Human Resources Business Partner

Company Description

ABOUT US

Quantum Work Advisory, a dynamic and innovative subsidiary of Allegis Group, specializes in workforce technology and workforce transformation advisory services. Supported by Allegis Group's 40-year legacy and $15 billion in revenues, we are committed to transforming workforce strategies and enhancing organizational performance. Learn more at quantumwork.com.

OUR COMMITMENT

We are dedicated to helping organizations design and execute workforce transformation. By leveraging the power of design thinking, AI, and automation, we create seamless, enjoyable digital experiences that make technology work for you – not the other way around. Our innovative, people-first design methodology ensures that we deliver transformational services tailored to meet your unique workforce needs.

QuantumWork Advisory is founded on a culture that is passionate about transforming the way the world acquires talent by delivering client-focused solutions that make a difference for businesses worldwide. Our business provides advisory services for clients in the space of talent acquisition and external workforce. From selecting processes and technologies to transforming a client technology landscape, QuantumWork Advisory supports clients end-to-end in their journey.

As an industry leader, we draw upon decades of experience to design innovative tools, products, and processes. We develop competitive practices that position organizations for growth, and we deliver the insight needed to succeed in today's global marketplace.

Job Description

POSITION OVERVIEW

As we continue to expand this emerging business unit, we are looking for a strategic HR Business Partner (HRBP) who possesses a deep understanding of diverse business operations and can effectively align our human resources strategy with our business goals.

The HR Business Partner (HRBP) will play a pivotal role in supporting our emerging business unit, which is predominantly made up of consultants across advisory, transformation, and research teams who sit across North America and Europe. This role requires a proactive and strategic HR leader who can navigate complex business environments, understand unique workforce needs, and drive HR initiatives that support organizational objectives. The ideal candidate will possess strong business acumen, exceptional interpersonal skills, and the ability to influence and stand firm in high-stakes discussions with senior leadership.

KEY RESPONSIBILITIES

• Relationship Building and Advisory: Build and maintain strong business relationships with leadership at all levels, serving as a trusted advisor on HR processes, policies, employment practices, and their impact on the business. Collaborate closely with business leaders to understand strategies, challenges, and workforce needs.
• HR Strategy Development: Support the development and implementation of HR strategies that align with business objectives, drive organizational performance, and enhance employee engagement. Advocate for best practices in HR management and guide leaders on policy issues.
• Talent Acquisition and Employer Branding: Partner with hiring managers to create tailored recruitment strategies for advisory, transformation, and research roles. Lead initiatives to enhance employer branding, candidate experience, and talent acquisition processes to attract top talent.
• Onboarding and Integration: Actively contribute to the New Hire Experience by designing and implementing comprehensive onboarding programs that facilitate smooth transitions and enhance engagement. Collaborate with business leaders to ensure new hires have the resources and support they need to succeed.
• Employee Development and Engagement: Work with business leaders to create clear career paths and development opportunities. Promote a culture of continuous learning by identifying training needs and implementing relevant programs. Foster employee engagement through initiatives that support career growth and professional development.
• Performance Management: Guide managers in the performance appraisal process to ensure alignment with business goals and employee development. Monitor and assess the effectiveness of performance management systems, recommending enhancements as needed. Provide performance management thought leadership, including coaching and counseling.
• Compensation and Incentives: Collaborate with leadership, finance and our compensation manager to develop diverse compensation and incentive plans that drive desired behaviors and support critical business outcomes.
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