Senior HR Business Partner

SISK Group; Dunmurry; On-site; GBP 50,000 - 65,000; Full time

Benefits offered by this job

Competitive salary

26 days annual leave

Pension scheme

Comprehensive health and wellbeing support

Career development opportunities

Job summary

SISK Group is seeking a Senior HR Business Partner based in Dunmurry, Northern Ireland. The role involves partnering with senior management to implement HR strategies, enhance employee engagement, and drive performance across the organization.

The ideal candidate will hold a degree in Human Resources and possess extensive experience in HR business partnering, demonstrating effective communication and analytical skills. Additional benefits include competitive salary, 26 days of annual leave, and career development opportunities.

Qualifications

• Extensive HR experience in a business partnering or advisory role.
• Proven ability to influence and build credibility with senior leaders.
• Strong understanding of employment law and HR best practices.

Responsibilities

• Partner with business leaders to align workforce strategies with objectives.
• Lead complex employee relations cases and provide guidance on performance management.
• Monitor key HR metrics to identify trends and recommend actions.

Skills

Strategic HR Partnership

Employee Relations Management

Talent Development

Analytical Skills

Coaching and Mentoring

Education

Degree in Human Resources or related discipline

CIPD qualification or equivalent

Job description

At Sisk, we create places and infrastructure that shape how people live, work and connect - now and for future generations. As a family‑owned, international construction and engineering group, we offer meaningful careers across building, infrastructure, rail, energy and off‑site manufacturing throughout Ireland, the UK and Europe, where people are supported to grow, make an impact and be part of positive change.

We are seeking an experienced and strategic Senior HR Business Partner to provide high‑level HR support to business leaders and drive people initiatives across the organisation. Reporting to the Head of HR, this role will partner closely with senior management to align workforce strategies with business objectives, support change, and deliver initiatives that enhance employee engagement, performance, and organisational effectiveness.

Strategic HR Partnership

• Partner with business leaders to develop and implement HR strategies that support organisational goals
• Provide expert advice on workforce planning, talent management, succession planning, and organisational development
• Support business leaders in delivering change management initiatives effectively and sensitively
• Act as a trusted advisor on complex employee relations, performance management, and engagement issues
• Identify opportunities to improve business performance through people strategies and HR interventions

Employee Relations and Performance Management

• Lead complex employee relations cases, investigations, grievances, and disciplinary matters
• Provide coaching and guidance to managers on performance management, development plans, and career progression
• Ensure compliance with employment legislation, internal policies, and company values in all HR interventions
• Promote a culture of fairness, accountability, and continuous improvement

Talent Development and Engagement

• Partner with Learning and Development to identify skill gaps and support targeted development initiatives
• Drive engagement strategies and initiatives that support inclusion, wellbeing, and retention
• Support leadership capability development through coaching, mentoring, and succession planning
• Facilitate talent review and workforce planning processes

HR Data, Reporting and Continuous Improvement

• Provide workforce insights and HR analytics to support decision‑making and measure the impact of HR initiatives
• Monitor key HR metrics, including turnover, engagement, and performance, to identify trends and recommend actions
• Support the development and implementation of HR policies, processes, and systems to improve efficiency and effectiveness
• Keep abreast of market trends, regulatory changes, and best practice in HR to inform recommendations

Collaboration and Stakeholder Management

• Build strong relationships with senior leaders, managers, employees, and cross‑functional HR teams
• Work collaboratively with Recruitment, HR Operations, and Reward teams to deliver integrated HR solutions
• Act as a role model for Sisk’s values and behaviours, promoting a positive culture across the business
• Participate in HR projects, initiatives, and organisational change programmes as required
• Extensive HR experience in a business partnering or advisory role within a large, multi‑site or complex organisation
• Proven ability to influence and build credibility with senior leaders and stakeholders
• Strong understanding of employment law, employee relations, and HR best practice
• Experience in organisational development, change management, and talent management initiatives
• Excellent communication, facilitation, and interpersonal skills
• Strong analytical and problem‑solving skills, with experience using HR data to drive decisions
• Knowledge of the construction, engineering, or project‑based sectors advantageous
• Degree in human resources, business, or a related discipline essential
• CIPD qualification or equivalent professional accreditation desirable
• Evidence of continued professional development essential

What We Offer

• Competitive salary
• 26 days annual leave
• Pension scheme
• Comprehensive health, wellbeing and lifestyle supports
• Career development opportunities
• And much more as part of our Total Rewards programme

Our People & Recruitment Commitment

At Sisk, our people are at the heart of everything we do. We offer the opportunity to work with purpose, grow a career without limits and be part of a supportive, collaborative team.

Equity, Inclusion & Accessibility

We are an equal opportunities employer. We welcome applications from all qualified candidates regardless of gender, race, ethnicity, disability, age, sexual orientation, religion, family status or any other protected characteristic. We are committed to providing reasonable adjustments throughout the recruitment process to support all candidates.

Encouraging All Talent to Apply

We understand that the confidence gap or imposter syndrome can discourage great people from applying. Even if you don’t meet every requirement, we encourage you to express your interest — your skills, experience and potential are what matter.

Compliance & Transparency

All recruitment materials are designed to meet or exceed legal and regulatory requirements, including the Irish and UK Equality Acts and the EU Pay Transparency Directive, ensuring fairness, transparency and equal access for every applicant.