HRBP SC, Dublin Pike

Key Outcomes and Responsibilities

Collaborate with business leaders to understand operational priorities and develop HR strategies that align with organisational goals and focus projects. Provide guidance on workforce planning, talent management, employee engagement and organisational design. Serve as an HR consultant on employee relations, performance management, and change management processes.Develop, deliver and monitor detailed project plans, timelines and budgets to ensure successful, on‑time and on‑budget delivery. Coordinate cross‑functional teams and stakeholders, providing updates and resolving project challenges. Review and analyse project outcomes, recommending improvements for future initiatives.Utilise data and insights to assess outcomes and refine approaches. Partner with leaders to design and implement strategies for talent acquisition, development and retention in key change‑management projects. Conduct training, information sessions and workshops on HR‑related topics and project‑specific initiatives.Use HR analytics to identify trends, risks and opportunities, providing actionable recommendations to leadership. Monitor key HR metrics to track the effectiveness of initiatives and projects. Ensure HR policies and procedures comply with employment legislation. Maintain knowledge of best practices in HR and contribute to continuous improvement efforts.Ensure clear, transparent and consistent messaging across the division. Skills&Experiences

Bachelor’s degree in Human Resources, Business Administration or a related field (Master’s preferred). Proven experience as an HR Business Partner or in a similar role, with a focus on managing HR projects and change‑management initiatives. Excellent interpersonal and communication skills, with theability to influence and collaborate across all levels of the organization.Strong project‑management skills, capable of handling multiple priorities and stakeholders effectively. Strategic thinking with the ability to translate business objectives into actionable HR initiatives. A progressive, non‑bureaucratic approach to HR. Ability to work in an agile way and comfort with ambiguity.Enjoyable working in an entrepreneurial culture that moves quickly and requires rapid decision‑making. In‑depth knowledge of HR principles, practices and legal requirements. Strong understanding of change‑management principles and experience leading organisational change initiatives. Ability to collaborate and build strong cross‑functional relationships.Approach of listening carefully and asking questions to understand the why and how of the current state while partnering to build the future state. Patience and persistence in driving projects to completion amid changing priorities. Focused on business impact and colleague experience.

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