RQ HR Business Partner

Reporting Relationship

Reporting to Human Resource Manager

Purpose of Post

Peamount Healthcare is currently recruiting for a HRBP to join the HR team.

The right candidate will assist the HR Manager & HR Director in developing a high quality, effective and efficient Human Resources Service which actively contributes to the strategic development of the organisation, a highly productive workforce, and the achievement of a positive employee relations environment.

You will act as a strategic partner and will be responsible for driving and implementing large scale change management projects.

The key areas of responsibility are Change Management, Recruitment and Retention, Workforce Planning, Training and Development, Performance Management, Employee Relations, HR Metrics and Policy Development and Research.

Eligibility Criteria Qualifications & Experience

Essential Requirements

- Third Level qualification in Business/HR.

- Project management experience

- Experience Managing Time & Attendance System

- Minimum 4 years' experience HR with the last 2 working in a senior HR Business Partner or equivalent role

- 2 years' experience in a healthcare environment an advantage.

- 2 years IR and ER experience backed up with excellent knowledge of employment law

- HRIS knowledge 

- Good knowledge of MS-Office packages

- Good knowledge of Outlook

- Fluent in English language

- Ideally CIPD accredited

- A sound background in HR and/or relevant experience in recruitment, staff relations and identifying training and development needs.

- Management/supervisory experience

Personal Attributes:

- The ability to liaise successfully between groups by expressing and addressing issues clearly and articulately as well as excellent interpersonal and communication skills.

- A high capacity for responsibility and individual initiative.

- An ability to write in clear and concise English.

- Intellectual clarity that demonstrates that a brief given on any issue is fully understood.

- Determination and a willingness to make a success of the job.

- Candidates and any person holding the office must be of good character.

Health

A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 

Character

Each candidate for and any person holding the office must be of good character

Skills, Competencies and Knowledge

Interpersonal Skills

• Able to communicate, interact and work well with others.
• Open to others' ideas and inputs works with others to find a mutually agreeable outcome.
• The ability to present information clearly, concisely and confidentiality when speaking and in writing tailoring to meet the needs of the audience.

Communication

Strong oral and written communication skills:

Clear and persuasive.

Listens to others and seeks clarification.

Contributes and gives input to discussions. 

Able to adapt your communication style to different situations and audiences.

Initiative

Proactive, self-starter

Looks for opportunities for improvement and implements suggests and develops innovative approaches and ideas.

Decision making

Making, taking responsibility for, and demonstrating commitment to appropriate decisions in a timely manner. Ensuring that decisions are made based on policies, rules organisational directives and solving emerging problems. Willing to make decisions and includes the appropriate people in the decision-making process.

IR/ER

Support the Line Managers in delivering a proactive and efficient ER function. Provide ER and employment law expertise, providing advice to HR colleagues and line managers on all ER issues, and HR policy and procedures, to ensure consistency across the firm.

Deliver a consistent, knowledgeable and professional service in areas including disciplinary, grievance, probation, performance, dignity at work, long term sick leave etc. ensuring all such matters are dealt with in line with policy, best practice and legislative requirements to mitigate risk.

Participate in the identification and delivery of ER projects/continuous improvement initiatives to improve the policy framework, increase knowledge within the firm and expand ER capability within the team.

Collaborate with key partners on ER data insights, trends and opportunities to drive proactive solutions.

Manage and own a case load from commencement to case timely investigation of issues and hearings. Produce comprehensive and clear investigation reports and/or outcome letters.

Coordinate investigations and other formal processes required under the HR policies, and act as the liaison between respondents and investigating teams. Coordinate all written communications with parties involved in investigations, hearings and appeals.

Problem Solving:

The ability to evaluate complex information from a variety of sources and make effective decisions. A capacity to develop new proposals and put forward solutions to address problems in a timely manner.

Team Working:

The ability to build and maintain relationships with colleagues and other stakeholders and to achieve results through collaborative working. Ability to work with a multi-disciplinary team members and other stakeholders to facilitate high performance, developing and achieving clear and realistic objectives.

Planning:

The ability to successfully manage a range of different projects and work activities concurrently and utilising computer technology effectively. The ability to use resources effectively, challenging processes to improve efficiencies where appropriate.

Other requirements specific to the post

Personal credibility with ability to influence at all levels within the organisation

Articulate, with excellent communication skills, both verbal and written

Principal Duties & Responsibilities

Essential:

Third Level qualification in Business/HR.

Minimum 4 years' experience HR with the last 2 working in a senior HR Business Partner or equivalent role

2 years' experience in a healthcare environment an advantage.

2 years IR and ER experience backed up with excellent knowledge of employment law

HRIS system knowledge

Exceptional communication skills including effective listening, writing and presentation.

Intermediate to advanced knowledge of Excel, Word and PowerPoint.

Fluent in English language

Ideally CIPD accredited

Required Skills and Knowledge

HR experience related to employee relations investigations essential.

Knowledge of laws, rules and regulations pertaining to employee relations matters.

Proven ability to build strong partnerships and work collaboratively with managers and HR colleagues.

Proven ability to resolve a wide range of issues in creative ways.

Demonstrated ability to work independently, including the ability to organize, plan, and prioritise tasks.

Ability to engage with employees / colleagues at all levels.

Ability to manage complex employee relations issues.

Sound judgement and problem-solving skills.

Ability to work reactively on critical employee relations issues that are crisis-oriented and typically can only be successfully completed with limited time.

Ability to work effectively with others to accomplish goals in a challenging and dynamic environment.

Exceptional organizational and collaboration skills required.

Provide advice on employment legislation, employment codes of practice and the WRC.

Work closely with the HR Director, HR Manager and other HR staff members to develop people solutions to emerging IR/ER issues.

Prepare cases for 3rd party hearings, as appropriate ensuring best practice case management procedures are followed

Deliver a dedicated HR service to designated line of business, with focus on IR/ER

Oversee recruitment campaigns, working with hiring managers to determine their needs.

Deliver on the Induction Programme as required.

Work closely with HR Director, HR Manager and other Senior HR staff members to develop training initiatives to fulfil developmental needs and management development.

Support line managers on employee relations matters, including leading and conducting investigations in a professional and confidential manner. 

Provide advice and assistance to Line Managers on the management processes for grievance, disciplinary, dignity at work issues and absence management.

Ensure all HR policies and procedures are maintained/developed in line with current legislation.

Interpret and advice on implementation of HSE circulars.

Build and maintain strong relationships with key stakeholder (internal and external) to ensure organisational needs are met.

Lead and participate in HR projects as required.

Other requirements specific to the post

Personal credibility with ability to influence at all levels within the organisation

Articulate, with excellent communication skills, both verbal and written

The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him / her from time to time and to contribute to the development of the post while in office.

Campaign Specific Selection Post

A ranking and or short-listing exercise may be carried out on the basis of information supplied in your CV. The criteria for ranking and or short listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore, it is very important that you think about your experience in light of those requirements

Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process

Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview depending on the service needs of the organisation.

Code of Practice

Peamount will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principles basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of Code of Practice. 

Codes of practice are published by the CPSA and are available on 

The reform Programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed.

The job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned.