Human Resources Manager

Principal Duties

The Human Resources Manager plays a key role in delivering high-quality, people-focused services across the GDA. The role combines hands-on HR operations with strategic support, ensuring the organisation attracts, develops and supports a capable, engaged and inclusive workforce.

The post holder will lead recruitment and onboarding, support managers on day-to-day HR matters, ensure compliance with employment legislation and public sector standards, strengthen HR policies and systems, and contribute to the growth of a positive workplace culture.

The HR Manager also plays an important role in delivering workforce initiatives such as the Grangegorman Employment Charter and broader inclusion priorities aligned with the GDA’s public service values.

Key Responsibilities1. Recruitment, Onboarding & Workforce Planning

• Lead and manage the end-to-end recruitment lifecycle, including role design, advertising, candidate screening, shortlisting, interviewing and appointment documentation.
• Provide expert advice to selection panels, ensuring compliance with public sector recruitment guidelines and best practice in equality, diversity and inclusion.
• Develop and deliver tailored onboarding and induction programmes for employees, secondees and consultants in partnership with managers.
• Maintain accurate and compliant staff files in line with GDPR and data retention policies.
• Conduct post-recruitment reviews and lessons learned analyses to support continuous improvement.
• Prepare accurate recruitment metrics and reporting for senior management, the Board, the Department and statutory reporting.
• Deliver recruitment training and guidance for hiring managers to ensure consistent and fair practice.

2. HR Policy, Governance & Compliance

• Provide initial support to managers on employee relations matters and ensure appropriate processes are followed and documentation is maintained.
• Implement and support HR policies and procedures aligned with organisational objectives, Irish employment law and public sector requirements (including IHREC and the Disability Act).
• Lead regular review and updating of HR policies, procedures and the Employee Handbook to ensure clarity, relevance and legal compliance.
• Ensure effective communication and implementation of policy changes across the organisation.
• Conduct regular internal HR audits and maintain accurate employee records.
• Provide first-line advice and support to managers on the application of HR policies and procedures.
• Support and coach managers on employee relations matters and ensure appropriate processes are followed and documentation is maintained.
• Oversee the implementation, monitoring and continuous improvement of the Performance Management Development System (PMDS).
• Manage the HR content on the intranet, ensuring all information is accurate, up to date and aligned with current organisational practices.

3. HR Operations, Payroll Support & HR Systems

• Collaborate with the Finance team to ensure timely and accurate payroll inputs, including salary changes, benefits, deductions and TaxSaver schemes.
• Manage statutory and non-statutory leave entitlements, ensuring compliance and appropriate documentation.
• Lead the development and optimisation of HR systems, including the Time Management System (TMS), to support efficient data management and reporting.
• Liaise with external bodies such as the Department of Social Protection regarding leave-related entitlements.
• Support the annual distribution of pension benefit statements in partnership with Finance.

4. Learning, Development & Organisational Culture

• Develop and maintain learning and development policies and procedures aligned with organisational priorities and skills needs.
• Support managers in identifying training requirements and sourcing relevant learning and development solutions.
• Monitor and evaluate learning outcomes and prepare reports for managers and the HR Organisational Design Committee (HRODC).
• Lead and analyse exit interview processes to inform retention, culture and engagement strategies.
• Promote a positive, inclusive and healthy workplace culture that supports wellbeing, work-life balance and flexible working arrangements.
• Work closely with the People and Engagement team on wellbeing, culture and staff engagement initiatives.
• Support regular engagement surveys and guide managers in developing responsive action plans.
• Contribute to the design and delivery of internal events, workshops and away days to strengthen collaboration, communication and morale.

5. Strategic Initiatives & Community Engagement

• Support delivery of the Grangegorman Employment Charter in partnership with the Build to Last Forum.
• Develop and maintain opportunities for internships, Transition Year placements and community-based upskilling initiatives that support local employment and inclusion.

6. Procurement & Governance

• Support HR-related procurement activities, ensuring adherence to public sector requirements, sustainability practices and value for money.
• Maintain comprehensive and transparent HR documentation and decision-making records to support governance and audit readiness.
• Ensure continued compliance with Irish employment law and national public sector HR and governance frameworks.

The functions and responsibilities assigned to this position are based on the current stated role and may be changed from time to time. The person appointed requires the flexibility to fulfil other roles and responsibilities at a similar level within the GDA.

5. Candidate Requirements

Candidates shall, on the latest date for receipt of completed application forms, have the following:

Qualifications and Essential RequirementsQualifications

• Minimum NFQ Level 7 in a relevant third-level qualification (HR, Business or related field).
• CIPD qualification and active membership (full or part qualified).
• Evidence of continuous professional development in HR, employment law or people management.

Experience

• 3–5 years’ experience in a similar role.
• Experience managing end-to-end recruitment and onboarding.
• Experience advising managers on employment law, HR policies and employee relations.
• Experience developing and reviewing HR policies, procedures and handbooks.
• Experience leading or supporting performance management processes.
• Experience in learning and development, culture and engagement initiatives.
• Strong HR systems experience, workforce reporting and payroll-related HR inputs.

Knowledge

• Knowledge of EDI principles and statutory requirements (IHREC, Disability Act).
• Strong understanding of Irish employment law.
• Understanding of GDPR and HR data management.
• HRIS proficiency and awareness of audit requirements.

Skills & Competencies

• Strong interpersonal and communication skills with good reporting ability.
• Strong analytical and reporting skills, with the ability to provide clear, evidence-based HR insights to senior management and stakeholders.
• Sound judgement, analytical thinking and problem-solving skills.
• Ability to manage multiple priorities and projects.
• Proficiency in Microsoft 365, digital tools and HR systems.
• Ability to lead initiatives and contribute to culture and continuous improvement.

Personal Attributes

• Professional, discreet, proactive, adaptable and collaborative.

Other Essential Requirements

• Willingness to work flexibly when required.
• Commitment to continuous professional development.

Desirable Requirements

• Postgraduate qualification in HRM, Employment Law or a related field.
• Training in coaching, mediation or EDI.
• Public sector or regulated-sector experience.
• Understanding of public sector HR standards.
• Experience in workforce planning or organisational development.
• Experience within a small HR team where the role required both operational and strategic contribution.
• Proficiency in SharePoint.

Please also refer to the Higher Executive Officer Competencies in Appendix 1 of this booklet.

6. Eligibility to Compete and Certain Restrictions on EligibilityEligible Candidates Must 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 European Union 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 because of family reunification and who 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.

To qualify, candidates must meet one of the citizenship criteria above by the date of any job offer. Candidates who are not citizens of the aforementioned countries must have the necessary permissions to work in Ireland.

Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure and Reform letter dated 28 June 2012 introduced, with effect from 1 June 2012, a Collective Agreement reached between the Department of Public Expenditure and Reform and the Public Services Committee of ICTU regarding ex-gratia Redundancy Payments to Public Servants.

It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body, as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011, for a period of 2 years from termination of employment.

People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of the period of non-eligibility), and the Minister’s consent must be secured prior to employment by any Public Service body.

Incentivised Scheme for Early Retirement (ISER)

It is a condition of the Incentivised Scheme for Early Retirement (ISER), as set out in Department of Finance Circular 12/09, that retirees under that Scheme are not eligible to apply for another position in the same employment or the same sector.

Therefore, such retirees may not apply for this position.

Department of Education and Skills Early Retirement Scheme for Teachers Circular

It is a condition of the Early Retirement Scheme that, with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension under the scheme will immediately cease.

Pension payments will, however, be resumed on the cessation of such employment or on the person's 60th birthday, whichever is later. On resumption, the pension will be based on the person's actual reckonable service as a teacher, and the added years previously granted will not be considered in the calculation of the pension payment.

Department of Health and Children Circular (7/2010)

The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS).

It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector, the wider Public Service or in a body wholly or mainly funded from public monies.

The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years.

People who availed of either of these schemes are not eligible to compete in this competition.

Department of Environment, Community & Local Government

The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities.

In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012, persons will not be eligible for re-employment in any Public Service body, as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, for a period of 2 years from their date of departure under this Scheme.

These conditions also apply in the case of engagement or employment on a contract for service basis, either as a contractor or as an employee of a contractor.

Salary

Entry will be at the minimum of the scale and increments may be awarded subject to satisfactory performance 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.

PPC (Personal Pension Contribution) Scale (For 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 who are making a compulsory personal pension contribution.)

Higher Executive Officer Standard Scale – PPC

€60,029 – €61,785 – €63,537 – €65,286 – €67,044 – €68,792 – €70,547 – €73,077 (LSI1) – €76,546 (LSI2)

A different rate will apply where the appointee is a civil or public servant recruited before 6 April 1995 and who is not required to make a Personal Pension Contribution.

Other pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant.