MGIC - Recruitment and Hiring

Recruitment and Hiring Policy

Purpose

The purpose of this policy is to ensure that Maryland Global Initiatives Corporation (MGIC) attracts, selects, and appoints qualified candidates in a fair, transparent, and consistent manner. This policy establishes governance and standards for hiring to support business needs, promote equal employment opportunities, and ensure compliance with applicable employment laws and internal controls.

Background

MGIC employs personnel in other countries through Employer of Record (EOR) service providers on behalf of Requesting Units. Effective hiring practices are essential to MGIC’s ability to provide a skilled, diverse, and high-performing workforce that can deliver the goals and mission of the University of Maryland, Baltimore (UMB) and Affiliate Entities.

MGIC recruitment and hiring activities are performed in collaboration with Requesting Units and EORs, ensuring transparent, merit-based processes and decisions aligned with MGIC’s and UMB/Affiliate’s mission, values, and requirements. MGIC is committed to nondiscrimination and equal opportunity in all recruitment and hiring related processes.  

The International Operations (IO) division of UMB’s Administration and Finance department administers the MGIC mechanism and its policies.

Policy Statement

1. MGIC prohibits discrimination based on race, ethnicity, tribe, color, religion, age, ancestry, national origin, sex, gender or gender identity, sexual orientation, pregnancy, physical or mental disability, marital status, veteran status, HIV status, or any other legally protected status.
2. All MGIC recruitment must be conducted ethically, free from bias, and in full compliance with applicable laws, donor guidelines, and local labor requirements as administered by the EOR.
3. Hiring decisions for MGIC positions are made by the Requesting Unit. Hiring decisions must be based solely on the Requesting Unit’s required and preferred qualifications for the job, the attributes of the candidates, the suitability of the person selected for the position, and any additional criteria that result from local laws and regulations.
4. Requesting Units’ final hiring decisions must be approved and executed through an EOR by the IO Assistant Vice President (AVP) in their capacity as MGIC Vice President – Policy & Administration, provided the selected candidate and proposed compensation package meet applicable legal and MGIC policy requirements. See MGIC policies on Personnel Classifications, Compensation, and Benefits.
5. The EOR will process offer letters, employment contracts, and administrative Onboarding of the employee. (See MGIC policy on Orientation and Onboarding). Requesting Units may not make explicit or implicit promises or commitments to new employees that are not reflected in official offer letters and employment contracts.

Scope

This policy applies to all UMB personnel and affiliates involved in the MGIC recruitment and hiring process, and covers all forms of employment, including permanent, fixed-term, and temporary positions (see MGIC policy on Personnel Classifications).

Responsibilities  

1. IO International Human Resources Manager: Monitor recruitment and hiring processes to ensure compliance with MGIC policy and applicable labor laws. Coordinate with EOR to obtain inputs and guidance to facilitate hiring and onboarding of successful candidates. 
2. MGIC Vice President – Policy & Administration: Approve and execute hiring of employees through EOR provided the candidate and proposed compensation package are compliant with applicable legal and policy requirements.
3. Requesting Units: Recruit and select candidates in compliance with this and related/referenced policies.

Procedures

See MGIC Standard Operating Procedures

Documentation Requirement

See MGIC Standard Operating Procedures

References

• MGIC Global HR Handbook
• MGIC Policy on Benefits
• MGIC Policy on Compensation
• MGIC Policy on Orientation and Onboarding
• MGIC Policy on Personnel Classifications