Senior HR Advisor, Ireland

 

 

 

Requisition ID: 202369

Join a purpose driven winning team, committed to results, in an inclusive and high-performing culture.

 

Purpose

 

The Senior HR Advisor provides proactive and responsive advisory and administration support for the HR Team and business client groups in Dublin  (Circa 150 employees).

 

Accountabilities

The position will be responsible for (but not limited to):

 

Employee Lifecycle

 

• Provide advice, guidance, coaching and assistance on a variety of queries during the employee lifecycle. Proactively seeks to collaborate and help managers and their team members.  Builds trust by being approachable, knowledgeable, discreet and demonstrating empathy where appropriate. Demonstrates good knowledge of Scotiabank HR policies, processes and previous precedents.  Escalates more complex queries to the HR Manager as necessary.
• Coordinate the Leaver process, notifying relevant internal stakeholders and providing information necessary to ensure systems are updated. Producing leaver letter, quarterly resignation analysis for EXCO, conducting exit interview, and providing useful feedback to business heads.
• Preparing and issuing nonstandard HR letters, promotional documentation, contracts of employment and changes to terms of employment.
• Internal transfers;
• Promotions;
• Salary increase;
• Change of contractual terms;
• Performance issues.

 

Employee Relations / Employee Engagement

• Support the HRBP and people managers in matters relating to Employee Relations including managing crucial conversations, conflict, performance management, planning and administering employee exits and redundancies, disciplinary proceedings and grievances, implementing and planning Performance Improvement Programs (PIPs), probationary processes, and other employee relations related activities, providing advice and guidance be it formal processes or informal coaching, analyzing the implications, identifying needs and recommending appropriate course of action, liaising with the Senior HR Manager and escalating more complex issues as required.
• Managing own case load, overseeing and administering these same processes, liaising and providing support to HR Business Partners (global and local), liaising with internal legal and other stakeholders as appropriate, documenting actions and events, complying with regulations.  Communicating with regulatory and legal bodies such as the Home Office.

 

Sickness absence

• Work with the AM HR to monitor sickness absence levels. Proactively discuss high levels of sickness absence with the relevant manager and employee, offering further support and advice as appropriate. 

 

• Referring cases to Occupational Health as appropriate and advising the manager and employee on any recommended adjustments. Maintaining regular follow up communication with the manager and employee and ensuring further Occupational Health appointments are authorised and booked. Tracking all information on the ER Tracker spreadsheet and providing regular updates to the HRBP.

 

Family leave

• Managing Maternity and Shared Parental Leave requests. Acting as the main point of contact throughout the pregnancy, advising the employee and manager on the policy and benefits available.  Coordinating the New Parent Support Scheme and assigning a buddy to expectant parents.

 

Flexible Working Applications

• Advising the employee and the line manager on the s process, understanding the needs of both, and contributing to a beneficial outcome for all parties. Working with the Senior Manager, Recruitment to obtain approval and advertising part-time (job share) positions if necessary.  Proactively monitoring the success of any trial periods and formalising the arrangement.

 

Redundancy/Termination Processes

• Supporting the HR Business Partner with document production for redundancy/termination processes (producing redundancy pay calculations, script