Quest Global
HR Business Partner, North America – Quest Global
Overview The VBU HR Business Partner collaborates with VBU leaders to drive talent strategy and achieve business goals. The role is a strategic advisor to managers on people’s matters, optimizing organizational objectives and driving HR strategies that support business objectives. The position integrates strategic HR management with operational excellence and legal compliance, playing a pivotal role in achieving business success through effective people management.
Key Responsibilities
Design and implement talent strategy initiatives to drive revenue growth and profitability by aligning HR initiatives with business objectives.
Coach managers to build a high-performance culture, develop high-potential talent, implement engagement strategies, and handle conflicts.
Lead transformation projects and change management initiatives to ensure seamless transitions and minimize disruption.
Guide VBU managers in addressing challenges by developing and executing strategies that reinforce values and behaviors.
Analyze data to identify trends, diagnose problems, and implement proactive solutions to enhance employee engagement.
Identify training and development needs across the business unit and coordinate with the Learning & Development team to organize relevant programs.
Periodically review critical HR metrics and implement strategies to promote business growth.
Collaborate with HR CoEs and other functions to design and implement effective processes within the VBU.
Train, mentor and guide team members, promoting capability development and collaboration.
Use business acumen to influence and drive people-related decisions.
Analyze and interpret data, showcasing sophisticated data storytelling to support evidence-based decisions.
Develop and execute solutions to business challenges, coach leaders about talent implications, and influence strategic business decisions.
Own talent management strategy for the VBU, ensuring equity and inclusion, addressing attrition, and monitoring employee sentiment and wellness.
Build relationships and coordinate effectively across a wide range of stakeholders to align HR initiatives with business goals.
Adapt rapidly to shifts in the business environment, demonstrating agility in decision making.
Qualifications
Strategic consulting skills, with a focus on talent management, equity and inclusion, and performance without bias.
Strong data judgement skills and ability to narrate data insights strategically.
Expertise in change management, coaching, and mentoring across all organizational levels.
Financial acumen with understanding of how HR strategies impact the bottom line.
Excellent communication and interpersonal skills for building relationships across all levels.
Project management skills to lead complex HR initiatives.
Knowledge of global HR practices, cultural sensitivities, and legal requirements.
Familiarity with employment laws and regulations to ensure compliance.
Experience
Strategic thinking: Ability to align HR strategies with business goals and provide insights that drive organizational performance.
Leadership and influence: Strong leadership capabilities to influence leaders and stakeholders, promoting HR as a strategic business partner.
Change management: Expertise in managing organizational change and guiding employees through transitions.
Data analytics and decision making: Proficiency in analyzing HR data, generating insights, and making data-driven decisions.
Talent management and development: Expertise in developing and implementing talent strategies, including succession planning and high‑performance culture initiatives.
Coaching and mentoring: Skilled in coaching and mentoring senior leaders and managers to improve team performance.
Financial acumen: Understanding of financial metrics and how HR strategies impact the organization’s bottom line.
Communication and interpersonal skills: Exceptional communication for building relationships across all levels.
Project management: Strong organizational and project management skills to lead complex initiatives.
Global perspective: Knowledge of global HR practices and ability to work across multiple regions.
Legal and compliance knowledge: Familiarity with employment laws and regulations.
Education & Qualifications Master’s or MBA in HR or related stream (required). Professional HR certifications (preferred).
Seniority Level Mid-Senior level
Employment Type Full‑time
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Overview The VBU HR Business Partner collaborates with VBU leaders to drive talent strategy and achieve business goals. The role is a strategic advisor to managers on people’s matters, optimizing organizational objectives and driving HR strategies that support business objectives. The position integrates strategic HR management with operational excellence and legal compliance, playing a pivotal role in achieving business success through effective people management.
Key Responsibilities
Design and implement talent strategy initiatives to drive revenue growth and profitability by aligning HR initiatives with business objectives.
Coach managers to build a high-performance culture, develop high-potential talent, implement engagement strategies, and handle conflicts.
Lead transformation projects and change management initiatives to ensure seamless transitions and minimize disruption.
Guide VBU managers in addressing challenges by developing and executing strategies that reinforce values and behaviors.
Analyze data to identify trends, diagnose problems, and implement proactive solutions to enhance employee engagement.
Identify training and development needs across the business unit and coordinate with the Learning & Development team to organize relevant programs.
Periodically review critical HR metrics and implement strategies to promote business growth.
Collaborate with HR CoEs and other functions to design and implement effective processes within the VBU.
Train, mentor and guide team members, promoting capability development and collaboration.
Use business acumen to influence and drive people-related decisions.
Analyze and interpret data, showcasing sophisticated data storytelling to support evidence-based decisions.
Develop and execute solutions to business challenges, coach leaders about talent implications, and influence strategic business decisions.
Own talent management strategy for the VBU, ensuring equity and inclusion, addressing attrition, and monitoring employee sentiment and wellness.
Build relationships and coordinate effectively across a wide range of stakeholders to align HR initiatives with business goals.
Adapt rapidly to shifts in the business environment, demonstrating agility in decision making.
Qualifications
Strategic consulting skills, with a focus on talent management, equity and inclusion, and performance without bias.
Strong data judgement skills and ability to narrate data insights strategically.
Expertise in change management, coaching, and mentoring across all organizational levels.
Financial acumen with understanding of how HR strategies impact the bottom line.
Excellent communication and interpersonal skills for building relationships across all levels.
Project management skills to lead complex HR initiatives.
Knowledge of global HR practices, cultural sensitivities, and legal requirements.
Familiarity with employment laws and regulations to ensure compliance.
Experience
Strategic thinking: Ability to align HR strategies with business goals and provide insights that drive organizational performance.
Leadership and influence: Strong leadership capabilities to influence leaders and stakeholders, promoting HR as a strategic business partner.
Change management: Expertise in managing organizational change and guiding employees through transitions.
Data analytics and decision making: Proficiency in analyzing HR data, generating insights, and making data-driven decisions.
Talent management and development: Expertise in developing and implementing talent strategies, including succession planning and high‑performance culture initiatives.
Coaching and mentoring: Skilled in coaching and mentoring senior leaders and managers to improve team performance.
Financial acumen: Understanding of financial metrics and how HR strategies impact the organization’s bottom line.
Communication and interpersonal skills: Exceptional communication for building relationships across all levels.
Project management: Strong organizational and project management skills to lead complex initiatives.
Global perspective: Knowledge of global HR practices and ability to work across multiple regions.
Legal and compliance knowledge: Familiarity with employment laws and regulations.
Education & Qualifications Master’s or MBA in HR or related stream (required). Professional HR certifications (preferred).
Seniority Level Mid-Senior level
Employment Type Full‑time
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