HR Manager

Introduction

Office: Dublin (hybrid - 3 days per week in the office required : 2 days per week WFH)

The global HR team works across our ten offices and plays a key role in enabling the firm to attract, develop and retain great people.  We work in a diverse and inclusive environment where all our people can do their best work and realise their full potential to the benefit of the firm and themselves. We are looking for an experienced, highly organised and proactive individual to join the HR team.

Main Purpose of the Job

As a strategic partner, the HR Manager, Dublin helps align business objectives with employees and management in the Dublin office. In addition, the HR manager will work with the Central HR Team to support on key projects.

The HR Manager will assist the Dublin HR team with the generalist HR function, serving as a consultant to management on Human Resource related issues. They will develop partnerships across the Global HR function to deliver value added service and HR initiatives to our Dublin management team and employees that reflect the Firm’s objectives.

A key focus for this role will be recruitment working closely with the Global Resourcing Team and the HR Director to facilitate the end-to-end recruitment process of all associates and some business services staff across the Dublin office.

The HR Manager works collaboratively with the global HR team to identify and implement the global HR strategy.

Principle Duties and Responsibilities

Recruitment and Selection

• Engages with the partners/managers to drive and support the staffing and recruitment activities for their business/practice groups.
• Strategizes with the partners/managers to recommend and determine appropriate staffing and hiring requirements.
• Identifies the most effective recruiting channels for filling open positions.
• Use of Firm’s online recruitment software to organise the entire recruiting cycle from collecting applications to tracking applicant details to hiring and follow-up requirements.
• Screens resumes and forwards qualified candidates to hiring managers.
• Conducts interviews and evaluates candidates with partners supporting and coaching where required.
• Analyses compensation information to make a solid employment offer recommendation.
• Checks references: extends job offers; and negotiates with candidates as required.
• Overseeing contract terms for new hires, promotions, transfers and the on boarding process including orientation and induction.
• Assist international employees with relocation, immigration and related HR matters.
• Keep abreast of local legislative requirements in relation to recruitment.
• Attract local talent through various local initiatives/attraction strategies.
• Work closely with the global resourcing team on recruitment strategies and projects where needed.

Employee Relations

• Act as a first line of contact in Human Resources for any employee relations issues involving employees and managers between entry level and partner/management level.
• Conduct regular meetings with respective business units and practice groups to build and improve work relationships between management/practice group leaders and HR.
• Serves as consultant to employees and partners on a wide variety of issues such as training needs, poor performance, policy interpretations, career development, conflict management, and other issues impacting productivity and/or morale.
• Support, develop and coach partners/practice group leaders to manage employee relations issues using Walker's policies, procedures and best practice, ideally resolving issues where possible informally.
• Support the HR Director and Head of Employee Relations in the management and resolution of complex employee relations issues.
• Analyse trends and metrics in partnership with HR group to develop solutions, programmes and policies.
• Conducts effective, thorough and objective investigations in response to formal complaint.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Acting as an ambassador for the HR business partner model, actively driving up standards to highlight the benefits of the model for all staff and managers/practice group leaders.

Leadership and Developing Others

• Helps to build a high-performance culture, which reinforces Walkers values and behaviours.
• Provides day to day performance management guidance to line management (coaching, counselling, career development, disciplinary actions).
• Participate in evaluation and monitoring of success of training programmes. Follow-up to ensure training objectives are met.
• Actively identifies gaps, proposes and implement changes necessary to cover risks.
• Designs succession plans for key talents and key job positions with managers and practice group partners.

Benefits, Compensation and Policy Administration

• Provides input into the development, implementation, and administration of HR policies and procedures and their dissemination.
• Advises managers/practice group leaders and employees on general benefits and compensation-related matters, flags high level issues to the HR director.
• Assists managers and practice group leaders with developing position descriptions and conducting job evaluations.
• Assist with the staff review process.
• Acts as the performance improvement driver and provokes positive changes in people management.
• Support managers/partners with the salary review process guidelines.

Projects/Initiatives & Strategy 

• Part of the global Recruitment and HR teams in the implementation of the strategic HR Plan, projects and initiatives at Walkers to positively add value to both our business and employees.
• Initiating and supporting the delivery and implementation of HR global projects that support or deliver change linked to the global HR strategy.
• Partner with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and implemented.
• Identify local projects and HR initiatives in line with the business needs.

Graduate Programme 

• Lead the Firm's Graduate Programmes, including sourcing candidates, taking a considered approach to the marketing strategy to attract graduates.
• Attending career fairs and other university events.
• Overseeing rotations and overall management of the trainees over the three years of their traineeship including but not limited to liaising with the law society requirements, PPC registration and admission requirements.
• Improving the engagement of all our trainees/graduates and  
• Work closely with the Trainee Committee to proactively recommend improvements to the programme.

Administration, Systems & Records

• Promote the use of HR systems policies and processes, challenging appropriately as necessary.
• Manage onboarding and exit processes for staff, carrying out exit interviews and reporting results.
• Oversee payroll for the Irish office in conjunction with the Finance Manager.
• Oversee, input and regularly update employee information into firm's HRIS and other IT systems.

Qualifications

• CIPD qualification preferred.
• Educated to a minimum of degree level.

Knowledge, Skills and Experience

• Technically strong HR generalist with a minimum of 5 years' experience. Preference is for a background working in a legal / professional or financial services environment.
• Proven ability to identify, scope and implement commercial and pragmatic HR solutions in response to business needs.
• Strong interpersonal skills with the ability to communicate effectively and sensitively with colleagues at all levels of the organisation.
• Strong organisational skills, including planning and time management to enable effective prioritisation of multiple activities.

Competencies

• An enthusiastic, motivated, quick learner.
• Ability to work under pressure using own initiative and judgement.
• Flexible approach and willing to adapt.
• Attention to detail and passionate about quality.
• Professional attitude with a high degree of integrity and discretion in dealing with confidential matters.
• Good communication skills with an ability to interact professionally with staff at all levels of the organisation, both verbally and in writing.
• Excellent technical HR knowledge.

Other Duties and Responsibilities

• Assist with responses to employee inquiries regarding policies, procedures, and programmes.
• Assist with the preparation of payroll deductions and additions for monthly salaries. Good understanding of payroll is preferred.
• Assist with general operational administration when required.
• Disseminates information to the HR Department.

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