Division Chief, Workforce Planning and Development (Manager II), Grade M2
Montgomery CountyAbout the Position
The salary range above represents this position’s earning potential. The anticipated hiring range for this position will be $113,715 (minimum) - $186,735 (maximum) based on the candidate’s qualifications and experience.
WHO WE ARE
Montgomery County Office of Human Resources (OHR) is committed to building a talented and skilled workforce; enhancing the employee experience; and assuring service excellence for County residents. OHR recruits and selects, administers benefits, manages performance, promotes and delivers professional development, health and wellness programming to 10,000 employees. OHR is committed to the full inclusion of all qualified individuals and values diverse perspectives, lived experiences, and cultures. OHR encourages BIPOC (Black, Indigenous, and people of color), immigrants, women, LGBTQIA+, individuals with disabilities and veterans to apply.
OHR is pleased to announce an exciting opportunity for an experienced and dynamic professional to join our esteemed organization as the Division Chief, Workforce Planning & Development Manager. As a leader in excellence, we recognize the critical role that exceptional talent plays in driving our success. We are seeking an individual with a proven track record in talent acquisition and management to spearhead strategic initiatives aimed at enhancing the career experience of our workforce, from onboarding to retirement.
WHO WE ARE LOOKING FOR
We are seeking a dynamic and strategic leader to serve as our Division Chief, Workforce Planning & Development Manager. In this critical role, you will be the architect of our talent strategy, driving the attraction, hiring, and retention of exceptional professionals who will propel our organization forward.
As a visionary leader, you will spearhead the development and execution of innovative candidate sourcing strategies, robust workforce planning initiatives, and strategic classification and compensation updates. Your efforts will build a sustainable pipeline of highly qualified candidates across all levels and functions, fostering a culture of career growth and longevity.
This pivotal position demands a leader who can inspire and empower teams. You will directly oversee the Recruitment & Selection, Professional Learning & Organizational Development, and Classification & Compensation teams, ensuring seamless collaboration and exceptional performance.
What You'll Be Doing
As the Division Chief, Workforce Planning & Development Manager, you will:
Strategic Talent Acquisition Leadership:
Lead the development and implementation of comprehensive, data-driven talent acquisition strategies to attract and hire high-potential candidates.
Employ innovative sourcing techniques, leveraging traditional and digital platforms, to build diverse and robust talent pipelines.
Oversee the effective use of Applicant Tracking Systems (ATS) and other recruitment technologies.
Talent Acquisition Efficiency & Effectiveness:
Lead initiatives to reduce time-to-fill by fostering strategic collaborations with educational, non-profit, and governmental partners.
Enhance connection to and accessibility of a diverse talent pool through targeted outreach and inclusive recruitment practices.
Monitor and analyze recruitment metrics to identify areas for improvement and optimize processes.
Classification & Compensation Management:
Lead the oversight of a comprehensive review and update to the County’s classification and pay practices, ensuring competitive positioning for talent attraction and retention.
Conduct market analysis and salary benchmarking to ensure equitable and competitive compensation structures.
Ensure compliance with all relevant compensation and classification regulations.
Career Development & Training:
Lead and manage a comprehensive career development agenda, addressing staff training and professional development needs.
Develop and implement upskilling and cross-training opportunities to promote continuous career growth and advancement.
Create and manage leadership development programs.
Oversee the performance management process.
To excel as the Division Chief, Workforce Planning & Development Manager, you will possess:
Workforce Planning & Development: Experience in creating and executing comprehensive workforce plans that align with organizational goals, including talent forecasting, succession planning, and skills gap analysis.
Proven Leadership: Demonstrated experience in leading and delivering comprehensive talent acquisition and management programs, encompassing recruitment and selection, classification, and compensation.
Strategic Talent Acquisition Expertise: Extensive experience driving performance improvements in talent acquisition, utilizing diverse sourcing channels, and implementing innovative recruitment strategies.
Exceptional People Management: Strong leadership and people management skills, with a proven ability to motivate, inspire, and develop high-performing teams.
Labor Relations Acumen: Knowledge of collective bargaining and labor relations practices.
Career Development Mastery: In-depth knowledge of career development programming and curriculum development to foster professional growth and advancement.
Industry Expertise: Comprehensive understanding of current trends and best practices in training, employment, recruitment, classification, and compensation.
Effective Communication & Collaboration: Excellent communication and interpersonal skills, with the ability to build strong relationships with stakeholders at all organizational levels.
Adaptability & Resilience: Proven ability to thrive in dynamic environments, adapt to evolving priorities, and deliver results under pressure.
Additional Information:
As a manager/supervisor working in a union environment, this position has a responsibility for fostering a positive labor relations environment based on mutual trust, respect, and cooperation.
This position requires the ability to attend meetings or perform work at locations outside the office.
This position MAY require work during non- traditional hours to include early mornings, evenings/nights, weekends.
To ensure a positive workplace and to comply with federal, state and County laws, the incumbent is responsible for completing mandatory trainings within the first three to six months or within the specified timeframe.
Minimum Qualifications
Education: Graduation from an accredited college or university with a bachelor’s degree.
Experience: Experience: 7+ years of progressive HR experience, specializing in end-to-end talent acquisition management, including classification/compensation, recruitment/selection, and training. This must include 3+ years of direct supervisory or executive leadership over teams of 25 or more employees within these HR functions.
Equivalency: An equivalent combination of experience and education may be substituted.
Preferred Criteria, Interview Preferences
Preference will be given to candidates?demonstrating?experience in the following:
HR Compliance & Operational Excellence: Proven experience applying comprehensive technical HR knowledge within a large-scale HR operational environment, ensuring full compliance with applicable policies, regulations, and statutes while optimizing process efficiency and program effectiveness.
Deep Understanding of Employment Law: Extensive working knowledge of labor and employment laws and legislation, including but not limited to: EEO, FMLA, FLSA, ADA, Pay Equity Act, Racial Equity and Social Justice Act, Ban the Box, Personnel Regulations, and Collective Bargaining Agreements.
Executive-Level Support: Demonstrated experience providing strategic support and counsel to directors or senior officials.
Stakeholder Engagement & Collaboration: Proven ability to work tactfully and effectively with union representatives, employees, supervisors, managers, community leaders, and diverse stakeholder groups.
Team Leadership & Development: Significant experience supervising, coaching, and mentoring recruitment, compensation, classification, training, and technical HR staff.
Exceptional Communication & Presentation Skills: Ability to communicate complex information effectively, both orally and in writing, including presentations to high-level officials and the public.
Data-Driven Decision Making: Experience utilizing HR analytics and data to inform strategic talent acquisition and management decisions.
Change Management Expertise: Demonstrated ability to lead and manage organizational change initiatives related to talent acquisition and management.
Diversity, Equity, and Inclusion (DEI) Leadership: Experience developing and implementing DEI strategies within talent acquisition and management practices.
Technology Proficiency: Expertise in utilizing HRIS systems, applicant tracking systems (ATS), and other relevant technology platforms to streamline HR processes.
Project Management Skills: Proven ability to manage complex projects and initiatives from conception to completion, ensuring timely and successful outcomes.
Workforce Planning and Development: Proven ability to create and execute comprehensive workforce plans, including strategic forecasting, succession planning, and proactive recruitment strategies.
Relevant experience in these areas must be detailed on your resume.
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.