Job Title
Deputy Director, Human Resources
Division/Department
AOC, Human Resources Division
Closing Date
August 3, 2026
Location
Maryland Judicial Center,187 Harry S. Truman Parkway Annapolis, MD 21401.
Salary
$153,606 to $170,672
The Maryland Judiciary offers a generous benefit package including medical, dental, vision, life insurance, paid time off, paid holidays, tuition assistance, continuing education programs, employee assistance programs, and State Retirement and Pension plans. Telework, up to 2 days per week, may also be available. Telework eligibility is based on job functions and the approval of the Administrative Head.
Maryland Judiciary Benefits (mdcourts.gov)
About the Maryland Court System | Maryland Courts (mdcourts.gov)
Essential Job Functions:
As a member of the Administrative Office of the Courts' executive staff, and under the direction of the Assistant State Court Administrator of Human Resources, assists in the development and direction of the Maryland Judiciary's Human Resources programs, to include developing the division's annual budget and formulating the Judiciary's human resources policies, procedures, services, and operations. In conjunction with the Assistant State Court Administrator of Human Resources, the Deputy Director is responsible for the oversight and management of all human resources functions to include but not limited to talent acquisition and retention; salary administration; classification; payroll operations; benefits; retirement; employee engagement; employer-employee relations; performance management and evaluation; staff development; succession planning; service awards; leave administration (FMLA, Leave Bank, parental leave); reasonable accommodation and PWFA requests; maintaining the effective operation of the HR Information System; PIN management; compiling, researching, and generating monthly reports, position papers, and proposals for Judiciary leadership; researching, analyzing, and implementing legislation impacting personnel; judicial services; information privacy; and diversity, equity, inclusion and belonging; and for the continuity of operations for and auditing of these and other functions.
Essential Duties and Responsibilities:
Strategic Workforce Planning:
Develops short and long-term-plans and goals and identifies and defines the scope and objectives of special projects. Manages, oversees, and assigns projects to Human Resources managers/supervisors and establishes working arrangements with management of other Judiciary stakeholders for participation on project teams, pilot studies in selected locations, designation of staff for standing position evaluation committees, and other intra-Judiciary activities. Projects also may involve developing working relationships with management and staff of other state, county, and municipal agencies and/or private or public sector organizations, such as the Central Payroll Bureau, Department of Budget & Management, the Office of the Attorney General, Department of Labor, State Department of Assessments and Taxation, etc., or to establish contracts with vendor firms for the purchase of services or commodities, and for contract management. Staffs and/or supports committees, subcommittees, and workgroups as requested.
Operational Leadership of the Judiciary Human Resources Division:
Orients and develops subordinate managers, supervisors and staff and, as they become proficient, delegates increasingly more responsibility for assigned duties. Monitors and oversees work of subordinate managers, supervisors and staff, conducts periodic staff meetings, and otherwise guides, directs, and ensures that staff are performing assigned work within relevant objectives, mission, goals, strategic initiatives, policies and procedures, federal and state laws, and other parameters. Coordinates activities between human resources units to ensure efficiencies and effectiveness of the division as a whole.
In conjunction with the Assistant State Court Administrator of Human Resources, determines the type and number of staff needed to provide necessary HR services and designs the organizational structure and defines the functions and responsibilities of each unit and staff position. Ensures all HR staff are fully trained. Works with all relevant AOC groups and other agencies, as needed, to ensure continuity of all human resources functions in the event of a COOP occurrence.
Recruits, trains, supervises, and handles performance management issues and disciplinary actions when appropriate.
In conjunction with the Assistant State Court Administrator of Human Resources, or through close interaction with HR staff, handles the investigation, resolution, and implementation of the most sensitive, complex, and unusual requests, actions, and DLS and internal audits, many of which have broad Judiciary-wide implications.
In consultation with the Department of Budget & Finance, Central Payroll Bureau and Judiciary senior management, and in conjunction with the Assistant State Court Administrator of Human Resources, serves as the primary resource in the development and validation of the Judiciary?s overall compensation structure, personnel, benefits, and other human resources related budget matters. Confers and consults with other Judiciary managers, administrators, and executives, as well as those in other public and private organizations, to develop effective interpersonal working relationships, resolve issues, and identify and develop plans, projects, policies, and goals, any of which may have broad intra- and inter- organizational impact. Directly, in conjunction with the Assistant State Court Administrator of Human Resources, and through subordinate staff, prepares cost, statistical, and other analysis, necessary documents, and recommendations regarding approval/revision/rejection of proposed human resources-related actions that have financial impact, to include new position requests, recruitment, reclassification and promotion costs, reorganizations, variable pay such as bonuses or education reimbursements, and similar programs.
Minimum Qualifications:
Education:
Bachelor's degree from an accredited college or university.
Experience:
Eight (8) years of progressively responsible professional experience in human resources, which must include four (4) years of experience managing staff.
Knowledge, Skills, and Abilities:
Knowledge of:
Knowledge of public personnel administration and federal state laws and regulations affecting public/civil service personnel systems and a recognized, successful background in public human resource administration.
Knowledge of Maryland Rules; Annotated Code of Maryland; Legal Guides for HR Matters; Federal and state EEO/Title 7 laws; Federal and state employment laws, such as FMLA, FLSA, confidentiality, and workers' compensation laws; and Judiciary Policies and Procedures.
Knowledge of data analysis using Microsoft Excel and other data management software.
Knowledge of federal and state employment laws, rules, regulations, executive orders, and administrative orders signed by the Chief Justice of the Supreme Court of Maryland
Knowledge of the Judges Retirement System and Employee Pension System.
Knowledge of court systems and the policies and practices of the Maryland Judiciary, specifically land records and the circuit courts.
Knowledge of federal and state information privacy and personnel protection laws, including the Judge Andrew F. Wilkinson Judicial Security Act.
Knowledge of software systems to respond to challenging projects.
Knowledge of payroll processing for the State of Maryland.
Knowledge of modern personnel and payroll practices and procedures.
Skill in:
Skill in analytical skills.
Skill in dealing fairly with staff and employees, committed to treating all with dignity and respect.
Skill in professional maturity and leadership ability to effectively advocate, represent and support Division?s position and actions while maintaining a cooperative, flexible posture toward acting in the best interests of achieving objectives.
Skill in a superior level of oral and written communication.
Skill in meeting and interacting with people from a wide variety of backgrounds in a pleasant, positive, and genuine manner.
Skill in effective listening.
Skill in the ability to demonstrate patience.
Skill in customer service-customer satisfaction? orientation toward delivery of Division's programs and services.
Skill in a management philosophy, style, and track record of effecting organizational change which emphasizes employee empowerment over management control.
Skill in committing to equal opportunity, especially as it relates to talent acquisition, retention, and development.
Skill in building credible and respected peer recognition in the personnel field, including an established network of contacts.
Skill in successful staff selection, development, and retention creating an environment of professional growth and excellence for the organization through training, evaluation, and advancement opportunities.
Skill in working successfully and positively in a strong participatory climate, with diverse interests and opinions represented by elected officials, staff, employees, varied citizen, institutional and intergovernmental groups.
Skill in the organizational use of work teams and other methods to involve a cross-section of employees at varying levels in the organization.
Ability to:
Ability to participate positively and effectively as a member of top management in sensitive discussions and problem-solving processes which relate to the overall needs, concerns, and services of the Judiciary.
Ability to communicate openly with all staff members, taking time to share information and review matters of interest and concerns that promote harmony, teamwork, and belonging and relate to the effective accomplishment and implementation of all programs and services.
Ability to talk to Department Heads, staff members, and external stakeholders and to openly communicate in a manner capable of inspiring confidence, respect, and credibility for the Human Resources Division.
Ability to recognize issues and problems, and initiate solutions with limited direction, while keeping senior executive management appropriately informed of the status of plans, actions, and programs.
Ability to apply critical thinking skills and assess and interpret different sources of information to produce comprehensive recommendations and reports.
Ability to provide assertive and visible leadership and counsel on state-wide personnel and information privacy matters to implement policy-level actions, initiatives, and programs in a timely and effective manner.
Ability to provide strong leadership and direction, clearly defining objectives, and motivating staff, supervisors, and employees to accomplish objectives in a fair, impartial, and competent manner.
Ability to prepare thorough reports which respond to requests, and which provide accurate information, alternatives, and implications of proposed policies or actions.
Ability to demonstrate professional maturity to challenge, motivate, and work effectively with a competent, diverse professional technical staff.
Ability to possess complete integrity and exemplify personal characters of behavior and leadership.
Ability to understand and communicate the role of the Division within the total scope of services.
Ability to participate positively and effectively as a member of top management in discussion and problem-solving processes which relate to the overall needs, concerns, and services of the Judiciary.
Ability and willingness to communicate openly with all staff members, taking time to share information and review matters of interest and concerns that promote harmony, teamwork, and relate to the effective accomplishment and implementation of all programs and services.
Ability to be approachable, consultative, and participatory.
Ability and desire to talk to Department Heads and staff members throughout the Department and entire organization and to openly communicate in a manner capable of inspiring confidence, respect, and credibility for Human Resources.
Ability to recognize issues and problems, and initiate solutions with limited direction, while keeping senior executive management appropriately informed of the status of plans, actions, and programs.
Ability, and willingness, to provide assertive and visible leadership and counsel in state-wide personnel matters to implement policy-level personnel actions, initiatives, and programs in a timely and effective manner.
Ability to provide strong leadership and direction, clearly defining objectives, and motivating subordinates, supervisors, and employees to accomplish objectives in a fair, impartial, and competent manner.
Ability to follow a management style which anticipates rather than reacts to issues, problems, concerns, and opportunities.
Ability to be comfortable and effective in serving an organization and community that calls for professional, prompt, and positive responsiveness.
Ability to possess the energy toward following a high-demand, rapid-pace schedule requiring frequent ?beyond office hours? activity.
Physical Requirements:
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
Equipment, Machinery and Tools:
Personal computer, printer, calculator, copier, shredder, facsimile, LCD projector, and motor vehicle. This equipment is required to perform the essential functions of the job, on a daily basis. Operator of a motor vehicle is required to attend off-site meetings and to conduct trainings and workshops.
Software and Computer Skills:
Incumbent must have the ability to operate a personal computer. Application programs utilized for appropriate job performance include word processing, spreadsheet, database, email, and graphic programs. Current applications utilized include Microsoft Word, Microsoft Excel, Microsoft PowerPoint, Internet Explorer, Google Chrome and the Judiciary?s Human Resources Information System: PeopleSoft.
Selection Process:
Your application package will be used to determine your eligibility, qualifications, and ranking for this position. If you are determined to be ineligible or not qualified, your application will receive no further consideration. It is essential that you provide complete and accurate information on your application. Please report all related education, experience, dates, and hours of work. If you have held more than one (1) position at the same employer, you must list each position that you held, the length of time that you held each position, and the corresponding duties. Description of duties that state, "see resume" will negatively impact consideration for this position. Applicants will not be contacted for additional information. Only applicants considered for this position will be contacted.
Complete applications must be submitted by the closing date. Information submitted after this date will not be added. Incomplete applications will not be accepted. Resumes will not be accepted in lieu of a completed application.
For further information please contact Talent Acquisition at [email protected].
The Maryland Judiciary is an equal-opportunity employer committed to fostering a workplace culture of diversity, equity, inclusion, and belonging. We do not discriminate on the basis of race, color, religion, age, sex, pregnancy, marital status, national origin, military or veteran status
, physical or mental disability, familial status, genetic information, gender identity or expression, sexual orientation, or any other characteristic protected by State or federal law. Applicants who need an ADA Accommodation during the application and/or interview process should send their request via email to
[email protected] or call 410-260-1732. The Maryland Judiciary is a drug-free workplace. Applicants must be United States citizens or eligible to work in the United States.
Please find the Maryland Judiciary's equal employment opportunity policy here: Policy Prohibiting Discrimination, Harassment, and Retaliation.
