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 and 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. 

 

Scope of the Role: 

Based in our Head Office in Ballycoolin, Dublin 15, the HR Generalist Role reports directly into the Strategic Business Partner (SBP). The focus of the role is multifaceted and is a vital role in the HR Business Partnering Centre of Excellent (HRBP CoE).  

The role works to support the Strategic Business Partner and several HR Business Partners (HRBPs) administratively for one or more assigned Business Units with key HR functions. 

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, Payroll and Tax. 

Mercury operates a hybrid working model, with three days in the office and two days working from home. 

 

Key Responsibilities of the Role:  

Data Driven HR Metrics, Data Integrity & Reporting  

• 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. 

• Collaborate closely with the HRIS CoE and Payroll to ensure that the relevant data is in place. 

• Track probation periods and internal transfer dates/results. 

• Monitor population and absence data (SAP). 

• Conduct exit interviews and compile CPM (Continuous Performance Management) reports. 

 

Employee Relations Support  

• Function as the first point of contact for employees for your assigned business units/functions.  

• Function as a source of knowledge in relation to specific country legislation requirements, practices, and Collective Bargaining Agreements (where applicable). 

• Support Line Managers with performance improvement plans. 

• Support HRBP with employee relations processes.  

 

Recruitment Administration Support  

• Support on recruitment queries and job requisitions as required. 

• Coordinate internal transfers, including approvals, contracts, addendums, annual leave payouts, CPM, OOC (Out of Cycle – Salary increases), and tax equalisations. 

 

Absence Management Support 

• Process sick leave certifications and log on HRIS (MPP – Mercury People Platform) 

• Compare annual leave reports (SAP). 

• Manage unauthorised absences and escalate, as necessary. 

• Manage return-to-work processes. 

• Manage occupational health appointments with dedicated providers.  

• Manage in country processes in line with legislative requirements. 

 

Workforce Support Administration 

• Oversee New Hire HR onboarding platform and check-ins. 

• Manage New Hire probation notifications, reminders, forms, outcomes, and escalations. 

• Conduct New Hire HR employee inductions. 

• Manage Leavers termination checklists. 

• Track Leavers accrued annual leave. 

• Close leavers induction tasks and raise tickets as needed. 

• Supporting redundancy process during project ramp down. 

• Collaborate with tax team where applicable. 

 

Collaboration 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. 

 

Employment Law & Employee Relations  

• Maintain knowledge of employment law and statutory leave requirements using HR Employment Law/Country guidelines. 

• Take minutes and report on disciplinary/grievance cases. 

• Address attendance/absence and poor performance issues. 

• Provide verbal counselling and log cases. 

 

HR Policy & Practice Awareness  

• Provide training on key HR and line management practices to business units/functions to drive consistent practice and ensure compliance with policies. 

• Assist in the delivery roll out of HR Policy & Practice Training 

 

Reward & Global Mobility Administration 

• Understand job grades, pensions, health insurance 

• Liaise with global mobility on de-registration processes and responsibilities. 

• Initiate visa processes and manage right-to-work/internal transfers. 

• Collaboration with tax team where required.  

 

General Administration 

• Save emails/documents to employee and HR files. 

• Draft redundancy letters. 

• Update reporting lines and job titles with BU approval. 

• Update HRIS and Insite 

• Minute taking and production of meeting records. 

• Upload HR related invoices to Accounts payable platform 

• Maintain internal trackers 

 

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 for the Role: 

• 3rd level qualification in HRM / HRD (Human Resource Management / Human Resource Development) or equivalent. 

• Minimum of 3 years’ experience in a similar role. 

• Proven ability to work on a confidential and discreet manner.  

• Previous experience in managing Employee Relations issues. 

• Proven experiencing in supporting and coaching first Line Managers. 

• Excellent IT skills (MS Office) 

 

Desirable Criteria:  

• Membership of the Chartered Institute of Personnel and Development (CIPD) or equivalent experience and willingness to upgrade within the CIPD framework.  

 

Mercury is an equal opportunities employer. 

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