HR Administrator II Employee Relations Manager

We encourage you to consider an exciting career with the Maryland Department of the Environment (MDE). If you are dedicated to protecting and preserving Maryland's air, water, land resources, and safeguarding the health of all its citizens, we invite you to apply and become a part of our team.

STD
0019

Business Administration

Office of Human Resources

1800 Washington Blvd.

Baltimore, MD 21230

The Maryland Department of the Environment (MDE) is seeking an experienced and highly skilled Employee Relations Manager to join the Office of Human Resources (OHR). Working under the direction of the Director of Human Resources, the Employee Relations Manager serves as a key human resources resource to agency leadership, managers, supervisors, and employees on complex workplace and employee relations matters.

The primary purpose of this position is to provide employee relations leadership, consultation, investigation, case management, and management support throughout the Department. The position plays an important role in helping managers effectively address employee performance and behavioral concerns, resolve workplace issues, administer corrective and disciplinary actions, and promote a respectful, productive, and accountable workplace.

The ideal candidate will bring strong employee relations expertise, sound judgment, excellent communication skills, discretion, emotional intelligence, and the ability to navigate complex and sensitive workplace matters.

Experience:

Eight years of experience, four 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 experience in HR management work in the areas of recruitment and selection, classification, salary administration, employee 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 four 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, business administration, public administration, statistics, tests and measurements, psychology or a related field for up to six years of 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.

• Two years of professional experience advising and coaching agency managers on performance management, progressive discipline, and policy enforcement.
• One year of professional experience, writing reports for leadership, and maintaining due process.
• Two years of professional experience investigating non-physical or subtle workplace misconduct claims such as psychological safety concerns, workplace bullying, hostile work environment allegations, or microaggressions.

• Employees in this classification are required to obtain certification in State Personnel Management System policies…