Employee Relations Manager

The Role of the Employee Relations Manager (AP), within their respective region, will include:

Providing assistance, advice, and representation on all Industrial Relations (IR) and related issues within a Region at the earliest possible opportunity, including carrying out direct local negotiations.

Assisting in negotiating agreements, resolving employment issues, and implementing policies.

Representing the Organisation at the Workplace Relations Commission (WRC), Conciliation, Adjudication, and the Labour Court, and at Mediation, Adjudication, and Arbitration under the Civil Service C&A Scheme on all issues unresolved through direct local negotiations.

Maintaining and constantly updating a sound working knowledge of employment legislation, legal aspects of practice, and the complete range of terms and conditions applicable to employees.

Developing a positive working relationship with associations and unions.

Contributing to strategic direction as part of the senior management team, including identifying IR priorities.

Engagement with the other functional areas, as well as relevant Business Owners across the Organisation, including engagement on national issues.

Actively contributing to the development of the business plans, policies, and risk registers of the division and the Organisation.

Providing support and reporting to the Head of Industrial Relations.

Please note that the above list of responsibilities is not exhaustive and is not intended to be a comprehensive list of all duties the successful applicant will be required to undertake.

The role of the Employee Relations Manager is key to improving employee relations throughout the Organisation. They will work directly with employee relations issues as they arise, maintaining positive industrial relations within their respective regions.

The successful candidate will require the following:

Demonstrable experience of having worked in an industrial relations role, preferably within the public sector.

Demonstrable experience of representing their employer in the industrial relations machinery of the state (WRC adjudication, WRC conciliation services, Labour Court).

Have a minimum of four (4) years’ experience in the field.

Excellent knowledge of employment law issues.

Excellent interpersonal skills, including the ability to work in a diplomatic, tactful, and discreet manner while dealing with confidential and sensitive information.

Excellent written and presentation skills.

Ability to work on own initiative at a regional and local level, while also maintaining effective channels of communication with Garda Headquarters.

Ability to travel nationally to execute the full requirements of the role.

Person Specification

Essential Professional Qualifications, Experience, Requirements: Candidates, by the closing date, must have:

A Third-level qualification.

4 years’ experience in a Human Resource Management/Industrial Relations environment.

Significant experience with IR Machinery of the State (i.e. WRC, Labour Court, C&A Scheme).

Experience in providing support and guidance on employment law, policies, and compliance.

A full, clean driving licence with no endorsements and access to a vehicle to undertake the full duties of the role. This requirement must be maintained at the job offer stage.

Desirable Requirements, Skills: 4 years’ experience in an Industrial Relations/HR advisory role within a Public Services environment.

A Legal qualification.

Mediation Institute of Ireland (MII) Accreditation.

Key Skills/Competencies for effective performance as an Employee Relations Manager (Assistant Principal)

Leadership Actively contributes to the development of the strategies and policies of the Department/Organisation.

Brings a focus and drive to building and sustaining high levels of performance, addressing any performance issues as they arise.

Leads and maximises the contribution of the team as a whole.

Considers the effectiveness of outcomes in terms wider than own immediate area.

Clearly defines objectives/goals and delegates effectively, encouraging ownership and responsibility for tasks.

Develops capability of others through feedback, coaching, and creating opportunities for skills development.

Identifies and takes opportunities to exploit new and innovative service delivery channels.

Judgement, Analysis & Decision Making Researches issues thoroughly, consulting appropriately to gather all information needed on an issue.

Understands complex issues quickly, accurately absorbing and evaluating data (including numerical data).

Integrates diverse strands of information, identifying inter-relationships and linkages.

Uses judgement to make clear, timely, and well-grounded decisions on important issues.

Considers the wider implications, agendas, and sensitivities within decisions and the impact on a range of stakeholders.

Takes a firm position on issues they consider important.

Management & Delivery of Results Takes responsibility for challenging tasks and delivers on time and to a high standard.

Plans and prioritises work in terms of importance, timescales, and other resource constraints, re-prioritising in light of changing circumstances.

Ensures quality and efficient customer service is central to the work of the division.

Looks critically at issues to see how things can be done better.

Is open to new ideas, initiatives, and creative solutions to problems.

Ensures controls and performance measures are in place to deliver efficient and high value services.

Effectively manages multiple projects.

Interpersonal & Communication Skills Presents information in a confident, logical, and convincing manner, verbally and in writing.

Encourages open and constructive discussions around work issues.

Promotes teamwork within the section, but also works effectively on projects across Departments/Sectors.

Maintains poise and control when working to influence others.

Instills a strong focus on Customer Service in their area.

Develops and maintains a network of contacts to facilitate problem solving or information sharing.

Engages effectively with a range of stakeholders, including members of the public, Public Service colleagues, and the political system.

Specialist Knowledge, Expertise and Self Development Has a clear understanding of the roles, objectives, and targets of self and the team and how they fit into the work of the unit and Department/Organisation.

Has a breadth and depth of knowledge of Department and Governmental issues and is sensitive to wider political and organisational priorities.

Is considered an expert by stakeholders in own field/area.

Is focused on self-development, seeking feedback and opportunities for growth to help carry out the specific requirements of the role.

Drive & Commitment to Public Service Values Is self-motivated and shows a desire to continuously perform at a high level.

Is personally honest and trustworthy and can be relied upon.

Ensures the citizen is at the heart of all services provided.

Through leading by example, fosters the highest standards of ethics and integrity.

Eligibility to apply and certain restrictions on eligibility

Citizenship Requirements Eligible candidates must be:

(a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a stamp 4* or a Stamp 5 permission.

Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

To qualify, candidates must be eligible by the date of any job offer. It is the candidate’s responsibility to maintain eligibility.

Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants.

It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER), as set out in Department of Finance Circular 12/09, that retirees under that Scheme are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys.

The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to apply in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities.

In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012, as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme.

These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

Employer of Choice As an Employer of Choice, An Garda Síochána has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation.

General The appointment is to a permanent post in An Garda Síochána and is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004, and any other Act for the time being in force relating to An Garda Síochána.

Please note appointments from within An Garda Síochána for staff employed pre-commencement of the Policing, Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions, insofar as applicable.

Salary Scale The Assistant Principal Officer's salary scale will apply to this position.

The PPC (Personal Pension Contribution) salary scale (annually) for this position, with effect from 1st February 2026, is as follows:

Assistant Principal Officer Salary Scale €82,290 - €85,320 - €88,393 - €91,475 - €94,553 - €96,329 - €99,433¹ - €102,550²

Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale.¹

Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum of scale.²

Personal Pension Contribution The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme.

This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC).

A different rate will apply where the appointee is not required to make a Personal Pension Contribution.

Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance.