CHIEF HUMAN RESOURCES OFFICER PROGRAM MANAGER SENIOR III

If you are looking for an exciting career with great benefits, pension, generous leave, competitive salary, and the opportunity for advancement and professional growth, consider joining the DPSCS team. The Department of Public Safety and Correctional Services (DPSCS) is one of the largest departments in Maryland with nearly 12,000 employees and a budget of more than $1 billion. We lead innovative restorative justice projects to help offenders reintegrate into society while maintaining increased security at our institutions.

This is a Special Appointment position serving at the pleasure of the Appointing Authority, located in Baltimore City.

About the Role

The Chief Human Resources Officer (CHRO) provides executive leadership and strategic direction for all human capital functions within the Maryland Department of Public Safety and Correctional Services (DPSCS). As the Department’s senior advisor on workforce strategy, the CHRO develops and implements policies and initiatives that advance operational excellence, employee engagement, and equity. This role represents the Department on interagency workgroups, labor negotiations, and testifies before the State Legislature on HR policy and initiatives.

Responsibilities

• Strategic Leadership and Governance
  • Reviews and creates long-range plans, goals, and objectives, coordinating human resources with administrative and operational functions.
  • Establishes policies, procedures, priorities, and deadlines governing all HR areas.
  • Sets standards for goal attainment and ensures HR operations align with a customer-focused mindset.
  • Leads strategic planning, culture transformation, and employee engagement while managing people and systems.
  • Evaluates programs and procedures against organizational goals, recommending corrective actions as needed.
  • Reviews adverse personnel actions to ensure compliance with employment laws and regulations.
• Operational Oversight and Compliance
  • Implements and manages HR programs in accordance with State statutes, regulations, agency policies, federal court mandates, and memoranda of understanding with employee organizations.
  • Provides strategic oversight for HR business processes and information technology systems, modernizing as needed.
  • Exercises independent judgment within government regulations, agency policies, and correctional standards, requiring expertise in equity, labor law, and HR technology.
  • Oversees people development processes, including succession planning, talent acquisition, performance management, and human capital analytics.
  • Directs all HR operations, including recruitment, background investigations, classification, compensation, employee relations, and regional HR support.
• Workforce Engagement and Development
  • Maintains effective communication and collaboration across all levels of the Department.
  • Builds strong relationships with internal and external stakeholders, including local, state, and federal agencies.
  • Communicates clearly and consistently with staff, leadership, and the public through reports, memoranda, and directives.
  • Supports the EEO program by promoting equitable treatment and positive engagement.
  • Manages and develops staff through delegation, mentoring, and identifying training needs.
  • Cultivates an inclusive culture prioritizing collaboration, continuous improvement, and accountability.
• Fiscal and Resource Stewardship
  • Ensures responsible and efficient use of departmental funds, aligning expenditures with strategic priorities.
  • Monitors spending on contracts, supplies, training, and operational activities for cost-effectiveness.
  • Evaluates staffing and resource needs to optimize contractual employees and funding sources while complying with State directives.

Requirements

Applicants must meet all minimum qualifications to be considered.

• Education: A bachelor's degree from an accredited college or university in Human Resources, Business Management or Administration, Public Administration, or a related field.
• Experience: Ten (10) years of progressive professional HR experience at the managerial level, including five (5) years in a senior-level role within a public sector entity managing multiple HR units. Experience must include applying personnel rules and regulations, developing recruitment and retention strategies, and supporting promotional processes.

Notes:

• Professional HR management experience in recruitment, classification, salary administration, employee relations, or as a generalist may substitute for up to four years of the required education.
• Paraprofessional personnel experience (e.g., applying public sector personnel procedures, maintaining employment records, calculating salaries) may substitute for up to four years of the required education.
• Thirty graduate credit hours in HR, business administration, public administration, or related fields may substitute for up to two years of the required experience.
• U.S. Armed Forces military service as a commissioned officer in HR management may substitute for the required experience and education on a year-for-year basis.

Preferred Qualifications

• Professional certification such as SHRM-SCP, HRCI SPHR, or PSHRA SCP.
• Experience working for a large organization (5,000+ positions).
• Experience in a collective bargaining environment.
• Demonstrated experience leading enterprise HR functions within a correctional agency, law enforcement, or public safety environment.

Benefits

• Health, dental, and vision insurance at a low cost.
• Personal Leave: Six (6) days annually (prorated based on start date).
• Annual Leave: Ten (10) days per year.
• Sick Leave: Fifteen (15) days per year.
• Parental Leave: Up to sixty (60) days of paid leave upon the birth or adoption of a child.
• Holidays: At least twelve (12) holidays per year.
• Pension: State employees earn credit toward a retirement pension.