People Business Partner

Role Overview 

Argano is seeking a People Business Partner (PBP) to support our Technology and Professional Services business units. This role serves as a critical connector between business strategy and people execution, ensuring leaders are equipped to effectively attract, develop, engage, and retain talent in a high-growth, acquisition-driven environment. 

The PBP operates within a matrixed organization, partnering with Business Unit leaders, delivery leadership, and functional stakeholders, while leveraging centralized Centers of Excellence (COEs) across Talent Acquisition, Total Rewards, Learning & Development, HR Operations, and Analytics. 

This role balances strategic advisory with hands-on execution, working closely with leaders and managers to drive outcomes across the full employee lifecycle — from hiring through onboarding, performance, development, and retention — while enabling scalable, consistent people practices across Argano. 

Key Responsibilities 

Business Partnership & Execution 

• Partner with Business Unit leaders and managers to align people priorities with business goals, ensuring execution against growth, delivery, and profitability targets.
• Operate effectively in a matrixed environment, balancing enterprise priorities with Business Unit needs. 
• Provide both strategic guidance and day-to-day support to managers on workforce decisions, team effectiveness, and performance management. 
• Act as a trusted advisor, translating business challenges into practical people solutions.

Workforce Planning & Talent Deployment

• Partner with leaders to plan and manage workforce needs aligned to delivery demand, including utilization, bench management, and skill alignment. 
• Support build, buy, borrow, and automate strategies in partnership with Talent Acquisition and leadership. 
• Drive visibility into talent supply-demand dynamics within a project-based consulting model. 
• Enable effective deployment of talent to maximize productivity and client outcomes.

Employee Lifecycle Management 

• Partner closely with managers to execute across the full employee lifecycle, including: 
• Hiring and onboarding (in partnership with TA and onboarding teams) o
• Performance management and feedback cycles 
• Career development and progression planning 
• Retention and engagement strategies 
• Ensure consistent application of Argano’s people processes while adapting to Business Unit realities. 
• Support onboarding and integration of new hires and acquisition joiners to accelerate time to productivity.

Performance & Leadership Enablement 

• Coach managers on performance management, goal setting, and accountability. 
• Support talent reviews, succession planning, and identification of high-potential talent. Partner with L&D to enable leadership capability and skill development aligned to business needs.
• Reinforce a culture of high performance, accountability, and continuous feedback.

Employee Relations & Risk Management 

• Provide hands-on support to managers on employee relations matters, including performance issues, conflict resolution, and policy interpretation. 
• Ensure compliance with employment laws, company policies, and ethical standards. 
• Manage sensitive situations with professionalism, sound judgment, and confidentiality. Mitigate organizational risk through proactive guidance and consistent practices.

Organizational Effectiveness & Change 

• Support leaders in organizational design, team structure, and operating model evolution. Enable execution of business changes such as growth initiatives, restructuring, or integration efforts.
• Partner on change management efforts to ensure adoption and minimize disruption. 
• Drive clarity in roles, accountability, and team effectiveness.

COE Partnership & Program Execution 

• Partner closely with HR Centers of Excellence (COEs) to deliver enterprise programs, including:
• Talent Acquisition (hiring strategy and execution) 
• Total Rewards (compensation, incentives, and recognition) 
• Learning & Development (capability building) 
• HR Operations & Analytics (data, systems, and compliance) 
• Ensure adoption and effective execution of enterprise people programs within the business. 
• Provide feedback to COEs to continuously improve programs and employee/manager experience.

People Analytics & Insights 

• Leverage people data and dashboards to inform decision-making, including: 
• Attrition and retention trends 
• Workforce productivity and utilization 
• Talent movement and promotion velocity 
• Translate insights into actionable recommendations for leaders. 
• Support data-driven workforce and talent decisions.

Experience & Qualifications 

• 7–12 years of progressive HR experience, including HR Business Partner roles 
• Experience supporting technology, consulting, or professional services organizations Demonstrated ability to operate in a matrixed, high-growth environment 
• Experience working with or within a COE-driven HR operating model 
• Strong experience in employee relations, performance management, and workforce planning 
• Proven ability to work directly with managers on day-to-day people execution 

Preferred Background 

• Experience in global consulting or digital services organizations 
• Familiarity with project-based delivery models, utilization, and bench management Experience supporting acquisition integration or high-growth environments 
• Exposure to global workforce dynamics and distributed teams 

Education 

• Bachelor’s degree in Human Resources, Business Administration, or related field
• MBA or advanced degree preferred