Reports to: People & Culture Manager
Business Unit: Shared Services, People & Culture
Location: Ergo, Dublin, hybrid working model in operation

EDUCATION, QUALIFICATIONS AND SKILLS

• A minimum of 3 years of experience as an HR Business Partner is required, with a preference for experience within a managed services business unit.
• You have experience in organisation design, change management, TUPE, handling complex ER cases, and analysing trends and metrics.
• You are a superb communicator - you proactively and positively communicate, flexing your style, depending on your audience.
• Able to pivot from the strategic to the operational and not afraid to roll sleeves up and get involved in all aspects of the role, no matter how big or small.
• You can problem solve both operational and strategic issues through a pragmatic and commercially sound approach.
• You are empathetic and effective at influencing a range of stakeholders.
• You are self-directed and comfortable making evidence-based, data-driven decisions.
• You have a strong sense of accountability and co-ownership of challenges and are highly results focused.
• You are committed to maintaining a high degree of personal integrity and confidentiality.
• CIPD qualified and/or third level qualification.

OVERVIEW OF ROLE

The People & Culture Business Partner will work closely with the business and the Managed Services Leadership team, to develop and implement a HR agenda that supports Ergo’s goals and objectives. You will be responsible for designing and implementing structures, HR practices and programs to drive the change agenda and enable sustainable scaling and performance of the business.

KEY ROLE RESPONSIBILITIES

• Be a trusted partner to senior leadership and their management teams, establishing and maintaining strong relationships across the business to develop their strategic plans, ensuring the people considerations and requirements, such as resourcing, engagement, learning & development, and culture.
• Build leader and manager capability through trust-based relationships, feedback, coaching and mentoring that support their development as they work with their teams, helping them to create high performing and highly engaged teams.
• Drive performance management, performance review cycle processes across the business, identify business critical competency needs required to improve the function’s performance and development.
• Customise, enhance, implement and execute talent management and succession planning process to ensure that current and future staffing needs are met in support of business requirements.
• Analyse and leverage employee data, providing insights to business leaders on key strengths, issues/ risks, improvement areas, trends and opportunities to inform decisions, structures and initiatives and to drive action plans to build a strong culture, retain talent, and enhance employee engagement.
• Support ongoing organisational growth by promoting the value of diversity, reinforcing our values and expectations, identifying development pathways, competency gaps and initiatives to support career development.
• Partner with business area leaders to ensure learning needs are met to deliver business initiatives and employee development needs.
• Partner with leaders on organisation design, providing strategic input on business direction, resource planning, and change management.
• Respond to manager and employee questions and queries, providing support and advice and acting as a champion of our core values.
• Collaborate with P&C team colleagues on strategic functional priorities, taking ownership of business wide initiatives and projects as required as well as helping with BAU needs, when required.
• Develop and implement policies and procedures to ensure compliance with employment laws and alignment with company culture and values, review and benchmark the internal and external environment to improve HR policies.