Posted: Nov 20, 2025
APPLY

Chief Human Resources Officer

Maryland Department of Public Safety and Correctional Services` - Baltimore, MD
Full-time
Salary: $118,937.00 - $185,523.00 Annually
Application Deadline: Dec 13, 2025
Other

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). Serving 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 across the organization.

This position represents the Department on interagency workgroups, labor negotiations, and testifying before the State Legislature on agency initiatives and matters impacting HR policy. 
 
This is a Special Appointment position, and serves at the pleasure of the Appointing Authority. 
 
 
Strategic Leadership and Governance 
 
1. Reviews and creates long range plans, goals and objectives, and provides input into the coordination of human resources with the administrative and operation functions of the Department. 
2. Establishes policies, procedures, priorities and deadlines governing all human resources areas of responsibilities. 
3. Establishes standards for the attainment of goals and ensures all human resources operations and programs are effectively coordinated with a customer-focused mindset. 
4. Demonstrates strong leadership in strategic planning, culture transformation, and employee engagement while effectively managing people and systems. 
5. Evaluates programs and procedures against organizational goals and resources, taking corrective action or making informed recommendations to ensure alignment with the Division’s mission and objectives. 
6. Reviews adverse personnel actions to ensure compliance with employment laws and regulations. 
 
Operational Oversight and Compliance 
 
1. Implements and manages programs in accordance with State statutes, regulations, agency policies, federal court mandates, accepted correctional standards, and memoranda of understanding with employee organizations, requiring the ability to navigate a unionized environment. 
2. Provides strategic oversight, direction, development and optimization of HR business processes and information technology systems. Innovates and modernizes as appropriate to meet current and anticipated business requirements. 
3. Exercises independent judgment and decision-making within the framework of government regulations, agency policies, and accepted correctional standards, requiring a deep understanding of equity, labor and employment law, and HR technology, along with exceptional emotional intelligence and communication skills. 
4. Provides oversight for all people development processes, including succession planning, talent acquisition, performance management, and reporting and analytics on human capital related metrics and trends. 
5. Directs and oversees all human resources operations and programs, including recruitment, background investigations, classification and compensation, employee relations, strategic support, and five regional HR support across the state. 
 
Workforce Engagement and Development 
 
1. Maintains effective lines of communication and fosters collaboration across all levels of the Department to ensure the efficient management of human capital. 
2. Builds and sustains strong working relationships with internal and external stakeholders, including local, state, and federal agencies, management officials, and employees. 
3. Communicates clearly and consistently both orally and in writing with staff, leadership, and the public. 
4. Ensures that correspondence, reports, memoranda, and directives are prepared and disseminated as needed. 5. Supports the EEO program by promoting equitable treatment and positive engagement throughout the workforce. 
6. Manages and develops departmental staff by delegating authority appropriately, administering personnel matters, mentoring staff and identifying training needs to strengthen employee capability and performance. 
7. Cultivates an inclusive culture that prioritizes collaboration, continuous improvement, and accountability; leading by example to inspire fairness, transparency, and service while guiding change initiatives that enhance employee engagement and improve organizational performance across the Department. 
 
Fiscal and Resource Stewardship 
 
1. Ensures the responsible and efficient use of departmental funds, aligning expenditures with strategic priorities and State fiscal policies. 
2. Reviews and monitors spending on contracts, supplies, training, and operational activities to promote cost-effectiveness and transparency. 
3. Evaluates staffing and resource needs to optimize the use of contractual employees and other funding sources while maintaining compliance with State directives and budgetary constraints.