Pinewood Healthcare is a leading developer, manufacturer and marketer of healthcare products, currently employing over 320 people across two sites in Tipperary and Dublin.
Originally established in 1976 to serve the renal care market in Ireland, Pinewood evolved over the years under indigenous Irish ownership until its sale in 2006 to the Wockhardt Group, an Indian global pharmaceutical and biotechnology company headquartered in Mumbai, India.
Wockhardt employs over 7,000 people across 27 nationalities with a presence in the USA, UK, Ireland, Switzerland, France, Mexico, Russia and many other countries.
It has manufacturing and research facilities in India, the USA and UK and a manufacturing facility in Ireland (Pinewood Healthcare).
The HR Generalist is a key professional role in the delivery of Pinewood's HR strategy.
The role holder is a person with a wide variety of capabilities including skills, qualifications and experience in human resource management, employee relations and employment law. A core focus of the role is on delivering an efficient human resource services using technology and transaction processes. The HR Generalist works closely with HR colleagues and management in the implementation of company policies related to human resource and organisational and employee development across Pinewood Healthcare.
Consults with HR colleagues, employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach. Key areas of responsibility (include but not limited to): Talent acquisition: Conducts interviews to recruit prospective employees and refers job applicants to specific job openings.
Evaluates employment factors such as job experience, education and training, skills, knowledge and abilities, and other data pertinent to classification, selection, and referral.
Surfaces candidates and develops networks to ensure constant flow of qualified candidates using web-based tools, agencies, and recruiting contractors.
Prepares applicant assessment, provides applicants with information on the company, checks references, and ensures successful hiring and on-boarding process. Employee relations: Strives to ensure that excellent employee relations are maintained.
This includes managing sickness absence, disciplinary and grievance issues all in line with company policy and procedures.
Employee Engagement: Takes part in the measurement of employee satisfaction and ensure that employee engagement activities take place, gaining feedback where appropriate, and identifying areas for improvement.
Performance management : Coaching managers on performance management issues and processes using the company process and other performance management tools.
Reward and Remuneration : Ensures company benefits are communicated and understood.
Take part in reviewing rewards and remuneration and make suggestion where appropriate.
Supports the Senior HR Officer with the administration of payroll where required.
Policy and procedures : Ensures company policies and procedures are up to date in line with current employment law and that managers are up to date with changes to these and company policies.
HR Reports/Metrics: Ensures that monthly/quarterly/annual reports and statistics generation are provided on time. Expected to analyse metrics and make suggestions for improvement.
Department Administration: Takes ownership of the administration processes in the Human Resource department ensuring they are accurate and maintained in an efficient and effective manner.
Continuous Improvement: Assists and supports the rollout of various initiatives, projects and improvements within the organisation, e.g.
HR strategy, performance management, training and development.
Leadership: Deputises for the Senior Human Resources Officer in absence situations.
Other ad hoc duties, reception cover and other administrative duties, where necessary.
Key Requirements: Comprehensive knowledge of employment law and current case law.
Substantial experience managing disciplinary, grievance and performance management matters.
Proven record of dealing with absence management.
Experience in devising and delivering learning and development activities.
Previous experience managing the recruitment and selection at all levels of the business.
Experience partnering with managers and supervisors to deliver human resource initiatives.
Strong administrative skills, including use of HRIS.
Proven record of recording and using metrics for the betterment of the business and employees.
Membership of Chartered Institute of Personnel Development preferred.
Qualification in human resource management preferred.
Outstanding organisational and time-management skills.
Excellent communication and interpersonal skills.
Problem-solver.
Good decision-making skills.
Strong ethical standards.
Comfortable working in a busy, fast paced regulated manufacturing environment.
Confidential and discrete, with mature judgement.
Team Player.