Job Title: Human Resource Business Partner
Department: Human Resource
Reporting Line: Human Resource Operations Manager
Overview
Excel Aviation is hiring for a Human Resource Business Partner to join our client's team, based in Dublin. The HR Business Partner plays a pivotal role in partnering with key stakeholders to deliver high-quality, commercially focused HR solutions that strengthen people management and enhance organisational performance. Acting as a trusted advisor, the role provides expert coaching, guidance, and strategic insight to build leadership capability, ensure full compliance with employment legislation, and foster a positive and inclusive workplace culture. The role leads across core HR disciplines including employee relations, organisational change, recruitment and onboarding, and people analytics. It also engages proactively with trade unions/employee representative bodies and operational leaders, building collaborative relationships that support a constructive and stable industrial relations environment. In addition, the HR Business Partner leads and develops the HR Admin, Recruitment Administrator, and HR Administrators to ensure consistently high standards of HR service delivery, operational excellence, and policy adherence.
Key Responsibilities
Strategic HR Partnership
Build strong, credible relationships across the business, constructively challenging and supporting leaders to deliver high-quality, commercially focused HR solutions.
Act as a trusted advisor to senior stakeholders, providing expert coaching on people management, leadership capability, and organisational effectiveness.
Employee Relations & Employment Law
Provide expert guidance on employment law and employee relations matters, ensuring fair, consistent, and best practice outcomes.
Manage and oversee complex ER cases, ensuring timely resolution and risk mitigation.
Foster a positive employee relations climate aligned with organisational values and legal compliance.
Industrial Relations
Engage with trade unions and employee representative groups to build and maintain constructive working relationships.
Support effective consultation processes and resolution of industrial relations matters to maintain stability across the workforce.
Organisational Change & Transformation
Lead and support people-related business change initiatives, including restructures, reorganisations, and TUPE transfers.
Develop robust implementation plans and guide managers through change processes with a people-centred approach.
Recruitment & Onboarding
Lead and oversee end-to-end recruitment activity, ensuring timely hiring of high-quality candidates aligned to workforce plans.
Partner with hiring managers to define role requirements, attraction strategies, and selection processes.
Drive continuous improvement in recruitment practices, including sourcing strategies, employer branding, and diversity initiatives.
Oversee the Recruitment Administrator function to ensure efficient, compliant, and high-quality recruitment delivery.
Ensure structured, engaging, and compliant onboarding processes that enable effective integration and early productivity.
Support managers in delivering strong onboarding experiences that enhance retention and cultural alignment.
Leadership & Team Development
Lead, manage, and develop Recruitment Administrator, and HR Administrators to build capability and drive performance.
Foster a culture of continuous improvement, accountability, and high-quality service delivery within the HR team.
Culture & Engagement
Work collaboratively with stakeholders to design and deliver culture and engagement initiatives that improve employee experience.
Support the development of action plans that drive measurable improvements in engagement and organisational culture.
People Analytics & Insights
Produce monthly people dashboards, providing accurate data, trend analysis, and actionable insights.
Facilitate regular performance review meetings with operational leaders to inform decision-making and drive improvements.
General
Promote the Vision, Mission, and Values of our client consistently across all activities.
Undertake any other duties aligned with the scope and level of the role.
Collaboration: Builds strong partnerships and drives collective success. Influencing: Shapes outcomes through credibility, challenge, and engagement.
Providing Direction: Sets clear expectations and aligns teams with business objectives.
Qualifications & Experience
Degree in HR, Business, or related discipline.
CIPD qualification (or equivalent) preferred.
3+ years' HR experience, including HRBP or senior generalist roles.
Experience working in a fast-paced or matrix organisation.
Proven experience managing complex employee relations cases.
KPIs / Success Measures
Employee engagement scores.
ER case resolution and risk mitigation.
Retention and attrition rates.
Leadership capability improvement.
Delivery of HR projects and initiatives.
What You Should Show
Recruitment & Onboarding
Partners with hiring managers to deliver effective workforce planning and recruitment strategies.
Ensures a strong candidate experience and timely hiring processes.
Supports onboarding processes to enable effective integration and early productivity.
Advises managers on selection, interviewing, and hiring decisions.
Commercial Awareness
Understand how the business operates and impacts of people decisions.
Ability to align HR outcomes with financial/business performance.
Credibility with Leaders
Confidence to challenge senior stakeholders constructively. Trusted advisor, not just HR support.
Employee Relations Expertise
Strong, practical handling of complex cases.
Ability to balance legal compliance with pragmatic solutions.
Change & Influence
Experience leading change (restructures, culture change, transformation).
Ability to bring leaders with you.
Data & Insight
Uses HR data to influence decisions (attrition, absence, engagement).
Coaching Approach
Develops managers rather than doing HR for them.
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