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  • Job type

    Contract
  • Location

    Dublin
  • Working Pattern

    Full-time
  • Specialism

    Human Resources
  • Industry

    Legal Practice
  • Pay

    75000
  • Closing date

    22 Apr 2024

HRBP | Dublin | Professional Services

Your new company

An excellent opportunity has arisen to join a professional services company in Dublin as HRBP for a 14 month contract in order to cover maternity leave.

Your new role

In this role you will work closely with the Head of HR EMEA, International HR Business Partner and the Management Team to provide HR support on all aspects of people management including delivery of the region’s strategy and delivery of the HR strategy.

Some of the main duties:

Employee Relations (ER)
  • Champion the development of people management skills within the office.
  • Work closely with the Head of HR (EMEA) and International HR Business Partner to manage exits in order to advise on and ensure best practice processes are adhered to.
  • Manage all key ER concepts across the region such as all flexible working requests, performance management plans, sickness/absence cases, diversity and inclusion, disciplinary and grievance processes.
  • Working with the Head of HR (EMEA) and Global Mobility team to manage relocations and secondments.
  • Provide advice and guidance to staff and managers on HR matters as required.

Recruitment
  • Provide the office with recruitment support, including ensuring all roles have appropriate job descriptions, the office appropriately supported in recruitment decisions and recruitment excellence is always maintained.
  • In conjunction with Business Managers and Office Heads, identify and authorise vacancies, ensuring appropriate resourcing across the office.
  • Onboarding and Induction of new employees.
  • Act as the main HR point of contact for all new starter administration with the support of HR Shared Services (HRSS), the Payroll team and Workplace Manager.

Implementation of strategy
  • Challenge, support and add value to the office in pursuit of their objectives and overall business strategy.
  • Ensure delivery of the HR Strategy within the office considering the priorities and culture of the office while striving for firm wide consistent practice.
  • Support the Responsible Business Partner with the running of the responsible committee and support with initiatives as and when required.
  • Provide support to the Head of HR, EMEA on all annual HR processes which include salary review, performance review and promotions.

Talent Management
  • In conjunction with the Head of HR, EMEA and International HR Business Partner, support the delivery of the Dublin talent management plan and promotion pipeline.
  • Support and encourage the process of career mapping for all individuals in the office to enable informed promotion planning at each promotion round.

Performance Management & Career and Performance Conversations
  • Ensure the annual performance review and career pathways process is completed in a timely and fair manner; facilitate office wide moderation to ensure a robust and consistent distribution of ratings.
  • Encourage the pursuit of excellence in performance at all levels.
  • Coach and influence managers from a people perspective, developing their people management/leadership skills and constructively challenging inappropriate behaviours/actions.
  • Support disciplinary processes and ensure they are appropriate and are conducted fairly in accordance with local employment legislation.
  • Work closely with partners on employee retention and succession planning.

Compensation
  • Provide Team Leaders with assistance and guidance in respect of compensation and incentive planning.
  • Manage the annual salary review process in conjunction with the Head of HR, EMEA and International HR Business Partner.
  • Sign off with the office leadership team on all promotions, salary increases and bonuses.
  • Monitor pay scales against other law firms and salary surveys.
  • Liaise with the Compensation & Benefits team to ensure employee benefits programmes are appropriate and cost effective.

Payroll
  • Communicate changes to the global payroll team, in line with payment timetables and reporting requirements.
  • Checking of the payroll data to ensure accuracy.
  • Attending to all payroll queries in conjunction with the payroll team.

Trainees / Newly Qualified
  • In conjunction with the Graduate Recruitment Team, ensure the smooth running of the Graduate Recruitment process and Summer Internship programme which includes attending law fairs, shortlisting of candidates, organising and facilitating Assessment Centres and liaison with candidates.
  • Be primary point of contact for all trainees during their training contracts for all things HR.
  • Work closely with the Graduate Development team and Trainee Partner on seat preferences and moves, and trainee allocations;
  • Assist the Graduate Development team with the coordination of the annual NQ process for the region.

Induction
  • Deliver the HR induction and ensure smooth running of local induction programmes;
  • Review progress of new joiners across the designated teams with Partners prior to confirmation of satisfactory completion of probation periods;
  • Ensure new starters are integrated into the firm;
  • Ensure all new joiners within the region have all the necessary arrangements in place, to include but not limited to relevant IT equipment, introductions to the team and familiarisation with the firms policies and procedures, allocating a “buddy” and departmental know-how;
  • Integrating lawyers/trainees whilst ensuring they work effectively with Legal PA’s and escalating any concerns to the Head of HR, EMEA and/or International HR Business Partner.

Training
  • Work with central L&D team to ensure that development programmes are relevant to office needs, promoted accordingly and meet local CPD requirements.
  • Identify and implement, in conjunction with central L&D, training interventions to meet office needs.
  • Promote employee wellness through the EAP.

Commercial Awareness
  • Work with the office leadership team in achieving efficiencies through business improvements.
  • Demonstrate sound commercial acumen when providing judgements or suggesting approaches to issues.
  • Keep up to date on business issues affecting the office and firm in order to understand their specific opportunities and challenges and provide an efficient and proactive service.

Other
  • Analyse and interpret HR Metrics as appropriate to identify issues and develop improvement plans where necessary;
  • Keep abreast of the changes in legislation, rules and regulations in Ireland and advise accordingly;
  • Working closely with the Head of Office in providing support on all HR matters; provide regional HR support on projects and initiatives as directed by the Head of HR, EMEA.

What you'll need to succeed

  • Significant HRBP or Consultant experience, ideally 3-5 years.
  • A sound understanding of labour legislation and Irish Law Society processes preferred.
  • Proven ability to influence, challenge and provide robust views in a supportive manner.
  • Proven ability to gain credibility at all levels quickly and have excellent relationship management skills.
  • Communication: Listening, questioning, and conveying ideas, facts and opinions in clear and understandable terms.
  • Business Expertise: Understanding the business environment in which the firm operates and considering the commercial and wider performance implications of decisions and actions.
  • Strong listening and problem-solving skills.
  • Ability to provide both hands on, operational and strategic level support.
  • Ability to assist in development and implementation of office policies in line with global firm approach.
  • Professional, calm manner.
  • Excellent attention to detail.
  • Excellent organisation and prioritisation skills.
  • Able to work independently and as part of a global team.
  • Willingness to work flexibly and assist in other areas as and when required.

What you need to do now

If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us now.

If this job isn't quite right for you, but you are looking for a new position, please contact us for a confidential discussion on your career.


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