Human Resources Manager

This is a permanent vacancy based in our offices in Dublin 2. The Housing Agency operates a Blended Working Policy.

Working closely with the Head of Human Resources, the HR Manager will lead out on the delivery of end-to-end HR services for The Housing Agency, providing expert advice on employee relations and people governance, strengthening organisational capability through learning and performance, and leading HR systems modernisation (including HRIS) to support high-quality, data-driven workforce planning and decision-making.

Key accountabilities

The postholder will be accountable for:

• Delivering the Agency’s HR strategy and annual HR plan, aligned to business priorities.

• Providing timely, high-quality HR support across the employee lifecycle, with clear service standards and controls.

• Leading complex employee relations matters to fair, well-documented resolution.

• Maintaining robust HR governance, compliance and audit readiness (including GDPR-aligned HR record management).

• Leading HR systems and reporting improvements, including the introduction and implementation of an HRIS, and strengthening HR metrics and dashboards.

• Managing HR resources (team, budget and suppliers) to deliver value for money and measurable outcomes.

Duties & Responsibilities

HR Strategy, Leadership & Organisational Development

• Assist with the implementation of the Housing Agency’s HR Strategy, ensuring alignment with organisational objectives, workforce requirements and public sector best practice.

• Develop and maintain a workforce planning framework including forecasting, succession planning and talent management to meet current and future organisational needs.

• Support the annual strategic and business planning cycle through the preparation of HR plans, workforce metrics and resourcing recommendations.

End-to-End HR Operations & Service Delivery

• Manage and deliver a full range of HR functions including workforce planning, recruitment and selection, onboarding, employment contracts, attendance management, payroll and superannuation, employee lifecycle processes, HR record management and statutory HR returns.

• Ensure HR service delivery is consistent, responsive and customer-focused, supported by clear processes, templates and controls.

• Maintain oversight of accurate and timely HR documentation, employee files and data integrity in line with GDPR and organisational requirements.

HR Policy, Governance & Compliance

• Ensure HR policies, procedures and guidance are up to date, compliant and effectively implemented, with particular regard to public sector requirements, relevant legislation and organisational governance standards.

• Ensure policies and procedures are effectively communicated, understood and applied consistently across the Agency (including producing guidance, toolkits and manager/employee communications where required).

• Contribute to organisational governance through HR compliance monitoring, internal controls, audit readiness and support for internal/external reviews and information requests as required.

• Maintain an HR risk and issues log and provide regular updates on emerging employment risks and mitigation actions.

Employee Relations & Specialist Advisory

• Provide specialist HR support and advice on employment matters to staff, line managers and senior managers, including performance, conduct, capability, grievance/disciplinary processes, probation, dignity at work, and absence management.

• Manage complex and sensitive employee relations cases, ensuring fair procedures, appropriate documentation, consistent decision making and timely resolution.

• Support constructive engagement with employee representatives (where applicable) and promote positive employee relations.

Performance Management & Organisational Culture

• Continue to develop, strengthen and embed a robust Performance Management System that supports staff to meet the needs of the organisation and drives accountability, delivery and development.

• Coach and advise managers on setting objectives, delivering feedback, addressing underperformance and implementing structured performance improvement approaches.

• Support initiatives that strengthen organisational culture, staff engagement, inclusion and leadership capability.

Learning, Development & Capability Building

• Conduct staff training needs analysis aligned to corporate priorities and role requirements, ensuring a planned, evidence-based approach to capability development.

• Manage the learning and development budget, ensuring value for money, measurable outcomes and appropriate procurement/financial controls.

• Design, procure and/or coordinate internal and external learning interventions (including management development) and evaluate training effectiveness and impact.

HR Systems, Digitalisation & HRIS Implementation (Lead)

• Manage the introduction and implementation of an HR Information System (HRIS), including testing, data migration, training and user adoption.

• Ensure HR systems support efficient processes, strong data quality, secure record management and improved management information.

• Develop HR reporting dashboards and metrics to support evidence-based decision making (e.g., headcount, turnover, absence trends, recruitment timelines, training investment).

Reporting, Management Information & HR Returns

• Prepare accurate and timely HR reports, ensuring data is validated, trends are analysed and insights are clearly communicated to relevant stakeholders.

• Oversee HR returns and organisational reporting inputs (as required) including contributions to corporate performance reporting, annual reporting and other management information requests.

Procurement, Contract Management & External Providers

• Assist with and support HR-related procurement and provide advice/input on the selection of external organisations or individuals contracted by the Agency (e.g., training providers, occupational health, HRIS vendors, recruitment supports).

• Manage contracts and service levels for HR suppliers where assigned, ensuring quality delivery, compliance with procurement requirements and budget oversight.

People Management & Team Leadership

• Supervise staff assigned to the HR function, including work planning, coaching and mentoring of team members, performance management, and capability development.

• Allocate resources effectively to ensure HR priorities are delivered and operational requirements are met.

• Foster a high-performing team environment that supports collaboration, continuous improvement and high-quality customer service.

Other Duties

• Undertake any other duties as directed from time to time, appropriate to the grade and function.

Essential Requirements

Applicants must demonstrate, by the closing date, that they meet the following:

• A recognised third level qualification (to at least Level 7 on the National Qualifications Framework) in a relevant discipline and a minimum of five years’ experience in a supervisory position.

• Demonstrable experience delivering a broad HR service (end-to-end employee lifecycle) in a complex organisation.

• Demonstrable experience providing advice on employee relations matters and applying fair procedures with strong documentation and attention to detail.

• Strong analytical and reporting capability, including the use of HR metrics to support planning and decision-making.

• Strong communication and stakeholder management skills, including the ability to influence and advise managers at all levels.

• High standards of confidentiality and compliance, including GDPR-aligned handling of HR records.

Desirable

• Working knowledge of payroll and superannuation/pension administration.

• HRIS/HR systems implementation or significant HR systems improvement experience.

• Demonstrates working knowledge of public sector governance/procurement requirements relevant to the role.

Competencies

Candidates will be assessed against the following competencies:

Management & Delivery of Results

• Plans and prioritises work to deliver multiple outputs on time and to a high standard.

• Drives continuous improvement and follows through on commitments.

• Applies appropriate controls and maintains accurate records.

Analysis & Decision Making

• Gathers and evaluates information from relevant sources, identifies trends, and makes balanced recommendations.

• Applies judgement in sensitive/complex cases and documents decisions clearly.

Team Leadership

• Leads by example, supports development, and manages performance constructively.

• Builds a positive team culture and enables collaboration across the organisation.

Interpersonal & Communication Skills

• Builds and maintains effective relationships with internal and external stakeholders.

• Communicates clearly in writing and verbally, including preparing reports/briefings.

Specialist Knowledge (HR / Governance / Digital)

• Demonstrates strong HR practice knowledge including employment law fundamentals, ER processes, and policy implementation.

• Demonstrates working knowledge/understanding of IT systems including Microsoft Office packages; ability to use HR data for reporting and insights.

Salary Scale – Administrative Officer LA Scales

€60,611 - €62,095 - €63,826 - €65,563 - €67,300 - €68,852 - €70,442 - €71,982 - €73,518

LSI1 €76,149

LSI2 €78,795

New entrants will be appointed on the first point of the scale in line with government policy. Different terms and conditions may apply if immediately before appointment you are a currently serving civil/public servant.

Eligibility to compete:

Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. To qualify candidates must be citizens of the EEA by the date of any job offer.

Eligible candidates must be:

a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or

b) A citizen of the United Kingdom (UK); or

c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or

d) A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or

e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or

f) 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.

Application Procedure

Candidates must provide:

An up-to-date CV and a detailed cover letter (maximum two pages). Your cover letter should clearly outline your suitability for the role and demonstrate how your relevant experience and skills align with the duties and requirements set out in this job specification.