HR Business Partner, Lab Operations (Hybrid)

As an HR Business Partner at Quest, your primary responsibilities include driving people strategies that enhance organizational capability, consulting with leaders to align business and talent strategies, and fostering employee engagement. You will build relationships with mid to senior-level leaders, providing them with consultative support while translating business plans into actionable HR initiatives.

To be considered for the HR Business Partner role at Quest, candidates should have a minimum of 7 years of exempt-level HR experience and at least 5 years in a similar HRBP position. A Bachelor's degree is required, with a preference for those holding a Master’s degree. Proficiency in MS Office products, HR systems, and a solid understanding of labor laws is also essential.

The HR Business Partner at Quest plays a crucial role in influencing business strategy by consulting with leadership teams to develop actionable talent and organizational strategies. By bringing an understanding of current business trends and utilizing data metrics, you will help reshape the talent pipeline and ensure alignment between HR initiatives and overall business objectives.

Success as an HR Business Partner at Quest requires strong project and process management skills, analytical abilities, and effective leadership. You should also possess strategic influencing skills, business acumen, and the capacity to execute change initiatives while fostering a high-performance culture within the organization.

The work environment for the HR Business Partner at Quest is dynamic and collaborative. Designed as a hybrid role, it combines the flexibility of remote work with the collaborative nature of onsite work, promoting strong communication, teamwork, and engagement with leadership teams across the organization.

When answering this question, detail your previous roles where you successfully created and implemented HR strategies. Discuss specific examples of how these strategies improved organizational performance or employee engagement, and how you collaborated with leadership teams to ensure alignment with business objectives.

In your response, focus on your experience using tools like surveys and feedback sessions to gauge employee engagement. Highlight initiatives you’ve developed to address employee needs and how these efforts resulted in measurable improvements in team morale or productivity.

When tackling this question, emphasize your knowledge of federal and state labor laws. Explain how you stay updated on regulatory changes and how you incorporate compliance into HR policies and training programs to minimize risks and ensure adherence.

Provide a detailed example where you effectively led change initiatives. Discuss your strategy for gaining stakeholder buy-in, how you communicated the change, and the impact it had on the organization. This demonstrates your change management capabilities.

Detail the specific metrics you track, such as turnover rates, employee satisfaction scores, and performance outcomes. Discuss how you use these metrics to assess the effectiveness of HR programs, make data-driven decisions, and continuously improve HR strategies.

In your answer, stress the importance of active listening and understanding the unique challenges faced by different departments. Share your techniques for fostering trust and open communication, which can lead to more productive partnerships with leaders.

Describe your methodology for assessing current talent and identifying potential leaders within the organization. Discuss your work in creating development plans to prepare these individuals for future roles, ensuring a strong leadership pipeline.

Explain your conflict resolution approach, emphasizing your ability to remain neutral, listen actively, and find mutually beneficial solutions. Provide an example of a specific situation where you successfully mediated a conflict.

Share specific programs or initiatives you’ve implemented that foster diversity and inclusion within the workplace. Highlight the impact these initiatives had on the culture and employee engagement levels.

Discuss the HR analytics tools and systems you've used, emphasizing how they helped you gather data, identify trends, and make informed decisions. Talk about how these analyses supported strategic initiatives within the company.