Abs Payroll Jobs (NOW HIRING)

About the Position Please note: The salary range above represents this position's earning potential. The anticipated hiring range for this position will be $62,328 to $80,325, based on the candidate's qualifications and experience. WHO WE ARE Alcohol Beverage Services (ABS) is committed to building a talented, skilled, and diverse workforce; enhancing the employee experience; and ensuring excellence customer service for County residents, businesses, and licensees.

ABS is committed to the full inclusion of all qualified individuals and values diverse perspectives, lived experiences, and cultures. ABS encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities and veterans to apply. WHO WE ARE LOOKING FOR A dedicated ABS Human Resource Liaison to help maintain smooth communication and foster positive employee experiences.

Serving as the connection point between employees and the HR department, you will help communicate policies, processes, and organizational updates. You will assist with onboarding, answer employee questions, and guide staff through HR procedures like benefits, training, and documentation. The role often involves gathering feedback, resolving minor workplace concerns, and ensuring employees feel supported and informed.

What You'll Be Doing In the Human Resources Liaison position, this class will be responsible for performing a full range of professional administrative support, both complex and diverse work assignments which have significant departmental impact. Performs many tasks: onboarding, scheduling, documentation, training logistics, and follow-ups. Strong organizational habits are required to keep everything running smoothly.

Supports FMLA program, sends FMLA notifications and information to employees and OMS, processes FMLA designations, reviews and analyzes employee leave to ensure compliance with FMLA rules. Supports and administers light duty, reviews health status reports from OMS, ensures Managers/supervisors adhere to the health status report and employee restrictions, works with OMS for clarification on light duty and all restrictions. Supports confidential reasonable accommodations, ADA placement requests, and ergonomic evaluations.

Works with OMS to review recommendations and coordinate employee placement or accommodation. Supports fitness for duty requests, analyzes information, and makes recommendations about fitness for duty processes and procedures, processes fitness for duty requests, coordinates, and monitors employee's progress. Supports worker's compensation program.

Works with Risk Management, OMS and CorVel to coordinate work related injuries for employees out of work, on light duty, and return to work. Meets with Risk Management and CorVel, as needed, to review compensation claims, statuses, and to support recommendations for action. Coordinates worker's compensation claim status with OMS and CorVel to ensure optimal recovery of employee.

Coordinates the Sick Leave Donation Program for Unrepresented Employees in coordination with the Department of Finance and OMS. Analyzes and prepares essential employee reports, ensures newly hired employees are appropriately designated as essential personnel. Serves as the department's liaison for bi-weekly payroll.

Performs all Oracle employee assignment and position management transactions to include HR Org changes, new hires, reclassifications, new position creations, competitive and non-competitive promotions, retirements, terminations, transfers, supervisor change, location change, LWOP, temporary promotions and other data changes. Coordinate performance management processes, compliance, and timelines, providing technical advice and guidance to employees and managers. Executes key administrative functions for people-centric programs, driving a positive employee experience by supporting the seamless rollout of HR initiatives and programs.

Telework: There may be an opportunity for limited telework, subject to manager approval, after the initial training period. Background check: A criminal background check will be conducted on the selected candidate prior to appointment and will be a significant factor in the hiring decision. Minimum Qualifications Experience: One (1) year of professional administrative experience performing human resources administrative functions such as processing personnel transactions in an HRIS system (e.g., Oracle), coordinating leave programs (FMLA, ADA), managing workers' compensation cases, or supporting recruitment and performance management processes

Education: Graduation from an accredited college or university with a bachelor's degree. Equivalency: An equivalent combination of education and experience may be considered. Background check: A criminal background check will be conducted on the selected candidate prior to appointment and will be a significant factor in the hiring decision.

Medical Protocol: This position requires completion of a pre-employment Medical History Form to assess your ability to safely perform the essential duties of the role. Preferred Criteria, Interview Preferences The applications of those individuals meeting the minimum qualifications will be reviewed to determine the extent, relevancy of training, and experience in the following areas: Experience supporting employee leave and accommodation programs such as FMLA, ADA, or light duty. Experience assisting with workers' compensation activities, including claim status tracking, coordination of medical restriction statuses, fitness-for-duty, or return-to-work processes.

Experience applying HR policies, procedures, collective bargaining agreements or employment-related regulations in completing HR tasks and advising employees. Experience supporting performance management cycles and processes. Experience performing personnel or position transactions in an HRIS such as Oracle.

IMPORTANT INFORMATION The Office of Human Resources (OHR) reviews the minimum qualifications of all applicants, irrespective of whether the candidate has previously been found to have met the minimum requirements for the job or been temporarily promoted to the same position. This evaluation is based solely on the information contained in the application/resume submitted for this specific position. Montgomery County Government(MCG) is an equal opportunity employer, committed to workforce diversity.

Accordingly, as it relates to employment opportunities, the County will provide reasonable accommodations to applicants with disabilities, in accordance with the law. Applicants requiring reasonable accommodation for any part of the application and hiring process should email OHR at Hiring@montgomerycountymd.gov. Individual determinations on requests for reasonable accommodation will be made in accordance with all applicable laws

MCG also provides hiring preference to certain categories of veterans and veterans/persons with a disability. For more information and to claim employment preference, refer to the Careers webpage on Hiring Preference. All applicants will respond to a series of questions related to their education, relevant experience, knowledge, skills, and abilities required to minimally perform the job.

The applicant's responses in conjunction with their resume and all other information provided in the employment application process will be evaluated to determine the minimum qualifications and preferred criteria or interview preference status. Based on the results, the highest qualified applicants will be placed on an Eligible List and may be considered for an interview. Employees meeting minimum qualifications who are the same grade will be placed on the Eligible List as a "Lateral Transfer" candidate and may be considered for an interview.

This will establish an Eligible List that may be used to fill both current and future vacancies. If selected for consideration for this position, you may be required to provide evidence that you possess the knowledge, skills, and abilities indicated on your resume. Montgomery County Ethics Law: Except as provided by law or regulation, the County's "Public Employees" (which does not include employees of the Sheriff's office) are subject to the County's ethics law including the requirements to obtain advanced approval of any outside employment and the prohibitions on certain outside employment.

The outside employment requirements of the ethics law can be found at 19A-12 of the County Code. Additional information about outside employment can be obtained from the Ethics Commission website.