Job Description

HR Business Partner - (Wastewater Treatment Contractor)

About Glanua

Glanua is an industry leader in providing innovative and sustainable engineering solutions to design, build, operate and maintain critical water and wastewater infrastructure across Ireland and the UK. We are a trusted provider to the municipal and industrial sector where our clients include Ireland and the UK's largest water utilities, Uisce Eireann (formally Irish Water), Thames Water, Yorkshire Water and Affinity Water.

Glanua is passionate about solving today's environmental challenges and delivering a decarbonised and sustainable world. We know that to build successful creative teams we need a diverse workforce that can deliver new innovative ways of thinking. We provide an environment where you will have the freedom to develop and grow to your full potential. We champion our core values and uphold the highest standards of Safety and Well-being, Innovation, Integrity, Collaboration, Courage, Agility, Accountability, Diversity and Inclusion in everything we do.

We have a talented team of 570 people across Ireland and the UK and are rapidly expanding our workforce across several disciplines to meet our ambitious growth plans.

The Role:

To deliver hands-on, operational HR support to employees and managers across our southern region. This is a proactive, field-based role with a strong focus on employee relations, wellbeing, and practical HR solutions that enable day-to-day operational excellence. You will be a visible, trusted partner across multiple sites ensuring timely HR delivery, early issue resolution, and confident guidance on all matters affecting the employee lifecycle.

Main Duties and Responsibilities:

Employee Relations & Wellbeing



Lead early, proactive resolution of employee relations cases (disciplinaries, grievances, performance, etc.)

Coach managers through investigations and hearings with practical, policy-aligned advice.

Promote a positive, inclusive workplace culture and support wellbeing initiatives.

Monitor trends in absence, turnover, and morale; recommend targeted interventions.



Operational HR Delivery



Manage end-to-end HR activity across the employee lifecycle, including onboarding, probation, performance, and exits.

Use HR systems and data to identify people trends and advise leaders on local issues.

Ensure accurate documentation, compliance, and consistent application of HR policies.

Deliver HR audits and ensure readiness across all operational sites.



Mergers, Acquisitions & Integration Support

Provide regional HR support during M&A activity:

due diligence, consultation, onboarding, harmonisation, and cultural integration.

Act as a point of contact for employees impacted by business change.



Manager Coaching & Daily HR Partnership



Offer practical, day-to-day support to frontline managers, supervisors, and team leads.

Build strong working relationships through regular site visits and accessibility.

Act as a sounding board for people challenges and opportunities.

Help managers grow confidence and capability in people leadership.



Recruitment & Onboarding



Support Talent Acquisition by advising on job profiles, interview structure, and fairness in decision-making.

Design and oversee structured onboarding and induction processes.

Lead and track probation reviews to ensure early feedback, clarity, and intervention if required.



Performance Enablement



Coordinate performance review processes and communications across the region.

Support managers and employees in setting clear expectations and having quality development conversations.

Key Measures of Success:

Timely and effective resolution of ER cases

Strong local HR visibility and manager confidence

Reduced absence and attrition rates

Positive employee feedback on HR support

Operational readiness for audits and compliance checks

Successful onboarding and probation outcomes

Smooth HR delivery during M&A and business change activity

Experience and Qualifications:

CIPD Level 5 (or equivalent experience); Level 3 considered with strong ER background.

Full UK driving licence and flexibility to travel to multiple sites weekly.

Solid experience in an operational HR or field-based role (e.g., logistics, manufacturing, construction, or similar environments)

Strong ER case management, ideally including TUPE, investigations, absence, and performance cases.

Experience supporting managers in a coaching, advisory capacity.

Familiarity with HRIS and basic use of data to inform decisions.

M&A or organisational change experience is desirable.