The Maryland-National Capital Park and Planning Commission (M-NCPPC) is a nationally recognized, award-winning parks and recreation agency serving the Maryland communities adjacent to the nation’s capital. The Prince George’s County Department of Parks and Recreation (DPR) operates an extensive system of parks, recreation facilities, programs, and services that support public health, safety, youth development, environmental stewardship, and community well-being.
The Department’s Human Resources Office is seeking a Human Resources Manager to provide overall leadership, management, and coordination of the HR function within DPR. This position manages the Department’s HR work program and staff and serves as a senior internal consultant to the Director and executive leadership on the full range of HR issues, including complex and sensitive personnel matters, workforce planning, and the development and execution of HR strategies that support the Department’s mission and strategic direction.
The Human Resources Manager is classified as
Department Program Manager (Code 1137) and is a member of the Department’s management leadership team.
- Provide overall leadership, direction, and supervision of the Department’s Human Resources staff and work program. Plan, assign, and review work; establish goals and performance standards; and manage the HR unit budget and resources.
- Oversee the day-to-day operations and activities of the HR work program, ensuring responsive, customer-focused HR services to all DPR divisions.
- Plan and organize HR activities within the Department, including:
- Employee and labor relations
- Performance management
- Recruitment and workforce planning
- Extended medical leave and related programs (FMLA, ADA, LTD, etc.)
- Department –wide Tuition Assistance Program
- Human Resources Topics Training (Performance Management, Interview Panelist, etc.)
- Administer the HR management function for the Department. Provide advice, interpretations, and guidance on HR policies and practices, including particularly challenging or highly sensitive matters.
- Conduct or oversee investigations into performance, conduct, and workplace issues; gather and analyze information; and ensure that resolutions comply with Commission rules and regulations, collective bargaining agreements, and applicable Federal, State, and local employment laws.
- Partner with Legal, Audit, Risk Management, Corporate HR, Park Police leadership, and other Commission entities to develop recommendations and implement actions that support sound policies, risk mitigation, and legal compliance.
- Direct the development and continuous improvement of internal HR processes, procedures, and tools relevant to the Department’s HR work program; ensure alignment with Commission policies and best practices in public sector HR.
- Conduct internal and external research on HR trends, practices, and benchmarks to keep DPR aligned with industry standards and emerging workforce needs.
- Lead meetings, facilitate management discussions, and conduct focus groups and surveys to develop HR initiatives that address departmental needs, workplace culture, and employee engagement.
- Develop and implement HR tools, resources, and training for supervisors and managers to improve consistency and effectiveness in supervision, performance management, and employee relations.
- Provide guidance and consultation to management and staff on HR matters to ensure standardized practices and compliance with Commission policies and Federal, State, and local employment laws.
- Evaluate HR initiatives, decisions, and outcomes against established goals. Recommend and implement new approaches, policies, and procedures to drive continuous improvement in HR efficiency and service quality.
- Collaborate with Department leadership to support and advance workplace culture efforts and other organization-wide initiatives that contribute to a positive, inclusive, and high-performance work environment.
- Serve as a member of the Department’s management leadership team; function as a senior internal consultant on administrative and HR management matters.
- Lead succession planning efforts by partnering with leadership to identify critical roles and high-potential talent; define competencies and career paths; implement development plans (e.g., training, stretch assignments, mentoring, cross-training); and track readiness through regular talent reviews aligned with workforce needs.
Knowledge, Skills, and Abilities- Comprehensive knowledge of HR management principles and practices, including employee and labor relations, recruitment, performance management, training and development, and HR policy administration.
- Knowledge of applicable Federal, State, and local employment laws and regulations, and demonstrated experience applying them in organizational settings.
- Skill in planning, organizing, and supervising the work of a professional staff, including setting goals, evaluating performance, and coaching for development.
- Strong analytical and problem-solving skills; ability to assess complex HR issues, identify options, and recommend practical solutions.
- Excellent oral and written communication skills and the ability to build effective working relationships with employees, managers, executives, and external partners.
- Proficiency with computers, modern office software (such as Microsoft Office), and HRIS or enterprise systems.
- Demonstrated knowledge of organizational development and HR-led organizational assessment and change management methods, including diagnosing workforce and culture needs, improving organizational structure and processes, and designing interventions (e.g., engagement initiatives, competency models, and leadership development) that strengthen performance and employee experience.
- Proven ability in succession planning, including partnering with leaders to identify critical roles and talent pipelines; defining role competencies and readiness criteria; creating individual development plans and learning experiences; and facilitating talent reviews to monitor bench strength, risk, and internal mobility.
- Ability to lead strategic planning and development for HR functions aligned with departmental goals, including workforce planning, HR program roadmaps, and performance measures; translating data and stakeholder input into priorities, timelines, and sustainable solutions that improve service delivery and compliance.
- Ability to travel to various department locations, meetings, trainings, and events as required.
1. Bachelor's degree in human resource management, Finance, Business Administration or Public Administration or ,any related field.
2. Six (6) years of progressively responsible experience that includes substantive work in the range of duties and responsibilities in this class specification.
3. An equivalent combination of education and experience may be substituted, which together total 10 years.
Preferred Education and Experience- Master’s degree in human resource management, Organizational Development, Public Administration, or a related field.
- HR professional certification such as SHRM-SCP, SPHR, IPMA-HR-SCP, or equivalent.
- Eight to ten years of human resources management experience with at least five years of supervisory experience, preferably in a complex public sector, parks and recreation, or similar multi-site environment.
Classification Specification: Department Program Manager - 1137
May be subject to medical, drug and alcohol testing.Working ConditionsWork is primarily performed in an office setting and is largely sedentary, with occasional travel to parks, recreation facilities, and other Department locations for meetings, trainings, and events. The position may be subject to a high volume of work and tight deadlines, particularly during peak HR cycles or major organizational initiatives.
DIVERSITY STATEMENT:
The Maryland-National Capital Park and Planning Commission (M-NCPPC) is an Equal Opportunity Employer. We celebrate a workplace culture of diversity, equity and inclusion without discrimination or harassment on the basis of race, color, religion, sex, age, national origin, sexual orientation, marital status, disability, genetic information, gender identity, or any other non-merit factor.
Applicants with Disabilities under the Americans with Disabilities Act.
If you require accommodations or special arrangements due to a qualifying disability, please notify the Recruitment & Selections Services Unit at the time of applications at or 301-454-1411 (Maryland Relay 7-1-1)
M-NCPPC will make all efforts to reasonably accommodate you.
The selected candidate will be subject to a background investigation in accordance with Commission policy.
