HR Partner, Ireland (12 month FTC)

Egroup Us; Dublin; Hybrid; EUR 60,000 - 90,000; Full time

Job summary

Scope in Ireland is hiring a HR Partner to join the People and Culture team on a full-time, 12-month fixed-term contract (maternity cover). The role is hybrid, with around two days in the Dublin office and three days from home, plus occasional travel to the UK.

You will deliver a full range of HR services from recruitment and onboarding to training, performance management, employee relations and policy guidance, partnering with leaders across Scope to drive people initiatives.

Qualifications

• 3rd level qualification with HR focus required.
• HR certification (CIPD/SHRM) desirable.
• Experience across recruitment, policy guidance and employee engagement.

Responsibilities

• Partner with leaders to set HR strategies and initiatives.
• Provide HR services across recruitment, onboarding, training and performance.
• Advise on employee relations and employment policy compliance.
• Coordinate onboarding and new hire processes in BambooHR.
• Support compensation, benefits, and payroll activities.

Skills

HR partnering

Employee relations

Recruitment

Onboarding

Training & Development

Performance management

Compensation & Benefits

Education

Bachelor's degree in Business with HR focus

HR certification (CIPD/SHRM)

Tools

BambooHR

ADP

Job description

We are Hiring!

We have an exciting new opportunity at Scope for a HR Partner to join our People and Culture team!

The role is a full time, 12-month fixed term contract (covering maternity leave) based in Ireland. The role will be hybrid (approximately 2 days in the Dublin office and 3 days from home) with some travel to the UK.

We are looking for people who can connect their own personal vision and values into some of what we do at Scope.

Our Vision as a company is to become a leading force in Eyecare, with people at our core.

HR Partner

The HR Partner reports to the Head of People and Culture and will have responsibility for HR activities in their assigned Region, Division and/or Departments. They will provide a full range of HR services to the business: Recruitment, Onboarding, Training and Development, Performance and Reward Management, Communications, Employee Relations, and HR Administration activities. They will build strong consultative relationships with leaders across Scope. Working closely with colleagues from across the business they will lead, facilitate, and participate on a wide range of People and Culture Projects.

Key Responsibilities

HR Partnering

• Learns about the Region/Division/Department they support and builds professional relationship with each manager and their teams. Becomes a credible and trusted partner for people managers and their teams.
• Works closely with managers to understand the strategic goals of their Division/Department. Creates and implements HR initiatives and activities that support achieving these goals.
• Support managers in creating a culture of Performance and Continuous Improvement by coaching and mentoring managers on effective performance management.
• Provide practical HR advice and support using best practices from inside and outside Scope.
• Manage and provide guidance on all employee relations matters for their respective Region, Division and/or Departments.
• Works with TL&D to support development needs as identified in the PDR for improving performance in role.

HR Policy

• Keep up to date with employment legislation updating Scope Handbooks and Policies where necessary.
• Design and deliver training and communications where needed for Management and Staff e.g., Diversity, Equity and Inclusion, Recruitment, Engagement, Recognition
• Guide and advise managers on how to deal with individual cases and situations in line with policy.

Talent Acquisition

• Work with the hiring manager to refine job descriptions, create specific criteria for sourcing and selecting suitable candidates and formulating a hiring plan for each vacancy.
• Coordinate direct and indirect (PSL agencies) sourcing activities to ensure high calibre candidates for the selection.
• Support and participate in the selection process and help with the design of assessments and interviews.
• Use psychometric tools and other assessment methods to provide more objective data to the decision‑making process.
• Manage the communication with candidates and agencies on hiring decisions and feedback
• Complete reference checks for all candidates at offer stage
• Compile recruitment metrics and indicators and implement improvements to ensure an effective and efficient process as well as the best possible candidate experience.

New Hire Onboarding

• Coordinate the onboarding process to ensure new hires have a professional and straightforward experience prior to joining Scope.
• Coordinate with stakeholders (Hiring Manager, Operations, TL&D & Finance) to ensure all relevant aspects are in place for start date to ensure a successful induction to Scope.
• Ensure all activities are completed and all required documents (including CV and Qualifications) are received and filed in BambooHR.

HR Administration

• Work with the HR Coordinators to manage HR systems (e.g., BambooHR, ADP) and specifically
  • manage and record key employee data and changes using the inbuilt functionality
  • be the point of contact for Managers and Employees for queries etc.
  • manage the set‑up of the system and liaise with the suppliers for any issues
  • manage the annual holiday and time and lieu processes
• Manage Compensation and Benefit processes e.g., Pension, Healthcare, Holidays, Prof Subs & Kiddi vouchers
• Manage the administration of monthly payroll changes in advance of sending to Finance
• Manage the relationships with external providers and provide updated data on employees as required.
• Coordinate the Probationary Process timelines with Managers and ensure 2- and 4-month reviews are completed.
• Manage the termination process to ensure all key steps and documents are completed for those employees leaving Scope

Communications & Engagement

• Support all people managers with employee communications and engagement activities e.g., Gallup engagement survey
• Facilitate and lead cross functional teams to drive engagement and improvement on key areas in People and Culture

Talent Development

• Supports individual development needs focused on readiness for ‘Next Role’ i.e. career progression and talent management.
• Works with the TL&D Managers/Line Managers/External providers to design and deliver training events that develop the knowledge and skills needed.
• Play a supportive role in Leadership/Management upskilling (e.g. Monthly Management workshops, Selecting the Best) and High Potential/Top Talent development (e.g. Guiding the creation of Career Blueprints).

Qualifications

• 3rd Level Qualification is required. A Business qualification with a specialisation in Human Resources is desirable.
• In some cases, career experience in a similar role or generalist HR role would be considered equivalent to the above qualification.
• Additional HR or Learning and Development related qualification or training is required. HR certification (eg, CIPD, SHRM-CP) is desirable.

Knowledge, Skills and Experience

• Experience of working across a range of HR Disciplines ideally within the areas of Recruitment, Policy Guidance, Employee Engagement, Communication and Business Partnering.
• Up to date knowledge of employment law and employee relations practices
• IT savvy and can influence others to use system and process to drive and sustain effective and consistent HR activities.
• Excellent verbal, written, presentation and analytical skills.
• Has a tracked record of creating and communicating reports and status updates.
• Excellent planning and organisation skills with a track record of delivering effectively.
• Strong attention to detail and experience working in a fast paced and high energy environment.
• Collaborates well with colleagues, develops good relationships with them and shares knowledge and insights openly.
• Proven ability to work cross functionally and with external stakeholders e.g. Suppliers, Partners etc.
• Initiative – able to operate with minimal supervision knowing when to consult / inform.
• A good sense of humour and a bright, enthusiastic personality.
• Ability to travel within own country (10%) and internationally (10%).