within the Judiciary. Follows guidance for health benefits through Department of Budget and Management (DBM), Employee Benefits Division; audit of Agency Benefits Coordinators; coordination of the certified Retirement Coordinator process through Maryland State Retirement Agency; oversight of the classification process; and recommendations for compensation and benefits strategies to maximize total compensation, rewards, and engagement for Maryland Judiciary employees Collaborates with Administrative Heads regarding benefits, leave, compensation, hiring and retention of employees. Responsible for the development and implementation of metrics, goals, objectives and programs; assessment of those metrics, goals, objectives and programs as it relates to the fulfillment of the Judiciary's and JHRD's overall goals and objectives, including, but not limited to policy development, resolving complex and sensitive acquisition problems and program issues. Will require travel throughout Maryland to perform on-site visits and participation in panel interviews at Court locations and the Administrative Offices of the Courts.

Essential Duties And Responsibilities

Oversight of Talent Acquisition include but not limited to:

• Coordinate with Supervisor, Talent Acquisition to consult with Administrative Heads, hiring managers, and other leaders to understand the needs of their business operations to develop short-term and long-term talent acquisition strategies to fill all vacant positions in an efficient and timely manner.
• Provide options/alternatives to supervisors and managers for resolving talent acquisition concerns or issues.
• Implement innovative acquisitions strategies applicable federal, state, Judiciary human resource laws, rules, policies and procedures to solve acquisition and selection matters.
• Coordinate with Talent Acquisition team to collaborate with colleges, universities, business, and other vendors state-wide to participate in traditional and virtual job fairs to acquire talent for state-wide Judiciary vacancies.
• Ensure inquiries about Judiciary acquisition related issues from employees, supervisors, managers, and executives are responded to accurately.
• Consult with, and counsel, or render expertise to Judiciary staff, supervisors, and managers, and executives regarding human resource policies and procedures.
• Review and revise, as needed, acquisition processes to ensure efficiency and effectiveness to fill positions in a timely manner.
• Collaborate with the HRIS team, as needed, to maximize the efficiency of HRIS to meet the talent acquisition needs of the organization.
• Oversee the onboarding process for new hires to include hiring, orientation, and communication with new employees.
• Review, recommend changes to Deputy Director and ASCA- HR, regarding the following policies included but not limited to Talent Acquisition, Examination, Selection, and Probation.

Benefits

Oversight of Benefits include but not limited to:

• Coordinate with Manager, Benefits and Compensation to oversee all employment transactions and auditing process.
• Oversee the administration of health benefits through DBM Employee Benefits Division (EBD) using the statewide personnel system (SPS) Workday.
• Consult with Administrative Heads, hiring managers, and other leaders to understand the needs of their business operations to develop short-term and long-term benefits strategies.
• Oversee and implement employee engagement activities and programming for the Administrative Office of the Courts and the Maryland Judiciary, including but not limited to diversity, equity, inclusion, and belonging; workplace culture; telework; and alternative work schedules.
• Assist with vicarious trauma initiatives for the Maryland Judiciary.
• Consult with and counsel Judiciary staff, supervisors, and managers regarding human resource policies and procedures for benefits and leave.
• Review, recommend changes to Deputy Director and ASCA- HR, implement, and audit leave programs offered to Judiciary employees, which includes but not limited to Policy on Judicial Absences, Policy on Magistrate Leave, Policy on Leave, Policy on Paid Family and Medical Leave, Policy on FMLA, and other leave program based on applicable federal and state laws and rules.

Oversight of Compensation administration matters including, but not limited to:

• Advise HR leadership on best compensation practices, strategies, and develops initiatives to meet the goals and objectives of the organization.
• Lead the preparation of analytical reports of compensation findings and develop compensation strategy reports for leadership and internal partners.
• Collaborate with Deputy Director and ASCA- HR for fiscal year budget preparation requests by the Department of Budget and Finance (DBF).
• Assess recommendations for compensation strategies and initiatives to ensure competitive compensation levels for all positions across the organization.
• Conduct market analysis of all positions to ensure compensation levels for all positions remain externally competitive and internally equitable.
• Counsel Judiciary staff, supervisors, and managers regarding human resources policies and procedures for classification and compensation.
• Coordinate the cost estimates process for implementing market analysis results.
• Implement market analysis results within the boundaries of financial feasibility.
• Serve as a project leader to research and compile data reports on Judicial Compensation for the Maryland Judiciary Compensation Committee every four years.
• Oversee the Judiciary's job evaluation methodology and develop and apply job evaluation standards, procedures, and policies.
• Research and apply the Fair Labor Standards Act to determine overtime status.
• Review, recommend changes to Deputy Director and ASCA- HR, regarding the following policies included but not limited to Policy on Classification, Compensation, Reinstatement, Reassignment, and Transfer, Policy on At-Will Employment, and other policies based on applicable federal and state laws and rules.

Management of subordinate HR staff

• Provide guidance and support to the Supervisor, Talent Acquisition and Manager, Benefits and Compensation.
• Ensure Talent Acquisition, Benefits and Compensation staff are aware of current workforce trends and developments.
• Develop and encourage staff to provide recommendations based on subject matter expertise.
• Oversee, review, and audit metrics, standards and controls for carrying out and completing the work of the office.
• Ensure work routine and non-routine work is assigned appropriately.
• Conduct goal and expectation-setting conferences and performance evaluations with subordinate staff.
• Counsel and discipline employees with the approval of the Deputy Director of Human Resources.
• Institute internal auditing procedures to correct and measure deficiencies.

Leadership Support

• Represent the Judiciary and the Human Resources Division when interfacing with various officials and agencies.
• Perform other related work as assigned, which may not specifically be listed but is within the general occupational category and responsibility level typically associated with the employee's class of work.
• Research, develop, and implement new programs that