Grade V HR SAP Super user

Duties and Responsibilities

• Ensure all paperwork in relation to Payroll Set Ups, Promotions & Leavers is validated before updating on SAP HR.

• Actively contribute to the continual improvement of HR Payroll/ HR Processing services.

• Ensure that all records are saved and readily available from THEREFORE.

• Ensure Payroll deadlines are met, in line with PA Actions and Time Entry.

• Provide front line support and training for Time Entry Officers.

• Provide first line support and knowledge to HR Departments and SAP users for their identified role(s) across SAP HR modules including Organisational Management, Time Recording, Time Profiles and reports.

• Ensure appropriate governance over SAP user Access.

• Maintain, update and reset SAP user access.

• Assist in developing and streamline and SOP’s in line with HR Policy/ legislation.

• Production of HR reports, monthly, quarterly and ad hoc.

• To provide training to users where required.

• Liaise with HBS HPSA on system issues.

• Liaise with HBS HR/ Payroll on Payroll issues.

• Provide troubleshooting solutions when errors arise or a system issues occurs.

• Participates in training/knowledge transfer updates provided by the HBS HPSA Support Team.

• Work proactively and in cooperation with other HR Teams.

• Knowledge of relevant legislation, regulations, precedents etc.

• Co-operate with developments and use of information technology.

• Review and approve Cycle to Work Applications and Annual Taxsaver Applications.

Education and Training

• Participate in mandatory training programmes.

• Maintain own knowledge of relevant HR procedures, practices and employment legislation.

• Pursue continuous professional development in order to develop professional knowledge.

Health & Safety

• Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards.

• Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service for example National Standards for Child Protection and Care and comply with associated Tusla – Child and Family Agency 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.

Eligibility Criteria

Qualifications and/or Experience Applicants must by the closing date of application have the following:

• Candidates must be in current employment with Tusla – Child and Family Agency, the HSE or within other statutory health agencies, or a body which provides services on behalf of the HSE under Section 38 of the Health Act 2004 or within a body that provides services on behalf of Tusla under Section 56 or Section 59 of the Child and Family Act 2013.

• Have at least 2 years’ administrative experience relevant to the requirements of the role.

• Minimum 1 year working knowledge of SAP HR and SAP HR processes to include PA Actions and Payroll set ups on SAP HR.

• Have experience of working collaboratively with multiple internal and external stakeholders and customers, as relevant to this role.

• Excellent MS Office skills including a high proficiency in MS Excel.

• Have the requisite knowledge and administrative ability (including a high standard of management ability) for the proper discharge of the duties 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 of the role

• The post holder will require access to appropriate transport as the post may involve travel.

• Have awareness of children and young people’s participatory practice.

Application Process

Campaign Specific Selection Process — Shortlisting / Interview The online application system has a time out facility, this is in order to protect the privacy of the user. This time out facility activates if the application has been ‘dormant’ for over 60 minutes. Any work not saved will be lost if the system times out due to lack of activity. As such please ensure to save your application as you work on it, any lost data cannot be recovered. It might be an idea for candidates to work on their applications outside of the system and copy and paste their answers into the online application forms once they are fully complete and submit then. Once your application is fully submitted you will receive a confirmation email to your profile. If you do not receive this email, your application HAS NOT been submitted and received and you should log back on to submit fully.

AI generated content must not be used in your application. Tusla reserves the right to assess if content in applications is likely created by AI in part or in whole. Use of AI may result in disqualification and exclusion from the recruitment process.

Short listing may be carried out on the basis of information supplied in your application. The criteria for short listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore, it is very important that you think about your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process.

Those successful at the shortlisting stage of this process (where applied) will be called forward to interview.

Code of Practice The Recruitment Service Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice.

Tenure

The current vacancies available are permanent and whole time. The post is pensionable. A panel may be created from which permanent and specified purpose vacancies of full or part time duration will be filled. The tenure of these posts will be indicated at “expression of interest” stage for each individual post. The purpose of this campaign is to fill immediate urgent vacancies and it is expected that panel placements will cease if expressions are not received within the appropriate processes. Appointment as an employee of the Child & Family Agency is governed by the Child and Family Agency Act, 2013 and the Public Service Management (Recruitment and Appointments) Act 2004.

Remuneration

The Salary scale for the whole time equivalent of this post is: 01/03/2025: €51,206, €52,738, €54,300, €55,897, €57,503, €59,375, €61,253 LSIs LSIs (Long Service Increments) are represented by emboldened figures. 1st LSI is paid after 3 years on the max, the 2nd LSI after 3 years on LSI1, and the 3rd LSI after 3 years on the 2nd LSI (where applicable). The appointee shall commence on the first point of the salary scale. Incremental credit may be given on appointment for certain types of relevant experience - more information available in Appendix 5. Candidates should note that entry will be at the minimum point 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. Different terms and conditions may apply if the appointee is a currently serving civil or public servant.

Working Week

The standard working week applying to the whole time equivalent of this post is: 35 hours.

Annual Leave

The annual leave associated with the whole time equivalent of this post is 30 days per annum.

Superannuation

Probation

A probation period of 39 weeks, or proportion of same for fixed term /specified purpose contracts, where applicable shall apply from the commencement of employment, during which the contract may be terminated by either party in accordance with this contract. The probationary period may be extended at the discretion of management by a further 9 weeks or proportion of same for fixed term/specified purpose contracts, where applicable. Confirmation of appointment as a permanent member of staff is subject to the successful completion of the probationary period, for permanent contracts.

Where you have already completed a probationary period with the Child and Family Agency, Health Service Executive, Local Authority, and there is no break in service, no period of probation applies.