HR Business Partner

APG Federal Credit Union•Edgewood, MD

18d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) is a senior-level strategic advisor who aligns people strategy with business priorities across APGFCU’s multi-site, decentralized operating environment. The HRBP coaches and consults leaders, turns workforce and organizational data into practical recommendations, and delivers integrated HR solutions across employee relations, performance and talent management, workforce planning, organizational development, change management, compensation, benefits, and employee experience. Success requires business acumen, ethical judgment, credible influence, analytical aptitude, trusting relationships, and consistent application of HR practices across locations. The role partners with leaders to understand business priorities and workforce needs; advises on organizational design, workforce planning, talent strategy, succession, retention, and team effectiveness; coaches leaders on performance and employee matters; and leads employee relations reviews and investigations. It supports talent and performance processes, analyzes workforce and rewards data, advises on compensation and benefits matters, and maintains accurate HR documentation and reporting. The HRBP also leads or supports HR and cross-functional projects, guides organizational change, improves processes, and travels to APGFCU locations to support leaders and employees. This is a hybrid role with regular travel to APGFCU locations required. Compensation is $81,400 to $138,400 annually, with offers based on experience and education. APGFCU is a member-owned, not-for-profit credit union serving Harford County, Cecil County, Baltimore County, and Baltimore City.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
SHRM Senior Certified Professional (SHRM-SCP®) certification, maintained in good standing.
At least seven years of progressive Human Resources experience, including at least three years in an HR Business Partner, senior HR generalist, or comparable strategic advisory role.
Hands-on experience coaching leaders and providing consultative HR support on employee relations, performance management, workforce planning, organizational effectiveness, and talent decisions.
Experience supporting a multi-site and/or decentralized business, building relationships and applying consistent practices while responding to distinct operating needs across locations.
Project management experience, including independently leading departmental projects from planning through implementation, managing timelines and deliverables, coordinating stakeholders, mitigating risks, and completing work successfully.
Experience leading complex employee relations matters and workplace investigations.
Experience using workforce data and business information to develop recommendations and influence decisions.
Experience supporting organizational change, cross-functional projects, and process improvement.
Advanced knowledge of employee relations, performance management, organizational development, talent management, workforce planning, total rewards, and applicable federal, state, and local employment requirements.
Exceptional coaching, consultation, facilitation, negotiation, conflict management, and influencing skills.
Strong business acumen and ability to connect people decisions to operational, financial, member, risk, and strategic outcomes.
Strong analytical aptitude, including data gathering, critical evaluation, evidence-based decision-making, and clear presentation of insights.
High ethical standards, discretion, sound judgment, and ability to manage sensitive and confidential matters.
Excellent listening, written, verbal, and presentation skills, with ability to tailor messages to executives, leaders, employees, and external partners.
Ability to prioritize independently, manage multiple complex matters, travel among APGFCU locations, and remain effective in a changing environment.
Strong project management and execution skills, including organizing complex work, setting priorities and milestones, managing competing demands, engaging stakeholders, and driving initiatives through completion.
Proficiency with HRIS platforms, Microsoft 365 applications, and workforce reporting and presentation tools.

Nice To Haves

Master’s degree.
Experience in a regulated environment, financial services, credit unions, or a similarly complex organization.
Experience with compensation, benefits, talent reviews, succession planning, leadership development, and third-party vendor partnerships.
Experience with Workday or a comparable enterprise HRIS and workforce reporting platform.

Responsibilities

Partner with leaders across business units and locations to align people plans with organizational goals and address operational priorities, risks, workforce needs, and employee experience opportunities.
Advise on organizational design, workforce planning, talent strategy, succession, retention, role clarity, and team effectiveness.
Use business, financial, operational, and workforce information to evaluate challenges and recommend practical HR solutions.
Build trusting relationships and influence decisions through clear communication, active listening, integrity, and an employee-centric mindset.
Coach leaders on performance, accountability, development, engagement, conflict management, corrective action, and employment-related decisions.
Lead objective and timely employee relations reviews and workplace investigations, facilitate resolutions, and ensure fair, consistent, well-documented outcomes.
Interpret and apply employment laws, regulations, policies, and ethical standards; identify relevant risks and escalate material concerns appropriately.
Facilitate talent reviews, succession planning, performance calibration, development planning, and leadership capability initiatives.
Partner with leaders to assess organizational capability, identify skill gaps, strengthen talent pipelines, and develop retention strategies.
Integrate APGFCU competencies into coaching, performance management, talent decisions, and development plans.
Promote collaboration, psychological safety, accountability, and high performance across decentralized teams.
Analyze workforce trends, turnover, engagement, staffing, compensation, and talent data and provide actionable recommendations.
Advise leaders on compensation recommendations, promotions, market considerations, and workforce investments in partnership with HR subject matter experts.
Support employee benefit administration and communication, including inquiries, changes, leave coordination, vendor partnership, and compliance activities as assigned.
Maintain accurate documentation and use HRIS, reporting, and productivity tools to support data integrity and informed decisions.
Lead or support enterprise and HR initiatives from discovery through implementation, adoption, and measurement.
Lead departmental and cross-functional projects, including defining scope, setting plans and milestones, coordinating stakeholders, managing risks and dependencies, monitoring progress, and delivering intended outcomes on time.
Assess stakeholder impact, readiness, resistance, and communication needs; coach leaders through organizational and technology-enabled change.
Improve processes and consistency across locations and contribute to a unified experience for members and employees.
Travel to APGFCU locations to build relationships, understand local operating needs, and support leaders and employees.