A leading organisation in North Dublin are looking for a strategic HR Business Partner to work closely with senior management and drive organisational change. The role will encompass:

Strategic HR Support:

• Collaborate with senior leadership to understand business objectives and develop HR strategies that align with those goals.
• Provide guidance on people management issues, ensuring that HR policies and practices support organizational success.

Employee Relations:

• Act as a key advisor on employee relations matters, including grievances, disciplinary actions, and dignity at work issues.
• Manage complex employee relations cases, working to resolve conflicts, improve employee satisfaction, and ensure compliance with legal and organizational policies.

Talent Management:

• Support recruitment efforts, ensuring the organization attracts and retains top talent.
• Develop training and development programs to ensure employees have the skills needed to perform their roles effectively and advance their careers.

Workforce Planning:

• Work with senior management to forecast workforce needs and plan for future talent requirements.
• Support the development and implementation of workforce strategies that address gaps in skills, experience, and capacity.

Policy Development and Compliance:

• Develop and implement HR policies and procedures that comply with employment law and best practices.
• Ensure that all HR activities within the organization are legally compliant and reflect the organization's values.

Performance Management:

• Advise management on performance management processes, including performance appraisals, feedback, and development plans.
• Help create a high-performance culture by supporting managers in providing constructive feedback and setting clear expectations.

Health and Well-being:

• Oversee attendance management and employee well-being programs.
• Work with management to address health-related issues, support work-life balance, and promote a positive work environment.

HR Project Management:

• Lead or support HR projects that contribute to business objectives, such as organizational change, culture development, or policy reform.
• Monitor and evaluate the effectiveness of HR initiatives.

Data-Driven Decisions:

• Use HR data and analytics to provide insights into organizational trends, employee engagement, turnover, and other key metrics.
• Support data-driven decision-making to improve HR processes and outcomes.

Skills and Qualifications:

• HR Expertise: Strong knowledge of HR best practices, employment law, and public sector regulations.
• Qualifications: Typically requires a Postgraduate qualification in HR Management (Level 7) or equivalent, along with professional membership in the Chartered Institute of Personnel and Development (CIPD) or an equivalent body.
• Experience: Several years of HR experience in a public sector or large organizational environment, particularly in areas like employee relations, performance management, and policy development.
• Communication Skills: Excellent interpersonal and communication skills to build relationships with management and employees at all levels.
• Problem-Solving: Ability to navigate complex employee issues and provide practical, solutions-oriented advice.
• Project Management: Skills in managing HR projects that support organizational change and development.
• Confidentiality & Integrity: Given the nature of HR work, high levels of confidentiality and ethical practice are essential.

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