Human Resource People Partner

Job Requirements

At Quest Global, its 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.

Key Responsibilities

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.

We are known for our extraordinary people who make the impossible possible every day. Questians are driven by hunger, humility, and aspiration. We believe that our company culture is the key to our ability to make a true difference in every industry we reach. Our teams regularly invest time and dedicated effort into internal culture work, ensuring that all voices are heard.

We wholeheartedly believe in the diversity of thought that comes with fostering a culture rooted in respect, where everyone belongs, is valued, and feels inspired to share their ideas. We know embracing our unique differences makes us better, and that solving the worlds hardest engineering problems requires diverse ideas, perspectives, and backgrounds. We shine the brightest when we tap into the many dimensions that thrive across over 21,000 difference-makers in our workplace.

Work 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, guiding employees through transitions while minimizing disruptions.

Data Analytics and Decision Making: Proficiency in analyzing HR data, generating insights, and making data-driven decisions to improve HR initiatives and business outcomes.

Talent Management and Development: Expertise in developing and implementing talent strategies, including succession planning, leadership development, and high-performance culture initiatives.

Coaching and Mentoring: Skilled in coaching and mentoring senior leadership and managers to develop their leadership capabilities and improve team performance.

Financial Acumen: Understanding of financial metrics and how HR strategies impact the organization's bottom line, including budget management and resource allocation.

Communication and Interpersonal Skills: Exceptional communication skills for building relationships across all levels of the organization, influencing stakeholders, and delivering clear messages.

Project Management: Strong organizational and project management skills to lead and implement complex HR initiatives and programs.

Global Perspective: Knowledge of global HR practices and the ability to work across multiple regions, managing cultural sensitivities and legal requirements.

Legal and Compliance Knowledge: Familiarity with employment laws and regulations to ensure HR policies and practices are compliant.

Education & Qualifications: Master’s or MBA HRor related stream (required), Professional HR certifications (preferred).