location_0_addressCountryName

ONSITE

PERMANENT

FULL_TIME

jobPosting hiringOrganization as json hashed.

ADAPTED_NOW

UNKNOWN

YEAR

Human Resources Business Partner

The HR Business Partner is a stand alone role that will have a specific focus on developing the talent management programme and internal training. Advise on a range of HR issues across the business to ensure that policies and procedures and HR best practice are consistently followed.

KBSkills

ACTIVE

<img height="1" src="https://counter.adcourier.com/am9obnBhdWwuZml0emdlcmFsZC43NTUwMy40NzlAZnJzLmFwbGl0cmFrLmNvbQ.gif" width="1"/><br/>New HR Business Partner role on behalf of a client in the Insurance Sector!<br/><br/>The HR Business Partner is a stand alone role that will have a specific focus on developing the talent management programme and internal training.<br/><br/>The role reports to the Director of Finance. It is a hybrid model with 2 days working in the office in South Dublin.<br/><br/><strong>Responsibilities: </strong><br/><ul><li>The first point of contact for all HR related matter from employees and managers</li><li>Support the HR strategy that is aligned with the business strategy and delivering against its objectives</li><li>Maintain professional standards in all HR activities, promote best practice and ensure HR practices and procedures are delivered in line with legislation and corporate policies. Advise on a range of HR issues across the business to ensure that policies and procedures and HR best practice are consistently followed</li><li>Manage the recruitment and onboarding process</li><li>Coordinate the learning and development throughout the company which will include internal/external training as required. Also ensuring all training records are updated accordingly</li><li>Ensure all employee files and records are kept updated and in line with legislation</li><li>Coordination of the global engagement survey and the actions arising</li></ul><br/><strong>Qualifications:</strong><br/><ul><li>A degree in Human Resources or related field.</li><li>CIPD Certified</li><li>Excellent knowledge of current IE legislation</li><li>Experience in recruitment, talent management, succession planning and development programmes</li><li>Demonstrable experience with HR metrics</li><li>Knowledge of HR systems and databases, experience of Workday would be desirable</li></ul><br/><strong>Call John Paul on 086 440 6244.</strong><br/>

FRS Recruitment

HR Business Partner

Best Practices

Business Strategy

Corporate Policies

HRIS/HRMS

Human Resources

Human Resources Processes

Human Resources Strategy

Insurance

Metrics

Microsoft Internet Explorer Browser

Onboarding

Succession Planning

Talent Management

monster

location_0_addressRegionName

OFFSITE

Unclassified Occupations

Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.

https://www.youtube.com/watch?v=zhUgaKb0s5A

https://www.youtube.com/watch?v=n_Cn8eFo7u8

https://www.youtube.com/watch?v=-XRLl9LEZ7c

<h3>Minimum qualifications:</h3><ul><li>Bachelor's degree or equivalent practical experience.</li><li>10 years of experience in HR Business Partner or HR Generalist roles.</li></ul><br/><h3>Preferred qualifications:</h3><ul><li>Experience with cross-functional collaboration and drive decisions with multiple stakeholder groups.</li><li>Experience implementing large-scale HR projects, risk management/mitigation and supporting change management, business readiness, communications, and training activities.</li><li>Excellent problem solving, critical thinking and analysis skills.</li><li>Excellent communication and presentation skills.</li><li>Excellent project/change management skills and delivery, and ability to manage multiple simultaneous priorities.</li></ul><div><h2>About the job</h2><p>People Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.</p><p>Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. </p></div><div><h2>Responsibilities</h2><ul><li>Work with the key teams to ensure delivery for our HR processes in Ireland.</li><li>Lead the deployment of high priority country focussed HR programmes and initiatives, aligned to the country People plan. Drive recommendations and prioritization to ensure the delivery of our Googler Experience in country.</li><li>Manage local employment policy and practices to ensure legal and regulatory compliance. Solve for compliance matters and review local policies in the context of the market.</li><li>Work with the HR Compliance team, Process Ownership team, User Support team and the Center of Excellence teams on prioritizing and mitigating market related risks.</li><li>Support local labor relations management, including engaging with councils/work councils where applicable.</li></ul></div>Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also <a href="https://careers.google.com/eeo/" rel="nofollow noopener noreferrer" target="_blank">Google's EEO Policy</a> and <a href="/jobs/dist/legal/OFCCP_EEO_Post.pdf" rel="nofollow">EEO is the Law.</a> If you have a disability or special need that requires accommodation, please let us know by completing our <a href="https://goo.gl/forms/aBt6Pu71i1kzpLHe2" rel="nofollow noopener noreferrer" target="_blank">Accommodations for Applicants form</a>.<p><strong>Before you apply, learn how to make your application shine, and get a glimpse into Google's hiring process! How we Hire at Google valuable tips on crafting a standout resume and navigating each stage of the interview, increasing your chances of landing your dream job at Google: <em>Watch the below video!</em></strong></p>

<p>Since our founding in 1998, <strong>Google</strong> has grown by leaps and bounds. Starting from two computer science students in a university dorm room, we now have thousands of employees and offices around the world. These Googlers build products that help create opportunities for everyone, whether down the street or across the globe.<br><br>It starts with how we work together. We’re building a company where people of different views, backgrounds and experiences can do their best work and show up for one another. A place where every Googler feels like they belong.<br><br>So if you want to develop new technology and craft beautiful products, your work here is a chance to accomplish things that matter. Bring your insight, imagination, and healthy disregard for the impossible. Bring everything that makes you unique. Together, we can build for everyone.</p>

Google

Market Consultant, Ireland, Googler Experience

Analysis Skills

Change Management

Coaching

Communication Skills

Consulting

Cross-Functional

Customer Support/Service

Employee Relations

Equal Employment Opportunity (EEO)

Establish Priorities

Industrial Relations

Legal

Maintain Compliance

Multitasking

Presentation/Verbal Skills

Problem Solving Skills

Project/Program Management

Risk Management

Team Lead/Manager

Team Player

Workplace Issues

<h3>Minimum qualifications:</h3><ul><li>Bachelor's degree or equivalent practical experience.</li><li>7 years of experience in HR Business Partner or HR Generalist roles.</li></ul><br/><h3>Preferred qualifications:</h3><ul><li>Experience with cross-functional collaboration and driving decisions with multiple stakeholder groups.</li><li>Experience with implementing large-scale HR projects, risk management/mitigation, and supporting change management, business readiness, communications, and training activities.</li><li>Knowledge of HR and CoE disciplines and Irish employment law.</li><li>Excellent project/change management skills and delivery, and ability to manage multiple simultaneous priorities.</li><li>Excellent communication and presentation skills.</li><li>Excellent problem-solving, critical thinking, and analysis skills.</li></ul><div><h2>About the job</h2><p>People Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.</p><p>Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. </p></div><div><h2>Responsibilities</h2><ul><li>Work with the relevant teams to ensure end-to-end delivery for our HR processes in Ireland. Manage local employment policy and practices to ensure legal and regulatory compliance.</li><li>Contribute to the deployment of high priority country focused HR programs and initiatives, aligned to the country People plan.</li><li>Work with the HR Compliance, Process Ownership, User Support, and the relevant Center of Excellence (COEs) teams on prioritizing and mitigating market related risks. Solve for compliance matters and review local policies in the context of the market.</li><li>Support local labor relations management, including engaging with councils/work councils where applicable. Provide local context and advice on key HR related matters.</li><li>Drive recommendations and prioritization to ensure work is in service of the delivery of our Googler Experience in the country.</li></ul></div>Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also <a href="https://careers.google.com/eeo/" rel="nofollow noopener noreferrer" target="_blank">Google's EEO Policy</a> and <a href="/jobs/dist/legal/OFCCP_EEO_Post.pdf" rel="nofollow">EEO is the Law.</a> If you have a disability or special need that requires accommodation, please let us know by completing our <a href="https://goo.gl/forms/aBt6Pu71i1kzpLHe2" rel="nofollow noopener noreferrer" target="_blank">Accommodations for Applicants form</a>.<p><strong>Before you apply, learn how to make your application shine, and get a glimpse into Google's hiring process! How we Hire at Google valuable tips on crafting a standout resume and navigating each stage of the interview, increasing your chances of landing your dream job at Google: <em>Watch the below video!</em></strong></p>

Market Consultant, Googler Experience

Employment Law

Analyse and leverage employee data, providing insights to business leaders on key strengths, issues/ risks, improvement areas, trends and opportunities to inform decisions, structures and initiatives and to drive action plans to build a strong culture, retain talent, and enhance employee engagement. Be a trusted partner to senior leadership and their management teams, establishing and maintaining strong relationships across the business to develop their strategic plans, ensuring the people considerations and requirements, such as resourcing, engagement, learning & development, and culture.

<img height="1" src="https://counter.adcourier.com/cGV0ZXJ0ZXN0Ljk1NTA0LjQ3OUBlcmdvZ3JvdXAuYXBsaXRyYWsuY29t.gif" width="1"/><br/>Job Title: <strong>People & Culture Business Partner </strong><br/><br/>Reports to: <strong>People & Culture Manager </strong><br/><br/>Business Unit: <strong>Shared Services, People & Culture</strong><br/><br/>Location: <strong>Ergo, Dublin, hybrid working model in operation </strong><br/><br/><strong>Overview of Role </strong><br/><br/>The People & Culture Business Partner will work closely with the business and the Managed Services Leadership team, to develop and implement a HR agenda that supports Ergo's goals and objectives. You will be responsible for designing and implementing structures, HR practices and programs to drive the change agenda and enable sustainable scaling and performance of the business.<br/><br/><strong>Key Role Responsibilities </strong><br/><ul><li>Be a trusted partner to senior leadership and their management teams, establishing and maintaining strong relationships across the business to develop their strategic plans, ensuring the people considerations and requirements, such as resourcing, engagement, learning & development, and culture.</li><li>Build leader and manager capability through trust-based relationships, feedback, coaching and mentoring that support their development as they work with their teams, helping them to create high performing and highly engaged teams.</li><li>Drive performance management, performance review cycle processes across the business, identify business critical competency needs required to improve the function's performance and development.</li><li>Customise, enhance, implement and execute talent management and succession planning process to ensure that current and future staffing needs are met in support of business requirements.</li><li>Analyse and leverage employee data, providing insights to business leaders on key strengths, issues/ risks, improvement areas, trends and opportunities to inform decisions, structures and initiatives and to drive action plans to build a strong culture, retain talent, and enhance employee engagement.</li><li>Support ongoing organisational growth by promoting the value of diversity, reinforcing our values and expectations, identifying development pathways, competency gaps and initiatives to support career development.</li><li>Partner with business area leaders to ensure learning needs are met to deliver business initiatives and employee development needs.</li><li>Partner with leaders on organisation design, providing strategic input on business direction, resource planning, and change management.</li><li>Respond to manager and employee questions and queries, providing support and advice and acting as a champion of our core values.</li><li>Collaborate with P&C team colleagues on strategic functional priorities, taking ownership of business wide initiatives and projects as required as well as helping with BAU needs, when required.</li><li>Develop and implement policies and procedures to ensure compliance with employment laws and alignment with company culture and values, review and benchmark the internal and external environment to improve HR policies.</li></ul><br/><strong>Education, Qualifications and Skills </strong><br/><ul><li>A minimum of 3 years of experience as an HR Business Partner is required, with a preference for experience within a managed services business unit.</li><li>You have experience in organisation design, change management, TUPE, handling complex ER cases, and analysing trends and metrics.</li><li>You are a superb communicator - you proactively and positively communicate, flexing your style, depending on your audience.</li><li>Able to pivot from the strategic to the operational and not afraid to roll sleeves up and get involved in all aspects of the role, no matter how big or small.</li><li>You can problem solve both operational and strategic issues through a pragmatic and commercially sound approach.</li><li>You are empathetic and effective at influencing a range of stakeholders.</li><li>You are self-directed and comfortable making evidence-based, data-driven decisions.</li><li>You have a strong sense of accountability and co-ownership of challenges and are highly results focused.</li><li>You are committed to maintaining a high degree of personal integrity and confidentiality.</li><li>CIPD qualified and/or third level qualification.</li></ul>

Ergo Services Ltd

Benchmarking

Career Development

Customer Relations

Diversity

Employee Retention

Leadership

Mentoring

Operational Strategy

Organizational Development/Management

Performance Management

Performance Reviews

Policy Development

Policy Implementation

Procedure Development

Procedure Implementation

Process Improvement

Regulatory Compliance

Staff Development

Staff Requirements

Strategic Planning

Trend Analysis

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