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IRE Retail HRBP

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Role area:
Human Resources
Contract type:
Full Time
Location:
Dublin
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Job Title: Human Resources Business Partner

Reporting Line: HR Director – Retail Operations

Role Overview/Purpose:

The Retail HR business partner (HRBP) is responsible for aligning business objectives with employees and management within the Retail business. The position serves as a consultant and strategic partner to management on human resource related issues and will act as the voice of the business within HR. The role holder acts as an employee champion and change agent.

The HRBP pro-actively assesses and anticipates HR and people-related needs. Communicating needs within our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across both Group HR and the Retail business to deliver value-added service reflecting the strategic priorities of the business and is fully dedicated to internal clients.

The Retail HRBP shares the responsibility for goals and target delivery with the business.

The HRBP maintains an effective level of business literacy in relation to the Retail business financial position, strategy and commercial plans, culture and competition.

Key Responsibilities:

  • Partner with the management team of Retail business unit, supporting strategic plans and developing the Retail specific people plan; positively challenging business plans from a people perspective – considering resourcing, engagement, attrition, talent mapping, alignment etc.
  • Developing and delivering HR solutions to drive performance management, employee engagement, succession planning, talent retention and communication.
  • Coaching and consulting with the Retail management team on an ongoing basis on issues affecting morale, performance, reward, retention, development and organisation effectiveness, seeking to determine root causes and recommending/implementing appropriate next steps.
  • 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 policy.
  • Manage and seek to resolve complex employee relations issues. Conducts effective, thorough and objective investigations in partnership with centre of excellence.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as necessary. Educates the line on amendments to legislation and/or internal policy.
  • Actively identifies gaps, proposes and implement changes necessary to cover risks.
  • Proactively supports the delivery of HR processes at the client’s side.
  • 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 within retail. Manages quarterly reviews of talent identification and associated development plans.
  • Challenges the organisation structure of the business as appropriate and proposes relevant change.
  • Identifies training needs for business units and individual executive coaching needs. Partner’s with L&D function to ensure full knowledge management and effective L&D solutions.
  • Participates in evaluation and monitoring of retail training programs with Head of L&D to ensure success. Follows up to ensure training objectives and transfer of learning are met.
  • Partners with the Head of Recruitment to drive recruitment of ‘best in class’ candidates.
  • Partners with Line Manager & Retention BP to identify retention issues. Leads on projects to reduce retention statistics from the business side.
  • Leads and drives HR related projects as required.

Required Competencies

1. Business Acumen.

2. Communication.

3. Consultation.

4. Global & Cultural Awareness.

5. HR Expertise.

6. Relationship Management

7. Change Management

Education, Qualifications & Experience

1. Minimum of 4 years’ experience in a fast paced HR team.

2. Exceptional knowledge of multiple human resource disciplines, including compensation practices, organisation design, employee relations, diversity, performance management, and employment laws.