HR Generalist

Salary

€55,832.40 per annum

About SVP

SVP is a large, national, voluntary organisation with extensive experience of working with a diverse range of people who experience poverty and exclusion. Through its network of volunteers and employees, it is strongly committed to working for social justice and advocates the creation of a more just and caring society.

SVP is an equal opportunity employer committed to treating all individuals with dignity and respect. We are dedicated to protecting everyone we encounter from all forms of harm, abuse, neglect, and exploitation, in accordance with Irish equality legislation. All employees are expected to adhere to SVP's Dignity & Respect and Safeguarding policies, including those pertaining to children and vulnerable adults.

The founder of the Society, Blessed Frederick Ozanam, was a devout Christian and his legacy of spirituality remains a key element of the make-up of every Conference within the Society. It is normal practice within the Society that prayers are said at the beginning and end of Conference meetings or at other meetings where members are in attendance as this underpins the ethos of the Society. You are not required to take part.

Purpose of the Role

Reporting to the HR Service Partner for Northwest, North, and Northeast & Midland Regions, the role holder will provide a broad range of HR support to the Society’s Support Functions, Children and Family Services and Social Housing via a customer-focused and highly effective HR service, advice and guidance to embed Society’s and HR strategy.

This is a varied role providing best practice advice, guidance and support across a range of activities including HR projects, employee relations, performance management, recruitment and internal SVP processes, policies and procedures.

Guidance and Authority

The post holder is expected to operate with considerable autonomy, referring matters to their line manager when significant resistance is encountered in implementing good practices or policies, when actions may place stakeholders such as children, vulnerable adults, scheme participants, volunteers, or the Society's reputation at risk, or when decisions could substantially impact the workload of others.

Principle Accountabilities

Recruitment

• Provide a comprehensive end-to-end recruitment process from approval to induction/onboarding.

• Advise and assist hiring managers with the Remunerations and Compensation Committee process.

• Participate on interview panels as required.

• Administer and guide line managers on new employee onboarding.

Induction

• Provide guidance to line managers on operational inductions.

• Deliver SVP induction training as required.

• Escalate potential induction issues to the HR Service Partner.

Exit Interviews

• Conduct exit interviews and collate data to identify trends.

• Recommend corrective actions based on findings.

Probation and Performance Management

• Assist and support managers with the probation process.

• Escalate probation issues to the HR Service Partner and support line managers in resolving them.

Policies and Procedures

• Respond to and advise on policy and procedure queries.

• Update policies and procedures as required.

• Disseminate new or updated policies to Members, Managers, and Employees.

Employee Relations Support

• Provide advice and guidance to line managers on employee relations issues.

• Assist with disciplinary processes, including investigations, meeting facilitation, documentation, and reporting.

• Ensure potential claims are reported to the Society’s insurance provider.

• Update case trackers.

• Advise line managers on long-term sick leave cases and occupational health processes.

• Provide support and/or chair meetings related to long-term absence cases.

• Escalate ER issues, including potential dismissals, to the HR Service Partner.

Payroll and Benefits

• Provide payroll administration support, including reviewing instructions and supporting statutory leave processes.

• Ensure all leave is tracked in the HR system and communicate updates to employees and line managers.

• Review leaver documentation as needed.

• Highlight payroll issues to the HR Service Partner.

• Provide support across compensation and benefits processes.

PeopleHR System

• Provide training and guidance to line managers on system functionality.

• Run reports as required.

• Update data as necessary.

Renumerations and Compensation Committee (RemCom)

• Provide advice, review submissions, and follow up with line managers in line with submission deadlines.

• Implement follow-up actions after RemCom decisions, alongside the HR Service Partner.

Other

• Provide reports as requested.

• Devise and deliver training as agreed.

• Complete ad hoc tasks and projects as required.

Challenges

There are a number of challenges in this role, largely determined by the scale, complexity, voluntary nature and high levels of local autonomy with the Society. These include:

• Ensuring confidentiality at all times.

• Ensuring a friendly and supportive atmosphere at all times.

Other Information

In addition to the duties and responsibilities listed above, the job holder may be required from time to time to perform other duties as deemed reasonable and necessary by the employer. The job holder may also be required from time to time to work or attend training/meetings at another location. As much notice as is reasonably practicable will be given of any such requirement/change.

Employees are responsible for notifying their manager in writing of any statutory rest period or break to which they are entitled to and were not able to avail of on a particular occasion and the reason for not availing of such rest period or break within one week.

Education, Experience, Knowledge and Skills Required

Qualifications

• Educated to degree level in HR or a related field is essential.

• CIPD Membership is desirable.

Experience

• A minimum of 3+ years in a similar role across all major functions to include but not limited to employee relations, recruitment, employee development, performance management and compensation and benefits is essential.

• Proven experience of the recruitment cycle and high volume recruitment.

• Experience of working in HR in the not-for-profit sector would be an advantage.

• Experience of payroll administration.

• Experience of working with a variety of stakeholders and providing excellent customer service to them.

• Experience in both Republic of Ireland and Northern Ireland Human Resources essential.

Knowledge

• Knowledge of the Society and of its mission and values.

• Knowledge of needs and issues of the poor and disadvantaged.

• Good working knowledge of employment legislation in Ireland is essential.

• Knowledge of HR best practice.

Skills

• An ability to establish, develop working relationships and influence with a diverse range of stakeholders is essential.

• Excellent communication skills, verbally, written and in person is essential.

• Excellent organisation skills with the ability to meet deadlines with attention to detail.

• Process oriented.

• Confident and proficient user of MS Office including Excel, Word and PowerPoint.

• Ability to be discreet and maintain confidentiality.

The person must also demonstrate the following personal attributes:

• Be honest and trustworthy.

• Be respectful.

• Be flexible.

• Demonstrate sound work ethics.

• Confidentiality.

• Other.