HR Business Partner

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 escalate 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, respectfully, and transparently; listens to understand and creates alignment. 

• Trusting Relationships: Builds authentic, respectful, and supportive relationships that strengthen teamwork and psychological safety. 

• Employee-Centric Mindset: Considers the employee and leader experience when designing solutions, applying practices, and delivering service. 

Key Roles of an HRBP 

• Strategic Partner: Co-creates business value by linking people decisions, including restructuring, retention, and performance strategy, directly to financial and operational targets. 

• Credible Coach: Advises and consults line managers on leadership practices, team effectiveness, and organizational culture. 

• Change Agent & Relations Manager: Drives organizational design, manages workforce transitions, and oversees employee relations and conflict resolution. 

Essential Competencies (SHRM Framework) 

• Business Acumen: Understands how the organization generates revenue and margins and quantifies the cost and business impact of people-related decisions. 

• Consultation & Influence: Diagnoses underlying business problems and guides senior leaders without direct line authority. 

• Data-Driven Analytics: Uses metrics, key performance indicators, and workforce intelligence to anticipate future talent requirements and inform decisions. 

What Success Looks Like 

• Delivers accurate, timely, practical guidance that leaders and employees trust. 

• Builds credible partnerships across locations and strengthens leader capability through coaching and consultation. 

• Uses sound judgment, data, and business context to improve workforce, talent, and employee experience outcomes. 

• Applies policies and employment practices consistently while responding appropriately to business-unit needs. 

• Takes ownership, follows through, identifies better ways to work, and contributes to team and organizational success. 

• Demonstrates APGFCU values, core competencies, and SHRM-aligned professional standards. 

Compensation information: $81,400 to $138,400 annually

Offers are based on experience and education.

This is a hybrid role with regular travel to APGFCU locations required.

APGFCU provides comprehensive benefits such as medical and dental (shared expense), vision, 401(k), life and disability insurance, flexible spending account, employee assistance program, referral program, educational assistance, holidays, annual leave and sick leave.

Equal Opportunity Employer 

APGFCU is proud to be an Equal Opportunity and Affirmative Action employer. We are committed to creating a workplace where everyone feels welcome and supported. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, or any other protected status under applicable federal, state, or local law. If an accommodation is needed during the hiring process, please email [email protected]. 

Employment with APGFCU is at-will, meaning that either the employee or APGFCU may terminate the employment relationship at any time, with or without cause or notice. 

APGFCU participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. You can view the details by clicking here or returning to the careers homepage.

APGFCU participa en E-Verify y proporcionará al gobierno federal la información de su Formulario I-9 para confirmar que usted está autorizado para trabajar en los EE.UU.. Puede ver los detalles haciendo clic aquí o regresando a la página de inicio de carreras profesionales.