Human Resource Manager

The Role

The Commission is seeking to appoint a Human Resource Manager to support in the delivery of its Human Resources strategy. The successful candidate will be a key member of the Human Resources team reporting to the Head of HR. The HR Manager will provide best practice human resources knowledge, team supervision, advice and technical management to support the delivery of the Commission’s business strategy. The range of duties include managing complex employee relations matters, and providing expert and practical advice to managers, as well as overseeing a Performance Management System, HRIS, Recruitment, Resourcing, Payroll and Pensions and application of HR policies.

Key Responsibilities

Under the overall direction of the Head of HR, the key duties and responsibilities include:

• Lead and develop the HR Operations team, driving high performance and continuous improvement. • Oversee HR operations across the full employee lifecycle, ensuring compliance with employment legislation and organisation policies. • Manage HR systems and employee data, ensuring accuracy, integrity and confidentiality. • Produce HR metrics, dashboards and reports to support business decision-making and identify trends. • Partner with managers to provide guidance on employee relations and people management matters including occupational health. • Take a lead role in the management of employee relations matters, including complex and sensitive cases, providing practical advice in line with Irish employment legislation and HR best practice. • Oversee HR processes that support payroll and pension administration, including sick leave entitlements in the Public Sector. • Drive process improvement initiatives to enhance operational efficiency and the employee experience. • Act as the Access Officer for the MHC. • Build and manage relationships with external HR service providers and key stakeholders. • Support the Head of HR with operational priorities and strategic HR initiatives.

The duties and responsibilities enumerated in this Job Description should not be regarded as comprehensive.

Reporting and Working Relationships

The HR Manager is accountable to the Chief Executive of the MHC and reports directly to the Head of HR.

Essential Requirements

The Human Resource Manager will have a track record of delivering in the following key areas of responsibility:

• Degree qualified at level 8. • Minimum of 3 years’ HR experience, including team management within a busy HR operations environment, in the Public Sector. • Proven experience in managing complex employee relations matters, with a strong track record of independently managing sensitive cases. • Proven experience managing HR systems, people data and reporting. • Strong knowledge of Irish employment legislation and HR best practice. • Excellent leadership, coaching and stakeholder management skills. • Highly analytical with strong attention to detail and a process-driven approach. • Confident using HRIS platforms and Microsoft Office. • Able to prioritise effectively and thrive in a fast-paced, changing environment.

Competencies

The person appointed to the role of Higher Executive Officer will be required to show evidence of the following competencies:

Team Leadership

• Works with the team to facilitate high performance, developing clear and realistic objectives and addressing and performance issues if they arise. • Provides clear information and advice as to what is required of the team. • Strives to develop and implement new ways of working effectively to meet objectives. • Leads the team by example, coaching and supporting individuals as required. • Places high importance on staff development, training and maximising skills & capacity of team. • Is flexible and willing to adapt, positively contributing to the implementation of change.

Analysis & Decision Making

• Gathers and analyses information from relevant sources, whether financial, numerical or otherwise weighing up a range of critical factors. • Takes account of any broader issues and related implications when making decisions. • Uses previous knowledge and experience in order to guide decisions. • Makes sound decisions with a well-reasoned rationale and stands by these. • Puts forward solutions to address problems.

Management & Delivery of Results

• Takes responsibility and is accountable for the delivery of agreed objectives. • Successfully manages a range of different projects and work activities at the same time. • Structures and organises their own and others work effectively. • Is logical and pragmatic in approach, delivering the best possible results with the resources available. • Delegates work effectively, providing clear information and evidence as to what is required. • Proactively identifies areas for improvement and develops practical suggestions for their implementation. • Demonstrates enthusiasm for new developments/changing work practices and strives to implement these changes effectively. • Applies appropriate systems/ processes to enable quality checking of all activities and outputs. • Practices and promotes a strong focus on delivering high-quality customer service, for internal and external customers.

Interpersonal & Communication Skills

• Builds and maintains contact with colleagues and other stakeholders to assist in performing role. • Acts as an effective link between staff and senior management. • Encourages open and constructive discussions around work issues. • Projects conviction, gaining buy-in by outlining relevant information and selling the benefits. • Treats others with diplomacy, tact, courtesy and respect, even in challenging circumstances. • Presents information clearly, concisely and confidently when speaking and in writing.

Specialist Knowledge, Expertise and Self Development

• Has a clear understanding of the roles, objectives and targets of self and team and how they fit into the work of the unit and Department/ Organisation and effectively communicates this to others. • Has high levels of expertise and broad Public Sector knowledge relevant to his/her area of work. • Focuses on self-development, striving to improve performance.

Drive & Commitment to Public Service Values

• Strives to perform at a high level, investing significant energy to achieve agreed objectives. • Demonstrates resilience in the face of challenging circumstances and high demands. • Is personally trustworthy and can be relied upon. • Ensures that customers are at the heart of all services provided. • Upholds high standards of honesty, ethics and integrity.

Candidates must, by the date of job offer, be:

a. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the b. European Union, Iceland, Liechtenstein and Norway; or c. A citizen of the United Kingdom (UK); or d. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or e. A non-EEA citizen who has a Stamp 4 permission* or a Stamp 5 permission.

* Please note that a 50 TEU permission, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

Salary

The HEO salary scale (rates effective 1 June 2026) is as follows: €60,029 – €61,785 – €63,537 – €65,286 – €67,044 – €68,792 – €70,547 – €73,077 LSI1 – €76,546 LSI2

LSI 1 after 3 years satisfactory service at the maximum. LSI 2 after 6 years satisfactory service at the maximum.

Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if immediately before appointment you are a current serving civil/public servant.

The rate will apply where the appointee is an existing civil or public servant appointed on or after 6 April 1995 or is newly recruited to the MHC and is required to make a personal pension contribution.

Note: Salary for the purposes of calculation of superannuation benefits may differ from the above depending on individual circumstances.