General Manager Human Resources

Reporting relationship

The post holder will be a member of the Senior HR Management Team and will report directly to the Regional Director of People (RDOP) or a designated other. The post holder will have operational responsibility for all HR teams within their assigned pillar(s) as agreed under the new HR Regional Operating Model.

Key working relationships

The post holder will be a member of the Regional HR Management Team. They will have a key working relationship with the Regional Director of People and the Heads of Service - HR. They will work collaboratively with other members of the Management Team and at IHA management team level, assisting the IHA manager(s) on all workforce matters relating to the provision of health and social care services.

Purpose of the post

The primary purpose of the General Manager role is to operationally manage the Human Resources pillar / function as assigned within the Regional HR Team and provide HR supports as appropriate to the designated IHA area.

The Regional HR pillars are:

• Recruitment, Contracting and Resourcing • Medical Workforce • Workforce Analytics • HR Employee Relations • Health and Wellbeing • Learning and Development

The post holder will actively contribute to the delivery of patient / client centred services. The post holder is responsible for the delivery and implementation of a range of generalist HR services within their assigned remit and the provision of advice and guidance on HR issues in order to support the IHA manager(s), Heads of Service - HR and RDOP in the achievement of its business objectives.

Working with the HR Senior Management Team the post holder will provide operational support and guidance on HR related topics to the IHA manager(s) and their teams in the delivery of the organisational strategy in line with Slaintecare and the new Health Regions structure.

Principal duties and responsibilities

The post holder is required to support the principle that the care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree. They must maintain awareness of the primacy of the patient in relation to all service delivery activities throughout the Health Region.

In performing their duties, the General Manager must operate within the relevant HR policies and financial guidelines of the HSE including those laid down by the National Director of HR.

The following are the key duties and responsibilities for this role:

Operational Management:

• Provide operational HR support and expert advice to IHA managers and senior management in relation to the assigned Regional HR pillar(s).

• Work collaboratively with National HR and Corporate HR services (e.g. Recruitment, ER, Workforce Planning, Leadership & Development) to ensure regional needs are met.

• Support and influence organisational and workforce change with a focus on leadership capability, change management and development.

• Ensure consistent application of HR policies, legislation and governance requirements, contributing to best practice policy development where appropriate.

• Support the design, implementation and continuous improvement of HR systems, processes and performance management frameworks aligned to regional objectives.

• Contribute to employee engagement initiatives, including surveys, action planning and feedback mechanisms, working with HR colleagues to implement improvements.

• Promote consistency of HR advice and service delivery across services through collaborative working with HR colleagues.

• Engage with Employee Representative Organisations and manage industrial and employee relations matters, including representation at third-party forums where required.

• Participate in HR forums and governance groups and deputise for Heads of HR as required.

• Engage in S38/S39 performance processes and report on KPIs and workforce metrics as required.

Leadership & Direction

• Lead the operational delivery of HR initiatives supporting organisational design, workforce affordability and evolving regional structures.

• Ensure timely, high-quality HR service delivery aligned with regional priorities and national frameworks.

• Drive the implementation of the HR Strategy locally within assigned pillar(s).

• Manage, develop and motivate HR staff to deliver responsive, effective and consistent HR services.

• Lead and support change management activities to embed new HR processes, practices and ways of working.

• Promote a positive organisational culture, collaboration, staff engagement and empowerment.

• Support standardisation, integration and streamlining of HR functions in line with the HR Regional Operating Model.

• Build strong working relationships with internal stakeholders, external partners and voluntary agencies to support service delivery.

• Provide operational support to the RDOP and Heads of HR and deputise as required to ensure continuity of service.

Reform

• Support the operational rollout of the Regional HR Operating Delivery Model across local, regional and national levels.

• Assist with the implementation of revised HR and management structures by coordinating changes to workflows, processes and team operations.

• Actively support change and innovation initiatives through effective communication, engagement and staff support.

• Identify operational issues within existing processes and contribute to solutions that enhance service delivery and patient-centred care.

• Ensure effective two-way communication channels are in place to support staff engagement and clarity throughout reform initiatives.

Governance & Accountability & Risk Management

• Ensure consistent application of HR standards, policies, procedures and controls in line with national policy and public sector reform requirements.

• Support implementation of the HSE Accountability Framework through monitoring compliance, reporting and engagement with regional leadership.

• Apply best practice HR approaches to resolve issues, strengthen service delivery and build organisational capability.

• Act as an operational HR contact or spokesperson as required, in line with communication protocols.

• Maintain effective communication with internal and external stakeholders to ensure timely and accurate information exchange.

• Ensure compliance with relevant HIQA standards and associated HSE policies and protocols.

• Support sustainability initiatives relating to energy, water and waste management.

• Identify, assess and manage HR-related risks, ensuring appropriate controls, escalation and reporting.

• Support managers to understand and fulfil their governance, risk and training responsibilities.

• Ensure adherence to the HSE Risk Management Strategy and reporting requirements within the HR function.

Workforce Development

• Develop and maintain a workforce development plan that supports skills development, learning and continuous professional development.

• Coordinate and monitor delivery of education, training and development programmes within approved resources and budgets.

• Identify workforce learning and development needs in collaboration with managers and staff.

• Support succession planning by identifying critical roles and ensuring development plans are in place.

• Ensure workforce development initiatives are delivered in an efficient, cost-effective and coordinated manner across the region.

Other

• Have a working knowledge of the Health Information and Quality Authority [HIQA] Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role.

• To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.

The above job specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to them from time to time and to contribute to the development of the post while in office.

Eligibility criteria

Qualifications and/ or experience

Candidates must have at the latest date of application:

• Hold a relevant third level qualification in HR or related area

Or

• Have business related experience in a similar HR environment as relevant to the role

And

• Extensive experience at a senior level in a Human Resource role within a civil or public service environment or comparable and relevant business environment of equivalent complexity

And

• Have the requisite knowledge and ability (including a high standard of suitability and management ability) for the proper discharge of the duties of the office.

1. Health

A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

2. Character

Each candidate for and any person holding the office must be of good character.

Post specific requirements

• Demonstrated experience operating at a senior level within a large, complex HR function, ideally within the public service or a similarly regulated, multi-stakeholder environment.

• Proven experience in the delivery and implementation of generalist HR services, including providing expert HR advice and guidance to senior managers and operational leaders.

• Experience leading and managing services or projects across at least two of the following HR domains, with evidence of understanding and collaboration across all: Recruitment, Contracting & Resourcing Medical Workforce Workforce Analytics / Workforce Planning HR Employee Relations Health & Wellbeing Learning & Development.

• A track record of successfully leading, managing and delivering complex HR or organisational programmes involving multiple internal and external stakeholders.

• Evidence of working collaboratively in environments with competing priorities, interdependencies, and organisational constraints.

• Significant experience in leading and contributing to change initiatives, including organisational redesign, workforce reform, policy implementation, cultural change programmes, or service improvement initiatives.

• Experience contributing to or supporting the development of HR strategies, workforce plans or HR policy implementation.

• Knowledge of public sector HR frameworks, employment legislation, industrial relations practices, and organisational policy environments.

Other requirements specific to the post

• Access to appropriate transport to fulfil the requirements of the role.

• Flexibility in relation to working hours to fulfil the requirements of the role.

Additional eligibility requirements:

Citizenship requirements

Eligible candidates must be:

(i) EEA, Swiss, or British citizens OR

(ii) Non-European Economic Area citizens with permission to reside and work in the State.

Read Appendix 2 of the Additional Campaign Information for further information on accepted Stamps for Non-EEA citizens resident in the State, including those with refugee status.

To qualify candidates must be eligible by the closing date of the campaign.

Skills, competencies and/or knowledge

Professional Knowledge & Experience

• Demonstrated experience operating at a senior level within a large, complex HR function, ideally within the public service or a similarly regulated and multi-stakeholder environment.

• In-depth knowledge and proven capability in the delivery and implementation of generalist HR services, including providing expert HR advice and guidance to senior managers and operational leaders.

• Demonstrated experience leading and managing services or projects across at least one major HR domain, with a clear understanding of and collaboration across all:

o Recruitment, Contracting & Resourcing

o Medical Workforce

o Workforce Analytics / Workforce Planning

o HR Employee Relations

o Health & Wellbeing

o Learning & Development

• A strong track record of successfully leading, managing, and delivering complex HR or organisational programmes involving multiple internal and external stakeholders.

• Demonstrated ability to work effectively in environments with competing priorities, interdependencies and organisational constraints, ensuring alignment and collaboration across teams.

• Significant experience contributing to and leading change initiatives, including organisational redesign, workforce reform, policy implementation, cultural change programmes, and service improvement initiatives.

• Proven experience supporting the development and implementation of HR strategies, workforce plans, or HR policy frameworks.

• Comprehensive understanding of best practice approaches, current developments, and emerging trends across relevant HR domains within complex organisational settings.

Leadership & Delivery of Change

• Demonstrates strong leadership in complex, changing environments, maintaining a clear strategic focus while delivering immediate and long-term priorities.

• Acts as a positive driver of change, translating organisational vision into practical plans, structures and operational actions.

• Balances transformation with service continuity, fostering innovation, improvement and resilience under pressure.

• Leads and contributes effectively across multidisciplinary and multi-agency teams, showing confidence, professional judgement and accountability.

• Communicates a compelling vision, using influencing, negotiation and persuasion skills to secure commitment and engagement.

• Sets clear performance expectations, providing context and direction aligned to organisational goals.

• Supports, develops and empowers staff through periods of change, maintaining high performance within resource constraints.

• Demonstrates adaptability and initiative in responding to evolving priorities, challenges and reform agendas.

Managing and Delivering Results (Operational Excellence)

• Demonstrates a strong results focus, taking personal responsibility for driving objectives through to completion.

• Effectively prioritises, plans and manages complex workloads, balancing competing demands and deadlines while maintaining high standards.

• Translates plans and strategies into effective action, ensuring accountability, followthrough and delivery of outcomes.

• Uses data, performance metrics and evidence to monitor progress, inform decisions and drive continuous improvement.

• Shows resilience, perseverance and sound judgement when operating in demanding and pressured environments.

Remuneration

The salary scale for the post is 01/06/2026: €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804

New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies.