HR Business Partner - Maternity Cover

Are you an immediately available HR Business Partner, interested in making an impact? 

Working as an integral part of the Human Resources Team, the HR Business Partner provides operational support to line management, such as Employee Relations, Recruitment, Performance Management and Training & Development across the Irish business.

The following is intended for the guidance of the person assigned to the post but is not an exhaustive listing of the duties associated with the post. Responsibilities required by the post include the following:

Principal Duties and Responsibilities

• First point of contact for providing support and advice to employees and line management on general HR Issues and policy matters, advocating best practice and knowledge sharing both within function and across the business.
• Under the direction of the Head of HR, act as the lead HR contact and work in partnership with business managers, contributing to the achievement of HR strategic and operational objectives, including but not limited to developing positive employee engagement, coaching and influencing. Being a driver of change in the organisation.
• Coaching and upskilling of People Managers – Conduct training/workshops on People Management processes to ensure that line managers are upskilled and competent.
• Recommending appropriate course of action and identifying potential issues, while effectively managing the process for such actions. Always working to ensure the company meets all legal obligations. Provide support at Disciplinary and Grievance Meetings, conducting investigations etc.

· To be responsible for the co-ordination of the Performance Development & Review Programme (PDR or equivalent) and to provide assistance to Department Heads and managers to ensure implementation.

• Monthly assessment of HR Metrics and support with same for line managers.

· Together with key stakeholders, identify training needs, develop & implement appropriate learning interventions to enhance the capability of the teams.

· Workforce planning – monitoring resource trends regarding recruitment and retention practice and encouraging the effective utilisation of staffing resources through the proactive use of workforce information.

· Monitoring approved WTE budgeted throughout the year.

• Overall responsibility for ensuring a successful recruitment & selection process for a diverse range of roles, to support longer term goals of the business, partaking in the process and continually seeking improvements where possible.

· Proactively supports the delivery of HR Projects including but not limited to employee wellness activity, diversity & inclusion.

• Responsible for conducting external benchmarking on Compensation & Benefits, to include position evaluation and ensuring all position descriptions are up to date. Ensures correct application of pay scales and position grades.
• Keeps him/herself updated on organisational climate and employment legislation, ensuring HR policies remain up to date and effective for St. John of God Hospital.
• Provide support to Head of HR in change management processes, assisting with ad-hoc project work on general HR initiatives.

Essential Criteria

· Degree in HR or equivalent experience necessary.

· 5+ years HR experience working in a fast-paced environment.

· Minimum of 2 years’ experience in an advisory capacity.

· Proven ability to build trusted relationships with managers and employees.

· Ability to work on own initiative and demonstrated ability to obtain results through teamwork.

· Ability to influence others at all levels in the organization.

· Excellent working knowledge across all areas of HR and employment legislation.

· Demonstratable experience of managing varied employee relations matters.

· Demonstrable experience of delivering continuous improvement.

· Must be able to treat all information and data with the utmost confidentiality.

· Full clean drivers license required.

Competencies

· Awareness of company business model.

· Commercially aware.

· Creativity and innovation.

· Confident decision maker.

· Organised approach to tasks and attention to detail essential.

· Effective communicator and presenter – verbal and written, succinct and persuasive.

· Ability to influence at all levels, constructively challenging assumptions, behaviours and ways of working.

· Negotiation and conflict resolution skills.

· Excellent working knowledge of Employment Legislation and Regulations

· Project management skills.

· Able to collect and analyse data/information on which to diagnose and recommend potential solutions.

· Facilitator of change.

· Customer focus – ability to see issues from customers’ perspective, engages customer in the development of solutions, spots potential issues early.

· Coaching skills.

· Has high performance standards for self and others.