Human Resources Specialist

Melwood•Upper Marlboro, MD

9h•$65,000 - $75,000

About The Position

Melwood, one of the largest non-profits in Maryland has an opening for a Human Resources Specialist position is located in Upper Marlboro, MD. This is a 40 hour per week non-exempt position with an extensive benefits package.

Requirements

Bachelors degree in Human Resources or a related field is required.
At-least 3 years of experience in human resources or a related field is required.

Responsibilities

Workforce Planning & Forecasting: Conduct comprehensive analyses of workforce data to identify trends, risks, and opportunities, including turnover, vacancy rates, talent gaps, skill distribution, and workforce demographics. Develop short and long term workforce forecasts based on strategic initiatives, budget plans, operational demands, and anticipated changes (e.g., restructuring, growth, or affiliation activities). Partner with department leaders to provide consultative guidance on workforce needs, strategy execution, and staffing implications.
Position Management: Maintain accurate position inventories, job classifications, and organizational charts; ensure consistent application of position management standards. Evaluate requests for new or modified positions using workload assessments, benchmarking, and alignment with strategic and financial constraints. Recommend structural adjustments that support organizational effectiveness, appropriate span of control, and efficient workforce deployment. Collaborate with Talent Acquisition, HR Managers, HR Business Partners and Finance to ensure position control aligns with budget and staffing plans
Workforce Analytics, Reporting & Dashboards: Develop, manage/monitor, and deliver workforce analytics, including headcount, turnover, recruiting pipeline capacity, labor cost modeling, and staffing trend reports. Create and maintain dashboards using HRIS, WFM, and analytics tools; ensure data accuracy, clarity, and transparency. Provide actionable insights to HR leadership and executive stakeholders to inform strategy, budgeting, and performance monitoring. Conduct ad hoc analyses at the request of senior leaders, Finance, or HR leadership.
Talent Supply, Demand & Pipeline Management: Partner with Talent Acquisition to align recruitment strategies with projected workforce needs, skills gaps, and critical roles. Analyze internal mobility, succession readiness, and talent pipeline indicators to support long term talent planning.Collaborate with Total Rewards to support salary structure planning, compensation modeling, and budgeting. Monitor labor market conditions and provide recommendations on competitive positioning and talent risks
Compliance, Policy, and Governance: Ensure workforce planning and position management activities comply with applicable federal, state, and local employment regulations. Maintain documentation, workflows, and controls required for audits, compliance reviews, and policy alignment. Participate in the development and refinement of policies related to job classification, staffing, and organizational structure.
Cross Functional Partnership: Work closely with HR Business Partners, HR Managers, HRIS, Finance, and Talent Acquisition to ensure alignment between workforce planning outcomes and operational needs. Participate in enterprise transformation initiatives, supporting change management and communication strategies as necessary. Provide subject matter expertise on staffing impacts related to organizational changes, strategic initiatives, or regulatory demands.
Communication & Stakeholder Engagement: Prepare clear, concise briefing materials, reports, and presentations for leadership audiences. Facilitate discussions with department leaders to review workforce data, validate assumptions, and refine workforce plans. Advise leaders and HR colleagues on workforce trends and strategic implications. Communicate workforce insights in a way that enhances leadership decision making and strategic alignment.