HR Manager

Post Summary:

The HR Manager's role is to assist in the establishment and implementation of policies and procedures to effectively manage the organization's human resources. They will be responsible for overseeing matters related to recruitment, onboarding, induction, probation, performance review, learning and development and staff engagement. Additionally, the HR Manager oversees the implementation and maintenance of HR systems and processes, such as payroll, benefits administration, and employee records management, to ensure compliance with legal requirements and internal policies. By streamlining HR operations and providing support to employees and management alike, the HR Manager plays a critical role in optimizing organizational efficiency and effectiveness.

Main Duties and Responsibilities HR Leadership • Develop and enhance HR practices and methods that underpin effective and efficient operations and service delivery to all stakeholders. • Preparation of papers and inputs for Head of HR and various Working Groups. • Lead out on HR Service enhancement and operational excellence within the function, define and agree service levels with key customers and deliver customer expectations. • Contribute to HR strategy design and implementation. • Co-ordinate the HR communications plan and staff events throughout the year.

HR Operations • Assist the Head of HR in reviewing policies and procedures in line with legislation, public sector policy, best practice and IPA operational needs. • Oversee the process for issuing weekly and monthly notifications to payroll. • Act as the point of contact with the external pensions service provider and take responsibility for pension-related processes internally in the IPA. • Oversee the process for recruitment, engaging with the external recruitment contractors and other third parties involved in the recruitment process for the Institute. • In conjunction with Head of HR, take responsibility for the line management of a small administrative team.

HR Systems and Reporting • Take responsibility for implementation of a new HR system for the Institute. Devise the appropriate configuration for all data fields to ensure accurate recording of data of current, former, and retired staff. • Ensure that profiles for new and renewed posts are input and maintained to required standards. Work closely with colleagues across the Institute to ensure that the process flow from staff approval to employee set up runs accurately and effectively to provide accurate data for management reporting. • Manage a project to digitise personnel files in a systematic manner, engaging with third-party vendors from initiation to completion. • Develop standard operating procedures for all aspects of the HR system. Develop user guides for staff and arrange training sessions for users. • Provide a suite of management information for managers on HR-related data, with analysis, trends and recommendations., utilising available software to enable user self-service where possible, and automated centralised management reporting tools for maximum efficiency.

General • Ensure compliance with employment legislation and regulations. • Maintain accurate HR records and ensure data confidentiality. • Handle HR-related enquiries and issues in a timely and professional manner. • Collaborate with management to identify training needs and develop employee training programs. • Support the Head of HR in managing industrial relations matters, preparing case files and WRC submissions. • Undertake project leads at the direction of the Head of Human Resources • Continuously evaluate and improve HR processes to enhance efficiency and effectiveness. • Carry out any other duties appropriate to the grade as directed by the Head of HR or nominee.

Essential Requirements Character Each candidate must demonstrate commitment to the following values of the IPA: • Integrity; • Client-Centred and Responsive; • Openness and Accountability; • Trust and Respect; • Innovation and Learning; • Research-Led; • Practice-Led.

Person Specification Qualifications • Third-level qualification in Human Resources, Business, or a relevant field – Essential • CIPD membership / Qualification in a CIPD-recognised programme -Desirable Experience • Substantial (7 years+) relevant experience demonstrating general knowledge of HR work practices through involvement in a series of progressively more demanding, relevant HR or project management roles.

• Experience in change management in a large organisation, preferably public sector and/or higher education. • Significant managerial experience of working with senior managers in a HR context. • People management experience. • Experience of working in a HR role in a unionised organisation. • Experience in management reporting and managing data from multiple sources. • Experience in using HR systems, preferably at super-user level.

Knowledge • Thorough knowledge and understanding of the work practices, processes and procedures relevant to HR-related administration. • Understanding of developments in public sector governance and employment legislation that impact on the conditions of employment in a public sector setting. • Proficient technical expertise in use of HR systems and management reporting from the system. • Advanced Excel / PowerBI skills with ability to create and maintain HR Dashboards.

Skills & Competencies • Proven communication and presentation skills with ability to share complex information in an engaging way with a range of users and stakeholders. • Confidence in networking, liaising and negotiating with current and potential stakeholders. • Ability to work with diverse groups of people in a collegiate manner and deliver outcomes through teamwork. • Proven planning and organisational skills, with ability to work across multiple projects at different project stages. • Analysis & problem-solving capability with ability to analyse issues methodically and resolve problems with confidence. • Flexible and adaptable, collaborative approach to service delivery and problem resolution. • Handles situations with diplomacy, tact and confidentiality.

Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

Principal Conditions of Service Remuneration The salary scale for this position ranges from €63,390 to €97,386 (14 point scale including 2 long service increments) per annum pro rata. Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different pay and conditions may apply if, immediately prior to appointment the appointee is already a serving Civil Servant or Public Servant. Subject to satisfactory performance, increments may be payable in line with current government policy.

Tenure Permanent basis, or on a contract or secondment basis with a view to permanency.

Location While the position is Dublin based, a considerable proportion of our work is delivered in client organisations throughout Ireland, and abroad on occasions. Members of the staff of the Institute may be required to attend meetings and other functions on occasions outside normal working hours. At present, the institute is operating a hybrid working model with at least 3 days per week based on campus. This is subject to review in line with operational needs.

Hours of Attendance Hours of attendance will be as fixed from time to time but will not amount to less than 35 hours per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations. The Institute operates a formal Blended Working model based on service/business requirements. The Institute currently has a flexible working hour attendance scheme in operation.

Annual Leave The Annual Leave allowance for this position is 29 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the Institute, is based on a five-day week and is exclusive of the usual public holidays.

Sick Leave The rate of pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the Civil & Public Service sick leave circulars.

Confidentiality All enquiries, applications and all aspects of the proceedings relating to recruitment and selection are treated as strictly confidential and are not disclosed to anyone outside those directly involved in the recruitment process. Freedom of Information Candidates can expect that all enquiries, applications and all aspects of the proceedings are treated as strictly confidential subject to the provisions of the Freedom of Information Act, 2014.

Safety & Welfare The holder of the post shall co-operate with the terms of the Institute’s Safety Statement. They shall familiarise themselves with the safety rules and procedures and adhere to same.

Training It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post.

Eligibility to Compete Candidates must, by the date of any job offer, be: • A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or • A citizen of the United Kingdom (UK); or • A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or • A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or • A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or • A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or Switzerland and has a stamp 4 visa.

Superannuation Contribution Membership of the Single Public Service Pension Scheme is compulsory for all employees except where there is membership of pre-existing public service superannuation scheme. Details will be provided to the appointee prior to appointment. For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pensionable remuneration; pensions will be co-ordinated with the State Pension Contributory.

Additional Superannuation Contribution This appointment is subject to the Additional Superannuation Contribution (ASC) in accordance with the Public Service Pay and Pensions Act 2017. Note; ASC deductions are in addition to any pension contributions (main scheme and spouses’ and children’s contributions) required under the rules of your pension scheme. Employee Benefits Examples of some of the current employee benefits include: • Generous annual leave entitlement • Blended Working Policy • Family Friendly Policies • Availability of an Optical Benefit Scheme • Availability of a Cycle to Work Scheme • Staff Wellbeing Programme • A range of Learning and Developmental Opportunities • Sick Leave Scheme • Paid Maternity and Paternity Leave • Option to become a member of the Institute’s Social Club • Automatically entered into a pension scheme • Employee Assistance Programme

Important Notice The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.