The mission of the Interagency Commission onSchool Construction is to achieve a safe, healthy, and educationally sufficientlearning environment for every child attending a public school in Maryland. Ourvision is a fiscally sustainable statewide portfolio of K-12 school facilitiesthat will remain educationally sufficient for current and future generations ofstudents and teachers.




Interagency Commission on School Construction

200 West Baltimore Street, Baltimore, MD

Main Purpose of Job

The primary responsibilities for this position will be all aspects of human resource services. This will include recruitment, hiring, onboarding, study of classification/compensation changes, employee and labor relations, employee performance (PEP’s), monitor employee leave/time and pay issues, counseling/disciplinary actions, and employee professional development.

Serve as agency timekeeper approver.

A crucial function of this position is independent decision making, ability to maintain confidentiality, and the ability to develop and ensure adherence to Federal and State HR laws, policies, regulations and any agency specific policies.


Recruitment and Onboarding:

Maintains a workingknowledge of federal and State recruitment requirements and best practices.

Facilitates employeerecruitment processes from beginning to end including supporting agencysupervisors to develop job descriptions and announcements and facilitatingrecruitments through Workday and JobAps.

Receives, reviews, andranks applications in accordance with State requirements for different servicecategories (skilled service, management service, etc.).

Develop and train staffon recruiting/interviewing policies and procedures as well as scoring matrices.

Provides all necessaryinformation to the department of Budget and Management for employee hiring,including development of salary exception requests when necessary.

Manages preparation andposting of position announcements on external websites when necessary.

Develops, manages, and updatesthe IAC’s onboarding program to include minimum qualification checks prior tohiring, extension of offers and offer letters, and orientation of new hires.

Coordination of on-the-jobtraining activities for the first two weeks of employment, necessary jobtraining assignments including HUB training management, sexual harassmenttraining, and all other trainings required for new employees under SPMS.

Coordinates IACpresence and staff representation at industry and college job fairs.

Classification andCompensation:

Evaluation of employee’s job duties todetermine reclassification, non-competitive promotions and compensationchanges. Ensure Maryland State salaryguidelines are followed.

Conducts annual salary reviews for the agency.

Employee and Labor Relationsand Employee Performance:

Leads the performancereview process for the agency, ensuring that DBM PEP guidelines are followed.

HR representation in first/second/OAH step administrative meetings/hearings.

Assess training needsand provide opportunities for agency-wide, group, or individual training.

May participate as amanagement representative in collective bargaining committee meetings todiscuss labor related issues.

Work withsupervisors/managers with employee performance issues. Give guidance ondrafting counseling memos and disciplinary forms and actions.


Ensureemployee leave events are entered into Workday in a timely manner (FMLA,Military, leave of absence).

Ensureemployees receive FMLA documentation in a timely manner.

Performagency timekeeper approver duties.

Workwith agency finance department to resolve pay issues.

Policy & Operationssupport:

Interprets and applies HR related laws, regulations, policies, andprocedures.

Analyzes and evaluates the operational impact and appropriateness of HRactions.

Provides advice and guidance to employees, supervisors, program managers,agency executives, and Commission members regarding HR related matters.

Establishes HR program goals and objectives; evaluates the results of HRprograms.

Develops new or revises existing HR procedures to increase efficiency andaccomplish HR goals and objectives.

Prepare andadminister a HR program budget.

Facilitates allnecessary agency Workday access, participates in Workday training andcontinuing education to ensure up-to-date service provision for agency staff.

Manages the agency’squarterly employee engagement surveys, including recommending policy andadministrative changes to the executive team to facilitate increased employeeengagement and satisfaction.


Experience:Seven years of experience, three 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 policyformulation and an additional four years of professional HRmanagement work experience in the areas of recruitment and selection, classification, salary administration, employee relations, or test development and validation or as a generalist.


1. Candidates may substitute paraprofessional personnel work experience on a year-for-year basis for up to four years of therequired experience. Paraprofessional personnel work is defined as work involving the application of public sector personnel procedures, policies, rules and regulations tospecific employment actions. Appropriate paraprofessionalpersonnel experience includes responsibility for activities such as: preparing and maintaining employment records, calculating salaries, applying personnel-related rules andpolicies, preparing personnel-related reports, conducting employee orientation, counseling employees regardingbenefits and obligations, and responding to inquiriesconcerning employment procedures.

2. Candidates may substitute the possession of a Bachelor'sdegree from an accredited college or university and three years of professional HR experience involving recruitmentand 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.

3. 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 relatedfield for up to six years of the required experience.

4.Candidates may substitute U.S. Armed Forces military service experience as a commissioned officer in human resources management classifications or human resourcesmanagement specialty codes in the human resources management field of work on a year-for-year basis for therequired experience.


Our preferred candidate will have one of more of thefollowing:

One year experienceprocessing HR transactions in Workday.

One year experiencecreating recruitments in the MD State JobAps system.

Working knowledge ofthe MD State Personnel & Pension System Code and the Code of MarylandRegulations (COMAR).


1.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.

2.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.


Please make sure that you provide sufficient information on your application to show that you meet the qualifications for this recruitment. All information concerning your qualifications must be submitted by the closing date.We will not consider information submitted after this date.Successful candidates will be ranked as Best Qualified, Better Qualified, or Qualified and placed on theeligible (employment) list for at least one year.


The assessment may consist of a rating of your education, training, and experience related to the requirements of the position.It is important that you provide complete and accurate information on your application.Please report all experience and education that is related to this position.



Online applications are highly recommended. However, if you are unable to apply online,the paper application and supplemental questionnaire may be submitted to:Department of Budget and Management, Recruitment andExamination Division, 301 W. Preston St., Baltimore, MD 21201.Paper application materials must be received in our officeby theclosing date for the recruitment. No postmarks will be accepted.

For questions regarding this recruitment, please contact theDBM Recruitment andExamination Division at Application.Help@maryland.govor 410-767-4850,MD TTY Relay Service 1-800-735-2258.

We thank our Veterans for their service to our country.

People with disabilities and bilingual candidates are encouraged to apply.

As an equal opportunity employer, Maryland is committed to recruitment, retaining and promoting employees who are reflective of the State's diversity.



What is a human resource officer summary? ›

A Human Resources (HR) Officer is responsible for managing every aspect of the employment process, including orientation and training new staff members. They also assist with payroll management, so employees receive their paychecks on time.

Why do you choose HR as a career interview question? ›

Example response: HR plays an important role in any company because the department manages and promotes the most vital asset—people. As an HR professional, I enjoy being able to help people fulfil their potential by hiring the right people and then helping them thrive in their jobs.

What is the core purpose of a job analysis? ›

Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.

What is your understanding about the role of an HR officer? ›

HR officers play a pivotal role in protecting the workplace and filling employee seats with qualified candidates that further a company's culture and mission. Some HR officers are primarily responsible for corporate team-building and leadership activities, while others focus on employee hiring, benefits, and retention.

What are the 7 main functions of HR? ›

The role of human resource managers is to support management and management development in the organisation. Hiring, training, compensation, benefits, performance management, organisational design, succession planning, and retention management—all fall under the functions of HR manager.

What are the key skills for HR Officer? ›

Key skills for HR officers

commercial awareness. effective organisational skills. the ability to form working relationships with people at all levels. teamworking and interpersonal skills.

How to impress HR in self-introduction? ›

To introduce yourself professionally in an interview, start with a polite greeting, state your full name, mention your educational background and relevant work experience, highlight key skills and strengths, briefly share your career objective, and express gratitude for the opportunity.

What are your three weaknesses? ›

Some skills that you can use as weaknesses include impatience, multitasking, self-criticism, and procrastination.

What to write in your strengths and weaknesses? ›

Sample responses to “What are your strengths?”
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  • Solving problems. ...
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The Step-By-Step Job Analysis Process
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  • Review Inefficiencies. ...
  • Research Industry Standards. ...
  • Draft The Description. ...
  • Formalization.

What are the 3 components of job analysis? ›

Various contents of a job analysis specification can be prescribed in three terms: essential qualities which a person must possess. desirable qualities which a person may possess. contra-indicators which are likely to become a handicap to a successful job.

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7 Skills and qualities of a successful HR Manager
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  3. Leadership skills. ...
  4. Interpersonal skills and empathy. ...
  5. Organizational skills. ...
  6. Command of HR technology. ...
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Is HR a stressful job? ›

Other sentiments HR professionals shared include the following: 91 percent said the last few years had been challenging. 84 percent said they regularly felt stressed. 81 percent said they were personally burned out.

What is the difference between HR officer and personnel officer? ›

Personnel management focuses on hiring and managing employees, equipping them to effectively perform specific tasks for the company. HR management has a wider focus that includes employee development and wellbeing, to help retain employees and monitor progress or concerns.

Why do you choose HR as a career interview question on Quora? ›

I chose Human Resources and Management because I am passionate about the intersection of business strategy and employee well-being. The field allows me to work directly with both, developing policies that drive organizational success while also fostering a supportive work environment.

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Why did you choose this career path? ›

Try expressing your genuine passion for the career path you've chosen. Share what excites you about the field, the work you do, and the impact you can make. Let your enthusiasm shine through as you talk about why you love what you do. Explain why this career path is personally meaningful to you.

How to ace an HR interview? ›

How to prepare for an HR interview
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  2. Research the person who is interviewing you. ...
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  4. Review your CV and be prepare to answer questions about it, as well.

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