Mercury Engineering, Your vision, our duty.

Mercury is the European leader in construction solutions. 

We build and manage complex engineering & construction projects for the world’s leading corporations. Our solutions help deliver technologies and life changing advancements that connect people, communities, and businesses, giving them the power to achieve incredible things. Our people have the courage to be innovative. Their determination and sharp focus enable us to deliver with certainty, time and time again.

We deliver our clients’ visions through leading edge construction solutions across multiple sectors, including Enterprise Data Centres, Advanced Technology & Life Sciences, Hyperscale Data Centres, Fire Protection.

At Mercury, it is our duty to encourage and back our people to realise their vision of themselves. We place them at the heart of what we do, providing challenging opportunities to develop within a great team in a supportive environment that allows them to reach their full potential.

 

The Opportunity

The HR Business Partner role is designated to a Business Unit(s), the focus of the role is to collaborate and support Business Unit leadership and management to drive performance through the alignment of people management, business goals and company strategy.

The HR Business Partner role is integral to creating a strategic liaison between HR and the business side of a company, helping to drive value and deliver business results through effective people and performance practices.

Overall, the HR Business Partner role acts as a bridge between employees and management, fostering a supportive and productive workplace culture.

This role involves working closely with the wider HR function and will collaborate with the various Centres of Excellence (CoE) including Talent Acquisition, Talent Development, HR Policy & Governance, Global Mobility, Reward, HRIS, Payroll and Tax.

Reporting to a Strategic Business Partner, this role is based in our Head Office in Sandyford, Dublin.

Hybrid working model, 3 days per week in the office. European Travel will be required.

 

Key Responsibilities:

 

HR Management

• Build and sustain effective and dynamic relationships between the HR Department and the designated Business Unit(s) to which assigned.
• Develop close and effective working relationships with the Business Unit Managing Director and their management team to ensure compliance with HR policies and practice.
• Visit sites where necessary and conduct monthly meetings with project management teams from the designated Business Unit.
• Contribute to the strategic, operational, and human resource decision-making within the Business Unit.
• Implement and adapt to new processes as required.
• Convey HR management’s key messages to all employees by championing HR, ensuring consistency across the Group while supporting their allocated Business Unit.

 

Continuous Performance Management Cycle

• Trains and educates Business Unit Leadership and management on their responsibilities as people managers on the importance of the Company Continuous Performance Management Cycle including goal setting, on-going performance reviews, mid-year reviews, underperformance management and talent development planning.
• Provide guidance and training to people managers to ensure that they understand how to use performance management tools and techniques to drive employee performance and align individual goals.
• Drive people manager compliance in completing of Continuous Performance Management actions on a consistent and timely basis.

 

Reward & Variable Pay Cycles

• Trains and educates Business Unit Leadership and management on the criteria and processes involved in annual salary reviews including merit based increased, performance related adjustments, promotions.
• Support people managers in making fair and informed decisions, ensuring transparency, equity and compliance to Company practice and budget guidance.
• Provide training on the structure and timing of variable pay cycles, including how bonuses are calculated and the performance metrics used.

 

Data Driven HR Metrics & Insights

• Generate insights and analysis from BUs and provide trends and metrics to HR management.
• Provide the Business Unit Director and HR Leadership with efficient, timely, and accurate information to enable both forward planning and measurement of staffing-related activities.
• Gather and monitor data on various HR processes, such as retention, attrition, compliance to performance management, headcount changes and employee engagement.
• Analyse collected data to identify trends, areas for improvement and measure the impact of HR initiatives.
• Create reports and dashboards to present findings to senior management, helping inform strategic decisions.
• Ensure data integrity and BU compliance with GDPR.

 

Employee Relations Management

• Function as the first point of contact for line managers regarding issues related to the management of staff performance.
• Acts as a mediator to resolve complex employee relations issues and address grievances.
• Resolve complex employee relations issues and address grievances.
• Provide support to managers in terms of employment legislation and dispute resolution.
• Function as a source of knowledge in relation to specific country legislation requirements, practices, and Collective Bargaining Agreements (where applicable).
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partner with HR leadership and legal department as needed/required.
• Research the background to industrial relations disputes and attend meetings with staff and staff representative groups, as required.
• Attend external meetings and hearings at workplace tribunals and other third-party hearings, as appropriate.

 

Training & Development

• Support BU leadership in identifying training and development needs for teams and individuals and consult with Talent Development CoE for the provision of required training.
• Assist and advise on employee relations and employee welfare issues.
• Provide training on key HR and line management practices to BU leadership to drive consistent practice and ensure compliance with policies.
• Facilitate training programs through collaboration with Talent Development CoE to help employees enhance their skills and advance their careers.

 

Workforce Resourcing Support, Planning & Recruitment

• Work with the business unit to build and maintain the workforce plan for the Business Unit and coordinate overall workforce supply and demand, anticipating recruitment needs.
• Work closely with the Talent Acquisition CoE during key recruitment process.
• Supports global mobility, secondments, and relocations through effective engagement with Global Mobility and Tax CoE’s
• Manage end to end redundancy, ramp-down and lay-off situations through effective engagement and planning with BU leadership, ensuring fair selection, communicating reasons and consulting on mitigating alternatives where possible, ensures compliance with relevant legislation.

 

Collaboration & Culture

• Drive cross-functional collaboration through partnering with the various HR CoE’s including Talent Acquisition, Talent Development, HR Policy & Governance, Reward, HRIS and Global Mobility.
• Build a network of contacts within the organisation to leverage resources and expertise.
• Promote and reinforce our company values, charter and culture through various initiatives and leading by example.
• Implement and maintain the highest professional standards for all human resource activities in accordance with the Company’s policy and good practice.

 

Project Work / Ad Hoc

• Contribute and lead as appropriate on Group HR projects, as requested.
• Work alongside support functions and site personnel to ensure employees are provided with the correct level of relocation support.
• Perform other duties of a related nature as may be required from time to time as assigned by HR Management.

 

Essential Criteria:

• 3rd level qualification in HRM / HRD (Human Resource Management / Human Resource Development) or equivalent.
• 3 years working in a similar role and previous experience working in a Senior HR Generalist role.
• Membership of the Chartered Institute of Personnel and Development (CIPD) or equivalent experience and willingness to upgrade within the CIPD framework.
• Proven ability to work on a confidential and discreet manner.
• Ability to work with confidential information at a very senior level.
• Fluent in English

 

Key Competencies:

• Relationship Management – building strong relationships with business leaders and employees to effectively influence and drive change.
• Change Management – leading and managing change initiatives aligned to company goals and culture.
• Data-Driven Decision Making – utilising data and analytics to inform strategies and decisions.
• Communication Skills – effective communication skills.
• Strategic Thinking – the ability to think long-term and develop solutions and strategies to support overall business goals.
• Effective Influencing – effectively persuades and influences stakeholders through building trust and rapport.

 

Mercury is an equal opportunities employer.

 

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