The key focus of the HR Business Partner Lead is to work in parallel with the HR Centres of

Excellence (COE’s) and the business units to which they are assigned. Working closely with

the business they will develop the HR strategies and support the implementation of Aer Lingus business objectives.

The HRBP Lead will understand the business challenges, the corporate business model, the business units goals and importantly how using best in class HR practices can support this ambition. This is a two way process, working with the HR (COE’s) to deliver and design key HR interventions and working with the business ensuring that the end product delivers.

Principle Accountabilities / Responsibilities:

• Work closely with internal stakeholders, taking shared accountability for the wider business objectives.
• Champion the HR (COEs) agenda in various Departments: values, principles, process improvement, engagement, talent development, communication, training etc. 
• Develop a strategic partnership with the Leadership Team and Directors. This will be done through fully understanding the business need and giving valued HR input into business goals, targets and strategies, using qualitative data and reference points.
• Implement HR policy at a Business Unit level, tailoring it to fit local business needs whilst ensuring an appropriate level of consistency and compliance.
• Support the development of line management to help them become the best they can be in terms of their people management capability and style.
• Work with the business to ensure the designated Departments are able to attract, reward, and retain talent through compensation strategies that align with HR (COEs).
• Support the recruitment of specialists or subject matter expert staff.
• Maintain a sound understanding of the markets, strategies and operations of the designated department in order to identify and provide appropriate HR support.
• Provide business and employee perspective and insights to the COE in order to represent the business in HR strategy, programmes, and policy development
• Maintain an up-to-date understanding of HR and legal developments in order to identify potential impacts on the business and suggest options to minimise risk to the organisation

Essential Qualifications/Experience

• HR or related qualification (degree level) and/or relevant level of experience.
• A team player that is comfortable operating both within a micro and macro style.
• Strong appreciation of HR operating models and the need to provide a complete consulting service to all HR Customers.
• Proven skills and experience with diagnosing and resolving complex problems and opportunities within the business unit.
• Proven ability to adopt a solution-based approach to address client issues, identify and implement new solutions which add value.
• Ability to provide intellectual rigor to business decision-making.
• Builds coalitions of support for ideas and policies to enable execution.
• Adept at influencing, motivating people and coaching others for success, leading by example with a participatory personal style
• Goes the extra mile when delivering service- builds a reputation for exceeding expectations.
• Excellent interpersonal, communication and relationship management skills.
• Effectively handle highly confidential and sensitive issues.
• Able to work in a matrix organization driving collaboration across businesses and function.
• Strong analytical and abstract thinking skills.
• Able to manage with ambiguity and autonomy.
• Ability to work with multiple diverse cultures.
• Flexibility to adapt to a changing business environment and a changing HR functional environment
• Strong business process and consulting skills.
• Champions the use of HR technology systems to ensure the consistent delivery of a  best-in-class HR service where appropriate

Desirable Criteria

• Professional HR Management accreditation or qualification
• Strong background in Employee Relations