People Business Partner (Dublin)

Role Purpose: 

We are seeking an experienced People Business Partner to join our people team. As a Business Partner, you’ll work closely with leaders across our teams to align people strategies with business objectives. You will play a key role in enabling employee engagement, talent development, organisational effectiveness, and change management across your client groups. 

This role offers a broad and dynamic range of responsibilities, providing an exciting opportunity for a proactive HR professional to make a significant impact on our people strategy and the overall employee experience. As a key contributor within the people team, you will take ownership of both strategic and operational people team initiatives. 

The ideal candidate will thrive in a fast-paced environment, demonstrating strong problem-solving abilities, sound judgement, and a proactive, solutions-oriented mindset. 
 
 

Key Responsibilities: 

Business partnering 

• Partner with functional leaders and people managers on all people-related matters to deliver their business objectives. 

• Translate business goals into actionable HR strategies that drive growth and performance. 

• Build strong relationships across with relevant stakeholder groups and provide support and guidance to managers to enable them to lead high-performing teams. 

• Facilitate leadership and team development interventions in partnership with the Director of Culture & Enablement. 

People projects and initiatives: 

• Support and lead the execution of group people projects and initiatives that are identified as part of People Strategy (Note: The People Team is designed to operate in an agile, skills-based manner. Skills and capabilities, as opposed to roles, determine people initiative workgroups; some of which you will lead, and in others you will play a supporting role). 

• Effectively embed core people processes across the employee lifecycle and encompassing reward & recognition, engagement, development and performance management to deliver on strategic people priorities. 

Performance management and development: 

• Partner with managers on performance development plans, promotions, and career paths. 

• Lead performance management and calibration process in conjunction with the HR director. Support succession planning conversations. 

• Identify learning needs and collaborate with people team to design solutions. 

• Lead the delivery of certain modules of management training. 

Recognition and reward 

• Demonstrated understanding of how reward and recognition strategies drive motivation, engagement, and retention. Experience advising managers on salary decisions (across employee lifecycle), recognition practices, and benefits in line with company policies and market benchmarks. 

Employee relations and policy advisory 

• Advise and guide managers on a variety of employee relations issues, including absence management, performance matters, and employee engagement. 

• Support a positive employee experience by addressing concerns with empathy, consistency, and fairness. 

• Conduct employee check-ins and engagement analysis to recommend improvements. 

• Drive the development and refinement of HR policies and processes, incorporating innovative practices such as hybrid working models to meet future business needs 

• Leverage humble inquiry skills when getting to the root of people and business issues. 

Leadership & Collaboration 

• Collaborate with the People Team to ensure as a team we are continuously optimising how we deliver as a team to make the most impact. 

• Collaborate with the people team and other relevant stakeholders to deliver a seamless experience across the employee lifecycle. 

• Partner with People Operations Lead to continuously improve workplace practices. 

People Insights, Reporting & Analytics  

• Oversee end-to-end data workflows and reporting within our HRIS (currently Sage People), including performance management cycles, compensation workflows, pulse surveys, headcount reporting, and the employee communications dashboard. Partner with People Operations to ensure accurate data flow and reporting. 

• Conduct thorough salary benchmarking, exit interview analysis, and other data-driven HR insights to support informed decision-making and strategic HR initiatives. 

• Analyse people data and analytics to generate insights that inform business and people strategy and drive evidence based decisions. Interpret workforce data (e.g. turnover, engagement, performance) to identify trends and recommend solutions, as well as drive leadership conversations and decision-making. 

• Partner with people operations to prepare reports required for compliance and reporting purposes. 

Process Improvement & Efficiency:  

• Partner with people team to continuously review and improve people processes, streamlining workflows to enhance efficiency, effectiveness and consistency in application across the business.  

 
Skills & Experience: 
Essential: 

• Broad HR Expertise: Minimum of 5 years’ experience in a generalist or HR Business Partner role, ideally within a technology, software, or fast-paced commercial environment, encompassing both operational delivery and strategic people initiatives. 

• Business partnering experience: Advise and guide managers on a variety of employee relations issues, including absence management, performance matters, and employee engagement. 

• Adaptability & Initiative: Demonstrated ability to operate effectively in a dynamic, high-growth environment — applying sound judgement, initiative, and creative problem-solving to navigate ambiguity and competing priorities. 

• Technological Proficiency: Strong proficiency in HRIS systems (ideally Sage People) and advanced capability in the Microsoft Office Suite, particularly Excel, Teams, and SharePoint, with an ability to leverage technology to enhance people processes and reporting. 

• Self-organisation Practices: Exceptional planning and organisational skills, with the ability to manage multiple priorities, deliver with accuracy, and maintain attention to detail in a fast-paced setting. 

• Change & Continuous Improvement: Proven experience supporting or leading change initiatives within a growing or transforming business, using data and feedback to drive process improvement and enable cultural alignment. 

• Communication & Collaboration: Excellent interpersonal, written, and verbal communication skills, with the ability to influence, build trust, and maintain strong working relationships across all levels of the organisation. 

• Analytical & Insight-Driven: Strong analytical and numerical ability, with experience generating reports, interpreting people data, and providing actionable, evidence-based insights to inform business decisions. 

• Ethics, Integrity & Confidentiality: Demonstrated professionalism, discretion, and ethical judgement when handling sensitive and confidential information. 

• Commercial Judgement & Pragmatism: Ability to balance business performance priorities with employee wellbeing, applying practical and commercially aware decision-making. 

• Professional Qualifications: CIPD qualification (Level 5 or higher) essential. 

 
Desirable: 

• Sage People Expertise: Previous hands-on experience using Sage People to manage core HR processes and reporting. 

• Education: A Masters level degree in Human Resources or a related discipline (e.g., Organisational Behaviour/Psychology) is desirable. 

• Talent Acquisition & Onboarding: Experience managing recruitment, selection, and onboarding processes in a growing business environment. 

• Wellbeing & Engagement: Previous experienve leading or supporting employee wellbeing, engagement, or culture initiatives that contribute to an inclusive and high-performance workplace are also desireable. 

• People Analytics: Experience designing or using HR dashboards and analytics tools to support strategic workforce planning and business reporting. 

• Employee Relations Expertise: Experience in managing complex employee relations cases, applying employment law, and facilitating resolution-focused outcomes. 

• Proficiency in consultation, negotiation, and leveraging employee voice to shape engagement and culture.