Recruitment and Selection Manager (Manager III), Grade M3

Please note: The salary range above represents this position’s earning potential. The anticipated hiring range for this position will be $98,662 to $155,863, based on the candidate’s qualifications and experience.

WHO WE ARE

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.  

WHO WE ARE LOOKING FOR

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, and demonstrate:

As the Recruitment and Selection Manager (Manager III), you will lead OHR’s talent acquisition strategy, spearheading the development and execution of a comprehensive program, including: 

Strategic Talent Acquisition:

• 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.

Recruitment Operations:

• 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. 

Selection Process:

• 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.

Compliance Monitoring and Reporting:

• 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. 

Technology and Innovation:

• Implementing and optimizing applicant tracking systems (ATS) and other recruitment technologies. 
• Exploring new sourcing tools, automation, and digital engagement approaches.

Performance Analysis and Improvement:

• Tracking, analyzing and presenting key recruitment metrics to improve outcomes and inform department strategies.

Additional Information:

The Recruitment and Selection Manager (Manager III) is a key collaborative partner within our union and non-union environment, dedicated to fostering a labor relations climate built on mutual trust, respect, and cooperation. This role is vital in maintaining professional partnerships while driving excellence in our talent acquisition processes.

Additional Requirements:

• Flexible Schedule: Ability to work early mornings, evenings, and weekends as necessary to meet operational demands.
• External Engagement: Availability to attend offsite meetings, events, and other work-related functions.
• Professional Development: Commitment to completing all mandatory training within established timeframes.

Experience: 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.

Education: 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. 

Equivalency: An equivalent combination of experience and education may be substituted.? 

Preferred criteria screening questions will be used pertaining to:

• Demonstrated success in leading and managing comprehensive recruitment and selection programs and processes within a public sector or large organization.  
• Significant experience in supervising teams, including training, mentorship, performance management of employees, and fostering a collaborative work environment.  
• Mastery of diverse sourcing tools and techniques, including applicant tracking systems (ATS), social media recruitment, professional networking, and innovative outreach and education strategies.  

• Experience working within a unionized environment and interpreting and applying collective bargaining agreements related to recruitment and selection.  

• Proven experience in implementing, managing, and optimizing Human Resource Information Systems (HRIS) to enhance recruitment efficiency and data analysis.  

Interview preference criteria will be used pertaining to:

• Demonstrated success in leading and managing comprehensive recruitment and selection programs and processes within a public sector or large organization.  
• Significant experience in supervising teams, including training, mentorship, performance management of employees, and fostering a collaborative work environment.  
• Mastery of diverse sourcing tools and techniques, including applicant tracking systems (ATS), social media recruitment, professional networking, and innovative outreach and education strategies.  
• 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.  
• 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 working within a unionized environment and interpreting and applying collective bargaining agreements related to recruitment and selection.  
•  Proven experience in implementing, managing, and optimizing Human Resource Information Systems (HRIS) to enhance recruitment efficiency and data analysis.  
•  Expertise in utilizing HRIS systems, applicant tracking systems (ATS), and other relevant technology platforms to streamline HR processes. 
•  Prior experience working within a county or municipal government setting, with a strong understanding of public sector recruitment challenges and best practices.  
• Proficiency in analyzing recruitment metrics and generating comprehensive reports to measure recruitment effectiveness and inform strategic decision-making.  
• Experience with implementing and analyzing various assessments used in the hiring process.  
• Experience managing relationships with external recruitment vendors and agencies.  
• Experience with developing and implementing recruitment related policy.

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.