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