HR Business Partner

APG Federal Credit Union; Edgewood (MD); On-site; USD 90,000 - 140,000; Full time

Job summary

APG Federal Credit Union is seeking a senior HR Business Partner to align people strategy with business priorities across multiple locations. You will coach leaders, drive workforce planning, and lead talent development initiatives while ensuring compliant, ethical HR practices.

The role requires 7+ years of HR experience including advisory work, strong data analytics, and expertise with HRIS systems. A SHRM-SCP certification is highly preferred.

Qualifications

• Bachelor’s degree required; Master’s preferred.
• SHRM-SCP certification required and must be maintained.
• 7+ years of progressive HR experience including at least 3 years in an HRBP or senior advisory role.
• Experience coaching leaders and providing consultative HR support.
• Experience supporting multi-site/decentralized business and cross-functional projects.

Responsibilities

• Partner with leaders across locations to align people plans with business goals.
• Coach leaders on performance, development, engagement, and employment decisions.
• Lead talent reviews, succession planning, and leadership development initiatives.
• Analyze workforce data and translate insights into practical recommendations.
• Lead HR projects from planning through implementation and measurement.

Skills

Coaching leaders

Employee relations

Workforce planning

Organizational development

HR strategy

Cross-functional collaboration

Data-driven decision making

Education

Bachelor’s degree in HR or related field

Master’s degree preferred

SHRM-SCP certification

Tools

Workday

HRIS

Microsoft 365 tools

Job description

Where Banking Feels Like Belonging

At APGFCU, our values are at the heart of everything we do, empowering us as leaders in the credit union movement. We prioritize purpose and connection in how we serve our members, co-workers and communities - helping to navigate life's little and big moments.

Where Banking Feels Like Belonging

At APGFCU, our values are at the heart of everything we do, empowering us as leaders in the credit union movement. We prioritize purpose and connection in how we serve our members, co-workers and communities - helping to navigate life's little and big moments.

Who We Are

As a member-owned, not-for-profit credit union, APG Federal Credit Union (APGFCU®) empowers our members with financial products and services to support them at every stage of their financial lives, helping them become money smart and financially independent. We proudly serve Harford County, Cecil County, Baltimore County, and Baltimore City.

We believe banking should feel personal, supportive, and human. Here, you’re not just filling a role — you’re making a difference in your community. Our team lifts each other up and our leaders invest in your growth. We celebrate wins, recognize and value contributions, and support each other through challenges. We strive for meaningful connections across our teams, because that’s what belonging is all about.

Let’s build something meaningful together.

Role Summary

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.

Key Responsibilities

Strategic Business Partnership & Consultation (25%)

• Partner with leaders across business units and locations to understand operational priorities, risks, workforce needs, and employee experience opportunities; align people plans with organizational goals.
• Provide proactive, evidence-based consultation on organizational design, workforce planning, talent strategy, succession, retention, role clarity, and team effectiveness.
• Use business acumen and 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.

Leader Coaching, Employee Relations & Risk Management (25%)

• Coach leaders at all levels 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, and well-documented outcomes.
• Interpret and apply employment laws, regulations, policies, and ethical standards; identify legal, compliance, employee experience, and reputational risks and elevate material concerns appropriately.
• Apply emotional intelligence, inclusive judgment, and strong consultation skills when navigating sensitive or complex issues.

Talent, Performance & Organizational Effectiveness (20%)

• Facilitate talent reviews, succession planning, performance calibration, development planning, and leadership capability initiatives.
• Partner with leaders to assess organizational capability, identify skill gaps, strengthen 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 across decentralized teams.

Workforce Analytics, Total Rewards & HR Expertise (15%)

• Analyze workforce trends, turnover, engagement, staffing, compensation, and talent data; translate findings into concise, 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 employee 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.

Change Leadership, Projects & Continuous Improvement (15%)

• Lead or support enterprise and HR initiatives from discovery through implementation, adoption, and measurement.
• Lead departmental and cross-functional HR projects from planning through implementation, including defining scope, establishing project plans and milestones, coordinating stakeholders, managing risks and dependencies, monitoring progress, and ensuring timely delivery of intended outcomes.
• 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 the employee and leader experience across locations.
• Partner cross-functionally and contribute to a unified, value-driven experience for members and employees.

A Typical Day In The Role

• Consult with a business leader about workforce capacity, organizational structure, or a sensitive employee matter.
• Coach a manager through performance expectations, development planning, conflict, or corrective action.
• Review workforce, turnover, engagement, compensation, or talent data and prepare a recommendation for leadership.
• Facilitate a talent review, succession discussion, team effectiveness session, or change-readiness conversation.
• Coordinate with HR colleagues and external partners to resolve a benefit, leave, compliance, or employee experience issue.
• Travel to an APGFCU location to build relationships, understand local operational needs, and support leaders and employees.

Qualifications

Education & Required Certification

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; master’s degree preferred.
• SHRM Senior Certified Professional (SHRM-SCP®) certification required and must be maintained in good standing.

Required Experience

• Minimum seven (7) years of progressive Human Resources experience, including at least three (3) years in an HR Business Partner, senior HR generalist, or comparable strategic advisory role.
• Demonstrated, hands‑on experience coaching leaders and providing consultative HR support on employee relations, performance management, workforce planning, organizational effectiveness, and talent decisions.
• Demonstrated experience supporting a multi‑site and/or decentralized business, with the ability to build relationships, deliver consistent practices, and respond to distinct operating needs across locations.
• Demonstrated project management experience, including the ability to independently lead departmental projects from planning through implementation, manage timelines and deliverables, coordinate stakeholders, identify and mitigate risks, and drive work to successful 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.

Preferred Experience

• 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.

Knowledge, Skills & Abilities

• 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 the ability to manage sensitive and confidential matters.
• Excellent listening, written, verbal, and presentation skills; able 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, with the ability to organize complex work, establish priorities and milestones, manage competing demands, engage stakeholders, and drive initiatives through completion.
• Proficiency with HRIS platforms, Microsoft 365 applications, and workforce reporting and presentation tools.

How You Show Up: APGFCU Core Competencies

• Agility, Learning & Innovation: Responds effectively to change, learns quickly, and improves behaviors, systems, or workflows to support organizational progress.
• Collaboration & Teaming: Works inclusively across departments and locations to achieve shared goals and create unified member and employee experiences.
• Emotional Intelligence: Uses self‑awareness, empathy, and balanced judgment to navigate complex interactions, coach effectively, and strengthen resilience.
• Listening & Communication: Communicates clearly