HR Partner Clondalkin

The Role

HR Partner

Maternity Cover - 13 month contract

Clondalkin

Hybrid - 2 days working from home

Salary: €45,000 - €47,500

Key Responsibilities:

HR Partner

Learns about the Region / Division / Department they support and builds professional relationship with each Manager and their Teams. Becomes a credible and trusted partner for Managers and Staff alike.
Works closely with Managers to understand the strategic goals of their Division / Department. Creates and implements HR initiatives and activities that support achieving these goals.
Support Managers in creating a culture of Performance and Continuous Improvement by coaching and mentoring managers on effective performance management.
Provide practical HR advice and support using best practices from inside and outside the Company.
Manage all employee relations matters for their respective Region, Division and/or Departments.
Works with L&D to support development needs as identified in the PDR and Individual Development Plans.

HR Policy

Keep up to date with employment legislation updating Scope Handbooks and Policies where necessary.
Design and deliver training and communications where needed for Management and Staff e.g. Diversity and Inclusion,
Guide and advise Managers on how to deal with individual cases and situations in line with policy.

Talent Acquisition

Work with the Hiring Manager to refine job descriptions, create specific criteria for sourcing and selecting suitable candidates and formulating a Hiring Plan for each vacancy.
Work with the HR Specialist to source candidates directly or via referrals.
Coordinate direct and indirect (PSL agencies) sourcing activities to ensure high calibre candidates for the selection.
Support and participate in the selection process and help with the design of assessments and interviews.
Use SHL psychometric tools to provide more objective data to the decision making process.
Manage the communication with candidates and agencies on hiring decisions and feedback
Complete reference checks for all candidates at offer stage
Compile recruitment metrics and indicators and implement improvements to ensure an effective and efficient process as well as the best possible candidate experience.

New Hire Onboarding

Coordinate the onboarding process to ensure new hires have a professional and straightforward experience prior to joining the Company.
Coordinate with stakeholders (Hiring Manager, Operations, L&D & Accounts) to ensure all relevant aspects are in place for start date to ensure a successful induction to the Company.
Ensure all activities are completed and all required documents (including CV and Qualifications) are received and filed.

HR Administration

Manage BambooHR and specifically
o manage and record key employee data and changes using the inbuilt functionality
o be the point of contact for Managers and Employees for queries etc.
o manage the set-up of the system and liaise with the suppliers for any issues
o manage the annual holiday and time and lieu processes
Manage Comp and Benefit processes e.g. Pension, Healthcare, Holidays, Prof Subs, Kiddi Vouchers
Manage the relationships with external providers and provide updated data on employees as required.
Coordinate the Probationary Process timelines with Managers and ensure 2, 4 and 6 month reviews are completed.
Manage the termination process to ensure all key steps and documents are completed for those employees leaving the Company
Create, sustain and communicate HR Dashboard to highlight progress on key HR activities and KPI’s

Communications & Engagement

Support the SMT, and Divisional/Functional Managers with employee communications and engagement activities e.g. engagement survey
Facilitate and Lead cross functional teams to drive engagement and improvement on key areas in People and Culture such as
o Vision, Mission, Values and Purpose (VMVP)
o Diversity and Inclusion
o Health and Wellbeing (e.g. Scope Cares)
o Social Committee
o Corporate Social Responsibility

Learning and Development

Supports individual and team training needs (except clinical and commercial) by identifying suitable training content and courses.
Works with the L&D Managers / Line Managers / External providers to design and deliver training events that develop the knowledge and skills needed.
Play a lead role in Leadership / Management upskilling and High Potential / Top Talent development.
Review effectiveness of these interventions

Qualifications

3rd Level Qualification is required. A Business qualification with a specialisation in Human Resources would be ideal.
Career experience commensurate with this role will also be considered.
Additional HR or Learning and Development related qualification or training is required.
CIPD certification is desirable.

Specific Knowledge, Skills and Experience

Experience of working across a range of HR Disciplines ideally within the areas of Recruitment, Policy Guidance, Employee Engagement, Communication and Business Partnering.
Up to date knowledge of employment law and employee relations practices
Has used IT systems regularly and has an ability to influence others to use their functionality to drive and sustain efficient and effective process.
Excellent verbal, written, presentation and analytical skills. Has a tracked record of creating and communicating reports and status updates.
Excellent planning and organisation skills with a track record of delivering effectively.
Strong attention to detail and experience working within a regulated environment e.g. QMS.
A real team player who works well with colleagues and will develop good relationships with them.
Proven ability to work cross functionally and with external stakeholders eg. Suppliers, Partners etc.
Initiative – able to operate with minimal supervision knowing when to consult / inform.
A good sense of humour and a bright, enthusiastic personality.
Ability to travel within own country (10%) and internationally (10%).