Human Resources Manager

Strategic Leadership & Organizational Development

• Provides overall leadership and direction for the Human Resources Office, aligning HR strategies with departmental mission, goals, and public safety priorities 
• Develops and implements long-range workforce plans to address staffing, succession planning, retirements, and organizational growth 
• Lead organizational development initiatives, change management efforts, and process improvements to enhance efficiency and effectiveness 
• Evaluates emerging HR trends, legislation, and best practices to proactively position the Department for future workforce challenges

• Directs the full scope of HR operations, including recruitment, hiring, classification, compensation, performance management, and employee relations 
• Oversees the development and administration of HR policies, standard operating procedures, and departmental directives 
• Manages the HR budget, monitors expenditures, and ensures alignment with fiscal constraints and operational priorities 
• Prepares and delivers reports, studies, presentations, and recommendations to executive leadership and governing bodies 
• Establishes and maintains partnerships with internal departments and external agencies to support HR operations

• Serves as the primary HR liaison for labor relations, fostering collaborative and productive relationships with union representatives 
• Interprets and administers collective bargaining agreements, ensuring consistent and equitable application 
• Participates in negotiations, labor-management meetings, and dispute resolution processes 
• Ensures timely investigation, documentation, and resolution of employee complaints and grievances 
• Promotes effective communication and partnership between management and labor organizations

• Oversees the administration and integrity of Human Resource Information Systems (HRIS) and related databases 
• Utilizes data analytics to assess recruitment, retention, wellness, and workforce trends 
• Develops metrics and reporting tools to support strategic decision-making 
• Conducts research and analysis to evaluate program effectiveness and recommend improvements 

• Represents the Department in interactions with county, state, and federal agencies, boards, and committees 
• Coordinates cross-functional initiatives with departments such as Finance, IT, Operational Performance, Training & Leadership Academy and Logistics
• Leads or participates in special projects, task forces, and strategic initiatives 
• Ensures compliance with applicable wage and hour laws, policies, and collective bargaining agreements 
• Supports emergency operations, workforce continuity planning, and critical incident response, as needed

Minimum Qualifications

• Master's degree from an accredited college or university in the Human Resources Management, Organizational Development, Business/Public Management, Industrial Organizational Psychology, or closely related field.
• Four (4) years of professional level human resources experience with at least three (3) years in a supervisory role.

• Experience managing collective bargaining agreements and union environments.
• Strong background in organizational development and change management.
• Experience working in public sector or government human resources.
• Knowledge of SAP or other HRIS systems.
• Experience supporting HR operations within a public safety agency (Fire, EMS, Police, or Emergency Management).
• Experience using NeoGov or similar recruitment systems.

Salary Range Transparency: The salary range listed in this announcement reflects the offer range for this position. Offers made within this range are based on qualifications, experience, and internal equity. 

Tentative Interview Dates: April 10, 2026 - April 13, 2026. Please note that interview dates are subject to change and only selected candidates will receive confirmation and additional details.

Job Location: Largo, MD 20774, USA

Conditions of Employment:  Upon selection, the candidate must (where applicable): 

• Meet all training and performance standards and demonstrate proficiency as required by the agency. 
• Wear and use agency protective apparel and equipment in the performance of their assigned duties.
• Successfully pass preemployment checks which may include reference checks, background investigations, and drug screenings.
• Be willing and able to serve as an essential employee. Essential employees are expected to report during standard or non-standard hours as operations necessitate, or during emergencies. Essential employees are expected to report or remain at work when other County employees are granted Administrative Leave.

ONLY ONLINE APPLICATIONS WILL BE ACCEPTED

Eligibility to Work:  Under the Immigration Reform and Control Act of 1986, an employer is required to hire only U.S. citizens and lawfully authorized alien workers. Applicants who are selected for employment will be required to provide and verify authorization to work in the United States without sponsorship.
 
This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S., only after an offer has been accepted and the Form I-9 is completed. For information on E-Verify, or if you believe the County has violated its E-Verify responsibilities, please contact the Department of Homeland Security (DHS) at 888-897-7781 or visit their website at dhs.gov/E-Verify.

INTERNAL APPLICANTS:  If you are a current Prince George's County Government employee and seeking a promotion, in accordance with Section 16-200 of the Personnel Law, you have the right to appeal a rejection rating within five (5) working days of receiving a rejection notice.  Union employees should refer to their respective collective bargaining agreement and/or union representative for their grievance procedure.

Prince George's County Government is an Equal Opportunity/Affirmative Action Employer Committed to Diversity and Inclusion in the Workplace