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Deputy Director of Human Resources

Job Details:

  • Human Resources
  • Washington County
Deadline: 09/30/2026 04:00 PM

Job Description:

Washington County offers a full compensation package that reflects how much we value our employees. Please take a look at what you can expect to earn as a Deputy Director of Human Resources during your first year as a full time Employee with Washington County Government:

  • Sixty (60) Paid Personal Hours
  • Eighty (80) Paid Vacation Hours
  • Fourteen (14) Paid Holidays
  • One Hundred & Twenty (120) Paid Sick Hours
  • County and Employee funded Healthcare including Health, Prescription, Dental and Vision Coverage
  • County Paid Employee Assistance Plan
  • County Paid Life Insurance
  • County Paid Accidental Death and Dismemberment Insurance
  • County Paid Short Term Disability Insurance
  • County Paid Long Term Disability Insurance
  • Up to $2,500.00 Annual Tuition Reimbursement Assistance
  • County and Employee funded Defined Pension Plan
    • Vested in just five (5) years.
    • Credit for Prior Active Military Service and Unused Paid Sick Days.
  • An Annual Salary of $84,864 starting..

If our Deputy Director of Human Resources comprehensive compensation package interests you, please continue reading through our job posting to learn more about the position’s duties, responsibilities, prerequisites, etc. and apply online today.

JOB TITLE:Deputy Director of Human ResourcesGRADE:16
DEPARTMENT:Human ResourcesFLSA STATUS:Exempt
REPORTS TO:Director of Human Resources  
GENERAL DEFINITION OF WORK:

The Deputy Director assists the Director of Human Resources by planning, managing, and coordinating the day-to-day operations of the Human Resources department. This includes supervising HR personnel, executing strategic initiatives, and overseeing administrative support and services. At times, the Deputy Director will need to act as a strategic thought partner to senior leadership and step in for the HR Director in their absence.

ESSENTIAL FUNCTIONS/TYPICAL TASKS:

(These are intended only as illustrations of the various types of work performed. The omission of specific duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.)

Performs related tasks as required. Assists with special projects.

Operational leadership. Responsible for the daily HR Workflow of the employee life cycle (recruiting, onboarding, pay & benefits. performance management, training & development, disciplinary action and offboarding). Directly supervise and provide leadership for the HR staff to ensure excellence through the delivery of these HR services.

Employee & Labor relations. Oversees disciplinary procedures and performance management process. In collaboration with the HR Director, will provide support for grievance resolutions, investigations, collective bargaining or union contract administration.

Benefits administration. Through the supervision of the Benefits Coordinator, designs and manages annual Open Enrollment for employees to review and change their benefit elections. Oversees claims problems between the employee/insurance company/doctor’s offices. Manages communication and documentation between employees, their doctors, and our HR Department in support of FMLA, STD, and unexcused leave of absence. Meets with benefit vendors to address issues, discuss solutions, and evaluate plan design options

Policy & compliance. Develops, drafts, writes, and updates county policies & procedures in an effort to ensure compliance with federal, state, and local laws.

HR leadership. Acts in the Human Resources Director’s absence and uses initiative and judgment to ensure HR matters requiring immediate attention are handled in a manner as to minimize the effect of the Director’s absence. Works with the Director of Human Resources in preparation of Department Budgets. Brings personnel requests and recommendations to the Director of Human Resources for review.

County leadership. Provides counseling, guidance and recommendations to both leaders and employees on all personnel issues to include disciplinary actions, coaching, grievances, terminations, etc. Keeps Director of Human Resources apprised of issues of concern. Assures that employee personnel information is maintained in a safe, secure and organized operation.

KNOWLEDGE, SKILLS AND ABILITIES:
  1. General knowledge of basic methods, practices and objectives of public personnel administration.
  2. General knowledge of the County’s policies and procedures.
  3. General knowledge of basic research techniques and report writing.
  4. Excellent record keeping ability.
  5. Ability to communicate effectively.
  6. Capability to establish and maintain an effective working relationship with employees and the public.
  7. Ability to maintain strict confidentiality as it relates to employees and personnel issues.
EDUCATION AND EXPERIENCE:

Bachelor’s Degree or any combination and experience equivalent to graduation from an accredited college or university with major course work in human resources management, business administration or related field. Human Resource Certification (PHR, SHRM – CP) preferred.

A minimum of 3 – 5 years in a people manager role is required.

A minimum of 3-5 years of government related human resources experienced preferred.

PHYSICAL REQUIREMENTS:

Physical capability to effectively use and operate various items of office related equipment, such as, but not limited to, personal computer, calculator, copier, and fax machine. No significant standing, walking, moving, climbing, carrying, bending, kneeling, crawling, reaching, and handling, pushing, and pulling.

SPECIAL REQUIREMENTS:

Valid Driver’s License.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential tasks. Human Resources: 6/2018; 1/2019; 12/2022; 8/2026

Washington County is an Equal Opportunity Employer. Individuals requiring special accommodations or assistance are requested to contact the Human Resources Department at 240-313-2350, Voice or TDD (D/HH use 711) M/F/H/V.

DEADLINE FOR FILING APPLICATIONS WITH HUMAN RESOURCES:

Wednesday, September 30, 2026 @ 4:00pm

Ready to get started? Apply for the Deputy Director of Human Resources position now!

Standard Employment Application
Job Information

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Job Application Information

Applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, genetic or veteran status, sexual orientation, or disability.

INSTRUCTIONS: Applications are only accepted for posted positions. All applicants must provide a complete application for each position.

For more information contact:
WASHINGTON COUNTY GOVERNMENT DEPARTMENT OF HUMAN RESOURCES
100 W. WASHINGTON ST., Room 2300
HAGERSTOWN, MD 21740-4735
Telephone: (240) 313-2350
Fax: (240)-203-6355
Deaf and Hard of Hearing Call 7-1-1 for MD Relay

Applicant Information

General Questions

If you have been employed with Washington County:

Driving Record

Education & Training

If you have a GED:
Colleges Attended
Other Training (including business, trade, military, etc.)

General Information

INSTRUCTIONS: The information listed below must be completed by all applicants. Failure to complete this information truthfully may result in disqualification from consideration for County employment. Affirmative responses to these questions will not automatically exclude you from employment consideration. Applicants may attach additional sheets if necessary:

Employment & Training

Employer 1

Employer 2

Employer 3

Employment References

Each applicant is required to provide 3 references

Pre Employment Statement

PRE-EMPLOYMENT STATEMENT
READ CAREFULLY BEFORE SUBMITTING FORM

I certify that, if employed, I will produce documents to establish that I am legally able to work in the United States. I understand that a final employment offer is contingent upon completion of INS Form I-9 and receipt of acceptable documentation at the time of hire.

In the event that I am provided a conditional offer of employment, I consent to taking an employment physical examination to include an alcohol and drug screen and such future physical examinations as may be lawfully required by the County. I authorize the County to contact my previous employers, if necessary, and obtain employment information from them, and to further investigate the truthfulness of my application, including review of my motor vehicle record and such future periodic review as may be lawfully required by the County.

I certify that answers given herein are true to the best of my knowledge.

I understand further that any false answers or statements or misleading omissions made by me on this application, in any interview for employment, in connection with the above mentioned investigation, or in any physical examination shall be sufficient grounds for my rejection as a candidate for employment or for immediate discharge, if discovered after my hiring.

I AGREE THAT EMPLOYMENT WITH WASHINGTON COUNTY IS AN “AT-WILL” EMPLOYMENT RELATIONSHIP. AT-WILL EMPLOYMENT MEANS THAT EITHER THE EMPLOYER OR THE EMPLOYEE MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME FOR ANY REASON, WITH OR WITHOUT NOTICE, AND WITH OR WITHOUT CAUSE. I ALSO AGREE THAT NO REPRESENTATION BY ANY COUNTY OFFICIAL OR SUPERVISOR AND THAT NO PROVISION OF THE EMPLOYEE HANDBOOK, ANY PERSONNEL REGULATION OR ANY OTHER EMPLOYMENT RELATED PRACTICE OR PROCEDURE, ORAL OR WRITTEN, SHALL BE EFFECTIVE TO CHANGE THE “AT-WILL” NATURE OF EMPLOYMENT WITH WASHINGTON COUNTY.

“UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT, OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE-DETECTOR OR SIMILAR TEST. ANY EMPLOYER WHO VIOLATES THIS PROVISION IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT TO EXCEED $100.”

Affirmative Action & Race Information

APPLICANT DATA RECORD

Applicants are considered for all positions, and employees are treated during employment without regard to race, color, religion, sex, national origin, age, genetic or veteran status, sexual orientation, or disability.

As an employer, we comply with all government regulations and any applicable affirmative action responsibilities.

Solely to help us comply with any applicable government record keeping, reporting and other legal requirements, please fill out the Affirmative Action Survey below. We appreciate your cooperation.

This Affirmative Action Survey data, which you provide voluntarily, will be kept separate and confidential from this Application for Employment.

AFFIRMATIVE ACTION

Government agencies require periodic reports on the sex, ethnicity, disability, and veteran status of applicants. This data is for analysis and affirmative action only.

RACE/ETHNIC IDENTIFICATION (Please check all that apply)

Veteran Identification

Special Employment Notice to Disabled Veterans, Vietnam Era Veterans, and Individuals with Physical or Mental Handicaps

Government contractors are subject to 38 USC 2012 of the Vietnam Era Veterans Readjustment Act of 1974 which requires that they take affirmative action to employ and advance in employment qualified disabled veterans and veterans of the Vietnam Era, and Section 503 of the Rehabilitation Act of 1973, as amended, which requires government contractors to take affirmative action to employ and advance in employment qualified handicapped individuals.

If you are a disabled veteran, or have a physical or mental handicap, you are invited to volunteer this information. This information will be treated as confidential. Failure to provide this information will not jeopardize or adversely affect your consideration for employment.

FMCSA

FMCSA Commercial Driver’s License Drug and Alcohol Clearinghouse

I hereby provide consent to Washington County Board of Commissioners to conduct a full query of the FMCSA Commercial Driver’s License Drug and Alcohol Clearinghouse ( Clearinghouse) to determine whether drug or alcohol violation information about me exists in the Clearinghouse.

I understand that if the full query conducted by Washington County Board of Commissioners indicates that drug or alcohol violation information about me exists in the Clearinghouse, FMCSA will not disclose that information to Washington County Board of Commissioners without first obtaining additional specific consent from me.

I understand that Washington County Board of Commissioners will conduct annual limited queries as required by FMCSA.

I further understand that if I refuse to provide consent for Washington County Board of Commissioners to conduct a limited query of the Clearinghouse, Washington County Board of Commissioners must prohibit me from performing safety- sensitive functions, including driving a commercial motor vehicle, as required by FMCSA’ s drug and alcohol program regulations.

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