Recruitment and Selection Manager (Manager III), Grade M3

Montgomery County•101 Monroe St Rockville MD 20850 USA, MD

About The Position

This position is available ONLY to Montgomery County Government Employees interested in applying for a Temporary Promotion through a competitive process. Please note that the department has the discretion to either convert the promotion from a temporary to a permanent one without further competition OR to fill the position under a second competitive process. The salary range represents this position’s earning potential only. This is a Temporary Promotion opportunity, and the salary will be determined accordingly. The Montgomery County Office of Human Resources (OHR) builds and supports a strong, resilient, and innovative workforce of more than 10,000 employees. We are a welcoming, collaborative and human-centric workplace that manages essentials of the full employee experience – from recruitment and selection through offboarding. We deliver people-focused programs such as health and wellness programs and professional development. We manage and implement the County’s HR policy, EEO and salary plans. OHR values diverse perspectives and lived experiences, and encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities and veterans to apply. OHR seeks an experienced, strategic, and people-centered Recruitment and Selection Manager (Manager III) to lead the County’s talent acquisition function. The ideal candidate brings a proven track record in talent acquisition to spearhead strategic initiatives aimed at bolstering the County’s ability to attract highly qualified candidates and those with high potential for success in County roles. This role requires a forward-thinking leader who can build recruitment capacity, enhance the candidate’s experience, and strengthen the County’s ability to attract a highly qualified, diverse workforce.

Requirements

At least five (5) years of progressively responsible experience in talent acquisition, with at least two (2) years of supervisory experience leading professional or technical staff.
Graduation from an accredited college or university with a bachelor’s degree in Human Resources Management, Business Administration, Industrial Organizational Psychology or other related fields of study.
An equivalent combination of experience and education may be substituted.
Strategic vision for modernizing recruitment operations and creating avenues for anticipating workforce needs.
Talent acquisition expertise, including sourcing, screening, candidate assessment, and selection practices.
Leadership and supervisory skill, including coaching managing workload, and developing human resources professionals.
Ability to analyse data, to evaluate recruitment programs and strategies, and inform decision-making
Proficiency with ATS/HRIS technologies and emerging recruitment tools.
Skill in building strong partnerships with departments, community organizations and educational institutions.
Understanding of employment laws and compliance requirements related to hiring.
Judgement and adaptability to navigate competing priorities and drive continuous improvement.
Commitment to diversity, equity and inclusion in recruitment practices.
Ability to work early mornings, evenings, and weekends as necessary to meet operational demands.
Availability to attend offsite meetings, events, and other work-related functions.
Commitment to completing all mandatory training within established timeframes.
Extensive Experience in Recruitment Management: Demonstrated success in leading and managing comprehensive recruitment and selection programs and processes within a public sector or large organization.
Proven Team Leadership and Development: Significant experience in supervising teams, including training, mentorship, performance management of employees, and fostering a collaborative work environment.
Advanced Sourcing and Outreach Expertise: Mastery of diverse sourcing tools and techniques, including applicant tracking systems (ATS), social media recruitment, professional networking, and innovative outreach and education strategies.
In-Depth Knowledge of Employment Law and Compliance: Expert-level understanding of federal, state, and local labor and employment laws and legislation, including but not limited to Equal Employment Opportunity (EEO), Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Pay Equity Act, Racial Equity and Social Justice (RESJ) Act, Fair Record Screening Standards Law (“Ban the Box”), Montgomery County Personnel Regulations (MCPR), collective bargaining agreements, and related legal frameworks.
Diversity, Equity, and Inclusion (DEI) Expertise: Demonstrated ability to develop and implement recruitment strategies that promote diversity, equity, and inclusion, ensuring a fair and equitable hiring process for all candidates.
Experience with Collective Bargaining Agreements: Experience working within a unionized environment and interpreting and applying collective bargaining agreements related to recruitment and selection.
HRIS Implementation and Optimization: Proven experience in implementing, managing, and optimizing Human Resource Information Systems (HRIS) to enhance recruitment efficiency and data analysis.
Technology Proficiency: Expertise in utilizing HRIS systems, applicant tracking systems (ATS), and other relevant technology platforms to streamline HR processes.
Public Sector Experience: Prior experience working within a county or municipal government setting, with a strong understanding of public sector recruitment challenges and best practices.
Data Analytics and Reporting Skills: Proficiency in analyzing recruitment metrics and generating comprehensive reports to measure recruitment effectiveness and inform strategic decision-making.
Experience with Assessment Tools: Experience with implementing and analyzing various assessments used in the hiring process.
Experience with Vendor Management: Experience managing relationships with external recruitment vendors and agencies.
Experience with developing and implementing recruitment related policy.

Nice To Haves

Supervisory experience.
Experience managing a comprehensive recruitment program within public sector or large organizational environment.
Experience with HRIS/ATS and outreach initiatives.
Graduation from an accredited college or university with a master’s degree or other graduate-level degree, in human resources management, business administration or industrial-organizational psychology or other related field of study with a demonstrated connection to leading talent acquisition services to a large organization
Completion of professional human resources certification, such as Society for Human Resource Management Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR)
Three (3) or more years of direct supervision of human resources professionals responsible for recruitment and selection.

Responsibilities

Leading Countywide recruitment planning aligned with current and future workforce needs.
Analyzing labor market trends to identify and implement effective sourcing strategies.
Partnering with departments to understand staffing needs and develop targeted recruitment campaigns, particularly for hard-to-fill roles.
Overseeing full recruitment lifecycle processes – including job posting, candidate sourcing, screening, interviewing, and onboarding support – ensuring consistency and equity across the organization.
Developing and maintaining strong relationships with educational partners, professional associations, and community-based organizations to expand talent pipelines.
Creating and managing outreach strategies that attract diverse and well-qualified applicant pools.
Leading the development and delivery of training for hiring managers on interview and selection best practices.
Ensuring selection processes comply with County policies, legal standards, and professional hiring practices.
Guiding departments on selection processes, tools and background checks as appropriate.
Ensuring recruitment activities align with legal and regulatory requirements.
Maintaining accurate recruitment records and reporting on key recruitment metrics.
Staying up to date on changes in employment laws and regulations.
Implementing and optimizing applicant tracking systems (ATS) and other recruitment technologies.
Exploring new sourcing tools, automation, and digital engagement approaches.
Tracking, analyzing and presenting key recruitment metrics to improve outcomes and inform department strategies.
Fostering a labor relations climate built on mutual trust, respect, and cooperation.
Maintaining professional partnerships while driving excellence in our talent acquisition processes.