This role offers a unique and exciting opportunity for an experienced senior HR professional to develop a People & Organisation Development function that will contribute significantly to the successful growth trajectory of our business.
You will have the opportunity to develop and implement exceptional people-practices, engagement initiatives and talent strategies that will inspire our Partners and senior staff towards a new way of thinking about People, Organisation Development and Culture.
Collaboratively, we aim to create and implement a people strategy that will enhance our culture and employee experience across the full employee lifecycle, transform our HR function in terms of structure, service delivery, systems & data and support our firm to deliver on our strategy towards 2025, through our people.
Embracing our mission, you will be empowered and driven to support the business to deliver a people strategy that will enable us to achieve sustained high business performance and business growth. Integral to this, will be the development of talent within individuals and teams, aligning with our objective of attracting, developing, retaining and motivating skilled and engaged talent who share our vision and values.
You will provide strategic programs and business partnering, while also driving and overseeing excellence in operational HR policy, processes and service delivery.
Partners Engagement and Partner Group Coaching – act as a trusted partner and advisor to the Partners. Educate, seek to understand, translate requirements and coach and influence the partner group to become active change agents focusing on the people side of change. Change scope can include policies, ways of working, leadership practices, business processes, systems and technology, job roles and organisation structures.
Senior HR Business Partnering – work collaboratively across the firm to provide strategic HR support, mentoring and expertise to all people managers, ensuring they are enabled to lead people in a consistent way, that is aligned to the business strategy and values.
Culture, Engagement & Communications – develop and deliver programs and initiatives to ensure Crowe’s values are lived and experienced by all employees, in all departments in a consistent way. Build an Employee Value Proposition that has the voice of the employee at its heart; create and drive an agenda for Diversity, Equality and Inclusion across the firm.
Organisation Design & Development – continuously assess and advise on the most appropriate organisation structures to meet business needs. Create an approach to workforce planning to ensure Crowe can effectively deliver its strategy and improve cross-team, department and inter department integration and sharing of skills and resources.
Talent Acquisition – develop and implement effective strategies to ensure Crowe can attract, recruit and onboard high calibre, motivated candidates in a timely manner to meet its business needs. Nurture our "promote from within" culture to foster an engaged workforce, while delivering a strong employer brand in the marketplace to position Crowe as an Employer of Choice.
Talent Management – create and implement an integrated talent strategy to ensure that Crowe effectively manages its talent. Create a clear definition of roles & responsibilities, improve performance management and introduce methods for the consistent identification and development of all types of talent. Identify gaps and develop strategies to strengthen technical and leadership talent while delivering management coaching.
Talent Retention – develop a retention strategy that promotes a culture of continuous learning & development; supported by appropriate reward and recognition strategies and communications plans. Create and implement technical and non-technical training and development interventions to ensure that Crowe can offer a career-defining experience and ongoing learning opportunities to its workforce.
Reward – take responsibility for the entire remuneration and benefits, leading day-to-day processes. Create and maintain a reward strategy and pay model to attract and retain employees that reflects business and market needs and best practice. Collaborate at Partner level ensuring a Total Rewards Strategy that has a positive impact on employee engagement, retention and productivity across the firm
HR Compliance – evaluate HR policies, processes and systems and develop an appropriate action plan to ensure compliance, best-practice and alignment across all departments. Prepare for evolving legislative requirements, ensure a clear, shared understanding of HR procedures, policies, and monitor compliance according to employment regulations. Manage Employee relations, being lead responsible for all employment law matters and representing Crowe in disputes. Responsible for respective audits related to all Employment documentation.
Operational HR Excellence – create systems and structures to ensure an accurate, efficient and lean HR service to the business. Create a long-term strategy to digitize the HR function in a way that is appropriate for Crowe. Identify, manage and deliver against HR key performance indicators.
Data Insights & Analysis – Develop the best approach and structures for the use of people data at Crowe. Educate, drive and demonstrate the value of people and organisational data in a format and quality that will add real business value, bring data-driven decision making and evolve to the use of predictive analytics to inform strategic planning.
HR Team Management – develop, lead and inspire a HR Team, working collaboratively with all team members, sharing skills and knowledge and creating a team environment that sets the example to teams across the firm.
The knowledge and skills necessary to perform the duties of this position are typically acquired through the combination of education, experience and knowledge.
You will be an experienced HR Leader with a minimum of 8-10 years relevant experience, bringing strategic HR capability and strong operational excellence to the business. Ideally you will have gained 2-3 years' experience at HR Director level within a dynamic, commercially focused organization.
You will have an in-depth knowledge of HR industry practices and employment legislation as well as strong business acumen and experience in successfully developing and implementing a HR strategy.
You will demonstrate proven leadership and management skills and be CIPD qualified with a Degree in HR/ Business or other relevant discipline.
You will be a results-driven and solutions-oriented, comfortable operating in a partner-owned environment with competing priorities. You will have proven capability of partnering with senior leaders and building strong and effective working relationships at Partner level where you will be a key player. You will be resilient and persuasive and able to hold your ground and influence others.
You will bring ability and experience of driving cultural change along with exceptional problem-solving skills and passion for data, systems, process definition, and continuous learning. You will have extensive experience of HR Information Systems, either in implementation or maximizing their capabilities across the full HR value chain.
You will be a commercially focused individual, tenacious, with a track record of hands-on implementation of strategic goals, able to have a flexible, can-do attitude combined with a high degree of resilience and a maturity of judgement.
What you will bring:
What we offer:
Apply via email to [email protected] or click here by 5pm, Monday 11 September 2023.
Crowe Ireland endeavours to recruit and fill vacancies directly. However, at times when we do need to engage with recruitment agencies, we operate within a preferred supplier list (PSL). We only work and partner with recruitment suppliers where our agreed contractual terms fully in place. If unsolicited CVs are received from any agency not on our PSL, then we will not be liable for payment of introduction fees.