Impress employers and recruiters.
Choose from hundreds of resume examples.

Target Resume Now

Tailor your resume to this Principal HR Business Partner role.

Rezi rewrites your resume against Quest Software's job description. Free.

Resume score gauge reading 58 out of 100

Don't guess if your resume is good enough.

See how it scores against the Principal HR Business Partner posting at Quest Software — free, in seconds.

About the Role

The Principal HR Business Partner (HRBP) is a senior strategic advisor responsible for partnering with executive and senior business leaders to translate business strategy into people, organization, and talent priorities that drive performance and growth. This role goes beyond traditional HR partnership, challenging thinking, identifying organizational opportunities and risks, and helping leaders make effective decisions related to organization design, talent, leadership, workforce strategy, performance, and change.

Responsibilities

Serve as a trusted strategic advisor to executive and senior leaders, developing a deep understanding of the business strategy, operating model, financial priorities, customers, and competitive environment.
Translate business priorities into actionable people, talent, and organizational strategies that enable growth, productivity, and business performance.
Anticipate organizational opportunities, workforce risks, and talent needs and proactively develop solutions with business leaders.
Provide independent perspective and constructive challenge to leaders, balancing business objectives, employee considerations, financial discipline, and organizational risk.
Use data, business insights, and organizational trends to influence decision-making and recommend action.
Advise leaders on organizational structure, operating models, spans and layers, role clarity, workforce composition, and capability requirements.
Lead complex organization design and transformation initiatives from diagnosis through implementation.
Partner with leaders on strategic workforce planning, including identifying critical capabilities, talent gaps, succession risks, and future workforce requirements.
Evaluate organizational effectiveness and recommend changes that improve accountability, decision-making, productivity, and execution.
Support business restructuring, integrations, acquisitions, workforce changes, and other significant organizational transitions as needed.
Partner with leaders to build strong leadership teams and sustainable talent pipelines.
Facilitate talent reviews, succession planning, performance calibration, and leadership assessments.
Identify critical talent and organizational capability gaps and develop strategies to address them.
Coach senior leaders on leadership effectiveness, team dynamics, organizational health, performance, and talent decisions.
Partner with leaders to strengthen accountability and differentiate performance and potential.
Identify opportunities to improve leadership capability and organizational effectiveness across the business.
Serve as a strategic change partner during significant business and organizational transformation.
Assess organizational readiness, stakeholder impact, and potential barriers to successful change.
Partner with leaders to develop change strategies that strengthen adoption, accountability, and business outcomes.
Help leaders navigate ambiguity and effectively lead teams through periods of significant change.
Identify patterns across the organization and influence broader solutions where systemic challenges exist.
Use employee sentiment, engagement, retention, performance, workforce, and business data to identify trends and organizational priorities.
Partner with leaders to build high-performing, accountable, and inclusive teams.
Provide senior-level guidance on complex employee relations, performance, leadership, and organizational matters in partnership with Employee Relations and Legal where appropriate.
Balance thoughtful risk management with pragmatic, commercially sound decision-making.
Identify root causes behind organizational challenges rather than relying solely on transactional or policy-based solutions.
Serve as a senior thought partner across the HRBP organization, helping raise the strategic capability and effectiveness of the broader team.
Mentor and coach HR Business Partners and other People team colleagues, providing guidance on complex business and organizational matters.
Partner closely with Talent Acquisition, Total Rewards, Talent Management, Learning & Development, Employee Relations, People Operations, and People Analytics to deliver integrated solutions.
Represent business needs within the People organization and influence enterprise People programs and priorities.
Lead or contribute to cross-functional and enterprise-wide People initiatives.

Requirements

12+ years of progressive Human Resources experience, including significant experience as a strategic HR Business Partner supporting senior executives.
Demonstrated experience partnering with complex, global, or rapidly changing organizations.
Strong experience in organization design, workforce planning, talent management, succession planning, performance management, and organizational transformation.
Demonstrated ability to coach and influence senior leaders while building credibility and trusted relationships.
Strong business and financial acumen with the ability to connect people decisions to business performance.
Experience leading complex organizational change and workforce transformation.
Strong analytical skills with the ability to translate workforce and business data into insights and recommendations.
Demonstrated ability to operate independently, navigate ambiguity, and exercise sound judgment in complex situations.
Experience working across global and/or matrixed organizations strongly preferred.
Business Acumen: Understands how the organization makes money, serves customers, operates, and competes, and connects people strategy directly to business outcomes.
Strategic Thinking: Moves beyond immediate HR issues to identify broader organizational implications, patterns, risks, and opportunities.
Executive Influence: Builds credibility with senior leaders and can constructively challenge thinking, navigate competing perspectives, and influence decisions without relying on authority.
Commercial Judgment: Balances employee experience, business priorities, financial considerations, organizational effectiveness, and risk.
Organizational Diagnosis: Identifies underlying organizational issues and develops practical solutions rather than treating symptoms.
Change Leadership: Helps leaders and organizations successfully navigate transformation, ambiguity, and evolving business priorities.
Courage & Judgment: Raises difficult issues, provides candid counsel, and makes sound recommendations in complex or sensitive situations.
Enterprise Mindset: Looks beyond an individual function or business unit and considers what is best for the broader organization.
Relationship Leadership: Builds authentic, trusted relationships while maintaining independence and objectivity.
Execution: Converts strategy into practical action and holds stakeholders accountable for delivering outcomes.

Skills

Organization design
Workforce planning
Talent management
Succession planning
Performance management
Organizational transformation
Coaching
Influencing senior leaders
Business acumen
Financial acumen
Organizational change
Workforce transformation
Analytical skills
Data analysis
Problem-solving
Change management

Location

Austin, TX

Work Type

Full-time

Experience Level

Senior
Principal

Education Level

Bachelor's degree in Human Resources, Business, Organizational Psychology, or related discipline required
Advanced degree preferred

Benefits

Competitive pay
Annual bonuses
Top-performer recognition
Comprehensive health benefits
Family benefits
Retirement benefits
Flexible work options
Generous PTO
Wellness programs
Professional growth through learning platforms
Mentorship
Leadership programs

About the Company

Quest Software builds the foundation for enterprise AI with solutions in data governance, cybersecurity, and platform modernization.
More than 45,000 companies — including 90% of the Fortune 500 — trust Quest to solve their most critical IT challenges.
From securing identities and modernizing platforms to preparing data for AI, we help enterprises unlock their full potential.

Equal Opportunity

Quest is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: Quest is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment.
All employment decisions at Quest are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate.
Quest will not tolerate discrimination or harassment based on any of these characteristics.
Quest encourages applicants of all ages.