Mission Statement

To build a strong and resilient workforce in service to Montgomery County residents.

Budget Overview

The total recommended FY26 Operating Budget for the Office of Human Resources is $432,690,648 an increase of $46,477,709 or 12.03 percent from the FY25 Approved Budget of $386,212,939 Personnel Costs comprise 3.11 percent of the budget for 84 full-time position(s) and one part-time position(s), and a total of 85.95 FTEs. Total FTEs may include seasonal or temporary positions and may also reflect workforce charged to or from other departments or funds. Operating Expenses account for the remaining 96.89 percent of the FY26 budget. The budget of the Office of Human Resources (OHR) is comprised of a General Fund component of $13,501,357 and an Employee Health Benefit Self Insurance Fund component of $419,189,291

County Priority Outcomes

While this program area supports all eight of the County Result Areas, the following is emphasized:

• Effective, Sustainable Government

Program Performance Measures

Performance measures for this department are included below (where applicable), with multi-program measures displayed at the front of this section and program-specific measures shown with the relevant program. The FY25 estimates reflect funding based on the FY25 approved budget. The FY26 and FY27 figures are performance targets based on the FY26 recommended budget and funding for comparable service levels in FY27.

Initiatives

• Expanded HR governance and human resources (HR) community engagement by hosting HR community meetings and workshops, increasing targeted correspondence, and launching the HR Liaison Intranet, "One-Stop HR Shop," the first SharePoint site of its kind at Montgomery County Government (MCG), which provides a comprehensive resource for all HR Liaisons.
• Launched the High Intensity Recruitment Experience, featuring targeted promotions of "hard-to-fill" vacancies, using online sourcing platforms and elevating the County's profile as a preferred employer. This resulted in increased connections with job seekers, as well as increased consultancy and hiring support to County departments.

Innovations and Productivity Improvements

• Launched NEOGOV and its associated online platform GovernmentJobs.com, significantly reducing the time and effort for candidates to apply and creating a streamlined and trackable end-to-end process for the County's hiring process, resulting in an average 250 percent increase in applications per job posting.
• Launched an HR Liaison engagement strategy, which includes more frequent communications, new workshops, and a dedicated Intranet site, "One-Stop HR Shop," which consolidated four different sites into one site that serves as a comprehensive resource for all HR Liaisons.
• In FY24 the County had a net gain of 294 permanent employees, the largest net gain in over five years, resulting from enhancements to the County's sourcing and recruitment framework, paid advertising, and increased community engagement.
• In FY24, 66 percent of new hires identified as a racial minority, which is above the 59 percent threshold of the Montgomery County labor force.
• Developed and implemented the Position Description Management system, the first centralized position description database for MCG, and instituted a requirement for updated position descriptions prior to commencement of recruitment activities for all vacancies.
• Developed and implemented automated imaging and benefits updates to manage changes to employee beneficiary records and to provide confirmation messages for changes made using Oracle's employee self-service feature, reducing errors and delays in processing, as well as providing documented records for reference.
• Launched a new supervisor/manager orientation program, to orient new leaders to their administrative and managerial responsibilities, as well as effective leadership practices.

Program Descriptions

  Director's Office

The Director's Office provides executive leadership and management, policy direction, strategic workforce and financial planning, communications and public outreach, compliance, and oversight to the County's human capital management program. The office provides consultation services related to human resources matters to the County Executive, the Chief Administrative Officer, and directors of...

  Talent Acquisition & Management

The Talent Acquisition and Management Division attends to the full scope of an employee's career, from onboarding to future growth and development. The Recruitment and Selection Team serves as the strategic hub for attracting and securing top talent and is often the first contact jobseekers have with County government. The...

  Recruitment and Selection*

The Recruitment and Selection Team is responsible for sourcing and hiring highly skilled, competent, and diverse candidates to meet the County's workforce needs. The team provides recruitment planning, guidance, and advisory services to departments and agencies on selection and hiring. The team supports transfers, demotions, promotions, and noncompetitive reappointments; provides...

  Equal Employment Opportunity & Diversity

The Equal Employment Opportunity (EEO) Division ensures compliance by enforcing local, State, and Federal laws related to workplace discrimination and/or harassment. The division investigates EEO complaints, conducts mediations, and issues findings. The division delivers mandatory and customized training to employees and supervisors concerning equal employment opportunities, rights, and responsibilities, and...

  Health & Employee Welfare*

The Health Insurance team manages and administers the County's health and welfare plans in accordance with County policy and local, State, and Federal laws. In addition to maintaining operations associated with annual open enrollment and program eligibility, the team provides customer service, communications, education, and counseling to County employees, participating...

  Administrative Services

The Division of Administrative Services leads management and oversight of OHR's procurements and contracts, budget administration and financial management, the Health Insurance and Wellness team, Records Management team, and Occupational Medical Services team.The Health Insurance team manages and administers the County's health and welfare plans in accordance with County policy...

  Training and Organizational Development*

The Training and Organizational Development team coordinates training and professional development activities that increase the knowledge, skills, and abilities of the County's workforce. Training is delivered through online learning and instructor-led classes and collaborations with adult learning partners to address specific business training needs. The team also designs short- and...