HR Business Partner (NCS) - BCIT

Baltimore City•City of Syracuse, NY

5d•Onsite

About The Position

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.

Requirements

A bachelor's degree from an accredited college or university.
Five years of experience in progressive and strategic human resources management (human resources generalist, specialist, or business partner.)
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.
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.
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.
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.

Nice To Haves

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.

Responsibilities

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.
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.
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.
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.
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.
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.
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.
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.