HR Business Partner (Client facing)

Accscient; Norcross (GA); On-site; USD 110,000 - 150,000; Full time

Job summary

Accscient in the United States seeks a dynamic HR Business Partner (HRBP) with deep staffing-industry experience to act as a strategic partner to clients, staffing teams, and contractors.

The role focuses on employee relations, workforce analytics, performance management, compliance, and strategic workforce consulting, balancing needs of staffing clients and employees while driving engagement and retention.

Qualifications

• 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.
• Workforce analytics.
• Change management.
• Business acumen.
• AI proficiency for driving operational efficiencies in the staffing industry.

Responsibilities

• 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 fulfil client’s talent needs with quality talents.
• Partner with Account Managers and clients to navigate technology changes with an appropriate talent plan.

Skills

HRBP experience

Staffing industry

Employee relations

Employment law

Client management

Executive presence

Workforce analytics

Change management

Business acumen

AI proficiency

Job description

[*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
• 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.
• Providing compensation and market insights.
• Helping clients scale rapidly during growth periods.
• 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
• Time-to-productivity for new hires
• 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
• Workforce analytics
• Change management
• Business acumen
• AI proficiency for driving operational efficiencies in the staffing industry