HR Business Partner Specified Purpose Contract

inlandfisheriesireland; Ireland; On-site; EUR 60,000 - 75,000; Full time

Job summary

Inland Fisheries Ireland is seeking an HR Business Partner to join our HR team. The role focuses on delivering strategic and operational HR projects, aligning people initiatives with IFI's objectives and supporting managers and staff across districts.

The successful candidate will work with the HR Senior Manager to shape and deliver the HR strategy, provide professional HR advice, and improve the HR offering in a collaborative, team-based environment aligned with IFIs vision.

Qualifications

• Relevant HR qualification or equivalent experience.
• Strong communication and stakeholder management skills.
• Experience delivering HR projects and programmes.

Responsibilities

• Act as a focal point for HR advice and support to assigned districts and departments.
• Provide guidance on terms and conditions of service, employment law and HR policies and procedures.
• Collate and analyse HR data to inform staffing and service delivery decisions.
• Support organisational change initiatives in partnership with operations and HR colleagues.

Job description

Inland Fisheries Ireland has a vacancy for a HR Business Partner (HRBP) to join our HR team.

This position will be responsible for leading and delivering a broad range of strategic and operational projects to achieve IFIs corporate and people strategies. Working collaboratively with managers and employees, the HRBP will work alongside the business to deliver on operational objectives. The HRBP will also identify and implement interventions to improve the HR offering in a collaborative team-based environmental including leading and designing key projects and initiatives that enables our culture and our people to develop in line with IFIs strategic vision The HRBP is responsible for aligning business objectives with employees and management within districts and departments and to support, guide and advise senior management and people managers.

Reporting to the HR Senior Manager, this is an exciting role which will give the successful candidate the opportunity;

• To add value and contribute to the delivery of the organisation objectives by working as a business partner, providing professional HR advise to all staff groups
• To work in partnership with districts/departments and HR colleagues, assisting in the development and implementation of organisational change
• To develop effective and credible working relationships within the directorates and departments across the organisation that positively influence staff experience
• Act as a member of the HR operational management team, to work effectively with HR colleagues in shaping and delivering the HR strategic direction and plans in a consistent and integrated way
• To continually improve and develop the service to meet organisational needs in supporting service delivery and modernisation

ABOUT US

Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources.

More information can be found by visiting our website.

OUR VISION, MISSION & VALUES

Vision

To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations.

Mission

To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximise their sustainability and natural biodiversity.

Values

• We are committed to the environment and sustainability.
• We work collaboratively and with professionalism.
• We communicate openly and transparently.
• We act with respect, integrity, and accountability

KEY RESPONSIBILITIES

The HR Business Partner will add value and contribute to the delivery of the organisation objectives by working as a business partner, providing professional HR advise to all staff groups and provide support in all HR functional areas including:

Supporting the Effective Management of People

• Act as a focal point for the provision of HR advice and support to assigned districts and departments.
• Provide appropriate advice and support to the areas in the interpretation and application of terms and conditions of service, employment law and HR policies and procedures.
• Collating, analysing and interpreting HR performance management data, (e.g. staffing numbers, absences, staffing profiles etc.), as required to assist districts/departments in achieving their service objectives, corporate milestones and supporting managerial decision making.

Managing the Consequences of Organisational Change

• Working in partnership with operations/departments, assisting in the development and implementation of organisational change with particular reference to HR implications.
• Support the working practices of HR staff in the wider HR team, ensuring the implementation of good HR working practices and liaising with other HR staff to achieve an efficient and effective HR service throughout.
• In conjunction with HR colleagues, participate in consultation and negotiation with staff side representatives at a district/departmental level.

Planning and Utilising the Workforce

• Contribute effectively to the workforce planning process within the specified districts/departments, ensuring the organisation is equipped to meet changing service needs through challenging professional boundaries and traditional ways of working.
• Monitor resource trends within assigned districts/departments advising on recruitment and retention practice and encouraging the effective utilisation of staffing resources through the proactive use of workforce information.

Employee Relations Matters

• Support districts/departments in the management of change initiatives within their areas. To deal with employee relations issues and providing sound advice on operational IR issues that arise across the organisation.
• Advise and support districts/departments in ensuring best practice people management taking into account employee rights and entitlements and ensuring that all staff are treated with dignity and respect.

Recruitment and Onboarding

• Recruitment process through all stages from drafting role specs and providing administrative support to chairing recruitment selection panels.
• Onboarding process for all incoming personnel including employees, secondees and consultants, tailoring same as required.
• Conduct the induction process for all incoming personnel including employees, secondees and consultants, tailoring same as required.
• Gather feedback on recruitment and develop reporting to support continuous improvement and best practice.
• Prepare recruitment reports for the Head of HR and Executive Team.
• Continuously review and develop the recruitment process ensuring equality, diversity and inclusion (EDI) is at the forefront of all aspects of the process.

Compensation and Benefits

• Support on payroll inputs for the organisation including increment management, deductions and benefit administration, attending payroll/HR meetings.

Performance Management

• Support the probation process for all new employees and secondees of the Organisation, including supporting line managers in same.
• Support the performance management process for all employees and secondees of the Organisation, including the supporting of line managers in same.

Training and Development

• Develop and deliver internal training courses as required.
• Deliver training on policies and procedures.