Senior HR Business Partner (15 month contract)

TransferMate – a subsidiary of CluneTech – was established in 2010 when we began working with regulators around the world to secure licenses to operate as a global payment’s provider. With a global payments network covering 200+ countries and territories, TransferMate have established partnerships with some of the largest banks, fintechs and software providers in the world. The combination of our regulated network, award winning technology and strategic partnerships culminated in 2022 when the business achieved Unicorn status.

Our team is dedicated to delivering the best possible experience for our partners and their customers. We know that a happy team is one that performs at the highest level and our #OneTeam ethos encourages mutual support, respect, recognition, and rewards. In Ireland, we have been recognised as a Great Place to Work for 11 consecutive years, with 35 offices worldwide, we do business across 100+ countries on a daily basis.

Senior HR Business Partner – Maternity Leave Cover

We are seeking an experienced Senior HR Business Partner to join our People team on a 15-month fixed-term contract.

Reporting to the Head of HR, the Senior HR Business Partner is responsible for providing strategic and operational HR leadership across the organisation, ensuring best practice people management, employment law compliance, and the delivery of key HR programmes. The role partners closely with leaders and managers to drive business performance, foster a positive organisational culture, and support the employee lifecycle from recruitment through to performance management and employee relations.

This is a broad and varied role that requires someone who can move comfortably between strategic business partnering and the practical delivery of complex HR matters.

This is a hybrid role and the candidate may be required to attend the Kilkenny Office up to 2 days per week.

Key Responsibilities:

Strategic HR Leadership & Business Partnership:

· Partner with the Executive Leadership Team and senior managers to translate business priorities into effective people strategies and initiatives.

• Act as a trusted strategic adviser, providing constructive challenge and practical solutions on organisational, leadership and people matters.

• Identify emerging people risks and opportunities and provide evidence-based recommendations.

• Support organisational design, workforce planning, change and other strategic business initiatives, ensuring people implications are effectively managed.

• Drive initiatives that strengthen organisational effectiveness, employee engagement, culture and long-term capability.

Global Employee Relations, Global Employment Law & Policy:

• Act as a trusted advisor to managers on all HR and employee relations matters.

• Provide strategic and operational HR guidance to support business objectives.

• Maintain strong working knowledge of employment legislation across all countries of operation.

• Ensure employment contracts, policies, and HR practices remain legally compliant, fit for purpose and up to date.

• Lead and support complex employee relations matters, including performance management, grievances, disciplinary processes, absence management, probation, workplace accommodations, protected conversations, restructuring, redundancy and termination processes.

• Develop managers capability through coaching, training, guidance materials, and practical tools.

• Strengthen and maintain HR resources, including templates, guides, and learning materials.

Leadership, Talent & Organisational Effectiveness:

• Coach and challenge leaders and managers to strengthen leadership capability, accountability and consistency in people management

• Support effective performance, feedback, development and talent practices across the organisation.

• Partner with leaders on organisational challenges, change and workforce transitions.

• Work with the recruitment team and hiring managers to support effective global talent acquisition and a positive candidate experience. Participating in interviews and selection processes as required.

• Contribute to workforce planning, succession planning and the development of future organisational capability.

• Provide ongoing guidance, practical solutions, communication templates, and training to ensure consistent management practices.

• Partner with leaders to successfully implement strategic HR initiatives and programmes.

Performance Management & People Analytics:

• Lead the Company's bi-annual performance management cycle, ensuring effective goal setting, feedback, development and accountability.

• Coach managers on effective performance management and support consistent application of the process.

• Analyse performance outcomes and broader people trends to identify organisational priorities and opportunities.

• Provide the Leadership Team with meaningful HR metrics, insights and recommendations across performance, engagement, employee relations and workforce planning.

Reward, Workforce Planning & HR Operations:

• Provide strategic HR input into workforce planning, budgeting, salary reviews, headcount forecasting and employee cost modelling.

• Partner with Payroll and Finance to ensure accurate people data and effective management of employee-related costs.

• Liaise with Payroll regarding employee changes, new hires, transfers, and leavers.

• Contribute to annual budgeting and workforce planning exercises, including headcount forecasting, salary reviews, and employee cost modelling.

• Manage the global annual bonus process in conjunction with the payroll team.

• Ensure core HR processes, systems and ways of working are effective, scalable and aligned with organisational needs.

Team Management:

• Provide leadership and line management support to the global HR team, currently consisting of:

o Global HR Specialist (Ireland)

o HR, Payroll & Admin Specialist (Philippines)

• Support team development through regular coaching, performance management, and professional growth opportunities.

• Ensure effective workload planning and delivery of key HR objectives across the team.

Governance & HR Projects:

• Participate in global HR audits and compliance reviews, as required.

• Lead and contribute to strategic HR projects and continuous improvement initiatives.

• Support effective internal HR communication and employee engagement initiatives.

• Maintain the highest standards of confidentiality, integrity and professionalism.

• Undertake other responsibilities reasonably required to support the organisation's strategic and operational objectives.

Key Competencies:

• Advanced knowledge of employment legislation and HR best practices across multiple jurisdictions.

• Strong commercial awareness with the ability to align people strategies to business objectives.

• Exceptional stakeholder management and influencing skills, with the ability to challenge constructively where required.

• Strong analytical and reporting skills with the ability to interpret HR metrics and provide meaningful insights.

• Excellent written and verbal communication skills, including report writing, policy development, training delivery, and presentation skills.

• High level of integrity, discretion, and professionalism when handling sensitive and confidential matters.

• Strong organisational and project management skills with the ability to manage multiple priorities and deadlines effectively.

• Proficient in Microsoft Office Suite and HR technology platforms.

Experience and Qualifications:

• Minimum of 8-10 years' progressive HR experience, with at least 2-4 years operating at Senior HR Business Partner level.

• Bachelor's Degree in Human Resources, Business, Employment Law, or a related discipline.

• CIPD qualification is desired.

• Additional qualifications in Employment Law, Coaching, Mediation, Organisational Development, or Change Management would be advantageous.

• Proven experience providing strategic and operational HR support within a fast-paced, multinational organisation.

• Demonstrated expertise in employee relations, employment law, performance management, organisational development, and change management.

• Experience managing complex employee relations cases and providing risk-based advice to senior stakeholders.

• Exposure to supporting global workforces across multiple jurisdictions and employment law frameworks.

• Experience partnering with senior leaders to drive business performance, employee engagement, and organisational effectiveness.

• Experience working with HRIS and performance management systems, preferably StaffCircle or similar platforms.

• Experience contributing to recruitment, workforce planning, budgeting, and payroll-related processes.

Recognised as a both a Great Place to Work and Deloitte Best Managed Company, we believe that recognition goes much deeper than just financial rewards. Therefore, in addition to a competitive salary, we also offer an exclusive benefits package that includes:

• Flexible Working Policy with a combination of remote and office working and a flexible approach to working hours

• Competitive annual leave

• Employee-led CSR Programme

• Rewards & Recognition

• Employee Wellbeing Programme, CluneTech Life

This job description is intended as a summary of the primary responsibilities for this position. It is not an exhaustive list of all duties an individual in this position might be asked to perform or that may be required either now or in the future.