105 Senior Human Resources Business Partner jobs in Ireland

Overview: A leading healthcare provider is seeking an experienced HR Business Partner to join their team.

This is a strategic and operational role, offering the opportunity to make a significant impact across workforce planning, employee relations, talent management, and employee well-being.

Working closely with operational management teams, the successful candidate will deliver high-quality HR support and lead the implementation of initiatives that enhance the employee experience within a unionised environment.

Key Responsibilities: Partner with managers to deliver expert HR support across the employee lifecycle.

Drive workforce planning strategies in alignment with organizational goals.

Manage complex employee relations (ER) and industrial relations (IR) cases.

Support the design and execution of HR initiatives that promote employee engagement and well-being.

Contribute to talent acquisition, development, and retention programmes.

Build and maintain strong relationships with unions and staff representatives.

Provide coaching and advice to management on HR best practices and employment legislation.

Use HR analytics to support data-driven decision-making and continuous improvement.

Play a key role in supporting organizational change and transformation initiatives.

Candidate Profile - Essential Criteria: Third-level qualification in Human Resources or a related discipline.

Minimum 5 years' experience in a senior HR operational role.

Experience working in a public sector healthcare setting.

Proven expertise in managing ER/IR matters in a unionised environment.

Strong knowledge of Irish employment legislation.

Demonstrated ability to influence, lead, and build strong stakeholder relationships.

Excellent interpersonal, problem-solving, and communication skills.

Skills: HR Business Partner HRBP Employee Relations Benefits: Excellent

Cpl HR recruitment are recruiting for a HRBP for a FTC within the finance space. With over 400 employees you will support a number of business units with local and global people initiatives in line with the company strategy. Roles and responsibilities will include: Drive local HR initiatives Coach and guide managers Support in various recruitment campaigns Drive internal success path ways for employees to develop skills and empower ability Support and drive best practice on all employee relations issues Be market savvy on all areas of competitive salaries and benchmark when needed Drive ah hoc HR projects to support the people journey Skills and experience required: Experience in a Business Partnering capacity is essential Must have experience working with Irish employment law Degree in HR or other related subject Experience in professional services would be an advantage If this position is of interest to you, send your CV toto find out more. Skills: HR Partnering ER

Overview: A leading healthcare provider is seeking an experienced HR Business Partner to join their team.

This is a strategic and operational role, offering the opportunity to make a significant impact across workforce planning, employee relations, talent management, and employee well-being.

Working closely with operational management teams, the successful candidate will deliver high-quality HR support and lead the implementation of initiatives that enhance the employee experience within a unionised environment.

Key Responsibilities: Partner with managers to deliver expert HR support across the employee lifecycle.

Drive workforce planning strategies in alignment with organizational goals.

Manage complex employee relations (ER) and industrial relations (IR) cases.

Support the design and execution of HR initiatives that promote employee engagement and well-being.

Contribute to talent acquisition, development, and retention programmes.

Build and maintain strong relationships with unions and staff representatives.

Provide coaching and advice to management on HR best practices and employment legislation.

Use HR analytics to support data-driven decision-making and continuous improvement.

Play a key role in supporting organizational change and transformation initiatives.

Candidate Profile - Essential Criteria: Third-level qualification in Human Resources or a related discipline.

Minimum 5 years' experience in a senior HR operational role.

Experience working in a public sector healthcare setting.

Proven expertise in managing ER/IR matters in a unionised environment.

Strong knowledge of Irish employment legislation.

Demonstrated ability to influence, lead, and build strong stakeholder relationships.

Excellent interpersonal, problem-solving, and communication skills.

Skills: HR Business Partner HRBP Employee Relations Benefits: Excellent

Mercury is the European leader in construction solutions. We build and manage complex engineering & construction projects for the world's leading corporations. Our solutions help deliver technologies and life changing advancements that connect people, communities, and businesses, giving them the power to achieve incredible things. Our people have the courage to be innovative. Their determination and sharp focus enable us to deliver with certainty, time and time again. We deliver our clients' visions through leading edge construction solutions across multiple sectors, including Enterprise Data Centres, Advanced Technology & Life Sciences, Hyperscale Data Centres, Fire Protection. At Mercury, it is our duty to encourage and back our people to realise their vision of themselves. We place them at the heart of what we do, providing challenging opportunities to develop within a great team in a supportive environment that allows them to reach their full potential. The Opportunity The HR Business Partner role is designated to a Business Unit(s), the focus of the role is to collaborate and support Business Unit leadership and management to drive performance through the alignment of people management, business goals and company strategy. The HR Business Partner role is integral to creating a strategic liaison between HR and the business side of a company, helping to drive value and deliver business results through effective people and performance practices. Overall, the HR Business Partner role acts as a bridge between employees and management, fostering a supportive and productive workplace culture. This role involves working closely with the wider HR function and will collaborate with the various Centres of Excellence (CoE) including Talent Acquisition, Talent Development, HR Policy & Governance, Global Mobility, Reward, HRIS, Payroll and Tax. Reporting to a Strategic Business Partner, this role will based in our Head Office in Sandyford, an initial period, this role will transition to being based in Ballycoolin, Dublin. Hybrid working model, 3 days per week in the office. European Travel will be required. Key Responsibilities: HR Management Build and sustain effective and dynamic relationships between the HR Department and the designated Business Unit(s) to which assigned. Develop close and effective working relationships with the Business Unit Managing Director and their management team to ensure compliance with HR policies and practice. Visit sites where necessary and conduct monthly meetings with project management teams from the designated Business Unit. Contribute to the strategic, operational, and human resource decision-making within the Business Unit. Implement and adapt to new processes as required. Convey HR management's key messages to all employees by championing HR, ensuring consistency across the Group while supporting their allocated Business Unit. Continuous Performance Management Cycle Trains and educates Business Unit Leadership and management on their responsibilities as people managers on the importance of the Company Continuous Performance Management Cycle including goal setting, on-going performance reviews, mid-year reviews, underperformance management and talent development planning. Provide guidance and training to people managers to ensure that they understand how to use performance management tools and techniques to drive employee performance and align individual goals. Drive people manager compliance in completing of Continuous Performance Management actions on a consistent and timely basis. Reward & Variable Pay Cycles Trains and educates Business Unit Leadership and management on the criteria and processes involved in annual salary reviews including merit based increased, performance related adjustments, promotions. Support people managers in making fair and informed decisions, ensuring transparency, equity and compliance to Company practice and budget guidance. Provide training on the structure and timing of variable pay cycles, including how bonuses are calculated and the performance metrics used. Data Driven HR Metrics & Insights Generate insights and analysis from BUs and provide trends and metrics to HR management. Provide the Business Unit Director and HR Leadership with efficient, timely, and accurate information to enable both forward planning and measurement of staffing-related activities. Gather and monitor data on various HR processes, such as retention, attrition, compliance to performance management, headcount changes and employee engagement. Analyse collected data to identify trends, areas for improvement and measure the impact of HR initiatives. Create reports and dashboards to present findings to senior management, helping inform strategic decisions. Ensure data integrity and BU compliance with GDPR. Employee Relations Management Function as the first point of contact for line managers regarding issues related to the management of staff performance. Acts as a mediator to resolve complex employee relations issues and address grievances. Resolve complex employee relations issues and address grievances. Provide support to managers in terms of employment legislation and dispute resolution. Function as a source of knowledge in relation to specific country legislation requirements, practices, and Collective Bargaining Agreements (where applicable). Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with HR leadership and legal department as needed/required. Research the background to industrial relations disputes and attend meetings with staff and staff representative groups, as required. Attend external meetings and hearings at workplace tribunals and other third-party hearings, as appropriate. Training & Development Support BU leadership in identifying training and development needs for teams and individuals and consult with Talent Development CoE for the provision of required training. Assist and advise on employee relations and employee welfare issues. Provide training on key HR and line management practices to BU leadership to drive consistent practice and ensure compliance with policies. Facilitate training programs through collaboration with Talent Development CoE to help employees enhance their skills and advance their careers. Workforce Resourcing Support, Planning & Recruitment Work with the business unit to build and maintain the workforce plan for the Business Unit and coordinate overall workforce supply and demand, anticipating recruitment needs. Work closely with the Talent Acquisition CoE during key recruitment process. Supports global mobility, secondments, and relocations through effective engagement with Global Mobility and Tax CoE's Manage end to end redundancy, ramp-down and lay-off situations through effective engagement and planning with BU leadership, ensuring fair selection, communicating reasons and consulting on mitigating alternatives where possible, ensures compliance with relevant legislation. Collaboration & Culture Drive cross-functional collaboration through partnering with the various HR CoE's including Talent Acquisition, Talent Development, HR Policy & Governance, Reward, HRIS and Global Mobility. Build a network of contacts within the organisation to leverage resources and expertise. Promote and reinforce our company values, charter and culture through various initiatives and leading by example. Implement and maintain the highest professional standards for all human resource activities in accordance with the Company's policy and good practice. Project Work / Ad Hoc Contribute and lead as appropriate on Group HR projects, as requested. Work alongside support functions and site personnel to ensure employees are provided with the correct level of relocation support. Perform other duties of a related nature as may be required from time to time as assigned by HR Management. Essential Criteria: 3rd level qualification in HRM / HRD (Human Resource Management / Human Resource Development) or equivalent. 3 years working in a similar role and previous experience working in a Senior HR Generalist role. Membership of the Chartered Institute of Personnel and Development (CIPD) or equivalent experience and willingness to upgrade within the CIPD framework. Proven ability to work on a confidential and discreet manner. Ability to work with confidential information at a very senior level. Fluent in English Key Competencies: Relationship Management - building strong relationships with business leaders and employees to effectively influence and drive change. Change Management - leading and managing change initiatives aligned to company goals and culture. Data-Driven Decision Making - utilising data and analytics to inform strategies and decisions. Communication Skills - effective communication skills. Strategic Thinking - the ability to think long-term and develop solutions and strategies to support overall business goals. Effective Influencing - effectively persuades and influences stakeholders through building trust and rapport. Mercuryis an equal opportunities employer.

Our client is seeking to appoint an experienced HR Business Partner to their well established recycling / logistics operation. The role purpose is to lead and manage all human resources functions and touchpoints within the business, ensuring compliance with employment law, supporting a productive workforce, driving engagement, development, and ensuring that HR practices contribute to efficient and safe depot operations. Key Responsibilities: Recruitment, Staffing & Onboarding Plan and manage the recruitment process to ensure all Depot and Head Office roles are staffed appropriately. Develop job descriptions, advertise vacancies, coordinate interviews, select candidates. Lead the onboarding process to integrate new employees into the depot environment, safety protocols, company culture. Training & Development Assess training needs (skills, safety, technical) among depot and head office workforce. Develop and deliver training programs (both internal and external) health & safety, quality standards, machine operation, etc. Monitor and evaluate training effectiveness. Performance Management Implement and maintain performance evaluation systems. Set performance metrics appropriate to production targets, quality, safety, etc. Coach and support line managers in delivering performance feedback, handling issues, corrective actions. Employee Relations & Engagement Foster good relationships between management and employees. Address grievances, disputes, and disciplinary matters in line with company policy and law. Promote employee engagement activities to boost morale, reduce turnover. Compensation & Benefits Administer payroll-related HR tasks, ensure correctness in pay, overtime, shifts. Manage benefits, leave entitlements, sick pay, pensions as applicable. Responsibility for informing all staff re auto enrolment / My Future Fund Ensure compliance with labour law, collective agreements and union arrangements Health & Safety / Compliance Work closely with Safety / EHS team to ensure HR policies align with health & safety regulations. Assist H&S team to ensure workers are trained on safety, wear required personal protective equipment, follow safety rules. HR Policy & Systems Develop, update, and enforce HR policies and procedures. Management and development of HR system Maintain accurate employee records and HR information systems. Provide reports and metrics (turnover, absenteeism, etc.) to senior management. Industrial Relations Primary point of contact with recognised union officials Foster a strong relationship with Union officials and shop stewards Negotiation with Union on behalf of the organisation Qualifications & Skills: Education: Degree in Human Resources, Business Administration, or related field (or equivalent experience). Experience: Minimum of 5 years HR experience, preferably in depot/operational environment. Knowledge: Good understanding of labour law, safety regulations, employment contracts Skills: Excellent communication and interpersonal skills Ability to manage conflict constructively Good organizational, planning and administrative skills Problem-solving mindset Ability to work with data, HR metrics, and to drive improvements Computer literate: HR system (TimePoint), Microsoft Office etc. Personal attributes: Integrity, confidentiality, resilience, attention to detail, ability to multitask, flexibility Skills: Recruitment And Selection Training & Development Performance Management Employee Relations Industrial Relations compensation

Mercury is the European leader in construction solutions.

We build and manage complex engineering & construction projects for the world's leading corporations.

Our solutions help deliver technologies and life changing advancements that connect people, communities, and businesses, giving them the power to achieve incredible things.

Our people have the courage to be innovative.

Their determination and sharp focus enable us to deliver with certainty, time and time again.

We deliver our clients' visions through leading edge construction solutions across multiple sectors, including Enterprise Data Centres, Advanced Technology & Life Sciences, Hyperscale Data Centres, Fire Protection.

At Mercury, it is our duty to encourage and back our people to realise their vision of themselves.

We place them at the heart of what we do, providing challenging opportunities to develop within a great team in a supportive environment that allows them to reach their full potential.

The Opportunity The HR Business Partner role is designated to a Business Unit(s), the focus of the role is to collaborate and support Business Unit leadership and management to drive performance through the alignment of people management, business goals and company strategy.

The HR Business Partner role is integral to creating a strategic liaison between HR and the business side of a company, helping to drive value and deliver business results through effective people and performance practices.

Overall, the HR Business Partner role acts as a bridge between employees and management, fostering a supportive and productive workplace culture.

This role involves working closely with the wider HR function and will collaborate with the various Centres of Excellence (Co E) including Talent Acquisition, Talent Development, HR Policy & Governance, Global Mobility, Reward, HRIS, Payroll and Tax.

Reporting to a Strategic Business Partner, this role will based in our Head Office in Sandyford, an initial period, this role will transition to being based in Ballycoolin, Dublin.

Hybrid working model, 3 days per week in the office.

European Travel will be required.

Key Responsibilities: HR Management Build and sustain effective and dynamic relationships between the HR Department and the designated Business Unit(s) to which assigned.

Develop close and effective working relationships with the Business Unit Managing Director and their management team to ensure compliance with HR policies and practice.

Visit sites where necessary and conduct monthly meetings with project management teams from the designated Business Unit.

Contribute to the strategic, operational, and human resource decision-making within the Business Unit.

Implement and adapt to new processes as required.

Convey HR management's key messages to all employees by championing HR, ensuring consistency across the Group while supporting their allocated Business Unit.

Continuous Performance Management Cycle Trains and educates Business Unit Leadership and management on their responsibilities as people managers on the importance of the Company Continuous Performance Management Cycle including goal setting, on-going performance reviews, mid-year reviews, underperformance management and talent development planning.

Provide guidance and training to people managers to ensure that they understand how to use performance management tools and techniques to drive employee performance and align individual goals.

Drive people manager compliance in completing of Continuous Performance Management actions on a consistent and timely basis.

Reward & Variable Pay Cycles Trains and educates Business Unit Leadership and management on the criteria and processes involved in annual salary reviews including merit based increased, performance related adjustments, promotions.

Support people managers in making fair and informed decisions, ensuring transparency, equity and compliance to Company practice and budget guidance.

Provide training on the structure and timing of variable pay cycles, including how bonuses are calculated and the performance metrics used.

Data Driven HR Metrics & Insights Generate insights and analysis from BUs and provide trends and metrics to HR management.

Provide the Business Unit Director and HR Leadership with efficient, timely, and accurate information to enable both forward planning and measurement of staffing-related activities.

Gather and monitor data on various HR processes, such as retention, attrition, compliance to performance management, headcount changes and employee engagement.

Analyse collected data to identify trends, areas for improvement and measure the impact of HR initiatives.

Create reports and dashboards to present findings to senior management, helping inform strategic decisions.

Ensure data integrity and BU compliance with GDPR.

Employee Relations Management Function as the first point of contact for line managers regarding issues related to the management of staff performance.

Acts as a mediator to resolve complex employee relations issues and address grievances.

Resolve complex employee relations issues and address grievances.

Provide support to managers in terms of employment legislation and dispute resolution.

Function as a source of knowledge in relation to specific country legislation requirements, practices, and Collective Bargaining Agreements (where applicable).

Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Partner with HR leadership and legal department as needed/required.

Research the background to industrial relations disputes and attend meetings with staff and staff representative groups, as required.

Attend external meetings and hearings at workplace tribunals and other third-party hearings, as appropriate.

Training & Development Support BU leadership in identifying training and development needs for teams and individuals and consult with Talent Development Co E for the provision of required training.

Assist and advise on employee relations and employee welfare issues.

Provide training on key HR and line management practices to BU leadership to drive consistent practice and ensure compliance with policies.

Facilitate training programs through collaboration with Talent Development Co E to help employees enhance their skills and advance their careers.

Workforce Resourcing Support, Planning & Recruitment Work with the business unit to build and maintain the workforce plan for the Business Unit and coordinate overall workforce supply and demand, anticipating recruitment needs.

Work closely with the Talent Acquisition Co E during key recruitment process.

Supports global mobility, secondments, and relocations through effective engagement with Global Mobility and Tax Co E's Manage end to end redundancy, ramp-down and lay-off situations through effective engagement and planning with BU leadership, ensuring fair selection, communicating reasons and consulting on mitigating alternatives where possible, ensures compliance with relevant legislation.

Collaboration & Culture Drive cross-functional collaboration through partnering with the various HR Co E's including Talent Acquisition, Talent Development, HR Policy & Governance, Reward, HRIS and Global Mobility.

Build a network of contacts within the organisation to leverage resources and expertise.

Promote and reinforce our company values, charter and culture through various initiatives and leading by example.

Implement and maintain the highest professional standards for all human resource activities in accordance with the Company's policy and good practice.

Project Work / Ad Hoc Contribute and lead as appropriate on Group HR projects, as requested.

Work alongside support functions and site personnel to ensure employees are provided with the correct level of relocation support.

Perform other duties of a related nature as may be required from time to time as assigned by HR Management.

Essential Criteria: 3rd level qualification in HRM / HRD (Human Resource Management / Human Resource Development) or equivalent.

3 years working in a similar role and previous experience working in a Senior HR Generalist role.

Membership of the Chartered Institute of Personnel and Development (CIPD) or equivalent experience and willingness to upgrade within the CIPD framework.

Proven ability to work on a confidential and discreet manner.

Ability to work with confidential information at a very senior level.

Fluent in English Key Competencies: Relationship Management - building strong relationships with business leaders and employees to effectively influence and drive change.

Change Management - leading and managing change initiatives aligned to company goals and culture.

Data-Driven Decision Making - utilising data and analytics to inform strategies and decisions.

Communication Skills - effective communication skills.

Strategic Thinking - the ability to think long-term and develop solutions and strategies to support overall business goals.

Effective Influencing - effectively persuades and influences stakeholders through building trust and rapport.

Mercuryis an equal opportunities employer.

Our client is seeking to appoint an experienced HR Business Partner to their well established recycling / logistics operation.

The role purpose is to lead and manage all human resources functions and touchpoints within the business, ensuring compliance with employment law, supporting a productive workforce, driving engagement, development, and ensuring that HR practices contribute to efficient and safe depot operations.

Key Responsibilities: Recruitment, Staffing & Onboarding Plan and manage the recruitment process to ensure all Depot and Head Office roles are staffed appropriately.

Develop job descriptions, advertise vacancies, coordinate interviews, select candidates.

Lead the onboarding process to integrate new employees into the depot environment, safety protocols, company culture.

Training & Development Assess training needs (skills, safety, technical) among depot and head office workforce.

Develop and deliver training programs (both internal and external) health & safety, quality standards, machine operation, etc.

Monitor and evaluate training effectiveness.

Performance Management Implement and maintain performance evaluation systems.

Set performance metrics appropriate to production targets, quality, safety, etc.

Coach and support line managers in delivering performance feedback, handling issues, corrective actions.

Employee Relations & Engagement Foster good relationships between management and employees.

Address grievances, disputes, and disciplinary matters in line with company policy and law.

Promote employee engagement activities to boost morale, reduce turnover.

Compensation & Benefits Administer payroll-related HR tasks, ensure correctness in pay, overtime, shifts.

Manage benefits, leave entitlements, sick pay, pensions as applicable.

Responsibility for informing all staff re auto enrolment / My Future Fund Ensure compliance with labour law, collective agreements and union arrangements Health & Safety / Compliance Work closely with Safety / EHS team to ensure HR policies align with health & safety regulations.

Assist H&S team to ensure workers are trained on safety, wear required personal protective equipment, follow safety rules.

HR Policy & Systems Develop, update, and enforce HR policies and procedures.

Management and development of HR system Maintain accurate employee records and HR information systems.

Provide reports and metrics (turnover, absenteeism, etc.) to senior management.

Industrial Relations Primary point of contact with recognised union officials Foster a strong relationship with Union officials and shop stewards Negotiation with Union on behalf of the organisation Qualifications & Skills: Education: Degree in Human Resources, Business Administration, or related field (or equivalent experience).

Experience: Minimum of 5 years HR experience, preferably in depot/operational environment.

Knowledge: Good understanding of labour law, safety regulations, employment contracts Skills: Excellent communication and interpersonal skills Ability to manage conflict constructively Good organizational, planning and administrative skills Problem-solving mindset Ability to work with data, HR metrics, and to drive improvements Computer literate: HR system (Time Point), Microsoft Office etc.

Personal attributes: Integrity, confidentiality, resilience, attention to detail, ability to multitask, flexibility Skills: Recruitment And Selection Training & Development Performance Management Employee Relations Industrial Relations compensation

Description
At Amazon, we're working to be the most customer-centric company on earth. To get there, we need exceptionally talented, bright, and driven people. Amazon Web Services (AWS) is a dynamic, growing business unit within Amazon.com. Since early 2006, AWS has provided companies of all sizes with an infrastructure platform in the cloud. Using AWS, companies can requisition compute power, storage, and other services - gaining access to a global computing infrastructure that is the backbone of Amazon.com's multi-billion dollar retail business. Today, AWS provides a highly reliable, scalable, low-cost infrastructure platform in the cloud that powers millions of active monthly customers from start-ups to multi-national corporations to governments.
Amazon is looking for an exceptional Sr. HR Business Partner to drive the development and implementation of the HR strategy in support of our Data Center Planning and Delivery business (DCPD). This role requires a progressive, data driven and customer obsessed HRBP who will have responsibility of driving organization effectiveness while implementing impactful and strategic HR programs. DCPD is a compelling business to partner with: they own multiple critical activities globally including the acquisition of power, real estate, colocation contracting, construction execution, the planning and management of build delivery to meet customer demand, the recycling of capacity back into the fleet, strategic portfolio management of the existing sites, and programs across these areas to continually improve AWS's safety, quality, delivery, sustainability and cost of capacity.
As the Sr. HRBP, you will be responsible for both strategy and execution across the DCPD organization in important business focus areas such as driving organizational health and effectiveness, workforce planning, location strategy and more. You will also closely partner with Talent Acquisition stakeholders on building the right teams, with the right skills, in the right places.
To be successful in this role, you must understand business priorities and goals and translate them into the highest impact work. You'll help business leaders look around corners with recommendations based on data that improve organizational effectiveness and builder experience. The ability to facilitate change management for large organizations within a rapid and complex changing work environment, create efficiencies, and make sound judgement in ambiguous situations are critical to the success of this role. Success will also require an aptitude to dive deep and analyze data to develop meaningful insights and conclusions, and to be able to present clearly and with purpose to the relevant audience.
This role requires domestic and international travel, as appropriate.
Key job responsibilities
- Develop and implement people plans and solutions in order to achieve people initiatives and deliver results for the organization. Ensure these plans align with the larger organization's priorities.
- Partner with senior leadership to develop the talent strategy that enables the right level and type of growth; building a work environment where employees can thrive and grow.
- Work closely with specialist and central HR teams, as well as matrixed site and geographically aligned HR colleagues to support the global talent strategy. Contribute to the needs of the larger organization while still tailoring activities to the needs of your specific business.
- Function as a consultant and trusted advisor to key leaders and their respective organizations; engage in strategic planning efforts to translate business needs into HR plans.
- Partner with executives on organizational design, communication strategies, workforce planning, succession planning, and skills assessment and development.
- Review and analyze business metrics including data on retention and employee experience in order to recommend systemic improvements.
- Partner with the business on designing effective Talent Reviews, focused on succession planning, talent development and organizational health priorities.
- Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling.
- Create, deploy, and scale programmatic solutions based on current and potential future needs, in the fast paced, high growth business unit. Drive HR process and tool innovation for scale and efficiency.
Basic Qualifications
- Bachelor's degree, or equivalent experience
- Experience in a HRBP role
- Experience and specific knowledge of human resource theory, including employee relations, learning, and performance management
Preferred Qualifications
- Master's degree in Human Resources or MBA
- Experience working as a business partner, and driving organizational change initiatives and developing talent management plans for global organization teams
- Experience in the tech industry
- Experience in highly matrixed organization
- Experience leading global HR programs and related change management
- Excellent written and verbal communication; high quality document preparation, data visualization, and facilitation skills
- Strong judgment and experience coaching leaders.
- Ability to diagnose issues and drive appropriate strategic solutions with self-initiative
- Ability to refine strategy and gain buy-in by influencing and partnering with different levels of the organization
Amazon is an equal opportunities employer. We believe passionately that employing a diverse workforce is central to our success. We make recruiting decisions based on your experience and skills. We value your passion to discover, invent, simplify and build. Protecting your privacy and the security of your data is a longstanding top priority for Amazon. Please consult our Privacy Notice ( ) to know more about how we collect, use and transfer the personal data of our candidates.
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit for more information. If the country/region you're applying in isn't listed, please contact your Recruiting Partner.

Unlock your potential as an Abbott Intern. Join us to work on impactful projects, learn from senior leaders, and build your career. Here you can:
+ Contribute to meaningful, challenging projects with a direct impact on our business
+ Have regular access to senior leadership providing you with an opportunity to grow and learn from the best each day
+ Develop your career and grow your knowledge through targeted training, a global intern community, and the opportunity to build your network
+ Access perks that keep you supported both inside and outside the office
**The Opportunity**
Our Interns provides a meaningful, professional, hands-on experience to students with proven academic performance and leadership potential. We hire students majoring in (Human Resources) into our programs based on business needs. Ideal candidates will combine technical and business knowledge with analytical strength and creative problem-solving abilities.
Abbott's global business offers opportunities to work across a range of fields, which may include the following areas, along with additional activities depending on business needs:
Human Resources:
+ Support execution and improvement of Human Resources Standard Work across Operations
+ Business HR Partnership
+ Talent Development.
**What are we looking for?**
Eligible applicants should be:
+ Available for a 6, 9 or 12month placement to start between January to June 2026 (aligned with academic work placements dates)
+ Internship placements may be during or at the end of your undergraduate or post graduate course.
+ Pursuing a relevant third level undergraduate or post graduate qualification in a Human Resources discipline
+ Candidates must be tracking to or have a minimum of 2.1 Grade in their undergraduate course.
+ Excellent communicators, team players and Innovators.
+ Passionate about STEM and interested in pursuing a career in a STEM environment.
+ A flexible and innovative approach to work.
+ Flexibility to be based at one of our Abbott sites listed above
**Location**
Donegal
Career growth and future opportunities are pillars of our program. Students who continuously excel in our early career programs are encouraged to apply for Abbott's Professional Development Programs or other full-time positions.
For further information on our company please visit Equal Opportunity Employer
Abbot welcomes and encourages diversity in our workforce.
We provide reasonable accommodation to qualified individuals with disabilities.
To request accommodation, please call or email