HR Business Partner - 12 month contract

What’s the Opportunity

Join a team where passion meets progression, and your contributions make a real impact. Our people team are dedicated to crafting a workplace culture that is nothing short of phenomenal, that's why we’ve been consistently recognised as one of Ireland's Best Workplaces. 

As a member of the People team your role is pivotal, you will be a hands-on partner to the business and you will own a number of the following people processes; Learning & Development, Performance Management, Succession Planning, Engagement, HR Analytics & Reporting and Compensation & Benefits. 

The ideal candidate will have gained proven experience in a fast paced tech Company, having had end-to-end ownership for some of the key people projects outlined above. You will thrive on innovation and embrace cutting edge HR practices. Your ideas and creativity will help shape the future of our dynamic tech organisation. 

What will I be doing

First and foremost you will be a hands-on and supportive HR Business Partner who will;

• Build solid relationships with business leaders to understand their needs and challenges.

• Act as a trusted advisor, providing HR and employee relations expertise and support to achieve strategic objectives.

• Be a hands-on collaborator with your people managers and their teams to drive HR initiatives and projects

• Support your people managers and the HR team by conducting interviews to ensure we hire the best talent that add to our company culture

• Support the HR team and other HRBPs to consistently drive and promote a progressive, impactful and engaging workplace culture.

• Lead/ co-lead / or actively participate in a number of our Employee Resource or Distilled Groups, such as the DEI group, Women's Network, People Champs. These groups play a pivotal role in shaping the culture at Distilled. You will be responsible for close collaboration with the group leads to maximize the group's impact on an inclusive culture and enhanced employee engagement.

You will have ownership for a number of the following strategic areas;

Learning & Development

• Develop and implement a comprehensive learning and development strategy aligned with organisational goals

• Identify training needs through collaboration with department heads and people managers, as well as by reviewing the company OKRs and roadmaps, and by analysing outputs from individual performance assessments and growth plans

• Design and deliver training programs to enhance employee skills, knowledge and performance, this includes Leadership Development training

• Administer psychometric assessments for both recruitment and development purposes and deliver coaching

• Evaluate the effectiveness of training initiatives, including return on investment and make continuous improvements

Succession Planning

• Partner with leadership to identify key roles and critical talent within the Company

• Build and implement succession plans to ensure a pipeline of qualified internal candidates for key positions

• Work with managers to assess and develop high-potential employees

• Assess and report on the progress of succession planning initiatives

Performance Management

• Own the development and implementation of performance management processes and tools

• Provide guidance to managers on setting performance expectations and conducting performance reviews

• Work closely with people managers to address performance issues and develop improvement plans

• Run reports and analyse performance data to identify trends and areas for improvement and development

Compensation and Benefits 

• Serve as the HR owner of compensation and benefits programs, ensuring their effectiveness.

• Conduct market research and benchmarking twice yearly to stay informed about industry trends.

• Utilise internal and external data for analysis and reporting on the effectiveness of these programs.

• Lead the job grading process, ensuring roles are appropriately classified and aligned with our career mapping.

• Own all communications related to compensation and benefits, ensuring clarity and transparency.

Employee Engagement

• Manage the administration of three employee engagement surveys per year.

• Analyse survey data to extract relevant insights and present these at both team and company levels.

• Work collaboratively with teams on local actions based on survey findings.

• Engage with the Chief People Officer (CPO), Leadership Team, and managers on company-wide initiatives.

• Communicate progress on actions derived from surveys and keep stakeholders informed at all stages of the process.

HR Analytics and Reporting

• Own all HR reporting, utilising data for strategic decision-making in HR

• Demonstrate the ability to extract actionable insights from HR metrics and analytics.

• Contribute to establishing and promoting a data-driven culture within the HR domain.