Job Description
My multinational client located in Little Island, Co. Cork, is seeking an experienced HR Manager to join their team. The successful candidate will be instrumental in aligning the HR strategy with the regional business strategy, driving positive cultural transformation, and enhancing the employee experience. In this role, the HR Manager will provide expert advice on employment law and policies, support managers in achieving their operational goals through employee development, performance management, recruitment, and continuous improvement initiatives. This is a permanent, hybrid role with part-time options available for the right candidate, if preferred. MAIN RESPONSIBILITIES Coaching Through supporting and delivering CPD sessions, as well as one-to-one or small group coaching, empower stakeholders in effective day-to-day people management and in navigating change. Work to build trust and confidence of the HR function with stakeholders. Change Management To support stakeholders on implementing organisational change. Challenge organisational structure and actively design improvements, ensuring collaboration with colleagues to maintain national consistent standards. Work with senior managers to lead and influence change at a strategic level. Carry out regular reviews with stakeholders on all people-related plans, ensuring focused and timely. Learning & Development Support with delivery of training of HR related courses, including follow up with stakeholders to ensure initiatives are successfully embedded. Support the site to create and implement 'people plans', to include succession planning, identifying talent and development opportunities. Absence Management Support and embed key initiatives to proactively drive positive cultural change to attendance and well-being, with a focus on prevention, supporting good attendance, encouraging early intervention and fostering harmonious relations amongst colleagues. Proactively support stakeholders to manage absence in line with Company Policy whilst promoting the culture change towards supporting colleague attendance. Liaise with Occupational Health where appropriate to aid discussion and decisions on preventative measures, returns to work, reasonable adjustments and/or rehabilitation programmes. Recruitment & Retention Engage in strategic workforce planning to ensure the company's workforce has the right size, shape, cost, and agility for the future, particularly in business-critical roles. Supporting stakeholders to identify robust and effective interview techniques/questions, ensuring a positive approach is taken to EDI. Work closely with Resourcing colleagues and stakeholders to ensure that the company recruitment policy is being adhered to. Attend any appropriate interviews. Carry out any behavioural profiles (PPA's) for management roles and give 121 feedback to the candidates, where necessary. Ensure that all Job Descriptions & competencies are completed for any vacancies. Ensure Exit Interviews are carried out by self, where possible, or another independent person and providing feedback to stakeholders where necessary for the purpose of continuous improvement. Monitor retention statistics and provide proposals to reduce turnover where appropriate. Support the induction and on-boarding process where appropriate and as defined through HR initiatives. Projects Collaborating with colleagues across the team and wider region to support, drive and embed innovative and inclusive OD initiatives as determined and agreed with Head of HR, ensuring communications are well planned, thorough and effective. Reward Supporting the company in the roll out of compensation and benefits strategy, from time to time. Support and promote reward and recognition initiatives to drive employee engagement. Employee Relations Effectively working with stakeholders to resolve conflicts and help facilitate positive employee relations, supporting stakeholders to build morale and foster a culture of openness, integrity, and mutual trust; in turn decreasing unwanted turnover. Responsible for all ER issues, keeping the Head of HR fully abreast of the situation, escalating for support and guidance as required. Data To analyse and interpret management information to support performance management, attendance, retention etc. Provide information for monthly, quarterly and annual reporting. Drive and deliver HR excellence using various tools including HR dashboard and Key Performance Indicators. Ability to use a HR information system including, accessing, inputting, and compiling data. General HR Act legally as well as ethically and morally in all dealings. Keep up to date with all current employment legislation. Ensure confidentiality & consistency across the team. Stakeholder Centricity Develop friendly, positive and supportive relationships with all stakeholders, and to provide them with excellent service. Adopt a reflect and refine approach with stakeholders, and self, to ensure continuous improvement of existing practices and process. Requirements: Min 5 years experience in a HR Management role. Own car and full clean driving licence. Excellent IT Skills Experience with HR Software Systems and Time and attendance systems Flexibility and a strong approach to problem solving, Results driven Excellent interpersonal skills and communication skills. Recruiter for this position: Clionadh Morrissey Skills: Human Resources HR Manager HR Business Partner Benefits: Work From Home