$87,373 – $140KEntryFull Time
THIS IS A NON-CIVIL SERVICE POSITION
Salary Range:
$87,373.00 - $139,674.00 Annually
Hiring Salary Range:
$87,373.00 – $113,523.00 Annually
Get to Know Us
Welcome to the City of Baltimore! Experience the reward of a fulfilling career and enjoy the added element of excitement in a vibrant, diverse atmosphere. The City of Baltimore offers limitless opportunities to help drive social impact, both on the job and in the community, while serving its citizens. Join us in making Baltimore a great place to live and work. In the City of Baltimore, we hire great people and provide them with the skills and opportunities to grow toward their career aspirations. If you are looking for a career change or interested in learning more, explore our opportunities and benefits programs. We are excited to have you as a part of the City of Baltimore Team! The city offers medical, prescription drug, dental, vision, optional life, AD&D, and FSA plans. This office also supplies wellness programs, support groups, and workshops. You can learn about our benefits here: https://humanresources.baltimorecity.gov/hr-divisions/benefits
Job Summary
The HR Business Partner (HRBP) – Technical Recruitment, Workforce Analytics & Talent Programs serves as the agency’s lead for IT talent acquisition, workforce planning, and recruitment operations. This role partners closely with hiring managers, technical leaders, and the central Department of Human Resources to design and execute recruitment strategies that attract high‑quality IT talent across infrastructure, cybersecurity, application development, data, and support functions.
The HRBP manages Workday recruiting operations, maintains complex staffing and analytics spreadsheets, supervises recruitment support staff, and ensures the agency’s hiring processes are timely, compliant, and data‑driven. This position also oversees the agency’s internship program and manages vendor, contractor, and subcontractor recruitment relationships. Exceptional communication skills, strong analytical capability, and a deep understanding of IT job families—preferably within government—are essential.
Essential Functions
Primary Responsibilities may include but are not limited to the following:
Technical Recruitment Leadership
Plans, directs, and executes the agency’s full‑cycle recruitment program for IT and non‑IT positions.
Serves as the subject‑matter expert on IT job profiles, job families, and organizational hierarchy, ensuring accurate classification and alignment with agency needs.
Partners with hiring managers to develop recruitment strategies, screening criteria, interview structures, and selection recommendations.
Leads sourcing, screening, and candidate engagement for specialized IT roles, ensuring a high‑quality candidate experience.
Workday & HRIS Administration
Manages all recruitment and staffing actions within Workday, including requisitions, job postings, candidate movement, offer processing, and onboarding coordination.
Troubleshoots system issues, trains staff on Workday recruiting functions, and ensures data accuracy across all transactions.
Generates, analyzes, and presents Workday reports to support staffing decisions, workforce planning, and compliance requirements.
Data Management, Reporting & Analytics
Maintains multiple complex Excel spreadsheets used for recruitment tracking, workforce analytics, staffing projections, and compliance reporting.
Develops dashboards, pivot tables, and visualizations to support leadership decision‑making.
Interprets recruitment and workforce data to identify trends, bottlenecks, and opportunities for process improvement.
Internship Program Oversight
Oversees the agency’s internship program, including recruitment, onboarding, placement, and program evaluation.
Partners with colleges, universities, and community programs to build a strong pipeline of early‑career IT talent.
Ensures interns receive structured assignments, mentorship, and development opportunities aligned with agency goals.
Tracks intern performance, conversion potential, and program outcomes.
Vendor, Contractor & Subcontractor Workforce Management
Manages recruitment coordination and workforce oversight for vendor contractors, direct contractors, and subcontractors supporting BCIT.
Serves as the primary HR liaison with vendor partners, ensuring compliance with agency standards, onboarding requirements, and performance expectations.
Tracks contractor assignments, extensions, conversions, and workforce needs across all divisions.
Supports vendor‑to‑FTE conversion processes, including salary alignment, classification review, and candidate communication.
Supervision & Team Coordination
Supervises HR Generalist II and other recruitment support staff, providing guidance on recruitment processes, Workday transactions, reporting, and customer service.
Reviews work for accuracy, timeliness, and compliance with agency and City policies.
Provides coaching, training, and performance feedback to ensure high‑quality HR service delivery.
Policy, Compliance & Advisory Support
Develops, recommends, and implements agency‑specific HR policies and procedures.
Interprets laws, regulations, guidelines, and labor contract provisions for agency leadership.
Advises employees, supervisors, and managers on HR matters including recruitment, classification, labor relations, and performance management.
Coordinates selection, placement, and onboarding activities with the central Department of Human Resources.
Additional Duties
Conducts classification and reclassification reviews and prepares recommendations for DHR.
Participates in labor relations activities, grievance processes, and contract interpretation as needed.
Performs related work as required.
Minimum Qualifications
Education: A bachelor's degree from an accredited college or university.
AND
Experience: Have five years of experience in progressive and strategic human resources management (human resources generalist, specialist, or business partner.)
OR
Equivalency Notes: Have an equivalent combination of education and experience. One year of graduate course work in human resources management, business administration or public policy from an accredited college or university may be substituted for each year of the experience requirement.
Licenses, Registrations, and Certificates: Employees in this classification are encouraged to obtain and maintain professional human resources certification from a nationally recognized organization such as International Public Management Association for Human Resources (IPMA-HR), Society for Human Resource Management (SHRM), or Human Resources Certification Institute (HRCI).
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or International Public Management Association for Human Resources Certified Professional (IPMA-CP) certification is highly desirable.
Knowledge, Skills, and abilities
Technical & Analytical Skills
Advanced proficiency in Workday Recruiting.
Expert‑level Microsoft Excel skills (pivot tables, formulas, dashboards).
Ability to manage and interpret complex datasets for staffing and workforce planning.
Strong understanding of IT job families, technical competencies, and organizational structures—preferably within government.
HR Expertise
Advanced knowledge of HR management, employment law, and labor relations.
Experience in recruitment, classification, EEO, performance management, and HRIS administration.
Ability to develop and implement HR programs, policies, and procedures.
Communication & Relationship Management
Exceptional communication skills with the ability to engage effectively with technical hiring managers, candidates, and vendor partners.
Ability to present data, recommendations, and reports clearly and persuasively.
Strong relationship‑building skills across all levels of the organization.
Leadership & Collaboration
Proven ability to supervise and develop HR staff.
Strong organizational skills with the ability to manage multiple priorities and deadlines.
Ability to coordinate HR activities across departments, leadership levels, and external partners.
Additional Information
Background Check
Eligible candidates under final consideration for appointment to positions identified as positions of trust will be required to complete authorization for a Criminal Background Check and/or Fingerprint must be successfully completed.
Probation
All persons, including current City employees, selected for this position must complete a mandatory six-month probation.
Financial Disclosure
This position is required to complete a Financial Disclosure pursuant to Sections 7-7, 7-8, and 7-9 of the City Ethics Law. The initial financial disclosure must be submitted within 30 days of hire.
Baltimore City Government is an Equal Employment Opportunity Employer, and we are committed to a workplace that values diversity, equity, and inclusion. The City of Baltimore prohibits discrimination on the basis of race, color, religion, age, sex, ancestry, creed, national origin, disability status, genetics, marital status, military service, sexual orientation, gender identity/expression or any other characteristic protected by federal, state or local laws. Applicants requiring accommodations during the hiring process should contact the Department of Human Resources directly. Do not attach your request for accommodation to the application.
BALTIMORE CITY IS AN EQUAL OPPORTUNITY EMPLOYER
