Human Resource Business Partner

Dublin, L, IE

Position Summary

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across both HR and the business to develop value-added service reflecting the strategic priorities of the business, and the HRBP shares the responsibility for goals and target delivery within the business. The position may include international human resource responsibilities. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Candidates for this position may reside in any UK or Ireland location, but should be available for limited business travel. 

Job Responsibilities

Partners with the management teams of our lines of business on strategic and people plans

Developing and delivering HR solutions to drive performance management, employee engagement, succession planning, talent retention and communication

Coaching and consulting with the management team on an ongoing basis

In conjunction with business managers, ensure that the appropriate resources and capabilities are in place to meet the growth aspirations of the organisation

Uses business insights to drive change in people management practices. Analysis of trends and metrics to develop solutions, programmes, and polic

Manages and seeks to resolve complex employee relations issues. Conducts effective, thorough and objective investigations

Maintains in-depth knowledge of employment law, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as necessary. Educates the business leaders on amendments to legislation and/or internal policy.

Actively identifies gaps, proposes and implements changes necessary to cover risks

Proactively supports the delivery of HR processes

Works closely with management and employees to improve work relationships, build morale, and increase productivity and decrease retention

Provides guidance and input on business unit restructures, workforce planning and talent and succession planning

Drives talent and succession agenda with the business. Manages quarterly reviews of talent identification and associated development plans

Challenges the organisational structure of the business as appropriate and proposes relevant change

Identifies training needs for the business units and individual executive coaching needs. Partners with the Operational Excellence function to ensure full knowledge management and effective learning and development solutions

Participates in evaluation and monitoring of training programs with the Operational Excellence team to ensure success. Follows up to ensure training objectives and transfer of learning are met

Partners with the recruiting team to drive recruitment of ‘best in class’ candidates

Partners with the line manager to identify retention issues. Leads on projects to reduce retention statistics from the business side

Leads and drives HR integration activities for any acquisitions

Partners with the payroll and benefits team to ensure employees are effectively paid, benefits programs attract and retain employees, and any issues are resolved

Onboards new employees to ensure they are set up for success in their new organisation

Create and share HR performance metrics with the business and solicits appropriate service feedback from key business stakeholders

Ensures corporate HR system is maintained and contains accurate data. Trains employees on the system to ensure optimum adoption of the HR tools

Leads and drives HR related projects as required, including ensuring stakeholders and employees are engaged and communicated with during the process

Provides HR policy guidance and training

Develops contract terms for new hires, promotions and transfers

Assists international employees with expatriate assignments, global mobility and associated HR matters

Required Qualifications

Minimum of 8 years’ experience in a fast-paced HR team

Exceptional knowledge of multiple human resources disciplines, including compensation practices, organisational design, employee relations, diversity, performance management, and employment laws

Minimum of 4 years’ experience working in a multi-national company

Working knowledge of employment practices and laws in UK and Ireland

Preferred Qualifications

CIPD Qualified (or equivalent)

Working knowledge of SAP SuccessFactors

Working knowledge of employment practices and laws in Netherlands, Germany and the Middle East

Experience in mergers and acquisitions

Experience in talent acquisition

Bachelor's degree


Rizing is a privately held multi-million dollar international company fully committed to providing leading SAP functional and technical services to our customers. The portfolio of brands includes:

  • Vesta Partners, an Enterprise Asset Management (EAM) professional Services firm.
  • Rizing HCM, an SAP SuccessFactors powerhouse exclusively focused on HCM which includes:
    • /N SPRO HCM
    • AASONN
    • 3D RESULTS
    • Synchrony Global
  • /N SPRO CONSUMER INDUSTRIES a prominent firm fully focused on providing leading SAP functional and technical consulting services to Fortune 500 companies in the Consumer Industries market.

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