Executive International Human Resource Jobs (NOW HIRING)

Role Overview

The International HR Generalist is responsible for the delivery and implementation of HR services across Europe, the Gulf, Asia and Africa where EPRI employs staff. Based in Ireland, with the requirement to work from the Dublin office when needed, the role serves as the first point of contact for day-to-day employee HR queries across EPRI EEU, EI and EG.

The role owns the operational delivery of assigned HR support across the international entities, including employee lifecycle administration, HR documentation, HR systems and data maintenance, benefits administration, immigration coordination, reporting, audits and HR operational support. The role applies global standards while recognizing local legal, cultural and employment practice requirements.

The role supports employees, managers and the wider International HR team by ensuring consistent, accurate and responsive HR support across the business. The successful candidate will work autonomously, manage recurring activity and competing priorities across multiple countries and time zones, help clarify ways of working where processes are still developing, resolve routine matters directly, and escalate complex, sensitive or high-risk matters appropriately.

The role requires strong international HR experience, practical judgement, attention to detail and personal accountability. It also supports the development, clarification and improvement of HR processes, responsible use of AI and automation, and the coordination of small to medium-sized HR operational projects in partnership with the International HR team.

This role is based in Ireland, with the requirement to work from the Dublin office when needed.

Responsibilities

• Serve as the first point of contact for day-to-day employee HR queries across EPRI EEU, EI and EG, including policies, leave, benefits, onboarding, offboarding, employment documentation, HR processes, Workday transactions and general HR administration.
• Provide responsive HR operational support to employees and managers in Ireland and other countries, applying Irish and per country requirements and EPRI policies consistently and escalating matters requiring specialist legal, employee relations, tax,payrollor data-privacy review.
• Independently assess and resolve routine employee enquiries, provide clear and consistent guidance, maintain appropriate records, and escalate matters requiring additional risk review.
• Own the end-to-end coordination and administration of employee lifecycle activities, including onboarding, employment changes, transfers, leave-related documentation, probation administration and offboarding.
• Coordinate international hiring administration with Talent Acquisition, including preparation of employment documentation, collection of required information, pre-employment administration and follow-up through to completion.
• Own routine immigration, visa and work authorisation coordination, including employee communications, document collection, liaising with internal stakeholders, application tracking and timely follow-up.
• Own the day-to-day administration of international benefits programmes, including employee enquiries, enrolments, eligibility checks, changes, onboarding and offboarding actions, routine provider and vendor communications, documentation, follow-up actions, issue resolution, employee communications, invoice support and maintenance of benefits records.
• Prepare and maintain routine HR, compensation-related and operational data, records and trackers as requested by the International HR team.
• Provide administrative and documentation support for employee relations matters, including compiling records, preparing timelines, arranging meetings, maintaining case files and taking accurate notes.
• Prepare and distribute clear employee communications relating to operational HR processes, benefits administration, onboarding, policy updates and other agreed HR initiatives.
• Maintain and help develop country-specific process documentation, operational guidance, templates, standard communications, employee files and shared resources to support compliance, consistency and effective team cover.
• Coordinate operational HR activities and projects by maintaining trackers, deadlines, documentation, follow-up actions and stakeholder communications across countries and time zones.
• Use company-approved AI tools responsibly to improve the quality, consistency and efficiency of HR administration, reporting, communications and process documentation. Validate AI-generated outputs for accuracy, judgement, confidentiality and tone, protect employee and company data, and comply with applicable policies and approved data-handling requirements.
• Build effective working relationships with Legal, Finance, Talent Acquisition, the wider HR team and external partners to support effective HR support across the business.
• Handle sensitive employee and business information with the highest level of integrity, discretion and confidentiality.

Ireland and International HR Requirements

• Demonstrated working knowledge of Irish employment legislation and HR practice, including employment terms, working time and leave, equality, employee relations, disciplinary and grievance processes, termination administration, protected disclosures, right-to-work obligations and workplace health and safety requirements relevant to HR operations.
• Ability tomonitorrelevant Irish employment-law developments and translate approved legal or policy guidance into practical HR documentation, managerguidanceand operational processes.
• Working knowledge of European data-protection principles, including GDPR, and the ability to manage employee information, cross-border data access, retention and sharing in line with company requirements and guidance from privacy or legal specialists.
• Experience supporting HR requirements across multiplejurisdictionsand legal entities, with the judgement to distinguish global policy from local legal or market practice and to seek country-specific advice when needed.
• Awareness of the operational implications of international employment models, immigration, mobility, payroll, benefits,taxand permanent-establishment considerations, with the ability to coordinate specialist input without acting outside the role'sexpertise.
• Cross-cultural capability and sensitivity, including the ability to communicate effectively across cultures, adapt to different employment norms, and support an inclusive employee experience across geographically dispersed teams.
• Eligibility to work in Ireland and ability to work from the Dublin officewhen required and necessary. Limited international travel may berequiredbased on business needs.

Education and Experience

• Bachelor's degree in Human Resources, Business Employment Law or a related discipline , or equivalent relevant experience required.
• CIPD or equivalent recognized HR accreditation is required. Minimum five years of work experience, including at least three years of relevant international HR Generalist experience, or four to six years of HR Operations experience in a multinational, multi-country environment.
• Solid experience applying Irish employment legislation and employee relations practices in an operational HR setting, together with experience supporting at least oneadditionalEuropean or internationaljurisdiction.
• Excellent knowledge of Irish employment legislation and HR best practice.
• Demonstrated experience managing day-to-day HR operations across multiple countries or legal entities, with responsibility for employee support, operational follow-through andprocess improvement.
• Practical experience supporting employee queries, onboarding, offboarding, employment documentation, routine benefits administration, HR reporting, audits and cross-functional coordination and delivery.
• Experience partnering with payroll, benefits providers, external employment counsel, immigrationadvisersor other country-specific vendors is desirable.
• Experience using HR technology, automation or company-approved AI tools to improve the efficiency and quality of HR processes is desirable.

Skills and Attributes

• Maintain the highest level of integrity, discretion and confidentiality when handling sensitive employee and business information.

Strong understanding of core HR processes, international employment practices and the need to apply local employment requirements across different geographies

• Sound practical judgement and risk awareness, with the ability to resolve routine matters, recognize jurisdictional or employee-relationsrisk, and escalate promptly and appropriately.
• Ability to quickly learn and adapt to international HR processes, procedures, systems and ways of working.
• High level of autonomy, accountability and ownership, with confidence managing recurring HR activity, and make appropriate operational decisions with minimal supervision.
• Excellent attention to detail and organisational skills, with the ability to manage competing priorities, deadlines, dependencies and service expectations across countries and time zones.
• Excellent interpersonal, verbal and written communication skills, with the ability to provide clear, responsive and professional support to employees, managers and internal or external stakeholders.
• Strong cross-cultural awareness and the ability to build trust, collaborate inclusively and adapt communication to diverse audiences without compromising consistency or standards.
• Strong analytical and problem-solving capabilities, including the ability to identify root causes, data discrepancies, process gaps, risks and potential consequences.
• Experience working with Workday HRIS is desirable.
• Proficiency in Microsoft Outlook, Excel, PowerPoint and Word, and confidence using PDF documents and shared collaboration tools.
• Confidence using HR technology, automation and company-approved AI tools responsibly to improve efficiency, consistency and quality.
• Proactive, flexible and improvement-minded, with strong collaboration skills and the ability to work effectively in an international business environment.

This is a fixed-term assignment that will end on January 31, 2028.

The base salary range EPRI reasonable expects to offer for this role at the time of posting is 55,000 to 65,000 per year. The salary offered to the successful candidate will be determined using objective, gender-neutral and role-related criteria, which may include relevant skills and experience, qualifications or equivalent experience where applicable, level of responsibility, work location, pay equity considerations, market factors, and role-related business needs. In addition to base salary, EPRI offers a range of employee benefits. Details will be provided during the recruitment process