Employee Relations

State of Maryland•Baltimore City, MD

1d•Onsite

About The Position

The Maryland Lottery and Gaming Control Agency (MLGCA) serves as one of the largest revenue sources for the State of Maryland, supporting important state programs and services including education, public health and safety, human resources and the environment. In addition to generating revenue from the sale of lottery products, the MLGCA is also responsible for the oversight of the state’s casino gaming program, providing direction and guidance to its casino partners on financial, security, regulatory and licensing procedures for the facilities. The Agency also regulates Sports Wagering, Daily Fantasy Sports and Electronic Bingo, as well as Instant Ticket Lottery Machines, which are located at almost 90 Veteran’s posts. Gaming in Maryland is a dynamic and growing business that operates around the clock, 365 days of the year. The candidates selected for the interview will be asked to complete a writing sample. This position functions as the Employer/Employee Relations Officer within the Office of Human Resource for the Maryland Lottery Gaming and Control Agency. The incumbent in this position will be responsible for assuring fair equitable treatment of all employees, manages the relationship between employer and employees by fostering positive culture, handling grievances, conducting investigations, and enforcing policies. As a Human Resources (HR) Officer I is responsible for interpreting and implementing personnel policies and procedures based on the State Personnel and Pensions (SPP) Article, Code of Maryland Administration Regulations (COMAR), and Collective Bargaining Memorandum of Understanding (MOU). In this position the HR Officer will handle a wide range of task and regarded as technical experts within their respective area of responsibility. Understanding, interpreting, and applying the Memorandum of Understanding (MOU) in Maryland, act as legally binding labor agreements between Maryland State Employees in exclusive bargaining organizations; AFSCME Units A, B, C, D, F, and H), AFSCME Unit S, and Maryland Professional Employee Council (MPEC) Local 6197(Unit G). These agreements are aimed at fostering harmonious labor relations.

Requirements

Six years of experience, two years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation and an additional four years of professional HR management work experience in the areas of recruitment and selection, classification, salary administration, employer relations, test development and validation or as a generalist.
Candidates may substitute paraprofessional personnel work experience on a year-for-year basis for up to four years of the required experience. Paraprofessional personnel work is defined as work involving the application of public sector personnel procedures, policies, rules and regulations to specific employment actions. Appropriate paraprofessional personnel experience includes responsibility for activities such as: preparing and maintaining employment records, calculating salaries, applying personnel related rules and policies, preparing personnel-related reports, conducting employee orientation and counseling employees regarding benefits and obligations and responding to inquiries concerning employment procedures.
Candidates may substitute the possession of a Bachelor's degree from an accredited college or university and two years of professional HR experience involving recruitment and employment services, classification and compensation, employee relations, test development and validation, job analysis, job evaluation, salary administration, HR program evaluation, or HR policy formulation for the required experience.
Candidates may substitute the possession of thirty graduate credit hours from an accredited college or university in the fields of HR/personnel administration, human resources management, business administration, public administration, statistics, tests and measurements, psychology or a related field for the required experience.
Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in human resources management classifications or human resources management specialty codes in the human resources management field of work on a year-for-year basis for the required experience.
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.
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.

Nice To Haves

Experience and knowledge in applying, interpreting Maryland’s official collection of administrative rules, laws, through the Code of Maryland Administration Regulations (COMAR) and State Personnel & Pensions Article (SPPA).
Experience in conducting a fair and thorough workplace investigations that involves an objective and unbiased process to ascertain facts of a case.
Experience working with Unions, understanding and interpreting Memorandum of Understanding (MOU), ensuring compliance with collective bargaining agreements and ability to engage in professional communication at Labor Management Committees (LMC).
Experience in Employee Relations, problem solving skills, & conflict resolution.
Experience using Workday, Jobaps, and/or similar HRIS Systems.
Experience utilizing Microsoft Office: Excel, Word, PowerPoint, Google Workspace, presenting presentations, & organizational skills.

Responsibilities

Reviews requests for disciplinary actions.
Conduct fact-finding investigations into employee related misconduct.
Represents management at formal grievances, appeals, & settlement conferences.
Issue disciplinary action, if warranted.
Mediating conflicts, Providing guidance to managers on disciplinary actions.
Conducting exit interviews.
Ensuring compliance with labor laws to drive retention.
Interprets and applies HR related laws, regulations, policies and procedures relevant to the SPMS.
Explains and defends HR related actions and recommendations to supervisory, managerial staff, and agency executives by testifying in official proceedings such as administrative conferences and hearings, legislative hearings and in a court of law.
Provides advice and guidance to employees, supervisors, program managers, agency executives and other public officials regarding HR related matters when needed.
Recommends new or changes to existing HR related processes, policies and procedures.
Participate as representative in Labor Management Committee (LMC) meetings involving union.
Writing first, & second step, appeal & grievance decisions on behalf of the Appointing Authority (Agency Director).
Helping management and supervisors with employee related concerns.
Assist management with guidance on Performance Improvement Plan (PIP).
Reviewing and providing guidance to supervisors/managers on Probationary evaluation form.

Benefits

health insurance, dental, and vision plans offered at a low cost
Personal Leave - new State employees are awarded six (6) personnel days annually (prorated based on start date)
Annual Leave - ten (10) days of accumulated annual leave per year
Sick Leave - fifteen (15) days of accumulated sick leave per year
Parental Leave - up to sixty (60) days of paid parental leave upon the birth or adoption of a child
Holidays - State employees also celebrate at least twelve (12) holidays per year
Pension - State employees earn credit towards a retirement pension

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