Who We Are

At Cornmarket, we look after the financial wellbeing of public servants and their families. We’ve been focused on public sector employees for over 50 years, learning how to bring our clients the best financial services – from car, home, health and life insurance, to income protection, retirement planning and beyond.

Role Purpose

We are looking for a HR Business Partner to join our HR team.

The HR Business Partner will provide a best-in-class HR service across the Cornmarket Group of Companies in Ireland and the UK. This role will be accountable for driving organisational transformation, simplification of people processes, as well as leading on policy development, employment relations, engagement, culture, diversity, equity & inclusion, talent management, reward and recognition and compensation and benefits.

The role holder will partner closely with the business and the HR team to design, build and implement HR solutions aligned with both organisational priorities and the wider People Strategy. A key focus of the role is to support and enable people managers — offering high quality advice, coaching and guidance to help them navigate people related challenges and opportunities effectively.

Working in close collaboration with the Head of People, the HR Business Partner will also contribute to the design and delivery of our Health & Wellbeing programme and lead on core DEI initiatives, supporting the creation of a positive, inclusive workplace culture where people can thrive and do their best work.

This is a pivotal role within the HR function and calls for someone who brings a positive influence, a pragmatic mindset, and a hands-on, delivery focused approach. The HR Business Partner will also hold people management responsibility for the HR Generalist.

Accountabilities of the Role

Ensure full compliancewith all relevant risk control, regulatory and legal requirements, including Fitness & Probity standards, Business Continuity Management expectations and GDPR.
Provide a comprehensive Business Partnering serviceacross Ireland and the UK, acting as a trusted source of HR expertise for line managers and staff, resolving HR queries, advising on HR policies and building strong relationships to understand people‑related challenges and opportunities.
Lead, motivate and support the HR Generalist, fostering a culture of accountability, proactivity and open contribution across the wider HR team.
Drive and enhance our Health & Wellness strategyand lead key DEI initiatives, supporting the creation of an inclusive, positive workplace where all colleagues feel they can bring their whole selves to work.
Support and embed the Performance Management processthrough SuccessFactors (Connect People), coaching managers and employees to use performance and probation processes effectively, enabling development for high performers and proactively addressing underperformance.
Manage all Employee Relations matters, providing timely expert advice and coaching to people managers on absence, disciplinary cases, performance issues and other ER topics, ensuring alignment with policies, legislation and best practice while supporting improvements in retention and absenteeism.
Support recruitment activitiesas required, partnering with the business to ensure effective hiring and selection processes.
Manage the monthly payroll processfor both Ireland and the UK, ensuring accuracy, due diligence and compliance at all times.
Drive the Employee Engagement process, ensuring meaningful insights and supporting actions that enhance engagement levels across the business. Drive the Employee Engagement process, ensuring meaningful insights and supporting actions that enhance engagement levels across the business - this will include overseeing the employee engagement survey, running employee focus groups and working with Head of Functions & Managers on action plans.
Oversee the Staff Culture Forum, ensuring an effective channel for communication where staff can raise issues, share feedback and contribute to shaping workplace culture.
Lead new policy development and implementation, continuously reviewing best practice, legislative changes and regulatory requirements to ensure policies remain current and effective.
Translate HR analytics into business action, partnering with managers to interpret insights and support data‑driven decision making.
Identify and develop talent, partnering with managers to understand capability needs, implement development opportunities and ensure appropriate training supports current and future performance standards.
Maintain deep knowledge of internal development programmes, enabling managers to provide meaningful growth opportunities for their teams.
Evaluate people processes and policies continually, ensuring they align with business needs, best practice and employment legislation, and implementing improvements where required.
Ensure all role profiles are up‑to‑date and fit for purpose, partnering with managers to define new roles clearly and accurately.
Maintain a strong working knowledge of Minimum Competency Requirements and Fitness & Probity standards, advising managers to ensure full organisational compliance.
Demonstrate strong commercial awareness, applying this understanding in decision‑making and HR recommendations.
Supportthe successful delivery of the organisation’s business transformation agenda.
Support the implementation of Pay Transparency across Cornmarket.

Skills, Experience and Knowledge Required

Significant experience as an HR Business Partner, ideally gained in a standalone or individually accountable HR role.
Experience in Financial Services or another regulated environment, with working knowledge of risk controls, Fitness & Probity and the Minimum Competency Code, is highly desirable.
Proven experience managing complex employee relations cases, with 5–7 yearsof hands‑on ER management supported by strong, practical knowledge of employment law and its application.
A proven track record of delivering effective coaching interventions.
Demonstrated experience in designing and delivering wellbeing programmes.
Experience leading diversity, equity and inclusion initiatives is an advantage.
Exceptional communication, relationship‑building and influencing skills.
Strong leadership and coaching capability.
Excellent attention to detail and analytical skills.
Confident communicating and influencing at all levels of the organisation.
Familiarity with HRIS platforms such as SuccessFactors, Workday or similar.
Experience drafting clear, effective all‑employee communications is desirable.
High level of professionalism with the ability to manage sensitive and confidential information appropriately.
Strong experience in talent management, including performance management, succession planning and development of high‑potential talent.
Third-level qualification required.
CIPD required.

Behavioural Competencies Required:

Trusted Adviser
Build strong, trust‑based relationships by providing commercially focused, professional HR insight. Offer clear, well‑reasoned advice, challenge constructively, and consistently deliver on commitments. Act as a dependable source of expertise across all HR disciplines.
Strategic Partner
Operate with a commercial mindset and a deep understanding of organisational priorities. Lead peers in delivering results that benefit both your own business area and the wider organisation. Drive swift, solution‑focused decision‑making and proactively seek opportunities to add value through partnership.
Talent Developer
Ensure organisational capability aligns with strategic goals by supporting the development, growth and alignment of people, teams and talent pipelines.
Innovative Implementer
Design and deliver creative, practical HR solutions that address business challenges and improve ways of working.
Change Catalyst
Initiate, champion and facilitate change at organisational, team and individual levels, supporting leaders and employees through transition with clarity and confidence.
Technology Savvy
Leverage modern HR technology and digital tools to enhance HR delivery, improve user experience and strengthen connection across the organisation.
Leadership
Lead with accountability, integrity and purpose. Set high standards, model positive behaviours and foster a culture of collaboration, passion and execution both within the HR team and across the wider business.
Personal Development
Actively seek and apply feedback to grow as an HR professional. Take ownership of your continuous development and CPD, while supporting the learning and development of others. Provide informed business and professional insight, and champion ongoing learning across the team

What We Can Offer You

Flexible working from home options
Significant investments in professional development
Annual leave that increases based on service, plus two additional company days
Flexi leave (option to take additional annual leave)
Life leave
Attractive pension contribution rates
Health insurance or wellness subsidy
Working abroad policy
Fully paid family leave types (maternity/paternity/surrogacy)
Performance based bonus or commission
Income protection
Life cover
Discounts on financial products
Excellent health & wellbeing programme
Wellness Wednesdays

Equal Opportunities & Data Privacy Notice

Cornmarket is committed to building an inclusive workplace environment. We’re proud to be an equal opportunity employer, striving to create a welcoming environment. All qualified applicants will be considered for employment without regard to age, disability, ethnic background, family status, gender identify or expression, marital status, membership of the Traveller Community, national origin, race, religion, sexual orientation.

We are also committed to providing reasonable accommodations to qualified individuals with disabilities in the employment application process. To request an accommodation, please contact our Talent Acquisition Team.

HR Business Partner

Benefits

Job Description