Employee Relations

State of Maryland•Baltimore City, MD

3d•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 interviews 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. 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 Regulations (COMAR), and Collective Bargaining Memorandum of Understanding (MOU). As a Human Resources Officer/Employee Relations will handle a wide range of tasks and are regarded as technical experts within their respective area of responsibility.

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.
Applicants must meet the selective qualification(s) to be considered. Include clear and specific information on your application regarding your qualifications.
This position is limited to current State employees only.

Nice To Haves

Experience and knowledge in applying, interpreting Maryland’s official collection of administrative rules, laws, through the Code of Maryland Regulations (COMAR) and State Personnel & Pensions (SPP).
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.
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.
Discuss labor related issues involving unions; MPEC, AFSCME & AFSCME (UNIT S).
Writing first, & second step, appeal & grievance decisions on behalf of the Appointing Authority (Agency Director).
Helping management and supervisors with employee related concerns.
Responsible for receiving, reviewing, and entering MID-CYCLE, (END-CYCLE) Performance Evaluation Program (PEPs) ratings in SPMS Workday.
Review PEPs for accuracy of detailed information.
Assist management with guidance on Performance Improvement Plan (PIP).
Reviewing and providing guidance to supervisors/managers on Probationary evaluation form.