Human Resources Business Partner

Collins McNicholas Recruitment & HR Services Group; Sligo; On-site; EUR 60,000 - 85,000; Full time

Job summary

Collins McNicholas Recruitment & HR Services Group is seeking an experienced Human Resources Business Partner (HRBP) in Sligo to partner with business leaders. You will develop people strategies to drive performance, engagement, and organisational effectiveness within a fast-paced manufacturing environment.

You will provide strategic and operational HR support across employee relations, talent management, workforce planning, and change management, acting as a trusted advisor to leaders while

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related discipline.
• CIPD qualification or membership (desirable – not essential).
• Experience supporting leaders in fast-paced environments across ER, coaching, change, and engagement.
• Strong analytical capability with HR metrics and data-driven insights.
• Strong organisational skills and ability to manage competing priorities.

Responsibilities

• Partner with business leaders to translate priorities into effective people strategies and workforce plans.
• Provide strategic HR guidance to support objectives and performance.
• Use HR metrics and analytics to identify trends and influence decisions.
• Act as trusted advisor and coach to leaders to improve leadership effectiveness.
• Manage employee relations matters with fairness, consistency, and compliance.
• Support recruitment, talent development, succession and career initiatives.
• Lead change management and employee engagement initiatives across the organisation.
• Ensure core HR processes and data accuracy align with data protection requirements.

Skills

Employee relations

Coaching

Change management

Employee engagement

Organisation development

HR analytics

Education

Bachelor’s degree in HR or business-related field

CIPD qualification (desirable)

Job description

Our client, a world leading organisation based in Sligo are looking to add a Human Resources Business Partner (HRBP) who partners with business leaders to develop and implement people strategies that drive business performance, employee engagement, organisational effectiveness, and a positive workplace culture.

Working closely with leaders across a dynamic manufacturing environment, the HRBP provides strategic and operational HR support across employee relations, talent management, organisational development, workforce planning, performance management, change management, and employee engagement. The role acts as a trusted advisor and coach to leaders, ensuring the consistent application of HR policies, employment legislation, and company values while supporting the achievement of business objectives.

The HRBP leverages HR data and insights to identify trends, develop solutions, and lead initiatives that enhance organisational capability, employee experience, and operational performance.

MAJOR RESPONSIBILITIES

Reporting to the HR Manager, the incumbent will deliver the HR Value Proposition and have responsibility for the following:

Strategic Business Partner

• Partner with business leaders to understand business priorities and translate these into effective people strategies and workforce plans.
• Provide strategic HR guidance and solutions that support organisational objectives and operational performance.
• Utilise HR metrics, workforce analytics, and business insights to identify trends, recommend actions, and influence decision‑making.

Leadership Coaching & Support

• Act as a trusted advisor and coach to leaders, supporting their development and enhancing team and organisational effectiveness.
• Build leadership capability through coaching, feedback, and guidance on people management best practices.
• Support leaders in navigating complex people challenges and organisational change.

Employee & Industrial Relations

• Provide expert guidance and support on employee relations matters, including disciplinary, grievance, performance management, attendance management, workplace investigations, and conflict resolution.
• Coach and support managers to effectively manage employee relations issues while ensuring consistency, fairness, and compliance with company policies and employment legislation.
• Promote positive employee relations and engagement across the organisation.
• Identify ER trends and recommend proactive interventions to minimise risk and improve employee experience.

Talent & Organisational Capability

• Partner with leaders to identify current and future talent requirements and develop robust succession and talent plans.
• Support recruitment, talent development, succession planning, and career development initiatives.
• Facilitate talent reviews and provide guidance on performance management and employee development processes.

Culture, Engagement & Change

• Champion the organisation's culture, values, and employee experience initiatives.
• Support initiatives that enhance employee engagement, inclusion, retention, and organisational effectiveness.
• Lead and support change management initiatives to ensure successful adoption of business and organisational changes.

HR Operations & Continuous Improvement

• Support the delivery of core HR processes, including performance management, compensation review cycles, workforce planning, and organisational changes.
• Ensure HR systems and employee data are maintained accurately and in compliance with data protection requirements.
• Lead and participate in HR projects and continuous improvement initiatives to enhance service delivery and employee experience.
• Develop and deliver training, workshops, and people management programmes as required.

EDUCATION & COMPETENCIES

• Bachelor's degree in Human Resources, Business, or a related discipline.
• CIPD qualification or membership (or equivalent professional HR qualification) (desirable – not essential)
• Previous hands‑on experience of supporting leaders within a fast‑paced environment across Employee Relations, Coaching, Change Management, Employee Engagement.
• Strong analytical capability with experience interpreting HR metrics and translating data into actionable insights.
• Strong organisational skills with the ability to manage competing priorities in a fast‑paced environment.
• High levels of integrity, professionalism, and discretion.