Our client, a market leading global business based in Dublin is seeking a Senior Human Resource (HR) Business Partner to partner the company’s IT Director. This person will focus on diagnostic, consultative and organisation development support to the IT department whilst managing a myriad of day today HR essentials. The position also requires a broad scope of responsibility for work in areas including: Talent Acquisition, Employee Relations, Training, Compensation, Benefits, and Talent Management. You will provide expert consultation in organisational effectiveness specifically, through leadership focused on talent management, diversity, development, attraction and other human capital initiatives. Our client is the market leader, by a long shot in their field. The business has a renowned and well recognised HR Function that has a reputation for excellence. They are an employer of choice.
Responsibilities of the Senior HR Business Partner
Succession planning: Overall Talent Management. The individual will need to be comfortable in managing input in the Business Units succession plan at Director Level, and vertical functions as well.
Collaborate with managers to identify and advise on and support the development of high potentials.
Support and manage the mentorship programs.
Partner with leadership within the IT Department and assigned clients to diagnose and analyse current and future talent needs, including development of workforce planning tools, forecasts, attraction and retention strategies.
Facilitate complex organisational change efforts, i.e. major efficiency and process/performance improvement projects.
Advise business leaders regarding correct organisational structure to keep aligned the business demands.
Purpose / Culture:
Employee Engagement: Facilitate the delivery of Employee Engagement survey and results to senior leadership in assigned functions. Support the Global Director of HR in the rollout of survey results to the Management Team.
Leverage turnover data to support engagement efforts and to develop action plans to increase retention.
Support and execute “Stay” interviews in high churn departments. Leverage the data to construct retention strategies, manage, and track execution.
Collaborate with business line leadership to drive annual merit/ planning processes ensuring consistency with compensation philosophy.
Advise senior managers on how compensation and benefits serves as a tool in attracting and retaining talent.
Proactively manage compensation concerns and issues.
Identify and collaborate on a strategy to resolve all employee relations issue(s) that emerge, assist in any investigation, and serve as liaison between interested parties. Apprise senior leadership of relevant proceedings.
Ensure HRBP’s take the appropriate actions for mid and lower level employee issues.
Collaborate with business unit leadership and in-house Resourcing Team on staffing plan, including analysis of talent needs.
Ensure business hiring objectives and requirements are being met in a timely manner.
Monitor and facilitate reporting (periodically) on recruiting action status.
Exercise usual managerial authority with respect to staffing, performance, compensation, termination, and promotions.
Provide ongoing support to and identify development opportunities for staff.
Develop goals/objectives that are consistent with division/business line and monitor successes/opportunities.
Design, implement, maintain and enhance internal controls to mitigate risk on an ongoing basis.
Identify risk-related issues needing escalation to management.
The HR Business Partner will also:
Provide proactive advice and real-time counsel in addressing performance management, compensation, training, sourcing and recruiting, employee relations and development and other key business initiatives.
Participate in the development of strategic human resources initiatives and establish goals to meet the strategic initiatives of the business.
Build trust with managers and employees, manage deliverables and influence individuals.
Identify and implement best practices to align, partner, and collaborate with a team of HRBP’s across the network to ensure that our highest standards of service and commitment to our clients is consistently met.
Candidate must have a minimum of a BA in Business Administration, Human Resources, Psychology or other comparable discipline.
Min. 6 years applicable Human Resources experience
Experience collaborating with company leadership
Thorough knowledge and understanding of applicable laws and regulations affecting people operations and being able to communicate them out to the business.
Experience problem solving and coordinating within various HR functions.
Experience managing a team of Human Resources professionals.
Experience operating in a fast paced, high change environment with a heavy involvement in multiple people projects concurrently.
Strong management, leadership, interpersonal and facilitation skills.
Ability to interact and collaborate with all levels of personnel with tact and diplomacy.
Strong negotiating skills.
Ability to handle conflict from varying parties, up to and including senior management.
For further information, please apply in full confidence to Barry Whelan, CEO, Excel Recruitment. This is a unique opportunity for a dynamic HR practitioner to join an amazing business.