VBU HR BP

Job Requirements

Job Description: VBU HR Business Partner

About Quest Global

At Quest Global, it's not just what we do but how and why we do it that makes us different. With over 25 years as an engineering services provider, we believe in the power of doing things differently to make the impossible possible. Our people are driven by the desire to make the world a better place—to make a positive difference that contributes to a brighter future.

We bring together technologies and industries, alongside the contributions of diverse individuals who are empowered by an intentional workplace culture, to solve problems better and faster. Questians are driven by hunger, humility, and aspiration. We shine the brightest when we tap into the many dimensions that thrive across over 21,000 difference-makers in our workplace.

Role Overview

The VBU HR Business Partner (HRBP) will collaborate with VBU leaders to drive the talent strategy and achieve overall business goals. This role focuses on serving as a strategic advisor to managers on people matters, optimizing organizational objectives, and driving HR strategies that support business growth.

You will integrate strategic HR management with operational excellence and legal compliance. By collaborating closely with Strategic Client Partners, Strategic Delivery Partners, and other organizational leaders, you will leverage data insights and business acumen to support leadership in making data-driven decisions and fostering a supportive work environment.

Key Responsibilities

Talent & Business Strategy

• Align Talent Initiatives: Design and implement initiatives to drive revenue growth and profitability by strategically managing talent and aligning HR initiatives with VBU business objectives.
• Review HR Metrics: Periodically review critical HR metrics and implement targeted strategies to promote overall business growth.
• Process Facilitation: Collaborate with HR Centers of Excellence (CoEs) and other corporate functions to design and implement effective HR processes within the VBU.
  
  

Culture, Change, & Engagement

• Institutionalize Company Culture: Guide VBU managers in addressing business challenges by developing and executing strategies that reinforce Quest Global values and behaviors.
• Foster Inclusion: Drive a workplace culture rooted in respect where everyone belongs, ensuring diverse ideas, perspectives, and backgrounds are leveraged to solve the world's hardest engineering problems.
• Drive Employee Engagement: Analyze data to identify workplace trends, diagnose problems, and implement proactive solutions to enhance employee engagement and sentiment.
• Manage Change: Lead transformation projects and change management initiatives to ensure seamless organizational transitions and minimize disruption.
  
  

Employee Development & Compliance

• Identify Training Needs: Pinpoint learning and development needs across the business unit and coordinate with the L&D team to organize relevant programs.
• Risk Management: Navigate complex legal and compliance landscapes to ensure all VBU HR practices align with labor laws and regulations.
  
  

Key Competencies

• Business Acumen: Deep knowledge of the business landscape, industry trends, financial drivers, and organizational processes to influence people-related decisions.
• Data Judgment & Analytics: Ability to effectively analyze and interpret data, utilizing sophisticated data storytelling to navigate evidence-based decisions that drive business outcomes.
• Strategic Consulting: Skill in developing solutions to business challenges, coaching leaders on talent implications, and constructively challenging assumptions to influence business decisions.
• Talent Management Expertise: Ownership of the VBU talent management strategy to ensure equity and inclusion, address attrition in a competitive labor market, and help managers evaluate performance without bias.
• Relationship Management: Strong capability to build relationships and coordinate effectively among a wide range of matrixed stakeholders throughout the organization.
• Agility: Ability to respond quickly to shifts in the business environment, adapt, and change course when necessary.
  
  

Skills & Qualifications

• Experience: 8-12years
• Communication: Exceptional communication and interpersonal skills for building relationships across all organizational levels and delivering clear messages.
• Project Management: Strong organizational and project management skills to lead and implement complex HR initiatives.
• Global Perspective: Knowledge of global HR practices and the ability to work across multiple regions while managing cultural sensitivities.
• Education: Master's degree or an MBA in HR (or a related stream) is required.
• Certifications: Professional HR certifications are highly preferred.