Job Title

Program Director, Talent Acquisition and Total Rewards

Division/Department

Administrative Office of the Courts

Human Resources Division

Closing Date

November 5, 2026

Location

187 Harry S. Truman Parkway Annapolis, MD 21401.

Salary

$132,500- $147,222

FLSA Status

Exempt

At Will

Yes

Position Type

Full Time

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)

Maryland Judiciary Salary Scales (June 2026)

Main Purpose of Job

This position provides senior managerial supervision of all aspects of Talent Acquisition, Benefits, and Compensation for the Maryland Judiciary Human Resources Division (JHRD). Supervises the following staff positions Manager, Benefits and Compensation; Supervisor, Talent Acquisition, and staff including but not limited to Sr. Talent Acquisition Partner, Talent Acquisition Partner and HR Coordinator, Senior Benefits and Retirement Specialist, Benefits and Retirement Specialist, Senior Classification and Compensation Analysts, and Compensation Analysts to perform duties such as, but not limited to classification and compensation review, leave management, benefits administration, managing talent acquisition strategies, continuous engagement for potential candidates, developing short-term and long-term acquisition strategies, retirement processing, financial disclosures, Family and Medical Leave Act (FMLA), Maryland paid FAMLI program, and other employee employer programs for the Judiciary. Consults with Assistant State Court Administrator- Human Resources and Deputy Director for Human Resources to understand business operations within the Judiciary. Follows guidance for health benefits through Department of Budget and Management (DBM), Employee Benefits Division; audit of Agency Benefits Coordinators; coordination of the certified Retirement Coordinator process through Maryland State Retirement Agency; oversight of the classification process; and recommendations for compensation and benefits strategies to maximize total compensation, rewards, and engagement for Maryland Judiciary employees Collaborates with Administrative Heads regarding benefits, leave, compensation, hiring and retention of employees. Responsible for the development and implementation of metrics, goals, objectives and programs; assessment of those metrics, goals, objectives and programs as it relates to the fulfillment of the Judiciary?s and JHRD?s overall goals and objectives, including, but not limited to policy development, resolving complex and sensitive acquisition problems and program issues. Will require travel throughout Maryland to perform on-site visits and participation in panel interviews at Court locations and the Administrative Offices of the Courts.

Essential Duties and Responsibilities

Oversight of Talent Acquisition include but not limited to

Coordinate with Supervisor, Talent Acquisition to consult with Administrative Heads, hiring managers, and other leaders to understand the needs of their business operations to develop short-term and long-term talent acquisition strategies to fill all vacant positions in an efficient and timely manner.

Provide options/alternatives to supervisors and managers for resolving talent acquisition concerns or issues.

Implement innovative acquisitions strategies applicable federal, state, Judiciary human resource laws, rules, policies and procedures to solve acquisition and selection matters.

Coordinate with Talent Acquisition team to collaborate with colleges, universities, business, and other vendors state-wide to participate in traditional and virtual job fairs to acquire talent for state-wide Judiciary vacancies.

Ensure inquiries about Judiciary acquisition related issues from employees, supervisors, managers, and executives are responded to accurately.

Consult with, and counsel, or render expertise to Judiciary staff, supervisors, and managers, and executives regarding human resource policies and procedures.

Review and revise, as needed, acquisition processes to ensure efficiency and effectiveness to fill positions in a timely manner.

Collaborate with the HRIS team, as needed, to maximize the efficiency of HRIS to meet the talent acquisition needs of the organization.

Oversee the onboarding process for new hires to include hiring, orientation, and communication with new employees.

Review, recommend changes to Deputy Director and ASCA- HR, regarding the following policies included but not limited to Talent Acquisition, Examination, Selection, and Probation.

Oversight of Benefits includes but not limited to

Coordinate with Manager, Benefits and Compensation to oversee all employment transactions and auditing process.

Oversee the administration of health benefits through DBM Employee Benefits Division (EBD) using the statewide personnel system (SPS) Workday.

Consult with Administrative Heads, hiring managers, and other leaders to understand the needs of their business operations to develop short-term and long-term benefits strategies.

Oversee and implement employee engagement activities and programming for the Administrative Office of the Courts and the Maryland Judiciary, including but not limited to diversity, equity, inclusion, and belonging; workplace culture; telework; and alternative work schedules.

Assist with vicarious trauma initiatives for the Maryland Judiciary.

Consult with and counsel Judiciary staff, supervisors, and managers regarding human resource policies and procedures for benefits and leave.

Review, recommend changes to Deputy Director and ASCA- HR, implement, and audit leave programs offered to Judiciary employees, which includes but not limited to Policy on Judicial Absences, Policy on Magistrate Leave, Policy on Leave, Policy on Paid Family and Medical Leave, Policy on FMLA, and other leave program based on applicable federal and state laws and rules.

Oversight of Compensation administration matters including, but not limited to

Advise HR leadership on best compensation practices, strategies, and develops initiatives to meet the goals and objectives of the organization.

Lead the preparation of analytical reports of compensation findings and develop compensation strategy reports for leadership and internal partners.

Collaborate with Deputy Director and ASCA- HR for fiscal year budget preparation requests by the Department of Budget and Finance (DBF).

Assess recommendations for compensation strategies and initiatives to ensure competitive compensation levels for all positions across the organization.

Conduct market analysis of all positions to ensure compensation levels for all positions remain externally competitive and internally equitable.

Counsel Judiciary staff, supervisors, and managers regarding human resources policies and procedures for classification and compensation.

Coordinate the cost estimates process for implementing market analysis results.

Implement market analysis results within the boundaries of financial feasibility.

Serve as a project leader to research and compile data reports on Judicial Compensation for the Maryland Judiciary Compensation Committee every four years.

Oversee the Judiciary's job evaluation methodology and develop and apply job evaluation standards, procedures, and policies.

Research and apply the Fair Labor Standards Act to determine overtime status.

Review, recommend changes to Deputy Director and ASCA- HR, regarding the following policies included but not limited to Policy on Classification, Compensation, Reinstatement, Reassignment, and Transfer, Policy on At-Will Employment, and other policies based on applicable federal and state laws and rules.

Management of subordinate HR staff

Provide guidance and support to the Supervisor, Talent Acquisition and Manager, Benefits and Compensation.

Ensure Talent Acquisition, Benefits and Compensation staff are aware of current workforce trends and developments.

Develop and encourage staff to provide recommendations based on subject matter expertise.

Oversee, review, and audit metrics, standards and controls for carrying out and completing the work of the office.

Ensure work routine and non-routine work is assigned appropriately.

Conduct goal and expectation-setting conferences and performance evaluations with subordinate staff.

Counsel and discipline employees with the approval of the Deputy Director of Human Resources.

Institute internal auditing procedures to correct and measure deficiencies.

Leadership Support

Represent the Judiciary and the Human Resources Division when interfacing with various officials and agencies.

Perform other related work as assigned, which may not specifically be listed but is within the general occupational category and responsibility level typically associated with the employee?s class of work.

Research, develop, and implement new programs that will be beneficial to the Judiciary and its staff.

Develop and deliver trainings, presentations, and other resource guides for internal JHRD employees, Judiciary employees, and leadership to explain current compensation program and/or changes that may occur.

Develop strategic goals and objectives, policies and procedures.

Direct specialized or administrative studies of routine and non-routine issues and problems pertaining to human resources functions.

Resolve daily issues and challenges posed by a variety of individuals on employment law / regulations and escalate to Deputy Director of Human Resources, as needed.

Minimum Qualifications

Education: Bachelors Degree from an accredited college or university.

Experience: Seven (7) years of professional human resources experience in the area of talent acquisition, benefits administration, total rewards, and/or classification and compensation. Four (4) years of supervisory experience.

Note: Professional human resources experience as defined above may be substituted on a year for year basis for up to four years for the required education

Preferred Qualifications

Professional Certification in Human Resources (SHRM, HRCI or other).

Juris Doctorate.

Travel Requirement: The selected candidate will be required to occasionally travel throughout Maryland to perform on-site visits, attend meetings, conducts interviews, and attend/conduct recruitment job fairs and events.

Knowledge, Skills, and Abilities

Knowledge of

Human resources policies and procedures, and federal, state and other applicable human resources related laws, rules, regulations and ordinances specifically related to talent acquisition and selection.

Human resources policies and procedures, and federal, state and other applicable human resources related laws, rules, regulations and ordinances specifically related to benefits administration for State of Maryland and State of Maryland Pension Systems (Judges and Employee Pension System).

Federal and state employment laws, such as FMLA, FLSA, EEO/Title 7 laws, confidentiality, and workers? compensation laws.

Benefits administration programs implementation.

Policies and practices of the Maryland Judiciary, including the leave and classification, compensation, reinstatement, reassignment, and transfer policies.

Human resources management theories, policies, and practices.

Analytical procedures and techniques used in organizing and conducting studies and analyses of jobs, organizations, work methods, programs, and operations.

Diversity, equity, inclusion, and belonging principles.

Employment law, recruitment processes, strategies, and the labor market.

Policies and procedures of the Maryland Judiciary.

Human resource information systems.

Maryland Rules; Annotated Code of Maryland; Legal Guides for HR Matters.

Skill in

Critical thinking, problem-solving, and data analysis.

Dealing fairly with staff and employees, committed to treating all with dignity and respect.

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.

Oral and written communication.

Meeting and interacting with people from a wide variety of backgrounds in a pleasant, positive, and genuine manner.

Effective listening.

Demonstrating patience.

?Customer service-customer satisfaction? orientation toward delivery of Division?s programs and services.

Management philosophy, style, and track record of effecting organizational change which emphasizes employee empowerment over management control.

Committing to equal opportunity, especially as it relates to talent acquisition, retention, and development.

Building credible and respected peer recognition in the personnel field, including an established network of contacts.

Successful staff selection, development, and retention creating an environment of professional growth and excellence for the organization through training, evaluation, and advancement opportunities.

Working successfully and positively in a strong participatory climate, with diverse interests and opinions represented by elected officials, staff, employees, varied citizens, institutional and intergovernmental groups.

Organizational use of work teams and other methods to involve a cross-section of employees at varying levels in the organization.

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.

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.

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.

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.

Apply critical thinking skills and assess and interpret different sources of information to produce comprehensive recommendations and reports.

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.

Provide strong leadership and direction, clearly defining objectives, and motivating staff, supervisors, and employees to accomplish objectives in a fair, impartial, and competent manner.

Apply diversity, equity, inclusion, and belonging in leadership style.

Prepare thorough reports which respond to requests, and which provide accurate information, alternatives, and implications of proposed policies or actions.

Demonstrate professional maturity to challenge, motivate, and work effectively with competent, diverse professional technical staff.

Possess complete integrity and exemplify personal characters of behavior and leadership.

Understand and communicate the role of the Division within the total scope of services.

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.

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.

Be approachable, consultative, and participatory.

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.

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.

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.

Provide strong leadership and direction, clearly defining objectives, and motivating subordinates, supervisors, and employees to accomplish objectives in a fair, impartial, and competent manner.

Follow a management style which anticipates rather than reacts to issues, problems, concerns, and opportunities.

Be comfortable and effective in serving an organization and community that calls for professional, prompt, and positive responsiveness.

Possess the energy toward following a high-demand, rapid-pace schedule requiring frequent ?beyond office hours? activity.

Travel Requirement

Travel is required to Judiciary locations, to include but not limited to District Courts, Circuit Courts, Appellate Court, Supreme Court, Units, and other Administrative Office of the Court locations, etc. for site visits, address personnel concerns, facilitate trainings, conduct interviews, etc.

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 aocta@mdcourts.gov.

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 ADA@mdcourts.gov 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.

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