Job Application for Strategic HR Business Partner at HSO Group B.V.

New

POSITION SUMMARY

At HSO, exceptional business performance starts with exceptional people. As a Strategic HR Business Partner, you will partner with Service Line Leaders to build high-performing teams, strengthen leadership capability and develop an organization positioned for sustainable growth.

This is not a traditional HR Business Partner role. You will serve as a trusted advisor, translating business priorities into people and organizational strategies that improve performance, strengthen workforce capability and enable growth.

As part of a lean, collaborative People team, you'll balance strategic advisory work with hands-on execution. Whether facilitating a talent review, partnering with Resource Management to improve utilization, coaching a manager through a complex employee issue or implementing a new people initiative, you'll help solve the business's most important people challenges.

We're looking for someone who is commercially minded, curious and energized by building, improving and making a measurable impact.

KEY RESPONSIBILITIES

Business Partnership
- Serve as the trusted advisor to Service Line Leaders on leadership, talent and organizational performance.
- Develop a deep understanding of business strategy, financial goals and workforce needs to align people priorities with business objectives.
- Provide practical counsel, constructive challenge and data-driven insights that improve business decisions.
- Identify talent, leadership and organizational risks early and partner with leaders to develop effective solutions.
- Support organizational growth, restructuring and change initiatives while maintaining engagement and business continuity.
Leadership & Talent
- Coach leaders to build high-performing teams through effective performance management, feedback, development and accountability.
- Lead performance management governance across assigned business units, ensuring consistent application of performance ratings, compensation decisions, and promotion practices.
- Evaluate and challenge pay and promotion recommendations to ensure strong business justification, alignment with compensation philosophy and salary structures, and equitable outcomes.
- Partner with and coach leaders on effectively communicating performance and career-related decisions to employees.
- Lead talent reviews, succession planning, promotion discussions and talent calibration sessions.
- Partner with Talent Acquisition on workforce needs and hiring priorities.
- Identify and accelerate high-potential talent through coaching, mentoring, stretch assignments and internal mobility.
- Support quarterly people review processes by delivering workforce analytics and talent insights to Senior Vice President, HR, including performance distributions, promotion readiness, succession pipeline strength, critical talent identification (top 5/bottom 5), and development planning recommendations across the organization and service lines.
- Drive career development and internal mobility initiatives by helping employees establish long-term career goals, providing clarity on advancement opportunities, and partnering with leaders to align development plans with organizational talent needs and succession priorities.
- Partner on annual performance, compensation and reward processes to ensure equitable, market-informed outcomes.
Business Performance & Workforce Planning
- Partner with Service Line Leaders and Resource Management to optimize consultant deployment, utilization and workforce capacity.
- Monitor utilization, leverage and bench trends, recommending actions that improve productivity and profitability.
- Help maintain a balanced talent pyramid by aligning hiring, promotions, development and succession with business strategy.
- Support workforce planning, organizational design and role clarity to ensure the right capabilities are in place for future growth.
- Use workforce analytics and business insights to identify trends, anticipate talent risks and improve organizational performance.
Employee Experience & HR Delivery
- Champion an exceptional employee experience across the employee lifecycle.
- Partner closely with Service Line Leaders to analyze Culture Amp survey results, identify key opportunities for improvement, and develop, implement, and monitor action plans that enhance employee engagement and organizational effectiveness.
- Coach leaders through employee relations matters, performance improvement plans and employment decisions with sound judgment and balanced business perspective.
- Partner with HR leadership and Legal, as appropriate, on workplace investigations and employment risk.
- Partner across the People team to deliver performance, development, onboarding, compensation and engagement initiatives.
- Analyze employee feedback, stay interview insights, and exit trends to identify retention risks, improve the employee experience, and develop targeted action plans that strengthen engagement and reduce regrettable attrition.
- Ensure consistent application of people policies, employment practices and regulatory compliance while balancing business needs.
Building the Function
- Help build a modern, scalable People function that enables business growth.
- Continuously improve people programs, processes and tools by simplifying work and leveraging technology, AI and workforce data.
- Share ideas, challenge the status quo and contribute wherever needed—we value ownership, collaboration and a builder's mindset.

WHAT YOU'LL BRING TO THE TEAM

7+ years of progressive HR Business Partner or strategic people consulting experience, ideally within professional services, consulting, technology or another knowledge-based environment.
Strong business acumen and the ability to connect people strategies to business outcomes.
Experience in workforce planning, organizational design, leadership development, talent management and employee relations.
Confidence coaching and influencing leaders through growth, change and complex business challenges.
Ability to interpret workforce data and translate insights into action.
Exceptional relationship-building, communication and influencing skills.
A collaborative, low-ego approach with the flexibility to balance strategic thinking and hands-on execution.

WHY YOU'LL SUCCEED

You understand that great People partners create business value. You build credibility by understanding the business, asking thoughtful questions and helping leaders solve meaningful challenges.

You thrive in an entrepreneurial environment where priorities evolve, collaboration matters and everyone contributes. You're equally comfortable shaping strategy, rolling up your sleeves and driving execution.

Most importantly, you believe exceptional business performance begins with exceptional people

First Name

Last Name

Preferred First Name

Country

Phone

Location (City)

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Are you currently located in the United States?

Select...

Are you legally authorized to work in the United States?

Select...

Do you have at least 7 years of progressive HR experience in a generalist or HRBP role?

Select...

Have you supported a professional services, consulting, SaaS, or technology organization?

Which best describes your experience working in a Dynamics 365 (D365) environment?

Select...

Have you directly advised managers on employee relations matters such as performance issues, corrective action, or terminations?

Select...

Have you worked for HSO previously?

Select...

How do you measure whether your HR initiatives are contributing to business success?

Select...

Please include a link to your LinkedIn profile.

Will you now or in the future require sponsorship for employment authorization (e.g., H-1B)?

Select...

Describe a workforce planning initiative you led. What business problem were you solving?

What are your compensation expectations (base salary and any bonus/incentive expectations) for this opportunity?

U.S. Standard Demographic Questions

We invite applicants to share their demographic background. If you choose to complete this survey, your responses may be used to identify areas of improvement in our hiring process.

How would you describe your gender identity? (mark all that apply)

Select...

How would you describe your racial/ethnic background? (mark all that apply)

Select...

How would you describe your sexual orientation? (mark all that apply)

Select...

Do you identify as transgender?

Select...

Do you have a disability or chronic condition (physical, visual, auditory, cognitive, mental, emotional, or other) that substantially limits one or more of your major life activities, including mobility, communication (seeing, hearing, speaking), and learning?

Select...

Are you a veteran or active member of the United States Armed Forces?

Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in HSO Group B.V.’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Gender

Select...

Are you Hispanic/Latino?

Select...

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Veteran Status

Select...

Voluntary Self-Identification of Disability

Form CC-305

Page 1 of 1

OMB Control Number 1250-0005

Expires 07/31/2029

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury

Disability Status

Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Strategic HR Business Partner

Apply for this job

U.S. Standard Demographic Questions

Voluntary Self-Identification

Voluntary Self-Identification of Disability