HR Officer

Background

The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021–2025, Health Research – Making an Impact (https://www.hrb.ie/strategy-2025/).

The HR function within the HRB plays a key strategic and operational role in supporting the organisation’s staff and ensuring the delivery of effective, compliant, and efficient HR services. This supports the HRB in achieving its broader organisational goals and maintaining high standards of governance and public sector accountability.

Key Responsibilities of the Post of HR Officer (Grade VI)

The HR Officer (Grade VI) role provides both specialist and operational HR support in response to the increasing demands associated with payroll administration, statutory leave and social welfare schemes, HR systems management, recruitment coordination, and workforce reporting. The role involves responsibility for ensuring the accurate and timely processing of payroll-related inputs, reconciliation of unpaid and social welfare leave, administration of salary-related changes (including increments and contractual amendments), and maintenance of workforce data to support organisational planning and reporting requirements.

The post holder will work closely with HR colleagues, Finance, line managers, and external stakeholders to deliver a high-quality, compliant HR service. The role may evolve in line with organisational needs and wider public service reform initiatives, requiring flexibility, strong analytical skills, and a proactive approach to improving HR systems and processes.

The HR Officer (Grade VI) will deliver a comprehensive, high-quality HR service within a public service environment, with particular responsibility for payroll processing, social welfare and leave administration, HR systems (iTrent), workforce planning and recruitment support.

The HR Officer will contribute to the delivery of a high-quality, compliant HR service, ensuring adherence to public sector policies, employment legislation, and audit requirements. The role will also support recruitment processes and general HR operations across the employee lifecycle.

This position is offered on a specified-purpose, fixed-term basis of three years, commencing in September, and does not confer any expectation of permanency. The role may evolve in line with organisational needs and wider public service reform initiatives.

Payroll, Compensation & Financial Administration

• Prepare, validate, and process monthly salary reports within required timelines.
• Liaise with Finance to ensure timely and accurate payroll submission.
• Reconcile all unpaid leave and social welfare-related absences, ensuring correct pay adjustments and recovery of payments where applicable.
• Process incremental salary progression in line with public service pay agreements
• Track, administer, and report on contractual changes impacting salaries, including grade changes, acting arrangements, allowances, and contract amendments.
• Monitor payroll reports, investigate discrepancies, and ensure audit compliance.

Social Welfare & Leave Administration

• Administer all statutory and non-statutory leave schemes, including:
• Provide clear guidance to employees and managers on entitlements and procedures.
• Process claims and maintain accurate records in line with legislative requirements.
• Track entitlements and manage pay adjustments accordingly.

HR Systems (iTrent) & Onboarding

• Manage onboarding processes using the iTrent HR system.
• Set up and maintain employee records ensuring data accuracy and GDPR compliance.
• Generate HR reports and support data-driven decision-making.
• Provide support and training to system users as required.

Recruitment Administration

• Provide full administrative support for recruitment campaigns in line with Civil Service and Public Appointments Service (PAS) guidelines.
• Coordinate interviews, prepare documentation, and support selection panels.
• Issue contracts, offers, and onboarding documentation.
• Maintain recruitment records to audit standards.

Workforce Planning & HR Reporting (New Section)

• Maintain and update workforce planning data and reports, ensuring accuracy / completeness.
• Track and record all salary-related changes on the master HR file, including new hires, leavers, increments, and contractual amendments.
• Support the preparation of workforce metrics, staffing reports, and HR analytics for managers
• Monitor headcount, vacancies, and workforce trends to support organisational planning.
• Ensure alignment between workforce data, payroll inputs, and HR system records.

Operational HR Support

• Provide general HR administration across the employee lifecycle.
• Maintain accurate HR records and personnel files.
• Support HR policy implementation and process improvements.
• Prepare reports, correspondence, and briefing materials as required.

Essential Requirements

• A relevant third-level qualification at a minimum of NFQ Level 7 (Ordinary Bachelor Degree) in Human Resources, Business, or a related discipline.
• A minimum of 3–5 years’ relevant professional experience in HR administration, preferably within the Public Service or a similarly regulated environment.
• Demonstrable experience in:
• Working knowledge of Irish employment legislation and public sector HR policies and procedures.

• Strong organisational, analytical, and IT skills, including proficiency in Microsoft Office and HR systems.

Desirable requirements include:

• CIPD qualification (Associate level or above) or working towards same.

• Experience in Payroll reconciliation and audit/compliance processes, workforce planning, HR reporting, or data management and supporting financial controls or salary administration processes is highly desired.

Competencies:

Competencies incorporated into this role profile reflect the competency framework issued in conjunction with the Civil Service Competency Framework which has been adopted by the HRB. A comprehensive list of expected competencies ca be found at HR Officer – 3 year contract (HEO) Competency Framework

Reporting relationship

The HR Officer – 3 year contract will report directly to the Head of Human Resources or designate.

Salary scale:

HR Officer (3 year correct) € 58,477 – € 71,442 (Salary Scale @ 01 June 2026)

NOTE: This is a temporary, 3 year contract and is a full-time post

Appointment will be made in accordance with the Department of Health guidelines. New entrants will be appointed at the first point of the scale.