Human Resources Business Partner (HRBP)

Position: Human Resources Business Partner


Employment Type: Full-time


Work Arrangement: Hybrid


Salary: $80,000 - $85,000


Benefits: Health, Life, and Dental Insurance, Paid time off, and 401(k)


Employ Prince George's is committed to empowering job seekers with the skills and training necessary to excel in high-demand industries. We collaborate with businesses, community organizations, and workforce partners to strengthen employment opportunities and support economic growth.


Employ Prince George's is committed to the hiring of qualified local residents and supporting the growth of our community.

Position Summary


The HR Business Partner (HRBP) at Employ Prince George's (EPG) is a vital member of the HR Operations Department. This multifaceted role acts as a partner to leadership and is responsible for aligning HR initiatives with organizational goals while supporting employees and leadership. The HRBP combines a deep understanding of HR processes with the ability to find solutions and drive change. The ability to balance big picture thinking with hands-on problem-solving is critical for success in this role.


EPG's mission is to contribute to the economic vitality of Prince George's County by providing a demand-driven system that delivers qualified workers to businesses and provides job seekers with opportunities for careers in high-demand/high-growth industries. Our values are Commitment to Excellence, Responsive to Customer Needs, Integrity, Mutual Respect, and Innovation/Creativity.


The HR Operations team is focused on continuous improvement and partnering with our internal customers to add value by providing outstanding customer service. The work environment is extremely fast-paced and requires great flexibility and adaptability. The HR Business Partner reports to the Director of HR Operations.


Roles & Responsibilities


1. Relationship Management

• Advisory Agent: Acts as a trusted advisor to managers and employees, building strong, collaborative relationships across the organization. Serves as a bridge between employees and leadership, ensuring both perspectives are understood and integrated into decision-making. Provides guidance and mentorship to managers, helping them become more effective leaders.
• Learning & Development: Identifies training and development needs in collaboration with leadership and program managers. Works with the HR team to design and deliver training programs that enhance employees' skills and support career growth. Promotes a learning culture by encouraging continuous professional development and knowledge sharing.
• Onboarding and Orientation. Develop and facilitate onboarding programs to introduce new employees to the organization's culture, policies, procedures, and tools. This includes creating orientation materials, scheduling training sessions, and coordinating with various departments to ensure a smooth transition for new hires.
• Employee Engagement: Designs and implements initiatives to improve employee engagement, such as recognition programs, surveys, and wellness initiatives. Promotes a mission-driven culture that enhances employee satisfaction and commitment to EPG's goals.
• Employee Relations: Facilitates open communication channels between employees and leadership to address concerns and improve morale. Assists in resolving conflicts by mediating discussions, promoting a positive work environment, and ensuring fair treatment.

2. Talent & Performance Management

• Workforce Maintenance of candidate records and recruitment documentation in accordance with organizational policies and applicable requirements.
• Monitoring recruitment metrics, including time-to-fill, time-to-hire, source effectiveness, candidate conversion, and vacancy trends.
• Supporting a consistent, professional, and engaging candidate experience throughout the recruitment process.
• Partnering with HR and hiring managers to ensure a smooth transition from accepted offer to new-hire onboarding.
• Continuously evaluating and improving recruitment processes, tools, and practices to support organizational growth and workforce objectives.
• Manage the employee onboarding experience.
• and recruitment planning in partnership with organizational leaders and hiring managers.
• Development and implementation of sourcing and recruitment strategies for diverse talent pools.
• Management of job postings, candidate sourcing, applicant screening, and recruitment pipelines.
• Coordination and facilitation of interviews and candidate selection processes.
• Administration of employment offers and required pre-employment screening and verification.
• Promotion of internal career opportunities, transfers, and advancement opportunities.

3. HR Data Management & Reporting

• Data-Driven Decision Making: Analyzes HR metrics, such as turnover rates, engagement scores, and performance trends, to identify areas for improvement. Presents insights and recommendations to leadership to guide strategic decision-making and improve operational efficiency. Tracks the effectiveness of HR programs and adjusts them to achieve desired outcomes.
• HRIS System Architecture: Assist with the build out of the various HR systems including but not limited to, Human Capital Management, Applicant Tracking, Benefit Administration, Performance Management, and Learning Management. Become a system expert in the HR systems and provide support and guidance to users as needed.
• Project Management: Utilize the project management platforms (Monday.com) to share progress and communicate with other team members.

4. Policy & Change Management

• HR Policy Compliance: Stay up to date about relevant employment laws, regulations, and industry best practices to ensure compliance with HR policies and procedures. Update employee handbooks, manuals, and training materials as needed to reflect changes in regulations or company policies.
• Policy Development & Application: Advises managers on applying HR policies consistently and fairly across the organization. Ensures compliance with labor laws, nonprofit-specific regulations, and grant requirements. Identifies areas for policy improvement and works with the HR team to update or create guidelines that align with organizational goals.

5. Payroll Data Management

• Payroll Data Compliance: Stay up to date about relevant payroll laws, processes, and industry best practices to ensure compliance with HR policies and procedures for reporting purposes.

Education & Experience Requirements

• A bachelor's degree in human resources, business administration, or related field is required.
• A minimum of six (6) years of HR experience executing multiple HR functions with at least three (3) years advising and working with organizational leaders. Nonprofit HR experience with scaling organizations is preferred.
• Experience supporting government or county contracts and grants.
• Experience implementing new HRIS systems -preferred.
• Experience with ADP GenX or Workforce Management platforms payroll data management
• Certification from either SHRM or HRCI preferred.

Knowledge, Skills & Abilities

• HR Acumen: Comprehensive understanding of HR principles, policies, and practices. This includes talent acquisition and development, staff planning and recruitment, training and education, total compensation, compliance and employment law, talent and performance management, employee relations, policies and procedures, health and safety, engagement and retention, job analysis and design, and HR data management.
• Technological & Data Literacy: Excellent skills with a variety of HR technologies to include HR Information Systems, Applicant Tracking Systems, Performance Management Systems, Learning Management Systems, Benefits Management Systems, etc. Ability to utilize reports with data and analytics to inform HR decisions.
• Communication Skills: Strong verbal and written communication skills to effectively convey information, facilitate training sessions, resolve conflicts, and engage with employees at all levels of the organization.
• Interpersonal Skills: Strong interpersonal skills to build relationships, collaborate with cross-functional teams, and empathize with employees to understand their needs and concerns. Ability to work effectively with diverse populations and foster an inclusive workplace environment.
• Coaching & Mentoring: Expertise in guiding managers and employees to improve performance, resolve conflicts, and achieve career growth.
• Problem-Solving: Ability to identify issues, evaluate alternatives, and implement solutions to address challenges.
• Conflict Resolution: Skilled in mediating disputes and fostering collaborative solutions to workplace challenges.
• Project Management: Ability to lead and manage multiple HR initiatives, ensuring timely completion successful outcomes.
• Adaptability: Flexibility to adapt to changing priorities, business needs, and organizational dynamics while maintaining composure and professionalism under pressure.
• Innovation: Creativity and initiative to propose new ideas, initiatives, and solutions to enhance the employee experience and drive continuous improvement within the HR operations department.
• Attention to Detail: Thoroughness and accuracy in performing tasks, maintaining records, and ensuring compliance with HR policies, procedures, and regulations.
• Customer Service Orientation: Commitment to providing exceptional service to internal clients (employees, managers, executives) by promptly addressing their inquiries, resolving issues, and exceeding their expectations.
• Ethical Judgment and Integrity: Demonstrated commitment to ethical decision-making and maintaining the highest standards of integrity in all aspects of work. Strong ethical judgment to handle sensitive employee issues and maintain confidentiality.

NOTE: This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. However, this job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities, or working conditions associated with the position.


In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.



Equal Opportunity Employer