International Lead HR Business Partner

We are Eversheds Sutherland, a global law firm, with more than 5,000 people across over 30 countries. We’re full-service with deep niche and sector experience. Whatever challenge, wherever in the world, we’re equipped and ready to meet it. We live our values, we’re purposeful and purpose-led. So although the world is fast-moving and rapidly changing, we see it as a place where everyone can thrive. We’re ambitious for our clients, our communities – and for you. Whether you’re starting out on your career or well established, whether you’re a lawyer or in business services. If you’re looking for what’s next, we are too.

What to expect

Our Business Services teams are at the core of our organisation and key to Eversheds’ Sutherland’s continued success as a top 10 global law firm. For business professionals, our environment is highly collaborative with value being placed on diversity of ideas, skills, and mindsets. It’s energetic, fast-moving and there’s always something new to get involved in.

Our team

Our Irish HR team is part of a broader international HR function led by our International Director of People. This role will be based in Dublin and report into a Senior HR Business Partner based in the UK. The successful candidate will be supported by a local onsite HR Advisor and the UK-based Centres of Expertise, including Reward & Benefits, People Operations, Learning & Development, Diversity & Inclusion, Employee Relations and Talent Acquisition.

The Irish business is split across two offices: Dublin, which comprises approximately 150 people, 20 Partners and 60 Lawyers; and Belfast, which comprises 31 people, 6 Partners and 13 Lawyers.

Role and key responsibilities

Strategic Business Partnering

• Act as the Lead HR Business Partner for Ireland, partnering directly with the Irish leadership team and Partner group to define and deliver the People Strategy.
• Act as the primary point of contact for all People matters within Ireland, ensuring business priorities, legislative developments and cultural considerations are reflected in the delivery of the firm's global Talent Strategy and People initiatives.
• Represent Ireland within the international People function, ensuring local business priorities, employee relations trends and legislative developments are understood and appropriately considered by the wider People leadership team.
• Lead and deliver all cyclical HR processes, including annual salary and reward reviews, talent and performance management, promotions, workforce planning, budgeting and organisational change initiatives.
• Provide commercially focused HR advice, balancing employment legislation, business needs and partnership priorities.
• Coach and influence Partners and senior stakeholders, acting as a trusted adviser on both People matters and broader business decisions.

Organisational Design & Change

• Lead the implementation of firmwide People policies, programmes and processes within Ireland, ensuring consistency with global standards whilst adapting delivery to local legal and business requirements.
• Drive organisational change initiatives across practice groups and business services teams.
• Review and challenge team structures to improve efficiency and effectiveness.
• Develop and implement practical HR solutions that support the firm's growth and evolving operational requirements in Ireland.

Talent Management & Succession Planning

• Collaborate with Partners and managers to identify, develop and retain high-potential talent whilst championing the firm's diversity and inclusion objectives.
• Lead succession planning activities to ensure robust future leadership pipelines.
• Promote and support learning and development initiatives, ensuring development activity aligns with performance, potential and succession planning goals.

Reward & Data Insights

• Influence reward and compensation decisions across practice groups and business services teams, ensuring fairness, consistency and alignment with the firm's reward framework.
• Utilise HR data, metrics and insights to identify trends, inform decision-making and support workforce planning.
• Monitor and report on key People issues, organisational risks and employee relations trends.

International Mobility

• Support the international priorities of the business by facilitating global mobility opportunities.
• Manage and advise on inbound and outbound international assignments, working with relevant stakeholders to ensure a positive employee experience and compliance with firm processes.

Recruitment & Onboarding

• Oversee lateral hiring activity within agreed budgets and workforce plans.
• Partner with the Talent Acquisition team to deliver recruitment priorities across practice groups and business services functions.
• Ensure a seamless onboarding experience for new hires, from induction planning through to successful integration into the business.

Skills and experience

We are looking for:

• Extensive experience in an HR business partner role, ideally gained within a legal environment.
• Proven ability to build credibility, influence and challenge senior stakeholders, including Partners and leadership teams, whilst providing pragmatic and commercially focused people advice.
• Strong commercial and financial acumen, with the ability to align people strategies to business objectives and translate business challenges into effective HR solutions.
• Experience leading key People processes, including reward, performance management, workforce planning, succession planning and organisational change.
• Demonstrated ability to coach, develop and support others, with experience managing or mentoring HR team members.
• Strategic thinker with the ability to shape and implement People initiatives that drive business performance and support organisational objectives.
• Strong organisational and project management skills, with the ability to balance strategic priorities alongside operational delivery.
• Experience operating successfully within a complex, matrixed and international environment.
• Data-driven approach, using People analytics and insights to inform decision-making, identify trends and support workforce planning.
• Strong employee relations expertise, with experience managing complex and sensitive people matters.
• Comfortable leveraging technology, data and emerging AI tools to improve efficiency, enhance decision-making and support the delivery of People initiatives.
• Resilient, adaptable and solutions-focused, with the ability to exercise sound judgement and work autonomously in a fast-paced environment.

What’s in it for you?

At Eversheds Sutherland, we provide benefits focused on looking after you: your development, your performance, your financial future and your health, as well as providing the opportunity to make a contribution to the world.

• We’re fair, transparent and equitable
• We share in the success of the firm, reward alignment to our values, going above and beyond and your individual performance
• We support flexible ways of working through our remote working policy and commitment to flexible, agile and hybrid ways of working
• We support your health and performance through our dental, healthcare and wellness support
• We support everything you are and all you bring through our powerful commitment to diversity and inclusion
• We provide a platform for your career, whatever your ambitions through our structured professional and personal training, mentoring and development programs
• We provide experience and opportunity through international and cross-function exposure
• We provide an opportunity to give back through our pro bono work and community engagement
• We help you plan ahead through retirement planning, insurance and assurance

Diversity & Inclusion

At Eversheds Sutherland, “Inclusive” is a core business value. We bring together different skillsets, global mindsets and approaches. We foster diversity of thought and the freedom to put ideas into action. We have an inherent respect for the individual. We have a strong belief in collaboration and teamwork. Sharing ideas, asking questions, solving challenges and meeting our clients’ goals: together.

We want all our people to thrive at work and reach their full potential and we work hard to continue to build a diverse and inclusive culture, monitor and report on our progress and impact, and develop our approach. This is reflected in our policies, systems and processes, and in our work with diversity membership organisations.

Many of our people work flexibly in some way and we are open to considering how we can accommodate flexible working arrangements alongside role requirements. If this is important to you, please talk to us about it during the recruitment process.

We want you to perform at your best during our recruitment process. If there is any adjustment or support you need, please contact us so we can discuss how we can best assist you.