{"id":3111083,"url":"https://alion.io/job/apgfcu-hr-business-partner","title":"HR Business Partner","company":{"id":2252172,"name":"APGFCU","domain":"apgfcu.com","url":"https://alion.io/company/apgfcu","size_band":"201-500","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"B","score":75,"open_postings":3,"ghost_share":0,"stale_share":1,"repost_share":0,"time_to_fill_p50_days":null,"computed_at":"2026-10-29T05:49:05Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"hybrid","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"explicit","locations":["Edgewood, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":81400,"max":138400,"currency":"USD","period":"year","gross":null,"usd_annual":138400},"salary_estimate":null,"experience_years_min":7,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-10-22T20:42:48Z","employer_posted_date":"2026-10-22","last_verified_at":"2026-10-29T20:28:07Z","board_verified":true,"closed_at":null,"days_open":7,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":7},"description":"Where Banking Feels Like Belonging\nAt 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.\nWho we are:\nAs 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.\nWe 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.\nLet’s build something meaningful together.\nRole Summary:\nThe 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.\nKey Responsibilities:\nStrategic Business Partnership & Consultation (25%)\nPartner with leaders across business units and locations to understand operational priorities, risks, workforce needs, and employee experience opportunities; align people plans with organizational goals. \nProvide proactive, evidence-based consultation on organizational design, workforce planning, talent strategy, succession, retention, role clarity, and team effectiveness. \nUse business acumen and financial, operational, and workforce information to evaluate challenges, frame options, and recommend practical HR solutions. \nBuild trusting relationships and influence decisions through clear communication, active listening, professional integrity, and an employee-centric mindset. \nLeader Coaching, Employee Relations & Risk Management (25%)\nCoach leaders at all levels on performance, accountability, development, engagement, conflict management, corrective action, and employment-related decisions. \nLead objective and timely employee relations reviews and workplace investigations; facilitate resolution and ensure fair, consistent, and well-documented outcomes. \nInterpret and apply employment laws, regulations, policies, and ethical standards; identify legal, compliance, employee experience, and reputational risks and escalate material concerns appropriately. \nApply emotional intelligence, inclusive judgment, and strong consultation skills when navigating sensitive or complex issues. \nTalent, Performance & Organizational Effectiveness (20%)\nFacilitate talent reviews, succession planning, performance calibration, development planning, and leadership capability initiatives. \nPartner with leaders to assess organizational capability, identify skill gaps, strengthen pipelines, and create development and retention strategies. \nIntegrate APGFCU competencies into coaching, performance management, talent decisions, and development plans. \nPromote collaboration, psychological safety, accountability, and high performance across decentralized teams. \nWorkforce Analytics, Total Rewards & HR Expertise (15%)\nAnalyze workforce trends, turnover, engagement, staffing, compensation, and talent data; translate findings into concise, actionable recommendations. \nAdvise leaders on compensation recommendations, promotions, market considerations, and workforce investments in partnership with HR subject matter experts. \nSupport employee benefit administration and communication, including employee inquiries, changes, leave coordination, vendor partnership, and compliance activities as assigned. \nMaintain accurate documentation and use HRIS, reporting, and productivity tools to support data integrity, informed decisions, and service excellence. \nChange Leadership, Projects & Continuous Improvement (15%)\nLead or support enterprise and HR initiatives from discovery through implementation, adoption, and measurement. \nLead 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. \nAssess stakeholder impact, readiness, resistance, and communication needs; coach leaders through organizational and technology-enabled change. \nUse agility, learning, innovation, and project discipline to simplify processes, improve consistency, and strengthen the employee and leader experience across locations. \nPartner cross-functionally and contribute to a unified, value-driven experience for members and employees. \nA Typical Day in the Role:\nConsult with a business leader about workforce capacity, organizational structure, or a sensitive employee matter. \nCoach a manager through performance expectations, development planning, conflict, or corrective action. \nReview workforce, turnover, engagement, compensation, or talent data and prepare a recommendation for leadership. \nFacilitate a talent review, succession discussion, team effectiveness session, or change-readiness conversation. \nCoordinate with HR colleagues and external partners to resolve a benefit, leave, compliance, or employee experience issue. \nTravel to an APGFCU location to build relationships, understand local operational needs, and support leaders and employees. \nQualifications:\nEducation & Required Certification\nBachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; master’s degree preferred. \nSHRM Senior Certified Professional (SHRM-SCP®) certification required and must be maintained in good standing. \nRequired Experience\nMinimum 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. \nDemonstrated, hands-on experience coaching leaders and providing consultative HR support on employee relations, performance management, workforce planning, organizational effectiveness, and talent decisions. \nDemonstrated 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. \nDemonstrated 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. \nExperience leading complex employee relations matters and workplace investigations. \nExperience using workforce data and business information to develop recommendations and influence decisions. \nExperience supporting organizational change, cross-functional projects, and process improvement. \nPreferred Experience\nExperience in a regulated environment, financial services, credit unions, or a similarly complex organization. \nExperience with compensation, benefits, talent reviews, succession planning, leadership development, and third-party vendor partnerships. \nExperience with Workday or a comparable enterprise HRIS and workforce reporting platform. \nKnowledge, Skills & Abilities:\nAdvanced knowledge of employee relations, performance management, organizational development, talent management, workforce planning, total rewards, and applicable federal, state, and local employment requirements. \nExceptional coaching, consultation, facilitation, negotiation, conflict management, and influencing skills. \nStrong business acumen and ability to connect people decisions to operational, financial, member, risk, and strategic outcomes. \nStrong analytical aptitude, including data gathering, critical evaluation, evidence-based decision-making, and clear presentation of insights. \nHigh ethical standards, discretion, sound judgment, and the ability to manage sensitive and confidential matters. \nExcellent listening, written, verbal, and presentation skills; able to tailor messages to executives, leaders, employees, and external partners. \nAbility to prioritize independently, manage multiple complex matters, travel among APGFCU locations, and remain effective in a changing environment. \nStrong 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. \nProficiency with HRIS platforms, Microsoft 365 applications, and workforce reporting and presentation tools. \nHow You Show Up: APGFCU Core Competencies\nAgility, Learning & Innovation: Responds effectively to change, learns quickly, and improves behaviors, systems, or workflows to support organizational progress. \nCollaboration & Teaming: Works inclusively across departments and locations to achieve shared goals and create unified member and employee experiences. \nEmotional Intelligence: Uses self-awareness, empathy, and balanced judgment to navigate complex interactions, coach effectively, and strengthen resilience. \nListening & Communication: Communicates clearly, respectfully, and transparently; listens to understand and creates alignment. \nTrusting Relationships: Builds authentic, respectful, and supportive relationships that strengthen teamwork and psychological safety. \nEmployee-Centric Mindset: Considers the employee and leader experience when designing solutions, applying practices, and delivering service. \nKey Roles of an HRBP\nStrategic Partner: Co-creates business value by linking people decisions, including restructuring, retention, and performance strategy, directly to financial and operational targets. \nCredible Coach: Advises and consults line managers on leadership practices, team effectiveness, and organizational culture. \nChange Agent & Relations Manager: Drives organizational design, manages workforce transitions, and oversees employee relations and conflict resolution. \nEssential Competencies (SHRM Framework)\nBusiness Acumen: Understands how the organization generates revenue and margins and quantifies the cost and business impact of people-related decisions. \nConsultation & Influence: Diagnoses underlying business problems and guides senior leaders without direct line authority. \nData-Driven Analytics: Uses metrics, key performance indicators, and workforce intelligence to anticipate future talent requirements and inform decisions. \nWhat Success Looks Like\nDelivers accurate, timely, practical guidance that leaders and employees trust. \nBuilds credible partnerships across locations and strengthens leader capability through coaching and consultation. \nUses sound judgment, data, and business context to improve workforce, talent, and employee experience outcomes. \nApplies policies and employment practices consistently while responding appropriately to business-unit needs. \nTakes ownership, follows through, identifies better ways to work, and contri...","description_format":"text","description_chars":13711,"description_truncated":true,"requirements":{"experience_years_min":7,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"bachelor","optional":false},"security_clearance":false,"languages":[]},"benefits":["Annual leave"],"hiring_locations":[{"name":"United States","iso":"US","kind":"country"}],"hiring_excludes":[],"relocation_offered":false,"industries":["Credit Unions & Cooperative Banks"],"lifecycle":[{"event":"open","at":"2026-10-22T20:42:48Z"}],"visa":[],"liveness":{"score":86,"band":"hot","label":"Hiring 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