About the Company
My client is an award winning provider of construction project planning, scheduling, controls, and digital construction services. They support complex and challenging projects across a variety of sectors, including mission-critical facilities, infrastructure, energy, and life sciences. The team focuses on proactive schedule management, enhanced by Visualization and Digital Construction (VDC) technologies—such as 3D, 4D, and 5D animations, digital twins, and digital rehearsals. With a commitment to fostering enhanced collaboration, strategic decision-making, and improved project knowledge,
About the Role
The Head of People will act as a trusted strategic partner and advisor to the CEO, COO and Senior management together with providing guidance to managers and team members, being the trusted advisor on all People matters. The Head of People will develop and lead the function across a steadily growing employee population. Most of this population will be based in Ireland, with teams also present in new international markets. With this expansion, the successful candidate will need both a growth mindset together with a clear understanding of the important role that the People function will play in Talent Development and the hiring, onboarding, and integration of new Engineering talent.
It is likely that this person will come from an Engineering Services, Technology or Professional
services background having had some experience of a business which has scaled internationally. A range of flexible working options will be open to attract an excellent candidate:
Including full-time, part-time and hybrid working options.
Responsibilities
(i) Provide HR and People Leadership
• Provide ongoing one-on-one coaching and mentorship to leaders within the organisation,
helping them to navigate challenges, develop their leadership styles, and improve their
effectiveness in managing the business.
• Establish and oversee the existing performance management framework that encourages
regular feedback, constructive discussions, and goal-setting practices aimed at enhancing
leadership effectiveness and team performance.
• Actively promote a positive organisational culture that empowers leaders to inspire and
engage their teams, fostering an environment of trust, collaboration, and open communication.
• Lead the development and delivery of training initiatives specifically tailored for leadership
teams, covering critical areas such as team dynamics, conflict resolution, change
management, and emotional intelligence.
• Serve as a key partner in leading growth initiatives, equipping the leadership team with the
tools and capabilities needed to effectively manage growth and support their teams through
periods of expansion.
• Implement mechanisms to gather feedback from leaders and their teams on leadership effectiveness.
(ii) Talent Management
• Develop and implement a comprehensive talent acquisition strategy tailored to attract
top-tier Construction Planning Engineers and other essential roles across functions to
support the organisation's international expansion.
• Conduct thorough analyses of job markets in target countries (e.g., Sweden) to identify
regional talent pools, competitive practices, and unique requirements for engineering
positions.
• Design and execute targeted recruitment campaigns to promote employer branding and
attract high-calibre candidates, utilising various channels such as job boards, social media,
recruitment agencies, and industry events.
• Oversee the candidate screening process, including resume evaluations, interviews, and
assessments, ensuring that all selection processes are fair, unbiased, and aligned with the company's standards.
• Develop and implement engaging onboarding processes for new hires, ensuring they are
integrated into the company culture and equipped with the necessary tools and knowledge
to succeed in their roles.
• Collaborate with leadership to create individualised employee development plans that
address skill gaps, career aspirations, and succession planning, particularly for engineers
and essential function roles.
(iii) HR Business Partnership and Operations
•
Be able to offer a best practice point of view to management in areas of change
management, organisation effectiveness, talent management, compensation and benefits,
culture, performance management, recruitment, onboarding, and leadership.
• Collaborate closely with leaders to understand business needs and strategic priorities to
provide tailored solutions and advice for each group.
• Give advice on complex people and management issues as they arise being able to provide a 360 perspective.
• Form cost effective strategic alliances which enable counsel in areas such as employment
law, talent acquisition and employee relations.
• Consistently develop internal communications with updates as to what is happening around the company.
• Ensure that all HR practices comply with local employment laws and regulations in the
countries of operation while promoting HR best practices across the organisation.
(iv) About the person
• Must have a demonstrate ability to be "hands on" whilst at times taking a strategic perspective.
• Excellent working knowledge of multiple HR disciplines including talent management, performance management, employee engagement, talent acquisition, training, compensation and benefits and coaching.
• Outstanding skills in stakeholder management, proven ability in building and managing
relationships.
• Preferably a track record of building a People function and representing the function in a
leadership position.
• A background in Engineering Services would be an advantage.
• Minimum of a bachelor's degree in one of the following areas – Psychology, HR, Legal, or Business.
• CIPD qualified an advantage.
• International experience in a high growth environment and advantage.