Human Resources Business Partner, Design

QC Servion is the centralized hub for human resources, change management, program management, sales & marketing, safety, administration, legal, and accounting services across the QC Ecosystem.

We provide comprehensive operational support that empowers our companies to focus on growth, innovation, and excellence, while ensuring employees thrive in safe, engaging, and well-managed environments.

The entities in our ecosystem include DLB Associates, Galtra Solutions, AI2IO, Fluid2Chip, CEQEL Critical Commissioning, and 2AI-DC Integrators. Collectively, we deliver services across the data center industry.

**Join us and be part of a team where your voice matters, your work makes an impact, and your growth is a shared priority.** **Position:** Human Resources Business Partner, Design

**Position Location:** Remote - work virtually from anywhere in the United States

Job Summary We are seeking an experienced HR Business Partner who will serve as a strategic advisor to the Design team, an established, highly knowledgeable, and fact-driven organization. As the team continues to develop its HR partnership model, this role requires an experienced, high-performing HRBP who can quickly build trust, establish credibility, and provide thoughtful, data-informed guidance. The HRBP will also provide direct, practical coaching; help leaders navigate difficult employee situations; and ensure that the right talent is identified, developed, and positioned for future growth.

This is a high-impact HRBP position within a dynamic, results-driven business unit, requiring a confident and resilient partner who can operate effectively with a high degree of autonomy. The client groups support and maintain strong, independent operating norms and may not always default to established HR frameworks; the successful candidate will be adept at navigating divergent viewpoints and reinforcing best practices through clear, business-relevant communication. This role requires the ability to uphold policy and process with consistency, while cultivating durable, trust-based relationships through sustained engagement and a thorough understanding of the business. Candidates should be comfortable earning credibility over time through demonstrated reliability and hands-on partnership, rather than through process alone.

Key Areas Of Focus Include

• Employee Relations & Trust-Building: Navigating challenging scenarios, unfavorable job site dynamics, and a historically under-supported employee population, while establishing credibility through authentic engagement. Establishing credibility with a team while educating leaders and employees on how HR can support their success.
• People-Manager Development: Strengthening leadership capabilities through practical coaching, clear expectations, and guidance on managing performance, accountability, and employee development.
• Attrition & Retention: Identifying factors contributing to employee departures and developing practical strategies to strengthen engagement, retention, and the overall employee experience.
• Policy & Process Enforcement: Reinforcing established HR processes while remaining adaptable to the evolving needs of the Design organization.

Essential Functions **Operational HR & Compliance (40%)**

• Serve as the primary HR partner and build trusted relationships with Design leaders and employees.
• Partner with managers to address employee relations matters, performance concerns, workplace investigations, corrective actions, and conflict resolution.
• Support managers in implementing performance improvement plans and documenting employee relations matters.
• Maintain current knowledge of Employee Handbook, Operations Manual and Environmental Health & Safety Manual.
• Maintain compliance with federal, state and local employment laws, and regulations while mitigating organizational risk.
• Ensure employment documentation and records are accurate, secure, and audit-ready.
• Recommend and implement process improvements that leverage automation and emerging technologies.

**Strategic HR Partnership (35%)**

• Partner with department leaders to develop and execute workforce strategies that support operational priorities and long-term objectives.
• Facilitate workforce planning discussions and identify talent gaps, organizational risks, and future capability needs.
• Support change management initiatives, ensuring smooth transitions during or…