Murphy is recruiting a People Business Partner on a 17-month Maternity Cover Fixed Term Contract to work with our People team in Newbridge.

Operating in Ireland, the United Kingdom, Canada and the USA, Murphy provides better engineered solutions to infrastructure sectors including transportation, water, power and natural resources. So that our teams out on projects can run smoothly it is vital that we have robust support functions in place.
 
We are committed to fostering an engaging and collaborative work environment in which each person’s career is nurtured and developed. We focus on employee development, providing a culture of innovation and positive work-life balance.

People Business Partner

Contract Type:

Fixed Term for 17 months

Full-time onsite

Main purpose of role:

To partner with senior key stakeholders to proactively identify areas where the People Team can add value and to lead solutions in support of strategic goals and improving organisational performance.  Responsible for providing high quality, pragmatic and commercial HC / employee relations assistance to the business. Working closely at all times with the Senior People Business Partner

What you will be doing: 

Strategic Human Resource Management

• With direction from People Director and Senior People BP aid in enabling the business to fully understand their key business performance issues, objectives and drivers, and associated people requirements for both the current and future business challenges.
• Assist with the planning, design and evaluation of people related initiatives that support the immediate and future organisational strategic goals and being flexible enough to cope with changes in the organisation as and when they occur.
• Working with the senior management team and Learning and Organisational Development to identify succession gaps within the business unit and address these to support the delivery of long term business objectives
• Collaboratively work with the People BP’s, Senior People BP’s and other people functional areas to develop innovative, timely and cost effective best practice solutions that can be implemented across the function as a whole. This should include HR Policies, recruitment and selection practices, retention approaches, performance management, absence management etc.

Cultural Change

• Influence business functions to drive transformation to embrace the ’10 Year Plan’.
• Challenge & support leaders across functions to align behaviours/attitude to The 10 Year Plan and new ways of working.
• Challenge & improve people policies/processes/practices to ensure alignment with The 10 Year Plan and new ways of working
• Drive effective use of recognition schemes across business functions to reinforce positives.

Employee Relations

• Work in partnership with the Employee Relations Advice Line team in order to enable a knowledgeable and swift response to all complex ER issues Inc. TUPE, Acquisitions, Redundancy and Restructure Programmes. Allocate resources as required.
• Performance management – Champion high performance culture across the Group.  Coach, influence, up-skill and encourage senior leaders to provide clear direction, and line managers to provide continuous goal clarity, feedback and development
• Management of the people aspect, of any restructures, ensuring redeployment and redundancy are run according to policy and best practice and completed within timescales, budget and legislation. Provide advice to Operation Directors as appropriate.
• Ability to generate workforce planning solutions during restructures redundancies or capability cases.
• Undertake grievances and disciplinaries or investigations and appeals and manage (and attend) employment tribunal claims /cases where necessary.
• Attend formal hearings and support – as required 

Project Management

• Participate in specialist projects (e.g. employee engagement, grading/salary review,). 
• Ensure projects progress and completion of projects to deadline and cost.
• Contributing to other projects and tasks requiring a people management input when required.

Other

• Representing the Senior People BP, where assigned, in meetings, at working groups and with stakeholders both internally and externally.
• Proactively researching and identifying best practice initiatives and delivering as appropriate – an awareness of external / Group initiatives and taking steps to introduce or tailor for the Ireland as required.
• Attend relevant seminars and courses to ensure continual personal and professional development i.e. legislation changes, employment law.
• Ensuring People Team’s contribution is strategically business relevant and aligned to commercial goals.
• Work in the spirit of the company’s Investors in People accreditation, contributing to best practice.

Who we are looking for: 

Skills / Experience

• Established Human Resources professional with a strong and sustained track record of leading, coaching and building capability across all levels
• Proven experience and comprehensive track record of managing employee relations cases, including TUPE, Acquisitions, Restructuring & Redundancy
• Established experience of coaching and developing managers and Senior Managers
• First-hand exposure of HR in a commercially oriented business within the construction/civil-engineering sector

Qualifications / Training

• Degree qualified in Human Resource Management.
• CIPD accredited (preferable but not essential).