What are the responsibilities and job description for the HR Business Partner (Client facing) position at ACCSCIENT?
Department: Human Resources
Business Unit: ACCSCIENT
Reports To: Head of HR & Administration
Recommended:
[*Candidates with current or prior experience in the staffing industry are strongly preferred]
ACCSCIENT is seeking a dynamic, client-facing HR Business Partner (HRBP) with strong staffing-industry experience (required) and technology/IT staffing experience strongly preferred. The HRBP will serve as a strategic partner to clients, staffing teams, and employees/contractors, supporting employee relations, workforce management, and business needs.
Unlike a traditional internal HRBP, this role requires balancing the needs of three key stakeholders: the staffing organization, the client organization and assigned employees/contractors, while maintaining strong client relationships and delivering effective HR solutions.
Core Responsibilities:
Candidates with direct experience in US Staffing Agencies (Staffing Firms) as an HRBP are preferred.
1. Client Relationship Management
- Act as the HR point of contact for assigned client accounts.
- Partner with client leaders on workforce planning and talent strategies.
- Understand client business objectives and workforce challenges.
- Attend regular business reviews with clients.
- Identify opportunities to improve employee engagement and retention.
- Work closely with Account Managers to ensure client’s talent needs are fulfilled with quality talents.
- Partner with Account Managers and clients to navigate through a rapidly evolving technology landscape via an appropriate talent management plan.
2. Employee Relations
- Manage employee concerns, complaints, and workplace issues at client sites.
- Conduct investigations when needed.
- Address performance concerns in partnership with client managers.
- Facilitate conflict resolution.
- Ensure consistent application of staffing company policies.
3. Performance Management
- Support client managers with performance feedback and documentation.
- Coach managers on difficult conversations.
- Develop performance improvement plans when appropriate.
- Manage employee transitions, assignments, and separations.
4. Workforce Analytics and Reporting
- Monitor:
- Turnover rates
- Retention trends
- Employee engagement
- Absenteeism
- Time-to-fill metrics
- Diversity metrics
- Present workforce insights to clients and staffing leadership to improve business results.
5. Employee Experience and Retention
- Conduct check-ins with contractors and contingent workers.
- Manage onboarding and offboarding experiences.
- Support recognition and engagement initiatives.
- Identify flight risks and retention opportunities.
6. Compliance and Risk Management
- Ensure compliance with:
- Federal and state employment laws
- Wage and hour regulations
- Client contractual requirements
- Workplace safety standards
- Manage leaves of absence, accommodations, and policy interpretation.
7. Strategic Workforce Consulting
Act as workforce consultants by:
- Advising clients on organizational design.
- Recommending talent retention strategies.
- Supporting workforce restructuring.
- Providing compensation and market insights.
- Helping clients scale rapidly during growth periods.
8. Corporate Recruiting
- Partner with Talent acquisition to hire the brightest talent for corporate roles as needed by the portfolio of companies.
- Work with Global teams to improve HR and recruitment programs and practices.
Other duties as assigned.
Success metrics
- Employee retention
- Employee engagement scores
- Client satisfaction scores
- Escalation resolution time
- Minimize regrettable turnover percentage
- Time-to-productivity for new hires
- Talent upgrades/right sizing
- Fill rate and vacancy rate
- Billing/Gross Profit and EBITDA growth quarter over quarter
Skills Required
- 12 years of HRBP experience in the staffing industry
- Proven success as an HRBP in the staffing industry
- Employee relations expertise
- Employment law knowledge
- Client management and consulting in the staffing industry
- Executive presence and excellent communication skills
- Conflict resolution
- Workforce analytics
- Change management
- Business acumen
- AI proficiency for driving operational efficiencies in the staffing industry