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 focus of the role is multifaceted and is an important role in the HR Business Partnering Centre of Excellent (HRBP CoE). The role works to support the Strategic Business Partner and a number of HR Business Partners (HRBPs) administratively for one or more assigned Business Units with key HR functions.

The other focus of this role is to act as a dedicated HR advisor to a designated Business Unit or Department and is essential in bridging the gap between HR and the Business Units through delivery of effective people and performance practices that to drive performance through the alignment of people management, business goals and company strategy.

This role involves working closely with the wider HR function and will collaborate with the various CoE’s 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. Some European Travel will be required.

 

Key Responsibilities:

HR Advisory Support

• Acts as first point of contact to employees within your business units/functions on all people related matters.
• Build and sustain effective and collaborative relationships between the HR Department and the designated business units/functions to which assigned.
• Raise awareness of HR policy and practice and drive compliance within the assigned business units/functions.
• Convey HR management’s key messages to all employees by championing HR, ensuring consistency across the Group while supporting designated business unit/functions.
• Ensure data integrity and BU compliance with GDPR.

 

Data Driven HR Metrics, Data Integrity & Insights

• Maintain all relevant HR trackers, reports, and internal procedure documents.
• 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 using HR Power BI.
• Track probation periods and internal transfer dates/results.
• Monitor population and absence data (SAP).
• Conduct exit interviews and compile CPM reports.
• Collaborate closely with the HRIS CoE and Payroll to ensure that the relevant data is in place.

 

Employee Relations Support

• Function as the first point of contact for line managers regarding issues related to the management of staff performance.
• 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).
• 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.

 

Continuous Performance Management Cycle

• Trains and educates line managers 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.
• Support and advise on Probationary Periods

 

Reward & Variable Pay Cycles

• Trains and educates line managers 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.

 

Collaborate with Site Administration

• Engage with site administration tasks, rotation trackers, and internal transfers.
• Maintain relationships through weekly calls and manage leaver processes.
• Manage unauthorised absences, termination checklists, and track accrued annual leave.
• Process sick leave certifications, compare annual leave reports (SAP), and manage return-to-work processes.
• Close induction tasks and raise tickets as needed.

 

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.
• 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 Strategic Business Partners.

 

Essential Criteria:

• 3rd level qualification in HRM / HRD (Human Resource Management / Human Resource Development) or equivalent.
• 2 years working in a similar role or 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.
• Proven experiencing in supporting and coaching first Line Managers.
• Excellent IT skills (MS Office)
• Fluent in English

 

Key Competencies:

• Relationship Management – building strong relationships with line mangers leaders and employees to effectively influence and drive change.
• Data-Driven Decision Making – utilising data and analytics to inform decisions.
• Communication Skills – effective verbal and written communication skills.
• Problem Solving – has an open mindset to problem solving.
• Attention to detail - Ensures precise, error-free work by thoroughly reviewing tasks, maintaining data integrity, adhering to compliance standards, and proactively auditing data to identify and correct errors.

 

 

Mercury is an equal opportunities employer.

 

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