Human Resource Administrator

Human Resources Administrator, Role Description:

The Human Resources Administrator will report to the HR/IR Governance Officer and will be the first point of contact for HR-related queries from our people. The successful candidate will work across all facets of Human Resources, which includes but is not limited to: Induction and Offboarding, Performance Management, Recruitment and Selection, Training and Development, and Employment Relations.

Key Functional Responsibilities

• Supporting the Recruitment Process: Scheduling job interviews and assisting in the interview process. Preparing all supporting documents for advertised posts, coordinating interview panels, documentation, letters, and interview packs.

• Development of the Learning and Development section.

• Responsible for all aspects of administration concerning contract management, probation management, absence management, and any other HR processes where necessary.

• Provide assistance to the HR department in participating in and delivering HR improvement projects and wellbeing initiatives.

• Liaise with new staff and organise the induction programme.

• Work with HR in ensuring training programmes are delivered both internally and externally as required.

• Inputting and management of orders on the P2P System for the area.

• Maintenance and development of communication channels on the HR Platforms.

• Management and continuous updating of Zoho People and liaise with staff on leave queries.

• Supporting HR on Committees: General systems/administration duties including word processing, updating spreadsheets (HR Reports), preparing reports, transcribing notes, and drafting minutes.

Competencies Required

Leadership

Inspiring and energising self and others to achieve personal and organisational success. Creates team spirit and helps direct individuals towards the achievement of the team and organisational goals.

• Remains visible, available, and approachable to others

• Provides a clear definition of individual and team member roles and responsibilities

• Explains what needs to be done and why, allowing the team to take the glory

• Regularly finds ways to celebrate and reward successes with the team

• Takes a stand on issues he/she feels strongly about but supports a decision once it is made

Developing Self and Others

Finding ways to keep skills current and maintain up-to-date knowledge of specific and broad-range topics; providing developmental opportunities to others and taking ownership for own learning and others.

• Promotes information sharing within the team and encourages learning as integral to the team’s daily activities

• Provides time for the team to share information from a variety of sources, demonstrating that learning is integral to work

• Surrenders the interesting jobs to others to help broaden and strengthen their capabilities

• Exchanges information with a wide range of contacts to keep abreast of new ideas, technology, etc.

Innovation & Creative Thinking

Generating and implementing creative solutions to achieve ETBI Strategic goals, conceptualising and articulating future opportunities and trends.

• Assists the team in the development of new ideas and ways to work

• Considers how new ideas/trends may affect the team

• Shares new ideas/trends with the team, asking how those trends could be turned into opportunities for the team

• Engages others in “what if” thinking to encourage them to find new and better ways of working

• Provides time for brainstorming and the sharing of ideas

Learner & Stakeholder Focus

Maintaining learner/stakeholder focus, understanding their needs, providing realistic commitments, and taking responsibility for delivering on those commitments.

• Works with team to develop a better understanding of the learner or stakeholders’ circumstances to provide the most effective service

• Builds effective working relationships in order to provide information and enhance service

• Engages with stakeholders whenever possible to better understand their business and build relationships

• Works with team to ensure that learner/stakeholders are kept informed as their requests are being managed

• Seeks feedback from learners/stakeholders, listening and responding positively to suggestions and criticisms

Results Focused and Business Aware

Maintaining a focus on the important issues to achieve and improve results, and applying sound business principles and effective operational practices to drive successful outcomes.

• Works with team to ensure that sound business principles and operational practices are being applied and focuses the team on activities to achieve goals

• Brings discipline to the team, encouraging them to find easier and more efficient ways of working

• Encourages the team to continuously focus their activities to meet the team’s objectives and sets measurable targets

• Establishes team priorities, and identifies critical tasks and milestones to help keep projects and individuals on track

Communication

Exchanging information and ideas with others to promote effective discussion and decision-making; promoting two-way communication.

• Exchanges information in an open, honest, and clear manner to enhance team effectiveness

• Regularly asks for, and listens to, the views and opinions of others, showing genuine respect for what they have to say

• Responds to others in a way that demonstrates he/she has heard and considered their opinions

• Adjusts language, style, and tone of communication to suit audience

• Brings forward to Management the ideas and concerns of his/her team to ensure they are heard

• Openly voices and constructively shares differences of opinions, yet is willing to modify perspective and demonstrate flexibility

Specialist Knowledge & Expertise

Develops and maintains the skills and expertise required to perform in the role effectively and be able to apply their expertise to make a positive impact in the world of work.

• Has a clear understanding of the roles, objectives, and targets of self and the HR/IR Governance Officer and how they fit into ETBI’s HR Strategic Workplan

• Has knowledge of HR, L&D, OD&D, EDI, Talent management, recruitment, and People analytics

• Is focused on self-development, keeps up to date with relevant developments, seeking feedback and opportunities for growth to help carry out the specific requirements of the role currently and into the future

Essential Requirements

Required Educational Qualifications and Technical & Professional Knowledge

Undergraduate degree in Human Resources or relevant field, or proven work experience as an HR Administrator, HR Administrative Assistant, or relevant role

Knowledge and understanding of HR best practices

Understanding of Irish/EU employment law/regulations

Strong organisational skills, attention to detail, and problem-solving skills

Work well, both in a team and on one’s own initiative

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.

Candidates must:

• Have the knowledge and ability to discharge the duties of the post concerned

• Be suitable on the grounds of character

• Be suitable in all other relevant respects for appointment to the post concerned

And if successful, they will not be appointed to the post unless they:

• Agree to undertake the duties attached to the post and accept the conditions under which the duties are or may be required to be performed

• Are fully competent and available to undertake, and fully capable of undertaking the duties attached to the position

Citizenship Requirement

Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA) or to non-EEA nationals with a valid work permit. The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein, Norway, Switzerland, and Norway. Swiss citizens under EU agreements may also apply.

Conditions of Service

Terms of Appointment

This appointment will be a five-year fixed-term contract subject to a six-month probationary period. If at any time during this period, it appears that the appointee would not be suitable for final appointment, the probation will be terminated. Secondment from the education sector may be considered.

Remuneration

The grade IV salary scale as of February 2026 is €39,099 - €55,460 (including two long service increments). Starting salary will be at the minimum of the appropriate pay-scale and will not be subject to negotiation. Different remuneration and conditions may apply if, immediately prior to appointment, the appointee is already a serving Public Servant.

Annual Leave

The Human Resources Administrator will be entitled to 23 working days holidays in each year (in addition to usual Public and Bank Holidays) to be taken at a time convenient to the ETBI. The successful candidate will be required to take annual leave during the Christmas closure of ETBI.

Sick Leave

Sick leave will be in accordance with established procedures and conditions for ETBI staff generally. Different conditions may apply if the successful candidate is seconded from the education sector (public servant).

Termination

The appointment will be terminated by one month’s notice in writing on either side.

Pension

The Human Resources Administrator will be eligible to join the ETBI pension scheme after six months satisfactory service. If seconded from the education sector, the rules of the superannuation scheme applicable to their substantive grade will apply.

Location

The place of work will be ETBI Head Office or another office location within ETBI as determined by the General Secretary. Remote working will be considered in agreement with the line manager. The Human Resources Administrator may be required to travel, within and/or outside Ireland, in the performance of duties.

Maternity / Adoptive / Carers / Parental / Force Majeure Leave

Leave will be granted in accordance with arrangements authorised by the Minister for Education and Skills. The provisions of the Parental Leave Act, 1998, and any subsequent Acts replacing or amending it will apply.

General

The above represents the principal conditions of service and is not intended to be a comprehensive list of all terms and conditions of employment, which will be set out in the successful candidate’s employment contract.