People Business Partner
# People Business Partner **Tuath Housing** · Dublin, County Dublin · `On-site` 🕒 **Статус:** *Опубликовано: сегодня* · *Источник: Indeed* --- ### About the Role Job Title: People Business Partner Location: Dublin City Centre Contract: Full Time/ Permanent Hours: 37 Hours Per Week Reporting To: Chief People Officer About Us Tuath Housing ("Tuath") has provided safe, secure and affordable housing since 2006. A lot has changed over the years, but our values remain the same. In partnership with key stakeholders, our main focus is on delivering more quality homes to more people and providing an outstanding customer experience to over 39,000 residents. Working with Tuath is different because we make a difference. We maintain and develop our team of dedicated, motivated and authentic people through focused training and career development. Our People and Culture Tuath is accredited with the Silver Award from Investors for Diversity and is committed to promoting a diverse and respectful workplace reflective of all cultures, nationalities, backgrounds, genders, members of the LGBTQ+ community and people from traditionally marginalised backgrounds. Tuath is committed to embedding environmental, social and governance (ESG) considerations into every aspect of the business, and to implementing a business plan that emphasises social responsibility throughout our operations. We believe in the importance and value of working in partnership with our stakeholders to deliver more homes to more people, creating communities across the country. As Tuath continues to grow, the role will help ensure that our people practices, management capability and organisational structures develop at the same pace as the organisation. If you are driven to make a difference and believe that everybody needs a home, Tuath is waiting to hear from you. Position Summary The People Business Partner provides trusted, business-facing People support to designated leaders, managers and teams. The role strengthens organisational effectiveness through high-quality advice, disciplined case management, performance support, engagement activity and practical people solutions. Working closely with the Chief People Officer and colleagues across the People Team, the role supports consistent and timely people decisions, builds manager confidence and identifies emerging workforce risks through people data, employee feedback and case trends. The role combines hands-on employee relations support with proactive partnering on team effectiveness, organisational change, workforce planning and engagement. Complex, sensitive or high-risk matters will be escalated appropriately to the Chief People Officer. Key areas of responsibility People partnering and organisational effectiveness Build visible, trusted working relationships with designated leaders and managers and establish a regular partnering rhythm. Support leaders to embed organisational change, assess its people impact and address emerging issues following implementation. Develop a strong understanding of the operational plans, workforce requirements and emerging priorities of designated business areas. Anticipate the people implications of organisational growth and translate these into practical workforce, capability and change plans. Support succession planning, talent discussions and the identification of critical roles and future capability requirements. Challenge constructively where people decisions are inconsistent, create unnecessary risk or do not support Tuath's wider organisational priorities. Provide practical, balanced advice that supports sound decisions, appropriate risk management and consistent employee experience. Contribute to workforce planning, organisational design discussions, role and team reviews in partnership with the Chief People Officer. Support managers to plan and communicate people changes in a clear, fair and well-managed way. Employee relations and case management Manage employee relations casework including absence, disciplinary, grievance, capability, probation and performance matters. Maintain clear case plans, accurate records, agreed actions and appropriate follow-up throughout each process. Coach managers to address issues early, apply policy consistently and manage cases with fairness, pace and sound judgement. Identify legal, employee relations, reputational or organisational risk and escalate complex, sensitive or high-risk matters appropriately. Work with external advisers where authorised, ensuring advice is focused, proportionate and translated into practical action. Performance and manager support Support managers in setting clear expectations, giving effective feedback and addressing performance concerns promptly. Provide practical guidance on probation, performance improvement, capability, attendance and employee wellbeing matters. Help improve manager confidence, consistency and accountability through coaching, tools and practical support. Identify recurring manager capability gaps and work with People Team colleagues to develop appropriate interventions. Engagement, change and employee experience Support engagement initiatives and ensure effective follow-through on employee feedback, survey findings and action plans. Partner with managers on local team actions that improve communication, clarity, trust and the employee experience. Support consultation and communication activity arising from organisational or workplace change. Identify themes from employee feedback and casework and recommend practical organisation-wide improvements. People data, insight and reporting Use people data, employee feedback and case trends to identify risks, priorities and opportunities for intervention. Provide clear, practical insight to leaders and the Chief People Officer, including recommended actions and follow-up. Monitor case progress, absence, probation, performance and engagement actions within the designated business areas. Ensure people information and case records are accurate, confidential, timely and handled in line with data protection requirements. People Team collaboration and service delivery Work closely with People Operations, Learning and Development, Talent Aquisition and other team colleagues to provide a joined-up service to the business. Lead cross-functional People projects from initial scoping through to implementation, communication, evaluation and continuous improvement. Contribute to the development, review and practical implementation of People policies, processes, guidance and manager tools. Share learning and recurring themes across the People Team to improve consistency and service quality. Support wider People projects and organisational priorities as required. Agree clear annual priorities and measures of success with the Chief People Officer. Monitor the impact of interventions and use evidence to refine priorities and improve outcomes. Requirements Essential experience At least five years of progressive generalist HR or People experience, including recent experience in a People Partner, HR Business Partner or senior HR advisory role. Demonstrated experience managing a varied employee relations caseload, including absence, disciplinary, grievance, capability, probation and performance matters. Strong working knowledge of Irish employment practices, policy interpretation, fair procedures and practical risk management. Experience working directly with managers and leaders, constructively influencing decisions and building confidence. Experience supporting organisational change, workforce planning, team reviews or related people activity. Experience using people data, feedback and trends to identify issues and recommend practical actions. Experience maintaining accurate and confidential employee relations records and case documentation. Highly desirable experience Experience operating in a multi-site, regulated, public service, housing, not-for-profit or similarly complex organisation. Experience supporting consultation, organisational design, role change or restructuring activity. Experience contributing to engagement surveys, action planning and employee experience initiatives. Experience working with HR information systems, case management trackers and people reporting dashboards. Experience reducing dependency on external employee relations support by building internal capability and manager confidence. Skills and capabilities Strong judgement, credibility and calm decision-making in employee relations matters. Ability to build trusted working relationships with leaders, managers, employees and People Team colleagues. Clear, practical and confident communication, including the ability to handle sensitive conversations. Strong organisation, prioritisation, follow-through and case management discipline. Ability to balance employee experience, organisational needs, consistency and risk. Comfort using data and insight to shape priorities and recommendations. Discretion and sound judgement when handling confidential or sensitive information. A collaborative, pragmatic and service-focused approach. Qualifications A relevant degree-level qualification, professional qualification or demonstrable equivalent experience in the relevant specialist area. CIPD qualification or professional membership is highly desirable. Evidence of continuing professional development relevant to employee relations, employment practice, organisational change or People partnering. Year One Priority Establish a visible and effective partnering model across designated business areas; strengthen manager capability and accountability; improve the consistency, pace and quality of employee relations case management; and develop clearer workforce insight to support organisational growth and change. Terms and Conditions of Employment Salary Scale: €55,000 - €60,000 experience dependent. Probation: a probationary period of six months will apply Selection will involve a short listing of applicants for interview based on the criteria for the position as outlined in this job description and person specification.
Наблюдалась 2026-09-30, впервые 2026-09-30, источник — Indeed.