HR Business Partner

APGFCU•Edgewood, MD

20d•$81,400 - $138,400•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, translates workforce and organizational data into practical recommendations, and delivers integrated solutions across employee relations, performance and talent management, workforce planning, organizational development, change management, compensation, benefits, and employee experience. The role requires strong business acumen, sound and ethical judgment, credible influence, analytical aptitude, and the ability to build trusting relationships while applying HR practices consistently across locations. Success requires APGFCU’s core competencies and demonstrated capability as a Strategic Partner, Credible Coach, and Change Agent & Relations Manager. This is a hybrid role with regular travel to APGFCU locations required. The role provides strategic partnership and consultation to leaders across business units and locations, supports employee relations and workplace investigations, strengthens talent and organizational effectiveness, applies workforce analytics and HR expertise, and leads or supports change initiatives and continuous improvement.

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.
Minimum 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 delivering 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, identifying and mitigating risks, and driving work to completion.
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 understand operational priorities, risks, workforce needs, and employee experience opportunities, and align people plans with organizational goals.
Provide evidence-based consultation on organizational design, workforce planning, talent strategy, succession, retention, role clarity, and team effectiveness.
Use business, financial, operational, and workforce information to evaluate challenges, frame options, and recommend practical HR solutions.
Build trusting relationships and influence decisions through clear communication, active listening, professional 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 resolution and ensure fair, consistent, well-documented outcomes.
Interpret and apply employment laws, regulations, policies, and ethical standards; identify risks and appropriately escalate material concerns.
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 create development and retention strategies.
Integrate APGFCU competencies into coaching, performance management, talent decisions, and development plans; promote collaboration, psychological safety, accountability, and high performance.
Analyze workforce trends, turnover, engagement, staffing, compensation, and talent data, and translate findings into 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, informed decisions, and service excellence.
Lead or support enterprise and HR initiatives from discovery through implementation, adoption, and measurement.
Lead departmental and cross-functional HR projects, including defining scope, establishing plans and milestones, coordinating stakeholders, managing risks and dependencies, monitoring progress, and ensuring timely delivery.
Assess stakeholder impact, readiness, resistance, and communication needs; coach leaders through organizational and technology-enabled change.
Use agility, learning, innovation, and project discipline to simplify processes, improve consistency, and strengthen employee and leader experience across locations.
Partner cross-functionally and contribute to a unified, value-driven experience for members and employees.
Consult with business leaders on workforce capacity, organizational structure, and sensitive employee matters; coach managers; review and present workforce recommendations; facilitate talent and change discussions; coordinate with HR colleagues and external partners; and travel to APGFCU locations to support leaders and employees.