Mercury is the European leader in construction solutions.
We build and manage complex engineering & construction projects for the world’s leading corporations. Our solutions help deliver technologies and life changing advancements that connect people, communities, and businesses, giving them the power to achieve incredible things. Our people have the courage to be innovative. Their determination and sharp focus enable us to deliver with certainty, time and time again.
We deliver our clients’ visions through leading edge construction solutions across multiple sectors, including Enterprise Data Centres, Advanced Technology & Life Sciences, Hyperscale Data Centres, Fire Protection.
At Mercury, it is our duty to encourage and back our people to realise their vision of themselves. We place them at the heart of what we do, providing challenging opportunities to develop within a great team in a supportive environment that allows them to reach their full potential.
Due to the nature of this role, we cannot provide employment visa sponsorship. Candidates must already hold the right to work in Ireland without requiring further visa support.
Role Overview
The Talent Development Specialist is responsible for designing, delivering, and evaluating learning and development initiatives, with a particular focus on programs such as New Hire Foundations, Graduate training and general organisational effectiveness. The role works closely with stakeholders across the organisation to ensure programmes align with business priorities and drive measurable performance outcomes.
Reporting to the Talent Development Manager, this role will be based in our Global Headquarters in Ballycoolin, Dublin 15.
Hybrid Working Model– 3 days in the office and 2 days working from home
European Travel is required
Key Responsibilities
Programme Design & Delivery
- Design, implement, and deliver end-to-end talent development programmes, including in-house content and engagement with external providers where required.
- Develop and facilitate impactful learning solutions tailored to organisational needs, with a focus on employee development and leadership development.
- Deliver training using a range of methodologies, including classroom sessions, workshops, e-learning, and blended learning approaches.
- Integrate coaching techniques into learning programmes to strengthen practical application of skills.
- Provide coaching and mentoring to employees and managers to support development and improve performance.
Stakeholder Management
- Engage and influence senior stakeholders to gain support and alignment for Talent & Development initiatives.
- Build and maintain strong relationships across all levels of the organisation.
- Partner with cross-functional teams to ensure effective implementation of programmes.
- Demonstrate a clear understanding of business strategy and align T&D activity accordingly.
- Facilitate subject matter expert delivery on topics around New Hire training.
Collaboration & Communication
- Work with department leaders to identify skills gaps and design targeted development solutions.
- Facilitate regular updates and feedback sessions to ensure continuous improvement of T&D initiatives.
- Communicate the purpose, value, and outcomes of learning programmes clearly to participants and stakeholders.
Data & Evaluation
- Use data and insights to identify learning needs, inform programme design, and support decision-making.
- Evaluate programme effectiveness using feedback, performance metrics, and business impact measures.
- Continuously refine and improve learning solutions based on evaluation outcomes.
T&D Team Contribution & Innovation
- Collaborate with the Talent & Development Manager to design and implement strategies aligned to business objectives.
- Work with T&D colleagues to promote learning offerings across the organisation.
- Stay up to date with emerging learning trends, technologies, and methodologies.
- Drive continuous improvement and innovation within the T&D function.
- Support and lead change initiatives, building engagement and adoption across the organisation.
Essential Skills
- 2 – 3 years’ experience in a learning and development capacity
- Proven track record in delivery and content creation.
- Demonstrable examples of effective training needs analysis
- Strong facilitation, coaching, and programme design capabilities.
- Excellent communication and stakeholder management skills.
- Ability to use data to evaluate and improve learning impact.
- Strong business acumen and understanding of organisational priorities.
Mercury is an equal opportunity employer
