Human Resources Business Partner

Get AI-powered advice on this job and more exclusive features.

This range is provided by Quest Global. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

Direct message the job poster from Quest Global.

$75,000.00/yr - $90,000.00/yr

Job Requirements

POSITION:
Human Resources Business Partner - NA

Quest Global delivers world-class end-to-end engineering solutions by leveraging our deep industry knowledge and digital expertise. By bringing together technologies and industries, alongside the contributions of diverse individuals and their areas of expertise, we are able to solve problems better, faster. This multi-dimensional approach enables us to solve the most critical and large-scale challenges across the aerospace & defense, automotive, energy, hi-tech, healthcare, medical devices, rail and semiconductor industries.

We are looking for humble geniuses, who believe that engineering has the potential to make the impossible possible; innovators, who are not only inspired by technology and innovation, but also perpetually driven to design, develop, and test as a trusted partner for Fortune 500 customers. As a team of remarkably diverse engineers, we recognize that what we are really engineering is a brighter future for us all.

If you want to contribute to meaningful work and be part of an organization that truly believes when you win, we all win, and when you fail, we all learn, then we’re eager to hear from you. The achievers and courageous challenge-crushers we seek, have the following characteristics and skills.

• Talent Strategy:
  Design and implement initiatives to drive revenue growth and profitability by strategically managing talent and aligning HR initiatives with business objectives.
• Manager
  
  Coaching:
  
  Coach managers to build a high-performance culture, develop high-potential talent, implement engagement strategies, and handle conflicts.
• Change Management:
  Lead transformation projects and change management initiatives to ensure seamless transitions and minimize disruption.
• Culture Institutionalization:
  Guide VBU managers in addressing challenges by developing and executing strategies to reinforce values and behaviors.
• Employee Engagement:
  Analyze data to identify trends, diagnose problems, and implement proactive solutions to enhance employee engagement.
• Employee Development:
  Identify training and development needs across the business unit and coordinate with the Learning & Development team to organize relevant programs.
• HR Metrics:
  Periodically review critical HR metrics and implement strategies to promote business growth.
• Process Facilitation:
  Collaborate with HR CoEs and other functions to design and implement effective processes within the VBU.
• Develop the Team:
  Train, mentor and guide team members, promoting capability development and collaboration.
• Business acumen: HRBP with strong business acumen demonstrates good knowledge of business landscape, industry trends, financial drivers, organizational processes and uses these insights to influence and drive people‑related decisions.
• Data Judgment: HRBP with strong data judgment skills effectively analyze & interpret data and showcases sophisticated data storytelling to strategically navigate informed, evidence‑based decisions that drive business outcomes.
• Strategic Consulting: HRBP with strategic consulting skills develop and execute solutions to business challenges, coach leaders about talent implications, challenge business leaders’ assumptions and influence strategic business decisions.
• Talent Management: HRBP owns talent management strategy of the VBU and provides strategic inputs to ensure equity and inclusion, address attrition in a competitive labor market, help managers evaluate performance without bias, and monitor employee sentiment and wellness.
• Relationship Management: HRBP builds relationships and coordinates effectively among a wide range of stakeholders and collaborators throughout the organization, and leads synergies in work and business goals.
• Agility: HRBP can respond to shifts in the…