HR Business Partner (12 Month Fixed Term)
Calor, Ireland
Job Description
Role Overview/Purpose:
The HR business partner leads the people management related agenda for their business area and influences as a member of the business area’s management team acting as a single point of contact. The partner leads on people change projects and shares the responsibility for the delivery of business goals and targets. The business partner identifies and drives the development of the talent pipeline and actively supports the assigned business area in the delivery of our People amp; Engagement strategy and strategic business priorities.
Functions of the role/Main Responsibilities:
- To develop and deliver the people processes and initiatives to support the achievement of our People amp; Engagement strategy.
- To lead the people agenda for your business area, acting as a single point of contact for all people initiatives and issues.
- Lead people change and business transformation projects and share the responsibility for the delivery of business goals and targets.
- Work with SLT amp; line managers to identify resourcing, learning amp; development opportunities, career pathways to aid succession, developing a healthy talent pipeline to realise our strategic priorities.
- Support, coach amp; develop business leaders and managers to develop themselves and build effective teams, driving performance through communication and engagement.
- Provide guidance, leadership and consultation on all aspects of the employee lifecycle.
- Ensure employee feedback is sought and shared with the SLT and line managers so that we all continue to improve employee engagement and our people KPIs.
- Lead engagement survey and actions in business area, develop an engaging culture where everyone lives our Values amp; is encouraged to give feedback amp; recognise others, share learnings amp; ideas.
- Ensure that the business is structured and resourced correctly - having the right people in the right place at the right time, with clear and graded job descriptions.
- Ensure all people plans and processes are in line with budgets, financial procedures, providing a seamless candidate amp; employee experience developing our Employer Brand.
- Act as a leader by providing expert advice on all matters in relation to managing performance, employee relations, organisation design, change management, reward, recruitment and selection.
- Ensure that appropriate inductions, on-boarding processes and capability development programmes are put in place.
- Improve the quality of the performance management process by ensuring that managers hold regular, constructive conversations to enhance individual, team amp; business performance.
- Take an active role in the annual review process including collation of date, coaching and calibration, the delivery of reward processes within the area such as pay review, bonus, job evaluation.
- Coach amp; advise managers on employee relations issues, with a view to reducing and resolving issues in line with company policy, procedures amp; legal compliance.
- Represent the company’s position with Trade Unions amp; the WRC, as appropriate.
- Develop strong relationships and business knowledge which enables constructive challenge of stakeholders in relation to the people and talent agenda.
- Specialist representation for key people process for HR team involving liaison with SHV Energy Global HR colleagues and forum, sharing learnings and best practices across the full employee lifecycle.
- Influence approach and outcomes, using data insights amp; analysis to inform decision making. Project management of various people initiatives as appropriate
Scale:
- No direct reports but will be responsible for all people process (end-to-end employee lifecycle) for key business area. No direct budget accountability but will contribute to budget development, delivery and forecasting across people processes in tandem with the CPO (circa 1m per annum).
Level of Decision Making required: Key decision making required in relation to all people matters and issues relating to the business area, selection decisions, performance improvement requirements, talent calibration recommendations, succession plan readiness, etc.
Level of leadership required: Leadership of the people and engagement agenda for the business area. Challenge the status quo in relation to achieve performance improvements, embed change initiatives and cultural development.
Stakeholder management: Significant internal stakeholder management is required at all levels across the business. Representing Calor Ireland with the following external stakeholders - SHV Energy; Trade Union Officials; 3rd party service providers and or institutions, e.g. GLINT, Workplace Re