General Manager

Remuneration

The Salary scale for the post is General Manager

€87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026)

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.

Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy.

Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs:

• Dr. Steevens’ Hospital, Dublin

Ospidéal Dr Steevens’, Baile Átha Cliath

• Bective Street, Kells, Meath

Sráid Bheigthí, Ceanannas, Co na Mí

• Feehily’s Business Centre, Duck Street, Sligo

Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach

• Aras Slainte Chluainin, Manorhamilton, Leitrim

Aras Slainte Chluainín, Manorhamilton, Leitrim

• Áras Sláinte, Wilton Road, Cork

Áras Sláinte, Bóthar Wilton, Corcaigh

• Dublin Road, Lacken, Kilkenny

Bóthar Bhaile Átha Cliath, Cill Chainnigh

• Merlin Park Hospital, Galway

Ospidéal Pháirc Mheirlinne, Gaillimh

• 98 Henry Street, Limerick

98 Sráid Anraí, Luimneach

• Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly

Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí

• Southgate Shopping Centre, Colpe Cross, Drogheda, Meath

Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí

• University Hospital Kerry, Tralee, Kerry

Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí

• Hale Street, Ardee, Louth

Shráid Héil, Bhaile Átha Fhirdhia, Có Lú

• St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary,

HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann

A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled.

Purpose of the Post

The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy.

The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy.

Principal Duties and Responsibilities

The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030.

Key pillars that this role will be responsible of:

• Recruitment & Onboarding, working with NRS

• Employee Relations

• Learning, Engagement & Capability Development

• Strategic Workforce Planning & Management

• People Data, Analytics and Governance

The core objectives of the role are to:

1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community.

2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks.

3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports.

4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030.

5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce.

6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models.

In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO.

Recruitment & Onboarding

• Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps.

• Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions.

• Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market.

• Track recruitment progress, identify delays or risks and escalate issues as required.

• Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support.

• Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity.

Employee Relations

• Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers.

• Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations.

• Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice.

• Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams.

• Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources.

• Support managers to identify and address Human Resources-related risks in a timely and appropriate manner.

• Promote a positive, inclusive and respectful working environment.

• Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making.

Learning, Engagement & Capability Development

• Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs.

• Work with leaders to identify current and future skills and capability requirements across teams.

• Support the development of learning pathways, training plans and capability-building initiatives for digital staff.

• Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements.

• Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required.

• Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities.

• Support continuous professional development across the digital community.

Strategic Workforce Planning & Management

• Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities.

• Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles.

• Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps.

• Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements.

• Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles.

• Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans.

• Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements

People Data, Analytics and Governance

• Oversee the development and maintenance of workforce reporting and analytics across digital community.

• Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making.

• Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes.

• Provide regular workforce insights to the T&T COO and senior leadership team.

• Identify opportunities to improve the quality and consistency of Human Resources data.

• Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected.

Organisation Design, Ways of Working and Change Support

• Support Change team in relation to workforce implications of organisational design, operating model changes and team structures.

• Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams.

• Work with Change team and relevant stakeholders to assess people impacts arising from organisational change.

• Support comms team in engagement and communication with staff where workforce or structural changes are being implemented.

• Identify risks and issues relating to people change and agree appropriate mitigations.

Management and Administration

• Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function.

• Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters.

• Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities.

• Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required.

• Support the T&T COO and digital leadership with overall delivery of people priorities across the function.

• Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity.

• Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required.

• Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making.

• Provide regular workforce insights and briefings to the T&T COO and senior leadership team.

• Identify opportunities to improve the quality and consistency of Human Resources data across digital community.

Governance & Accountability

• Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer

• Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform

• Contribute to the national agendas on Human Resources matters as appropriate

• Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan

• Demonstrate pro-active commitment to all communications with internal and external stakeholders.

Risk Management, Quality, Health & Safety

• Adequately identifies, assesses, manages and monitors risk within their area of responsibility.

• 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.

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

Education & Training

• Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate.

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 him/her from time to time and to contribute to the development of the post while in office.

Eligibility Criteria

Qualifications and/ or experience

Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role:

Candidates must have at the latest date of application:

• Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline.

Or

• Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role

And

Demonstrate as relevant to the role;

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

• A proven record of successful and innovative leadership in the development and delivery of Human Resources projects

• A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders.

And

Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office.

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.

Character

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

Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites

• Flexibility in working hours to meet the needs of the service.

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.

• Read more about Department of Enterprise, Trade & Employment Work Permits.

Skills, competencies and/or knowledge

Professional Knowledge and Experience

Demonstrates:

• Significant experience in Human Resources strategies which should include change management, performance and service improvement.

• Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems.

• Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare

• Significant knowledge and experience of multidisciplinary working as relevant to the role

• Significant experience of engaging at Senior Management Team Level, as relevant to the role

• Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role.

Leadership and Delivery of Change

• A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment.

• Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives.

• Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working.

• A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions.

• The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility.

• A capacity to operate successfully in a challenging environment.

• The ability to be a positive driver for change.

Managing and Delivering Results (Operational Excellence)

• The ability to adequately identify, assess, manage and monitor risks within their area of responsibility

• The ability to develop / implement strategic action plans and programmes.

• Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals.

• Persevere and see tasks through.

• Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion

• The ability to develop strategies/policies

• Places strong emphasis on achieving high standards of excellence.

Working With and Through Others - Influencing to Achieve

• A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system.

• Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment.

• Is persuasive and effectively sells the vision for change inspiring confidence.

• Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system.

• Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda.

• Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions.

• Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change.

Critical Analysis and Decision Making

• Places strong emphasis on achieving high standards of excellence.

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

• The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand

• Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems.

• Makes timely decisions and stands by those decisions as required.

• The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance