HR Administrator III

State of Maryland•Baltimore City, MD

6h•Onsite

About The Position

A Human Resources (HR) Administrator III is a managerial-level professional who works 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. This specialized leadership role operates with broad autonomy under overarching agency objectives to develop and lead full-cycle talent acquisition workflows, execute data-driven retention interventions, and act as a strategic advisor to executive leadership regarding organizational climate, EEO/DEI compliance, and workforce planning.

Requirements

Bachelor's degree from an accredited college or university.
Four (4) years of professional human resources generalist or specialist experience involving recruitment and employment, employee relations, workforce planning, policy formulation, or HR program evaluation.
Employees in this classification are required to obtain certification in State Personnel Management System (SPMS) policies and procedures and in the functionality of the Statewide Personnel System (SPS) within six (6) months from the time of appointment, with recertification required every six (6) 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

Proven experience designing, implementing, and evaluating full-cycle recruitment strategies and talent pipeline programs.
Extensive experience in employee retention, including conducting stay/exit interviews, deploying organizational climate surveys, and analyzing workforce metrics.
Demonstrated success establishing strategic partnerships with law schools, bar associations, or professional affinity groups to recruit highly qualified legal professionals.
Experience developing and overseeing corporate wellness, employee recognition, or structured professional mentorship programs.
Familiarity with diversity, equity, and inclusion (DEI) best practices in talent acquisition and workforce planning.

Responsibilities

Develop, implement, and continuously evaluate a data-driven, agency-wide employee retention strategy across all OPD divisions.
Lead full-cycle talent acquisition workflows (recruitment, screening, interviewing, and onboarding) for attorneys, law student interns, externs, and legal fellows.
Design and administer systematic stay and exit interviews, focus groups, and organizational climate assessments.
Build and maintain active recruitment channels and strategic pipelines with law schools, bar associations, clerkship programs, and public interest affinity groups.
Monitor, track, and present executive reports on workforce metrics, including turnover, time-to-fill, and DEI data.
Administer Rule 19-218 requests for out-of-state barred attorneys.
Partner with the Director of Training to align onboarding, mentorship, leadership development, and continuing professional education with agency retention milestones.
Develop and coordinate agency-wide employee recognition, wellness, resilience, and morale initiatives.
Act as a strategic advisor to the Public Defender, Deputy Public Defenders, and District Public Defenders regarding workforce engagement, structural interventions to reduce burnout, and emerging workforce trends.
Represent OPD at career fairs, conferences, and networking events (occasional evening/weekend work required).