People Business Partner

Role Overview

Argano is seeking a People Business Partner (PBP) to support our Technology and Professional Services business units. This role serves as a critical connector between business strategy and people execution, ensuring leaders are equipped to effectively attract, develop, engage, and retain talent in a high-growth, acquisition-driven environment. The PBP operates within a matrixed organization, partnering with Business Unit leaders, delivery leadership, and functional stakeholders, while leveraging centralized Centers of Excellence (COEs) across Talent Acquisition, Total Rewards, Learning & Development, HR Operations, and Analytics. This role balances strategic advisory with hands-on execution, working closely with leaders and managers to drive outcomes across the full employee lifecycle — from hiring through onboarding, performance, development, and retention — while enabling scalable, consistent people practices across Argano.

Key Responsibilities

• Business Partnership & Execution Partner with Business Unit leaders and managers to align people priorities with business goals, ensuring execution against growth, delivery, and profitability targets. Operate effectively in a matrixed environment, balancing enterprise priorities with Business Unit needs. Provide both strategic guidance and day-to-day support to managers on workforce decisions, team effectiveness, and performance management. Act as a trusted advisor, translating business challenges into practical people solutions.
• Workforce Planning & Talent Deployment Partner with leaders to plan and manage workforce needs aligned to delivery demand, including utilization, bench management, and skill alignment. Support build, buy, borrow, and automate strategies in partnership with Talent Acquisition and leadership. Drive visibility into talent supply-demand dynamics within a project-based consulting model. Enable effective deployment of talent to maximize productivity and client outcomes.
• Employee Lifecycle Management Partner closely with managers to execute across the full employee lifecycle, including:
  • Hiring and onboarding (in partnership with TA and onboarding teams)
  • Performance management and feedback cycles
  • Career development and progression planning
  • Retention and engagement strategies
  Ensure consistent application of Argano’s people processes while adapting to Business Unit realities. Support onboarding and integration of new hires and acquisition joiners to accelerate time to productivity.
• Performance & Leadership Enablement Coach managers on performance management, goal setting, and accountability. Support talent reviews, succession planning, and identification of high-potential talent. Partner with L&D to enable leadership capability and skill development aligned to business needs. Reinforce a culture of high performance, accountability, and continuous feedback.
• Employee Relations & Risk Management Provide hands-on support to managers on employee relations matters, including performance issues, conflict resolution, and policy interpretation. Ensure compliance with employment laws, company policies, and ethical standards. Manage sensitive situations with professionalism, sound judgment, and confidentiality. Mitigate organizational risk through proactive guidance and consistent practices.
• Organizational Effectiveness & Change Support leaders in organizational design, team structure, and operating model evolution. Enable execution of business changes such as growth initiatives, restructuring, or integration efforts. Partner on change management efforts to ensure adoption and minimize disruption. Drive clarity in roles, accountability, and team effectiveness.
• COE Partnership & Program Execution Partner closely with HR Centers of Excellence (COEs) to deliver enterprise programs, including:
  • Talent Acquisition (hiring strategy and execution)
  • Total Rewards (compensation, incentives, and recognition)
  • Learning & Development (capability