Senior HR Business Partner

About BAM

Building a sustainable tomorrow. That’s our mission and our promise at BAM. It’s how we engineer vital infrastructure and construct high-quality buildings as one of the largest construction companies in Europe.

We strive to create an environment where everybody feels welcome and valued. We’re on an exciting journey to employ the best talent to join us regardless of social background, race, colour, religion, national or ethnic origin, sexual orientation, gender identity or expression, age, disability or other characteristics.

About the role

BAM UK & Ireland are recruiting a Senior HR Business Partner - Ireland, Site Solutions and Enabling Services to report to the segment HR Director.    

The Senior HR Business Partner acts as a strategic partner to the segment HR Director and senior leaders, translating the UK&I People Strategy into a commercially focused segment people plan. The role balances current operational needs with future workforce, organisational long term capability, culture and risk priorities in a complex, project-led construction environment.

This role can be based in any of our UK or Ireland offices. 

For more information, take a look at the spec below:

What’s in it for you?

Opportunities! Opportunities to work with a great team on some of Irelands largest, dynamic and most exciting construction and civil engineering projects. Opportunity to develop your skills to the highest industry standards at one of the country's largest construction firms.
We are committed to our employees and offer strong competitive salaries along with benefits such as:

• 8% pension contribution.
• Private Health Insurance.
• Dental Plan.
• 26 days annual leave, incremental with years service.
• 2 Wellbeing days annually.
• Paid maternity & paternity leave.
• Learning & Development opportunities - internal progression is encouraged and fostered.
• Company vehicles (role dependent).
• .....and many more great perks.

Making Possible

• Strategic HR Leadership, Business Partnering and Segment Alignment.
• Partner with the Segment HR Director and senior operational leaders to shape and deliver the segment People Plan, aligned to divisional strategy, commercial objectives and operational delivery priorities.
• Translate business plans, project pipelines and market conditions into people priorities covering resourcing, capability, engagement, culture and sustainable delivery.
• The role acts as the deputy to the HR Director for the segment providing strategic continuity and leadership support across the wider organisation as requiredAct as the senior People Business Partner for the Segment Executive Director, 
  balancing current segment operational needs with future development.
• Workforce Planning, Talent, Succession and Performance.
• Use workforce data, project forecasts and labour market insight to define future headcount requirements to support resourcing, mobility, capability decisions  and organisational structure changes.
• Drive talent, succession, performance and development processes, including objective setting, calibration, capability discussions and targeted development actions.
• Partner with Learning and Development, Talent and operational leaders to address capability gaps and strengthen leadership, project delivery and manager confidence.
• Leadership, Culture, Change and Employee Experience.
• Coach and influence senior leaders to build a high-performing, inclusive and values-led culture across geographically dispersed and site-based teams.
• Use engagement, listening and employee experience insight to identify cultural themes, leadership risks and opportunities for improvement.
• Champion inclusion, wellbeing, responsible leadership and fair decision-making in a construction context.
• Act as a change ambassador for the People function and wider division, supporting leaders and teams through organisational and cultural change.
• Governance, Risk, Employee Relations and Industrial Relations.
• Provide strategic oversight of people risk across the segment, ensuring employment legislation, policy, governance and ethical decision-making are embedded in leadership practice.
• Partner with  Employee Relations , Legal, Compliance and operational leaders on complex or high-risk matters, ensuring fair, consistent and proportionate outcomes.
• Use ER trends, absence data, turnover, engagement and performance insight to identify root causes, drive improvements, build manager capability and reduce avoidable escalation.
• Other adhoc duties as required. 

What do you bring to the role?

Qualifications & Experience:

• Significant HR Business Partner experience in a complex, multi-site, operational or project-led environment; construction, infrastructure, engineering, utilities or manufacturing preferred.
• Strong experience partnering senior leaders and influencing people strategy at segment, sector or business unit level.
• Demonstrable experience of workforce planning, talent, succession, organisational change, leadership capability and complex employee relations oversight.
• Experience using workforce analytics and engagement insight to inform evidence-based decisions; CIPD qualification or equivalent professional experience expected.

Key skills and behaviours:

• Strategic and commercial thinker who can translate operational priorities into people plans.
• Credible senior stakeholder partner with strong influencing, coaching, challenge and change leadership skills.
• Evidence-based decision-maker with strong judgement, ethical practice and confidence operating with ambiguity and complexity.
• Proactive and collaborative approach, able to work effectively with CoEs, People Operations, Reward, Talent, Resourcing, FinanThe ce, Legal and operational leadership teams.
• Proven ability to lead, manage, support and develop the capability of a HR Business Partner team fostering a high performing, resilient and collaborative culture. Ensuring the team is skilled, engaged and respected by the business.

The application process

BAM is committed to ensuring a fully inclusive recruitment and onboarding process, so if at any time you feel we need to do something to make it more accessible to you, do not hesitate to let us know.

Click the link to apply and Join us in making possible

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*Please note, CV's will not be accepted directly by email.