Senior Human Resources Analyst

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.

The Prince George's County Fire/Emergency Medical Services (EMS) Department is currently seeking qualified, experienced and motivated applicants to fill a Senior Human Resources Analyst (Human Resources Analyst 3H) position, grade H24, in the HSMS/Human Resources Division.

About The Position

The Senior Human Resources Analyst serves as a key member of the Human Resources team, providing comprehensive HR generalist support for the Fire/EMS Department. This position is responsible for managing and advising on a wide range of HR functions, including recruitment, classification, employee relations, performance management, and specialized reporting. The role ensures compliance with applicable laws, regulations, and policies while supporting the unique operational needs of a public safety workforce. Additionally, the Senior HR Analyst will serve as backup support for the promotional examination process as well as new recruit planning and onboarding, ensuring continuity of critical HR operations. This position is considered essential.

About The Agency

The mission of the Prince George’s County Fire and Emergency Medical Services (EMS) Department is to serve our communities with excellence by providing the highest quality of risk reduction, fire suppression, rescue, emergency medical, and all-hazards response services to enhance the quality of life in Prince George’s County.

Examples of Work

Core HR Operations

• Coordinate and oversee the full lifecycle of personnel actions, including promotion, separation, and other HR transactions, ensuring accuracy, compliance, and timely submission in accordance with County policies, collective bargaining agreements, and regulatory requirements.
• Review, and validate personnel transactions to include reclassifications, special assignments, salary adjustments, resolving discrepancies and coordinating corrective actions.
• Ensure accuracy of personnel documentation by conducting quality reviews, verifying required supporting materials, and coordinating corrections with supervisors and HR staff.
• Advise supervisors and employees on HR policies, labor agreements, and conflict resolution.
• Investigate workplace concerns, document findings, and recommend appropriate action in collaboration with HR leadership.
• Promote positive labor-management relationships within a 24/7 emergency services environment.
  
  

Classification, Compensation & Performance Management

• Conduct classification and reclassification studies to ensure positions align with organizational structure and pay practices.
• Analyze internal salary data to ensure compensation recommendations follow County policies and established standards.
• Provide guidance to managers and employees on classification standards and procedures.
• Support the implementation of performance management systems, including evaluations, goal setting, and improvement plans.
• Train supervisors on effective feedback and coaching strategies.
  
  

Reporting & Workforce Analytics

• Track performance data and recommend process improvements.
• Develop and deliver specialized reports to support workforce planning, compliance, and operational decision-making.
• Monitor HR metrics (turnover, staffing levels, overtime, disciplinary actions, etc.) to identify trends and solutions.
• Ensure compliance with state, federal, and local reporting requirements.
• Provide day-to-day support for organizational structure changes and updates as needed.
  
  

Qualifications

Minimum Qualifications

Candidates must meet all minimum qualifications listed below to be eligible for additional consideration:

• Bachelor's degree from an accredited college or university in the Human Resources/Personnel Management, Organizational Development, Business/Public Management, Psychology, Public Administration or closely related field
• Two (2) year of professional level human resources experience
  
  

An equivalent combination of relevant education and experience may be accepted.

Preferred Qualifications

A minimum of three (3) years of professional-level human resources experience providing consultative human resources support

A minimum of two (2) years of experience working in public safety human resources and collective bargaining environments

Considerable knowledge of the following applications:

• Microsoft Office Applications (Outlook, Teams, Word, Excel, etc.)
• SAP
• Kronos
• NEOGOV
• Possession of an SPHR, PHR, IPMA-CS, or equivalent professional human resources certification
• Effective oral and written communication principles and practices including public relations and public speaking
• Research methods and report preparation and presentation
• Understanding of supervisory and training principles, best management practices, methods, and techniques
• Applying program/project management techniques and principles
• Experience auditing and preparing comprehensive narrative and statistical reports
  
  

EACH APPLICANT 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 3-7, 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):

• Work in a standard office environment with occasional field visits to Fire/EMS stations.
• 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 support a 24/7 emergency services department. 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 888-897-7781 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