Principal HR Business Partner

Overview Quest is an award-winning IT management software provider offering a broad selection of solutions that solve some of the most common and most challenging IT problems. Quest strives to be the best of the very best in everything we do. We are fanatically customer-focused and are proud to support the most complex customers who have the highest IT demands in the world. It’s exciting, it’s rewarding, it’s hard work, and offers career and personal growth. At Quest Software, we build technology that simplifies IT management and strengthens cybersecurity resilience for organizations around the world. Our people are central to our success, and we are committed to delivering an HR experience that reflects our global footprint, growth mindset, and employee-first culture.  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. Operating with a high degree of autonomy, the Principal HRBP brings deep business acumen, organizational expertise, sound judgment, and a commercial mindset to complex business challenges. 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. The Principal HRBP serves as a trusted advisor to senior leaders while also acting as a connector across the People organization, ensuring HR strategies and solutions are practical, scalable, and aligned with business priorities. Reports To: Vice President, Human Resources Location: Austin, TX Responsibilities Strategic Business Partnership 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. Organization & Workforce Strategy 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. Talent & Leadership 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. Transformation & Change Leadership 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. Employee & Organizational Effectiveness 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. People Team Leadership & Partnership 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. Qualifications Qualifications: