HR Business Partner - Eir - Sligo
As a HR Business Partner, you will work with the HR Director, wider HR team (circa 40) and Line Managers to support the relevant HR operations for the specific business area highlighted above. This will involve taking all first line queries, leading the planning and implementation of various HR related projects and initiatives as well as supporting implementation of Group HR policies, programs, and practices. A HR People Operations team are available to support on operational and administrative duties on a more general level.
- Leading on general HR operations for the client group across all areas of the employee life cycle and escalate relevant and appropriate matters to the HR Director
- Will be the first point of contact for the Management across the client group; coaching and advising on all employee related matters
- Leading and managing re-organisations including preparing business case rationales with business managers and able to communicate and collaborate with the wider HR team
- Establishing strong stakeholder management relationships
- Managing the recruitment and selection process and be the HR representative on selection panels
- Co-ordinating HR related training programmes with direction from Centres of Excellence (e.g. Performance management, People Skills, Critical Conversations)
- Supporting the planning and implementation of various HR related projects and initiatives and supporting other projects with the HRBP's
- Support in the development and maintenance of management guidelines on selected HR policies and procedures
- Supporting the Performance Management processes for staff
- Support in the annual bonus and pay review process
- Maintaining current and historical HR records, using central and local systems as appropriate
- Prepare, manipulate and create presentations and reports for HR initiatives, budget management and HR process reviews
- Co-ordinating the onboarding and offboarding tasks including inductions and exit interviews
- Assisting in the maintenance of GDPR compliance within the HR department
- Maintaining professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
The above is not an exhaustive list
Knowledge, Experience & Profile
- At least 4 years' experience within a Human Resource department in a busy environment and ideally a complex organisation
- Experience working in a unionised environment with unions on restructure / headcount reduction programmes
- Strong experience across all areas of generalist HR remit; operations, recruitment, employee relations, performance management, employee engagement, training & development.
- Good all-round communication skills - verbal and written and comfortable dealing with stakeholders at all levels of the organisation with the ability to step up for the HR Director when absent
- Sound judgment, credible and ability to deal with confidential information sensitively
- Excellent problem solving and analytical skills
- Experience manipulating and extracting large excel files to identify trends, pull reports and identify insights for the team and business units as appropriate.
- High attention to detail is critical and non-negotiable
- While a HR degree is not necessary it is an advantage, as is a Chartered Institute of Personnel & Development (CIPD) qualification
- Available immediately