HR Business Partner Specified Purpose Contract

Inland Fisheries Ireland has a vacancy for a HR Business Partner (HRBP) to join our HR team. 

This position will be responsible for leading and delivering a broad range of strategic and operational projects to achieve IFI’s corporate and people strategies. Working collaboratively with managers and employees, the HRBP will work alongside the business to deliver on operational objectives. The HRBP will also identify and implement interventions to improve the HR offering in a collaborative team-based environmental including leading and designing key projects and initiatives that enables our culture and our people to develop in line with IFI’s strategic vision

The HRBP is responsible for aligning business objectives with employees and management within districts and departments and to support, guide and advise senior management and people managers.

Reporting to the HR Senior Manager, this is an exciting role which will give the successful candidate the opportunity;

• To add value and contribute to the delivery of the organisation objectives by working as a business partner, providing professional HR advise to all staff groups

• To work in partnership with districts/departments and HR colleagues, assisting in the development and implementation of organisational change

• To develop effective and credible working relationships within the directorates and departments across the organisation that positively influence staff experience

• Act as a member of the HR operational management team, to work effectively with HR colleagues in shaping and delivering the HR strategic direction and plans in a consistent and integrated way

• To continually improve and develop the service to meet organisational needs in supporting service delivery and modernisation

Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources.

More information can be found by visiting our website.

To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations.

To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximise their sustainability and natural biodiversity.

• We are committed to the environment and sustainability.

• We work collaboratively and with professionalism.

• We communicate openly and transparently.

• We act with respect, integrity, and accountability

The HR Business Partner will add value and contribute to the delivery of the organisation objectives by working as a business partner, providing professional HR advise to all staff groups and provide support in all HR functional areas including:

• Act as a focal point for the provision of HR advice and support to assigned districts and departments.

• Provide appropriate advice and support to the areas in the interpretation and application of terms and conditions of service, employment law and HR policies and procedures.

• Collating, analysing and interpreting HR performance management data, (e.g. staffing numbers, absences, staffing profiles etc.), as required to assist districts/departments in achieving their service objectives, corporate milestones and supporting managerial decision making.

• Working in partnership with operations/departments, assisting in the development and implementation of organisational change with particular reference to HR implications.

• Support the working practices of HR staff in the wider HR team, ensuring the implementation of good HR working practices and liaising with other HR staff to achieve an efficient and effective HR service throughout.

• In conjunction with HR colleagues, participate in consultation and negotiation with staff side representatives at a district/departmental level.

• Contribute effectively to the workforce planning process within the specified districts/departments, ensuring the organisation is equipped to meet changing service needs through challenging professional boundaries and traditional ways of working.

• Monitor resource trends within assigned districts/departments advising on recruitment and retention practice and encouraging the effective utilisation of staffing resources through the proactive use of workforce information.

• Support districts/departments in the management of change initiatives within their areas. To deal with employee relations issues and providing sound advice on operational IR issues that arise across the organisation.

• Advise and support districts/departments in ensuring best practice people management taking into account employee rights and entitlements and ensuring that all staff are treated with dignity and respect.

• Recruitment process through all stages from drafting role specs and providing administrative support to chairing recruitment selection panels.

• Onboarding process for all incoming personnel including employees, secondees and consultants, tailoring same as required.

• Conduct the induction process for all incoming personnel including employees, secondees and consultants, tailoring same as required.

• Gather feedback on recruitment and develop reporting to support continuous improvement and best practice.

• Prepare recruitment reports for the Head of HR and Executive Team.

• Continuously review and develop the recruitment process ensuring equality, diversity and inclusion (EDI) is at the forefront of all aspects of the process.

• Support the probation process for all new employees and secondees of the Organisation, including supporting line managers in same.

• Support the performance management process for all employees and secondees of the Organisation, including the supporting of line managers in same.

• Develop and deliver internal training courses as required.

• Deliver training on policies and procedures.

• Lead and participate in HR projects and programmes supporting the alignment of people processes, culture, systems, and the employee experience.

• Project manage, plan, and implement people initiatives to enable business areas to achieve their goals.

• Responsibility for reporting returns to IFI’s parent Department and collating response to PQs in relation to HR matters.

• Preparing reports for submission as part of the annual C&AG Audit.

The ideal candidate will have the following;

The ideal candidate will have the following;

• A relevant third level qualification in Human Resources at a minimum level of NFQ Level 7, or equivalent

• CIPD qualification would be an advantage.

• At least 5 years relevant experience in a HR across all aspects of HR.

• Significant experience in Human Resources or HR Operations ideally gained across a variety of organisations.

• Significant experience of Industrial Relations processes and practices and working in a unionised environment.

• Experience of implementing change management projects/programmes.

• Ability to negotiate with and influence managers and staff.

• Ability to undertake research and analyse data producing reports and performance metrics as required.

• The capacity to lead, influence and support implementation through multiple stakeholders at local level to ensure implementation of new policies, programmes, and recommendations.

• Have a proven record of achievement.

• Possess the requisite knowledge and ability, including sufficient administrative capacity to properly discharge the functions of the role.

• Demonstrable experience in using HR systems, including HRIS, Time & Attendance, Applicant Tracking System, etc.

• Demonstrable ability to prioritise and manage a busy workload with conflicting deadlines.

• Demonstrate a level of employment legislation and/or case law knowledge.

• The capacity to lead, organise and motivate staff to function effectively in times of rapid change.

• Act as a key change agent and facilitator, drive operations to achieve maximum speed of improvement implementations while maintaining and respecting operational ownership of the process and performance of the business.

• Ability to balance the interests of key stakeholders in the organisation.

• Evidence of effective planning and organising skills including awareness of resource management and importance of value for money.

• Record of achievement of cross functional strategic initiatives and significant change projects in a variety of settings and situations.

• Ability to recognise and solve inefficiencies within the environment.

• To standardise and reduce the variation in current governance practices and processes.

• The ability to evaluate complex information from a variety of sources, make and communicate effective decisions.

• Working with key stakeholders and corrective action planning systems with respect to deviations from planned performance.

• Assist in the delivery of key targets by ensuring a strong control system is put in place.

• Excellent analytical skills.

• Flexible team-oriented person and a relationship builder and have a significant record of accomplishment of achievement in the area.

• The ability to communicate ideas, positions, and information clearly and convincingly in a manner sensitive to wider issues.

• Demonstrate negotiation/influencing skills.

• Influence organisation culture by assisting in team building and bridging silos.

The salary scale for the position is at the level of Higher Executive Officer as applies in Inland Fisheries Ireland. This is a 9-point scale including 2 long service increments (LSI’s):

The annual leave entitlement for this role is 30 days per annum (pro-rata) and is subject to the usual conditions regarding the granting of annual leave as per the Annual Leave policy of Inland Fisheries Ireland.

A cover letter and up to date Curriculum Vitae should be submitted by 17:00 on Thursday 1st of October 2026.

Late applications will not be processed.

Short listing will be based on information provided in the Cover Letter and CV.