Human Resources, Executive Officer

HR Executive Officer – HR Operations

Postholders will be responsible for a wide range of activities including:

HR Operations

• Ensure HR processes are delivered in line with organisational policies and public sector requirements.

• Maintain accurate, up-to-date, and compliant employee records.

• Monitor and maintain protected leave records, and action accordingly.

Payroll Support & Data Accuracy

• Support the processing of payroll by preparing and validating HR data inputs.

• Ensure accuracy and integrity of payroll-related information.

• Liaise with payroll/internal stakeholders as required.

• Monitor and maintain increment reports and databases, and action accordingly.

Governance, Audit & Compliance

• Prepare employment contract documentation and maintain records to support annual audit requirements.

• Ensure HR records and processes meet audit and compliance standards.

• Contribute to the development and maintenance of strong governance practices.

HR Systems & Reporting

• Monitor, maintain, and update HR Information Systems (HRIS), e.g. Strandum, ensuring high standards of data integrity.

• Prepare regular HR reports to support management decision-making.

• Contribute to system improvements and reporting capability.

Employee Support

• Monitor and maintain the HR shared mailbox, ensuring timely, accurate, and professional responses.

• Act as a point of contact for HR-related queries.

• Provide clear, consistent, and policy-aligned guidance to staff.

Policy & Process Improvement

• Identify opportunities to improve HR processes and service delivery.

• Support the development, review, and implementation of HR policies and procedures.

• Contribute to HR and organisational projects as required.

HR Executive Officer – HR Recruitment & Engagement

Postholders will be responsible for a wide range of activities including:

Recruitment / Induction / Employee Relations

• Support hiring managers with job descriptions, shortlisting, and candidate communications.

• Co-ordinate structured onboarding experiences, ensuring new hires are integrated effectively and all documentation is completed.

• Support the full employee lifecycle, including induction, probation, and the PMDS process.

• Handle day-to-day employee relations queries, providing guidance to employees on HR policies and procedures.

• Analyse employee feedback and identify opportunities to improve employee engagement.

• Maintain accurate employee records and HRIS data, supporting audits and ensuring data quality.

Learning & Development / Wellbeing

• Coordinate training and development activities, including scheduling sessions, tracking attendance, and managing learning and development documentation.

• Support the implementation of the PMDS process and analysis of data.

• Assist with wellbeing and engagement initiatives, such as surveys, events, and internal communications.

• Participate in HR projects and continuous improvement initiatives.

• Monitor recurring queries to identify trends and recommend improvements to HR processes or communications.

Employee & Manager Support

• Monitor and maintain the HR shared mailbox, ensuring timely, accurate, and professional responses.

• Act as a point of contact for HR recruitment, training, and employee relations queries.

• Provide clear, consistent, and policy-aligned guidance to staff.

Policy & Process Improvement

• Identify opportunities to improve employee engagement.

• Support the development, review, and implementation of HR policies and procedures.

• Contribute to HR and organisational projects as required.

Requirements

• Minimum of an NFQ Level 8 Ordinary Bachelor’s Degree in Human Resources, Organisational Design and Development, Business Administration, or a related discipline.

• Minimum of 3 years’ relevant experience in an HR role aligned with the Executive Officer Capabilities Framework.

• Demonstrable HR experience supporting the full employee lifecycle.

• Experience working with systems and maintaining high-quality, accurate data.

• Strong organisational skills and attention to detail, particularly in a compliance-driven environment.

• Strong written and verbal communication skills.

• Excellent organisational and project management skills.

• Excellent IT skills in Microsoft Office programmes such as Word, Excel, and PowerPoint.

• Excellent time management skills with the capacity to handle multiple tasks and deadlines.

• Ability to demonstrate a track record of working independently and accepting responsibility for projects.

Desirable

• CIPD accredited.

• Experience working in an HR function within the public sector or civil service in Ireland.

• Experience supporting payroll processing or working with payroll systems.

• Familiarity with HR Information Systems (e.g. HRIS platforms such as Strandum).

• Experience supporting audit processes or working in a governance/compliance environment.

Terms of Post

The Executive Officer standard salary scale for this position is as follows (rates effective from 1 February 2026):

PPC: €38,419, €40,360, €41,456, €43,594, €45,510, €47,364, €49,211, €51,024, €52,890, €54,749, €56,722, €58,044, €59,928¹, €62,601².

PPC (Personal Pension Contribution) scale applies to officers who are existing civil or public servants appointed on or after 6 April 1995, or who are new entrants to the civil or public service and are making a compulsory personal pension contribution.

Different pay and conditions may apply if, prior to appointment, the appointee is an existing civil or public servant appointed before 6 April 1995.

Increments may be awarded subject to satisfactory service and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally.

The rate of remuneration may be adjusted from time to time in line with Government pay policy.

The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. Different pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant.

Annual Leave

Annual leave will be 23 working days, rising to 24 working days after 5 years, 25 days after 10 years, 26 days after 12 years, and 27 days after 14 years of employment. This leave is exclusive of public holidays.