Human Resources Business Partner

SECU; Linthicum (MD); Remote; USD 90,000 - 130,000; Full time

Job summary

SECU is seeking a Human Resources Business Partner to act as a strategic partner for assigned departments. The role advises leaders on people priorities, employee relations, performance and talent management, change support, compliance, and day‑to‑day HR operations, with a largely remote work model.

You will partner with leaders to understand needs, coach on people matters, investigate concerns, support talent reviews and succession planning, and ensure consistent HR practices.

Qualifications

• Bachelor’s degree in HR or related field required.
• PHR or SHRM-CP certification required.
• At least 7 years of HR experience.

Responsibilities

• Advise leaders on people priorities across employee relations, performance, and talent management.
• Provide tools and guidance to managers for handling employee issues.
• Conduct timely investigations into complaints and workplace issues.
• Support succession planning, performance reviews, and development activities.
• Coordinate with Legal, Compliance, and HR partners on escalation when needed.
• Analyze turnover and engagement to identify trends and actionable insights.

Skills

Employee relations

Performance management

Change management

Policy interpretation

Coaching leaders

HR operations

People analytics

Education

Bachelor’s degree in HR or related field

Tools

ADP software

HRIS

Job description

SECU is seeking a Human Resources Business Partner to support assigned departments as a strategic partner. This role advises leaders on people-related priorities across employee relations, performance and talent management, change support, compliance, and day-to-day HR operations, with a largely remote work model.

Role Responsibilities

• Partner with leaders across assigned business areas to understand operational needs, workforce priorities, and employee concerns.
• Advise and coach leaders on people matters such as employee communication, performance expectations, HR documentation, conflict resolution, policy interpretation, and consistent decision-making.
• Provide practical tools, talking points, and guidance to support effective management of employees and teams.
• Identify workforce trends and recurring concerns, recommend practical actions, and recommend ???\"
• Support managers and employees with workplace concerns, conflict resolution, and consistent application of HR policies.
• Conduct timely and objective investigations into employee complaints, policy concerns, and workplace issues within the defined scope.
• Partner with leaders on performance and behavioral concerns, including coaching, documentation, performance improvement, and corrective action when appropriate.
• Assess consistency and risk, coordinate with HR leadership, Legal, Compliance, or other partners when escalation is appropriate, and maintain appropriate documentation and confidentiality.
• Review employee relations themes to identify opportunities for manager education, process improvement, and proactive support.
• Assess current and future workforce needs, identify potential staffing gaps, and recommend strategies aligned to business objectives.
• Support talent reviews, succession planning, performance management, skills assessments, and employee development activities.
• Help leaders identify retention opportunities and appropriate development actions for employees.
• Review turnover, engagement, workforce, and other available HR data to identify trends and provide practical observations and recommendations.
• Support initiatives that strengthen employee engagement, inclusion, and the overall employee experience, connecting leaders and employees with relevant development resources.
• Partner with leaders to support organizational changes such as restructuring, departmental transitions, and changes in reporting relationships, including guidance on employee impact and policy implications.
• Support change management strategies designed to promote engagement and minimize disruption, and identify employee relations risks tied to organizational changes.
• Collaborate with Talent Acquisition and business leaders to clarify role requirements, workforce needs, and hiring priorities.
• Support leaders with accurate job descriptions and role expectations, and participate in recruiting intake discussions to support internal mobility and career development conversations.
• Provide business context to Talent Acquisition and other HR partners throughout the hiring process.
• Apply HR policies and practices consistently while considering employee, operational, compliance, and organizational risk.
• Coordinate required HR and employment-related compliance activities as needed with designated subject matter experts.
• Manage the end-to-end NMLS/SAFE Act process, including registration, renewals, ongoing monitoring, recordkeeping, and regulatory compliance activities.
• Independently conduct NMLS audits and reconciliations, address discrepancies, and coordinate with HR support staff, Compliance, Internal Audit, and business partners as needed.
• Serve as a resource for employees and leaders by connecting them with appropriate benefits resources and supporting benefits, wellness, and other employee program communication and education.
• Develop presentation materials and facilitate the HRBP portion of monthly new employee orientation, answering questions about HR programs, policies, and resources.
• Coordinate with Benefits and other specialists when employee issues require additional review, expertise, or escalation, reinforcing timely and consistent communication.
• Use HR systems and workforce data to support reporting and informed decision-making, including review of employee and organizational data accuracy and coordination of corrections with HR Operations, HRIS, Payroll, or other owners.
• Provide routine workforce information and insights to leaders, including turnover, headcount, and employee trend information.
• Support employee and manager navigation of HR systems and processes and direct technical or administrative issues to the appropriate resource.
• Participate in HR process improvements, system testing, and process documentation while maintaining accurate records and confidentiality.
• Collaborate with HR leadership and compensation partners on job evaluations, compensation reviews, promotions, offers, salary adjustments, and incentive processes, providing business and role context to support market analysis, internal equity, and consistent application of compensation guidelines.
• Advise on compensation philosophy and processes to support consistent and equitable pay decisions, including support for accurate job classifications and pay-related documentation tied to approved changes.

Required Qualifications

• Bachelor’s degree in Human Resources or a related field (required).
• PHR or SHRM-CP certification (required).
• Minimum 7 years of experience in Human Resources capacity, or an equivalent combination of education and experience.
• Ability to remain in a stationary position for prolonged periods, often standing or sitting.
• Ability to lift up to 25 pounds.

Preferred Qualifications

• Master’s degree.
• SPHR or SHRM-SCP certification.
• 5+ years of experience working with Human Resources Information Systems and ADP software products (highly desired).
• 3+ years of experience providing strategic human resource generalist support.

Technologies