Senior HR Business Partner

Cpl has an exciting requirement for a Senior HR Business Partner, for a permanent role, in South Dublin, working fully onsite. Reporting to the HR Manager, and working within the Human Resources team, the Senior HR Business Partner will play a key role in the alignment and successful delivery of HR Services in the organisation inclusive of driving new initiatives and projects.

The Senior HR Business Partner will be working within and promoting the Company Values – Be Brave, Be Wise, Be Proud and Exceed.

Duties and Responsibilities

Participate in the development and implementation of HR strategies aligned with the overall business strategy.Lead the HR team fostering a culture of continuous improvement and high performance.Identify the HR team objectives and priorities. Monitor the team's progress in achieving these objectives and evaluate the effectiveness of the strategy implemented to reach HR goals.Analyse HR metrics and provide insights and suggestions to improve the HR operations.Lead and/or assist in the development of Human Resources process flow mapping, employee handbook, contracts, forms, reports, etc. 

Compliance:

Ensure that the organisation is in compliance with all legal requirements and applies best practice at all times. If found to be non-compliant, develop action plan to address issue and escalate to HR Manager where appropriate.Ensure all messages and communication complies with management policy.Policy development and documentation; ensure HR policies and procedures are updated in line with current legislation. Development and maintenance of HR & Recruitment related procedures, processes and policies in line with changing requirements.Lead and/or assist in the development of Human Resources process flow mapping, employee handbook, contracts, forms, reports, etc.

Change Management:

Maintain effective & constructive relationships with all management and staff to effect positive change to new environment.Create and design specific processes and initiatives related to change management.Provide change management support to managers ensuring that change programs maintain high levels of employee engagement and commitment.

Retention Management:

Monitor retention and attrition levels identify trends and work with business stakeholders to ensure achievement of targets.Work alongside business stakeholders to implement retention plans.

Reporting:

Create, develop and maintain data for all aspects of HR.Proactive approach to monitoring & analysing all data related to HR.Effectively communicate analysis to business stakeholders through various channels.Collect and analyse HR data; identify opportunities, define problems, and recommend viable solutions, i.e. Time and Attendance, Attrition.Produce standard and ad-hoc reports as requested.

Employee Lifecycle:

Provide support in the recruitment process, both internal & external. Manage the process for new hires throughout the employee lifecycle.Assist in developing a nurturing culture for all new hires.Effectively coordinate all administration relating to employee lifecycle.

Relationships & Communication:

Build and maintain effective working relationships with all business stakeholders.Promote and represent the HR function in all aspects of business.Adhere to and accountable for driving HR best practice and initiatives.Be main point of contact for business stakeholders & employees in order to address HR concerns.Review, update, and maintain HR information in all communication media; newsletter, intranet, employee handbook etc.

Employee Engagement:

Develop & implement strategic HR initiatives as requirements identify.Have an active involvement in, and a positive contribution to any HR Projects that may arise.Develop and promote employee wellness through strategic initiatives.Project manage various HR initiatives and projects as needed.Champion employee feedback to ensure we maintain an environment of continuous improvement and customer focused culture through the Staff Survey, Staff Focus Group etc.Responsible for the design and delivery of various employee welfare activities, including information sessions, fun activities, site wide events etc.

People Management:

Ensure new and existing people practices are recurrent, happen in a timely manner and are to the satisfaction of all parties involved, i.e. performance management, probation reviews etc.Provide coaching, mentoring and training in HR related fields to all levels of the business.Participate in the grievance, disciplinary process & all other internal HR processes.Consult with managers and supervisors to resolve personnel issues and ensure people management practices are conducted in line with current legislation. Facilitate timely resolution of all employee relations issues maintaining an appropriate balance between employee and management advocacy.

Candidate Profile

Competencies:

Strong interpersonal and Organization skills.Ability to work on own initiative and as part of a team.Knowledge of employment law and other governmental requirements related to HR.Experience in conflict resolution, disciplinary processes, and workplace investigations.Adaptable to change and resilient.Proven record of maintaining confidentiality.Flexible and innovative.Able to work independently and collaboratively; must be able to manage multiple project simultaneously and execute decision with judgment and discretion.Good time management skills.Good knowledge of Employment Law and HR policy & procedure.

Essential:

Minimum of 2-year experience in a similar role.Bachelor's Degree, Diploma in HR or equivalent.Able to work within a 24/7 model.Proficient in Microsoft Outlook, PowerPoint, Excel and Word.

Desirable:

CIPD qualified or part-qualifiedKnowledge of IT environment

 For further information please contact Maryclaire Booth - or

---