People Operations (HR) Business Partner

Learning Without Tears•Gaithersburg, MD

1d•Hybrid

About The Position

At Learning Without Tears (LWT), we're more than just a company; we're a passionate, family-owned community on a mission to revolutionize education. We believe that learning should be engaging and joyful, which is why we create innovative, fun products and digital resources that empower educators and inspire children. Every day, our commitment to collaboration and creativity propels us forward. We're dedicated to embracing change, striving for excellence, and simplifying processes to create a lasting impact in the lives of educators and learners alike. Join our dynamic team and be a part of something truly transformative as we shape the future of education together! As a highly effective and hands-on People Operations (HR) Business Partner, you will support a growing, 220 employee organization by leading full-cycle talent acquisition and serving as the primary resource for employee relations. This role operates at both a strategic and tactical level-partnering directly with leaders (including Executives) while personally executing recruiting and employee relations work. The ideal candidate is a strong communicator, comfortable influencing at all levels, and brings a balance of business acumen, high emotional intelligence, and a strong, self-driven work ethic. Experience leveraging AI and modern recruiting tools to improve outcomes is highly valued.

Requirements

5+ years of HR experience in a generalist or HRBP role, with strong emphasis on full-cycle recruiting and employee relations
Demonstrated success operating in a small to mid-sized (100-300 employee) organization or similar fast-paced environment
Exceptional communication skills with the ability to confidently engage, influence, and advise executive leadership
High emotional intelligence and strong judgment in handling sensitive employee matters
Proven ability to independently manage multiple priorities with accountability for outcomes
Strong work ethic with a proactive, solution-oriented, and ownership-driven mindset
Experience leveraging AI tools in talent acquisition (sourcing platforms, screening tools, recruiting analytics, etc.), strongly preferred.
Familiarity with HRIS and ATS platforms (e.g., UKG, Greenhouse, Lever, or similar)
Experience supporting organizational growth or scaling recruiting functions
HR certification (SHRM-CP/SCP, PHR/SPHR) strongly preferred.

Nice To Haves

Experience leveraging AI and modern recruiting tools to improve outcomes is highly valued.

Responsibilities

Own and execute end-to-end recruiting across the organization, typically managing 5–8 concurrent requisitions depending on business needs
Partner directly with hiring managers and senior leaders to define hiring needs, success profiles, and efficient recruiting strategies
Actively source and engage passive candidates, building pipelines for critical and recurring roles
Leverage AI tools and automation to enhance sourcing, resume screening, interview coordination, and candidate insights
Drive a structured, high-quality interview process, ensuring strong hiring decisions and a positive candidate experience
Track and manage recruiting metrics (time-to-fill, pipeline health, quality of hire) and adjust strategies in real time
Serve as the primary point of accountability for hiring outcomes across assigned business areas
Design, launch, and manage a scalable internship program aligned to business needs and early talent strategy
Partner with functional leaders to identify internship opportunities and define meaningful, business-relevant projects
Own full-cycle recruiting for interns, including campus outreach, sourcing, selection, and offer management
Leverage AI and recruiting tools to enhance intern sourcing strategies, pipeline development, and candidate engagement
Develop a structured and engaging intern experience, including onboarding, mentorship pairing, and performance feedback
Coordinate program milestones (orientation, midpoint reviews, final presentations) to ensure consistency and impact
Partner with managers to ensure interns are set up for success with clear objectives and support
Build a repeatable early talent pipeline with a focus on converting high-performing interns into full-time hires
Track key program metrics (conversion rates, satisfaction, retention outcomes) and continuously improve program effectiveness
Establish relationships with local high schools, universities, professional programs, and relevant networks to build long-term talent pipelines
Serve as the go-to advisor for managers and employees on employee relations matters, including performance concerns, conflict resolution, and workplace issues
Conduct investigations and resolve issues with sound judgment, consistency, and discretion
Coach managers on performance management, accountability, and effective team leadership
Balance employee advocacy with business needs, ensuring fair, compliant, and practical outcomes
Identify patterns or risks and proactively recommend solutions to improve engagement and reduce turnover
Build strong, trusted relationships with leaders across functions in a highly visible HR role
Support workforce planning, organizational changes, and team effectiveness initiatives
Partner cross-functionally (e.g., Finance, IT, Operations) to align hiring and people strategies with business priorities
Contribute to continuous improvement of HR processes, with a focus on scalability and efficiency appropriate for a mid-sized company
Operate with a "roll up your sleeves" mindset-balancing strategy with execution in a lean HR team