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HR Business Partner

Northern Ireland, United Kingdom (Hybrid)

HR Business Partner

1 Month ago • 3 Years + • Human Resource

About the job

Summary_{By Outscal}

8 skills required for this role

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Must have:

HR Business Partner
Core HR Practices
Analytical Skills
Collaboration Skills

Good to have:

Regional Knowledge
Data Analysis
Problem-Solving
Workday Experience

Perks:

Hybrid Work
Growth Opportunities

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We are seeking a dedicated HR Business Partner to support our EMEA region. In this role, you will work closely with our HR Business Partners (HRBPs) and the broader HR team to deliver effective people strategies and HR processes across the region. Your focus will be on supporting core HR activities, providing data and insights, and helping drive people programs that align with business goals.

You will play a key role in supporting employee relations, talent management processes, and HR initiatives that contribute to the success of our regional and global teams. This is a great opportunity for a HR professional with 3+ years of experience to grow their expertise in a fast-paced and dynamic environment.

What you'll be doing:

HR Support and Partnering

Support HR Business Partners in executing people strategies and initiatives for client groups across the EMEA region.
Act as a point of contact for managers and employees to address HR-related queries, escalating complex issues to senior HRBPs as needed.
Assist in facilitating core HR processes (e.g., performance management, talent reviews, compensation planning) and ensure timely completion across client groups.

Employee Relations

Support employee relations efforts by gathering information, preparing documentation, and helping manage employee relations cases, such as disciplinary actions and grievances.
Provide guidance on policies and procedures, ensuring alignment with local labor laws and company policies.

Data Analysis and Reporting

Prepare HR-related reports, dashboards, and analytics to support decision-making and provide insights to HRBPs and business leaders.
Analyze employee data (e.g., turnover, headcount, engagement) and assist in identifying trends, offering data-driven recommendations for improvement.
Leverage Workday and other HR systems to provide key HR insights and trends.

P&T Program Support

Participate in the creation and implementation of HR programs, strategies, and initiatives such as talent management, employee engagement, and leadership development.
Collaborate with regional HRBPs and Center of Excellence (COE) HR teams to drive operational HR activities and ensure seamless execution of HR projects.

Organizational Support and Development

Support business leaders and HRBPs in organizational design initiatives, ensuring the structure aligns with business priorities.
Help implement talent strategies that focus on key areas such as succession planning, workforce development, and retention.

Cross-Functional Collaboration

Partner with various HR functions, such as Talent Acquisition, Compensation & Benefits, Generalist team and Learning & Development, to ensure alignment of HR services with business needs.
Assist in rolling out company-wide initiatives, including onboarding, training, and employee development programs, adapting them to meet regional requirements.

Required skills and experience:

3+ years in an HR Business Partner role, with experience in HR operations or generalist roles supporting HR processes.
Knowledge of Core HR Practices: Familiarity with performance management, employee relations, talent management, and compensation practices.
Analytical Skills: Ability to pull, analyze, and interpret HR data to provide insights and recommendations. Ability to use Excel and Google Docs to perform V-lookups, pivot tables and other intermediate excel functions.
Collaboration Skills: Proven ability to work effectively across teams and functions, partnering with HRBPs and central HR teams to deliver results.
Communication: Strong verbal and written communication skills, with the ability to convey HR insights and recommendations clearly to managers and employees.
Problem-Solving: Resourceful in addressing employee issues and supporting managers in resolving employee relations matters.
Regional Knowledge: Awareness of HR policies, processes, and labor laws within the EMEA region is preferred.

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