Employee and Labor Relations Manager

Come join our team! Prince George’s County Government provides a dynamic and inclusive workplace where employees can thrive, learn, and grow across its 30 diverse agencies, all dedicated to serving the County's residents with essential resources and services. Nestled just minutes away from Washington, DC, Prince George's County combines urban vibrancy with serene surroundings, offering an ideal setting to live, work, and enjoy life. Nature and Variety of Work Come join our team! Prince George’s County Government provides a dynamic and inclusive workplace where employees can thrive, learn, and grow across its 30 diverse agencies, all dedicated to serving the County's residents with essential resources and services. Nestled just minutes away from Washington, DC, Prince George's County combines urban vibrancy with serene surroundings, offering an ideal setting to live, work, and enjoy life. Applicant Limit Notice: Please be advised that applications for this position will be capped at a maximum of 100 submissions. Once this threshold has been reached, the posting will close, and no further applications will be accepted. We encourage interested candidates to apply promptly to ensure consideration. The Prince George’s County Department of Public Works & Transportation (DPW&T) is currently seeking qualified applicants to fill a Employee and Labor Relations Manager ( Human Resources Analyst IV ) grade G27 position in the Office of the Director . About The Position This is supervisory, principal level professional personnel and administrative work in support of the Department’s human resources program in the areas of employee and labor relations and performance management. This position serves as the lead supervisor overseeing daily HRM functional activities within the HR Division. The Manager will provide supervision to reporting HR Liaisons/Analysts and facilitate guidance and direction into the functions covered and supported by the unit. The position also will interpret Personnel Law and related policies and procedures, provide guidance and support to peer managers/supervisors across agency program offices, as well as to departmental employees in the various disciplines described above. Work is performed under the supervision of the Chief, Human Resources Division. About The Agency The Department of Public Works and Transportation (DPW&T) is responsible for nearly 2,000 miles of County-maintained roadways that range from rural to urban classifications. The transportation infrastructure includes 900 bridges, as well as shoulders, sidewalks, curbs/gutters, stormwater management facilities, driveway aprons and nearly 3,000 acres of grassy area -- all of which are maintained by staff of the Department. DPW&T’s workforce keeps the County’s various services moving by performing a myriad of activities which include removing snow and ice from County-maintained roadways, upgrading traffic signals, installing streetlights, clearing fallen trees, unclogging drainage inlets and maintaining stormwater management facilities, as well as performing roadway repairs ranging from potholes and sidewalk trip hazards to bridge repairs and resurfacing projects and more. Examples of Work Provides day-to-day leadership, supervision, and guidance to Human Resources Analysts/Liaisons responsible for Employee Relations, Labor Relations, and Performance Management functions. Plans, assigns, monitors, and evaluates staff work to ensure assignments, priorities, and work products align with Human Resources Division and Department goals and comply with applicable professional standards, legal requirements, policies, and administrative guidelines. Establishes staff work schedules, performance goals, work protocols, and development expectations; administers time and leave and regular/alternative work schedules for assigned staff. Oversees daily Employee and Labor Relations workflows and business processes and develops directives, procedures, and operational guidance to promote consistency and alignment with Department objectives. Serves as the Senior HR Liaison for complex employee and labor relations matters, including employee mediations, personnel grievances, complaints, workplace conflicts, and workforce investigations. Interprets and applies County Personnel Law, Administrative Policies and Procedures, Collective Bargaining Agreements, departmental policies, and other applicable employment requirements when advising managers, supervisors, and employees. Provides consultation and guidance to management on employee relations matters, including employee coaching and counseling, appropriate documentation of employment actions, corrective actions, adverse actions, and progressive discipline. Conducts and/or oversees workplace investigations involving employee concerns, complaints, conflicts, and other personnel matters; analyzes findings and develops appropriate recommendations for resolution. Serves as an official mediator and coordinates with appropriate internal and external partners when matters require additional legal, EEO/OEA, criminal, fitness-for-duty, or other specialized review. Reviews proposed disciplinary actions and notices for accuracy, consistency, and compliance with applicable personnel laws, policies, procedures, and Collective Bargaining Agreements. Evaluates proposed disciplinary penalties and provides HR concurrence and recommendations on personnel actions submitted for approval by the Appointing Authority. Prepares detailed reports, recommendations, concurrence memoranda, and supporting documentation regarding employee and labor relations matters and ensures actions are processed within established County, agency, and collective bargaining timelines. Recommends and develops enhancements to Employee and Labor Relations policies, procedures, and programs based on best practices, County Personnel Law, administrative requirements, and applicable collective bargaining provisions. Serves as a liaison with the Office of Human Resources Management (OHRM) on behalf of Department leadership regarding employee and labor relations policies, procedures, and their potential impact on the Department's workforce. Ensures compliance with applicable records management requirements for progressive discipline cases, investigations, and related personnel actions. Manages and provides direction in the administration of the Department's Performance Management Program for AFSCME and General Schedule employees as it relates to Employee and Labor Relations. Partners with the Department's Performance Management Liaison and Workforce Development/Training functions to ensure supervisors understand performance management requirements, systems, documentation, employee discussions, ratings, and evaluations. Provides guidance regarding performance planning and evaluations and assists with performance-related mediation and other Employee Relations interventions. Ensures Employee and Labor Relations actions involving performance deficiencies are completed within established timelines and procedures, including the development and implementation of Performance Improvement Plans (PIPs) and performance-based disciplinary actions. Ensures timely processing of personnel actions associated with performance management, including adverse actions and merit-related actions based on satisfactory performance. Participates as a critical/essential employee in the Department's Snow and Ice Control Program and other emergency or special activities, including required training and annual Dry Run exercises. Performs other related duties and responsibilities consistent with the Human Resources Analyst IV classification as assigned. Maintains a valid driver's license in accordance with applicable County requirements. Qualifications Minimum Qualifications: Bachelor's degree from an accredited college or university in the Human Resources/Personnel Management, Organizational Development, Business/Public Management, Psychology, or closely related field Three (3) years of professional level human resources experience with at least one (1) year in a lead/supervisory role. Any equivalent combination of relevant training, education and experience may also be considered. Please Note: There is no equivalency for lead/supervisory experience Preferred Qualifications Significant Experience in handling employee relations and/or HR matters Thorough Knowledge and experience working and supporting a unionized workforce Demonstrated experience performing investigations and written investigation reports Public sector human resource experience is preferred. Considerable knowledge of the following applications: Microsoft Office Applications (Outlook, Teams, Word, Excel, etc.) SAP Kronos

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Possession of a SPHR, PHR,, SHRM, IPMA-CS or equivalent professional human resources certification. EACH APPLICATION MUST INCLUDE INFORMATION THAT CLEARLY DEMONSTRATES THE ABOVE QUALIFICATIONS FOR THIS POSITION. Additional Information 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: August 31 - September 11, 2026. Please note that interview dates are subject to change and only selected candidates will receive confirmation and additional details. Job Location: Largo MD 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 View phone number on click.appcast.io 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 General Plan Information The Prince George’s County benefits plan year is from January 1 to December 31. A spouse (to include a same sex spouse) can be added to the health benefit plans. A marriage certificate and social security number is required to add a spouse. Children under the age of 26 are eligible for coverage under the health benefit plans. This includes stepchildren and children of the same-sex spouse. A birth certificate(s) and social security number(s) is required to add a child(ren). If you are only adding the stepchildren or child(ren) of a same-sex spouse, you will need to submit a marriage certificate. You will also need to submit the birth certificate of the child(ren) and your spouse must be listed as a parent. The premiums for health benefits are deducted on a pre-tax basis with the exception of Long-Term Disability, Extra Life Insurance and Voluntary Benefits (Short-Term Disability, Whole Life Insurance, Critical Illness, Accident Insurance, Cancer Indemnity, Hospital Indemnity Protection, Accident Indemnity Plan, Supplemental Dental and Group Legal Services). New employees must enroll in the County’s health benefit plans within thirty (30) days of the hire date. The effective date of the health benefits coverage is the beginning of the month following a waiting period of forty-five (45) days from the date of hire. After enrolling in the County’s benefit plans, employees may only make changes to the plans either during the open enrollment period, which occurs annually (usually each October), and/or during the year, due to a family status change (i.e., marriage, births, divorce and adoption). Employee Benefits Prince George’s County is proud to offer employees an attractive and comprehensive benefits program, including the following: Medical/Prescription/Dental/Vision Insurance Coverage (part time employees are eligible for medical insurance if they work 15 + hours, per week) Group Term Life Insurance Long & Short-Term Disability Flexible Spending Accounts Dependent Care Assistance Program Health Care Flexible Spending Account Paid Leave (Annual, Personal, & Sick) 13 Paid Holidays Retirement Benefits Defined Benefit Pension Plan Employer Contribution Rate-11.71% Supplemental Pension Plan Employee Contribution Rate (Pre-Tax)-3.48% 457(b) 403(b) Employee Discounts Employee Assistance Program Voluntary Benefits Critical Illness Whole Life Insurance Accident Insurance Legal Services For additional details, please visit: 01 IMPORTANT - PLEASE READ AND ACKNOWLEDGE: I acknowledge and understand that my responses to the supplemental questions must align with the information provided under the Work Experience and Education sections of my application. My responses to the questions below and the information provided under Work Experience and Education will determine if I meet all minimum qualifications for the position. I understand that attaching a resume does not fulfill the requirement to complete the application and answer all questions. While I am encouraged to attach a resume, I understand that only information provided in my application will be used to evaluate my experience and education for this opportunity. Yes No 02 Which best describes your highest level of education completed? Some high school, but did not graduate High School Diploma or G.E.D Associate's Degree Bachelor's Degree Master's Degree Doctorate/PHD/JD 03 If you selected "Other" for the previous question on education, please identify/input your highest level of education. 04 How many years of professional level human resources experience do you have? No Experience

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05 Please explain your experience to the question above and list dates and places of employment where experience was obtained. Answers such as "See Resume" will not be accepted. Please do not copy your entire resume here. Only provide information that relates to the question. Otherwise, please put N/A indicating you do not have this experience. 06 Do you have at least one (1) year of professional level human resources experience in a lead/supervisory? Yes No 07 Please explain your experience to the question above and list dates and places of employment where experience was obtained. Answers such as "See Resume" will not be accepted. Please do not copy your entire resume here. Only provide information that relates to the question. Otherwise, please put N/A indicating you do not have this experience. 08 Please explain your level of experience in handling employee relations and/or HR matters in detail. If you do not have any experience, please out N/A. 09 Do you have a SPHR, PHR,, SHRM, IPMA-CS or equivalent professional human resources certification? Yes No 10 If you answered "yes" to the question above, please list which professional human resources certification you have. 11 Do you have experience working and supporting a unionized workforce? Yes No 12 Do you have a valid driver's license? Yes No 13 Are you willing and able to participate 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. Yes No Required Question #J-18808-Ljbffr Prince George's County Public Schools