HR and Business Partner Lead – Public Sector

Our client, a Public Sector Body, is currently seeking a HR Operations and Business Partner Lead, to join their team. Based in Dublin 2, this is a permanent role with a salary of €48451 per annum.

ROLE SUMMARY

Comprised of two sections, Human Resources (HR) and Learning and Development (L&D), the HR and Change (HR&C) department is responsible for the development of strategy, the design and implementation of HR solutions and the effective management of change projects that provide for the availability, effective use and engagement of human resources within the organisation so as to contribute to the delivery of the organisation’s strategic plans.

Reporting to the HR Manager, the HR Operations and Business Partner (BP) Lead will work closely with HR&C Management team to achieve objectives relating to HR.

 

Key Responsibilities

  • Work with the HR&C Management team to prioritise objectives and to ensure that the strategic and operational goals of the HR&C department are achieved.
  • Contribute to the ongoing development and implementation of the HR&C strategy.
  • Work with the HR Manager to prioritise team objectives and to ensure that the strategic and operational goals of the HR&C department are achieved.
  • Work with the HR Manager to support, implement and participate in change initiatives across the organisation as required.
  • In conjunction with the HR&C Management team, support the HR team through significant strategy, change and development initiatives and make effective contributions to the development of systems, processes, resources and capabilities.
  • Work with colleagues in the HR&C department to lead and ensure effective and timely implementation of new legislation and guidance relevant to the department activities.
  • Contribute to the continuous development of operational activities to ensure they are; relevant, impactful, agile, and continue to provide appropriate benefits to the organisation.
  • Provide HR and management leadership, support and direction to the HR team.
  • Act as an escalation point for appropriate issues, concerns etc. to the HR team and in turn be an escalator to the HR&C Management team as appropriate.
  • Work with the Director of HR&C, the HR Manager and other colleagues, as required, to ensure compliance with the Employment control framework and business case submission requirements.
  • Act as a consultant/trusted advisor in identifying and understanding departmental needs for change and develop/deliver strategies to achieve these in conjunction with the relevant management teams.
  • Drive continuous improvement of HR policies, processes, procedures and systems to ensure; effective and efficient service delivery, compliance with current legislation, and alignment with best practice.
  • Work with relevant colleagues to manage the full recruitment and selection process in the HPRA
  • Ensure the ongoing maintenance the HR systems to optimise data accuracy and effectiveness; to include final sign-off for data changes where appropriate.
  • Process, verify and maintain documentation relating to HR activities such as workforce planning, statutory leave, training and performance evaluations as appropriate.
  • Generate all necessary reports and statistics for management use internally and externally in an accurate and timely manner, analysing trends and metrics.
  • Support in the delivery of HR related training programs (including Dignity & Respect, Probation Management and Interview skills) as required and collaborate with L&D in the design and or delivery of interventions to address departmental, people and change related issues.
  • Ensure that the procedures and policies of the organisation’s Quality Management System are maintained, deployed and adhered to within the team.
  • Ensure that appropriate Standard Operating Procedures (SOPs) and guidelines for the team are implemented, updated, adapted and communicated on an ongoing basis.
  • Participate and support the involvement of the HR section in any internal audits including the identification and implementation of any required corrective actions.
  • Ensure that the HR team remains up to date with relevant developments in National or European legislation.
  • Support all levels of management on the consistent interpretation and implementation of HR policies, procedures and systems across a wide range of HR areas.
  • Support and provide advice to managers and employees on performance management, including employee performance improvement plans probation, employee/industrial relations issues and providing advice on related employment legislation.
  • Lead, co-ordinate and participate in the performance management processes (e.g. PDP, probation) within the HR team to maximise efficiency gains and ensure effective performance within the department.
  • As the Planning Manager, coordinate development of training and development plans for the HR section in line with budget allocation.
  • Oversee the development of all team members, including the development, with L&D of individual training plans; and maintenance of training records and documentation.
  • Act as an advocate in representing the views of the section or HR&C department to the wider organisation where necessary e.g. the Planning Manager meetings.
  • Ensure high quality information is available across the organisation and a strong customer service ethos is promoted through and within the HR team.
  • Communicate any changes in employment law and developments in the market that effect HR polices, service delivery etc.
  • Oversee and ensure accurate responses to queries in a timely and efficient manner.
  • Deputise in the absence, on business or leave, for the HR Manager.

 

Qualifications and Experience

To be considered for this post, candidates must have:

  • Relevant 3rd level qualification in Human Resources or related discipline
  • A minimum of four years relevant HR experience in a similar role
  • Experience in people management/managing a team
  • Experience in managing and delivering relevant people projects
  • High levels of accuracy and attention to detail
  • A proven track record of displaying integrity and professionalism
  • Excellent analytical skills with the ability to identify and analyse problems and potential improvements, and propose and implement solutions
  • Flexible and adaptable; able to work in ambiguous situations
  • Excellent interpersonal and communication skills with a history of working with and through others in a collaborative and solution focused manner

 

In addition the successful appointee will have;

  • A postgraduate qualification in a relevant discipline
  • CIPD membership
  • Experience in leading recruitment campaigns across various professional groupings
  • Excellent knowledge of best practice HR practices, policies and procedures
  • Irish employment and contract law experience
  • Experience in using data analytics to drive decision making
  • Experience designing and developing reports to support organisational development
  • Knowledge of change management principles, methodologies and tools
  • Proficiency in the use of computer systems, particularly MS Office Suite
  • High standards for individual, team and organisational accomplishment and delivering desired results
  • An understanding of Diversity and Inclusion practices in the workplace and an advocate for such
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