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HR Business Partner

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Date: 02-Oct-2020

Location: Dublin - Kylemore, Dublin - Kylemore, GB

Company: Britvic

HR Business Partner - Kylemore, Dublin

About the Role:

Partnering with Managers, the HR Business Partner will play a vital role in delivering the key elements of the HR Annual Operating Plan (AOP) to enable the success of the organisation.  You will lead the execution of core cyclical processes such as performance and talent management, annual salary review process and employee engagement survey.

Key Responsibilities:

Core People Processes

  • Working in partnership with the HR Specialist functions you will lead and optimise the delivery of our core people processes across the business, e.g. talent review, GPS, Engagement survey, reward, etc
  • Taking the great insight gained from our core processes and turning this into appropriate HR strategies to enhance the capability, engagement, performance and culture of the organisation.

Delivery of HR AOP and Strategy

  • Line up behind the HR AOP and Strategy to ensure we are driving the change that Team HR is leading for.
  • Partner with the HRD/appropriate specialist functions within HR to provide business insight to inform the plan and strategy.
  • Work with key stakeholders to implement our key HR initiatives, holding them to account for role modelling the right behaviours, ways of working, high performance and adoption of HR processes that enable us to deliver as One Britvic in a simpler, more accountable and efficient way.

Organisation Development and Change

  • Act as a catalyst and guide for any required change management strategies, providing coaching on their translation into talent, capability, resource and culture plans
  • Support change implementation planning including impact assessment, change planning and business readiness assessments.
  • Orchestrate the delivery of required change activities such as, organisation design and implementation, capability development, cultural & behavioural changes and engagement plans
  • Work with the project sponsors/HRD’s to identify required cultural changes and implement relevant programmes to support the evolution of the current culture
  • Manage the required employee engagement activities to ensure the change is successfully embedded across the relevant teams/function

Talent Management

  • Talent reviews - Identify and embed the right talent interventions required to attract, develop and retain talent across the relevant geographies/functions. Coach others on the application of the ‘GPS’ frameworks, succession planning strategies and reward processes ensuring consistency of application and interpretation.
  • Play a key role in the design and embedding of Talent Forums, aligning of GPS of principles and challenging where necessary to drive consistent calibration.

Performance Management

  • Work in partnership with Managers to drive a high-performance culture by challenging management teams to appropriately apply a breadth of performance and development principles and tools when making people planning decisions and strategies.
  • Diagnose root cause of performance issues and embed required changes to address. 
  • Ensure the HR Operating model is adopted by the business to pick up and resolve any people performance issues.

Employee Engagement

  • Build employee engagement, supporting the business in the interpretation of and action planning around our aspiration to be ‘An inspiring place to work’.

Team & Leadership Effectiveness

  • Identify and address leadership team development needs at both a team and individual level. Play a key role in the coaching of team members and help identify and commission other development interventions to support increased capability
  • Lead management teams to display role model leadership behaviour through embedding feedback and coaching relationships

Team HR

  • Work as a connected HR delivery team to drive forward collectively our key HR processes and deliverables in a consistent and inspirational way.
  • Support the wider HR Team by sharing insight, knowledge and experiences. 
  • Where appropriate, coach HRS colleagues to deliver great outcomes and ensure company-wide adoption of the HR Operating model.

Experience Required:


  • Experience and understanding of: HR planning, talent management including succession planning and resource strategies and performance management.
  • Employee relations and industrial relations experience
  • Organisational Development and Change Management – Experience of managing and delivering organisation change including organisational design, process re-engineering, behavioural and cultural Change programmes.
  • Learning and development experience covering facilitation of workshop solutions, an understanding of learning and development principles and the ability to build a clear programme from diagnosis of needs through to implementation of solutions.
  • Stakeholder Management – experience of developing strong relationships and managing challenging conversations
  • Policy understanding: Awareness of critical current and emerging employment legislation requirements
  • CIPD qualified would be advantageous 

At Britvic, we’re on a journey to become the most dynamic, creative and trusted soft drinks company in the world. Britvic is one of Europe’s leading players in the FMCG market providing household favourites like Pepsi, Robinsons, Fruit Shoot, 7up and J2O plus a growing portfolio of premium brands combining a strong heritage and innovation across our brands. With a strong position both in UK, Ireland and internationally, we are looking to build on our success with an ambitious growth plan. As our organisation continues to grow, it is critical that we find new ways to create value for our customers.

Our purpose is to make life's everyday moments more enjoyable, for customers, consumers and partners and employees around the world. To do this, we need to be a dynamic, creative and trusted company that represents and respects the diverse values, voices and needs of everyone that enjoys our soft drinks. Inclusion and diversity are fundamental to the success of Britvic and we have set an ambition to be a truly inclusive organisation where our workforce mirrors the richness of the markets we operate in and communities we serve.

We will succeed in our mission to create a Britvic which values people and planet, just as much as performance – a Britvic we can all be proud of.

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