Human Resources Manager

Remuneration

The salary scale for the post as of 01/03/2025 is: €81,444, - €82,175, - €85,389, - €88,616, - €91,818, - €95,033, - €98,231. New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies.

Principal Duties and Responsibilities

The Grade VIII Human Resources Manager will:

Professional Responsibilities:

• In performance of the duties of the role, the Human Resources Manager must operate within the relevant HR policies and financial guidelines of the Dublin Midlands Region/HSE.

• The Human Resources Manager will be a key member of the Hospital Executive Management Team and may be required to deputise for the Hospital Manager as required.

• The Human Resources Manager will be part of the Senior Management On Call roster for the hospital out of hours and weekends as required.

• The post holder will support the principle that care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree.

• Maintain awareness of the primacy of the patient in relation to all hospital activities.

Operational Management:

• Provide Human Resource support and advice to the Hospital Manager and the Executive Management Team at the Hospital in relation to the full HR remit including recruitment, leadership development, succession & talent management, attrition and absenteeism, employee satisfaction & motivation, performance management, employer branding, employee relations, manpower planning, resourcing, medical manpower management, learning & development, employment control, re-deployment, HR Data and reporting, change management, culture & core values.

• Ensure the hospital has the required human resources and staffing skill mix to meet the demands of service delivery in a proactive, timely and planned manner.

• Be the Hospital HR link person between RHM and Recruitment in the Dublin Midlands HR structures.

• Be the Hospital HR link person between Health Business Services (HBS), e.g., National Recruitment Services, and HSE National HR services, e.g., employee relations, workforce planning, leadership development, etc.

• Influence, monitor and support the changing structure and workforce with a clear focus on leadership, change management and developmental support.

• Ensure correct application of current HR policies and legislation in the region and contribute to the development of best practice HR policies and strategies.

• Work with the Hospital Manager and Hospital Executive Management Team in designing and implementing HR systems and processes that support the Hospital objectives through performance management and good governance.

• Provide assistance and guidance from a HR perspective in working with Health Business Services and ensuring that the needs of the Hospital are being met through this process.

• Assist in the development of an Employee Engagement Strategy Action Plan to be implemented within the Hospital.

• Assist in the implementation of regular employee opinion surveys and assist in implementing findings in conjunction with the Hospital Executive Management Team.

• Provide leadership and guidance on the education and training of all employees commensurate with their current duties, supporting career progression and maintaining pre-requisite standards and skills.

• Work with line managers to ensure a training needs analysis (TNA) is undertaken in respect of all mandatory and non-mandatory training.

• Design and deploy a Hospital-wide training and education policy to include a functional grade-based training matrix and effective record-keeping strategy.

• Put in place a mechanism to provide communication to and feedback from the Hospital on the effectiveness of HR in all areas across the organisation and work with HR colleagues to action feedback.

• Work collaboratively with HR Manager colleagues in each Hospital in the Hospital Group to ensure consistency in approach and support to the Hospital Executive Management Team.

• Liaise with HR Corporate Functions such as CERS, Performance & Development, etc. as required.

• Engage with Employee Representative Organisations to manage industrial relations and employee relations issues, as appropriate. Represent and/or support the Hospital at third party representations, where appropriate.

• Participate on HR Working Groups as required.

• Lead the implementation of the European Working Time directive across all services and staff within RHM.

• Identify and develop Key Performance Indicators which are congruent with the Hospital’s service plan targets and develop an Action Plan to address KPIs.

Leadership & Direction:

• Work with the Hospital Manager and Hospital Executive Management Team to ensure HR supports the organisational design parameters to be applied to the new evolving structures where consistency, affordability and best fit will be applied to the design.

• Ensure the implementation of the organisation’s Human Resource Strategy in support of the efficient and effective development and deployment of human resources within the Hospital to achieve its business objectives.

• Provide leadership in the area of change management to ensure the HR policies, programmes and activities are aligned to the Hospital goals.

• Lead and support the implementation of the health services Performance Management System ‘Performance Achievement’ to ensure the system is in operation at every level of the organisation.

• Participate in leadership development programmes as determined by the organisation (nationally and internationally).

• Assist in the development and implementation of strategies that promote the Hospital and Hospital Group as an employer of choice to attract the highest calibre of staff with the appropriate skill mix.

• Assist in the development of an organisational culture that values people, their skills, ideas and contribution, and genuinely seeks to empower individuals.

• Support the standardisation, streamlining and integration of the HR functions across the Hospital in a single coordinated Human Resource Management Function.

• Build effective, constructive relationships with internal and external stakeholders.

• Lead the implementation of specific HR projects/initiatives for both the Hospital and the Group as directed by the Group Director of HR.

• Deputise for the Hospital Manager and participate in the SMOC rota as required.

Reform:

• Assist in the implementation of a HR delivery model to be applied nationally, regionally and locally across the totality of the public health sector aligned with the health reform agenda to maximise efficiencies, avoid duplication and ensure consistency.

• Support the implementation of the revised Hospital management and reform structures.

• Champion change and innovation and communicate the vision of change within the Hospital to ensure understanding and buy-in into the change.

• Challenge and assist in the development of processes, systems and structures that reflect the strategic objective of world class delivery of patient-centred care.

• Assist in the development and implementation of appropriate internal communication channels to and from staff.

Governance & Accountability:

• Ensure that the agreed HR standards, practices, policies and procedures are in operation within the Hospital in line with Government Policy and the wider civil and public sector reform.

• Support the implementation of the HSE’s Accountability Framework in partnership with the Hospital Executive Team and relevant stakeholders within the region.

• Draw on international HR trends in the area of expertise to identify solutions and build capabilities within HR.

• Act as a spokesperson for the organisation in line with the organisation’s Communication Plan.

• Demonstrate proactive commitment to all communications with internal and external stakeholders.

• Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role (e.g., Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards, etc.) and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role.

• Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.

The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to them from time to time and to contribute to the development of the post while in office.

Eligibility Criteria

Qualifications and/or Experience: Candidates must have at the latest date of application:

• Significant similar senior Human Resource Management experience encompassing workforce planning, recruitment, employee/industrial relations, performance management, succession planning, HR data/KPIs, training and development.

• Experience of working with multiple trade unions and negotiating with trade unions.

• Strong working knowledge of HR and IT systems – SAP, MS Excel, Word, PowerPoint.

• Strong working knowledge of employment law.

• Excellent report writing and communication skills with technical ability to present data in a timely and professional manner.

• Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office.

• A relevant third level qualification would be advantageous.

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.

Character: Each candidate for and any person holding the office must be of good character.

Post Specific Requirements:

• Significant experience of working in a Human Resources role within a health or social care setting which has included implementing HR policies and procedures, employee relations, absence management, performance management and provision of a HR advisory service.

• Experience of working in a Recruitment / HR environment delivering a high volume recruitment service which involves interacting in a professional manner with senior management and other key internal and external stakeholders and customers (internal and external), as relevant to this role.

• Experience of working with SAP HR including some or all of the following – personnel administration, organisational management and time management.

• Experience of managing Paybill Management Control Process in compliance with the Operational Framework and the Performance and Accountability Framework.

Other Requirements Specific to the Post:

• Access to appropriate transport to fulfil the requirements of the role, as the post will involve some travel.

Skills, Competencies and/or Knowledge

Professional Knowledge & Experience:

• Good understanding of all aspects of HR, both policy and operational, preferably in a large and complex organisation and HSE Health Regions Patient-focused integrated care outcomes for service users and patients.

• Understanding of Public Sector policy, both strategic HR (e.g., People’s Strategy) and operational reform (e.g., Community Healthcare Organisations – Report and Recommendations of the Integrated Service Area Review Region).

• Detailed knowledge of the issues, developments and current thinking in relation to HR best practice in health care.

• Knowledge of public service recruitment policies, legislation and CPSA obligations.

• Knowledge of the health service including a good knowledge of HSE reform.

• Strong ICT skills including MS Office & MS Excel and use of email.

• Significant experience of working in a Human Resources role which has included implementing HR Policies and Procedures, Employee Relations, Absence Management, Performance Management and provision of HR advisory service.

• Experience of dealing with Industrial Relations matters including negotiations with staff and staff representative Regions in relation to personnel matters.

Managing & Delivering Results (Operational Excellence):

• Excellent organisational and time management skills to meet objectives within agreed timeframes and achieve quality results.

• A proven ability to prioritise, organise and schedule a wide variety of tasks and to manage competing demands and tight deadlines while consistently maintaining high standards and positive working relationships.

• A capacity to operate successfully in a challenging environment while adhering to various standards.

• The ability to seek and seize opportunities that are beneficial to achieving organisation goals and strives to improve service delivery.

Commitment to a Quality Service:

• A client, user and customer focus in the delivery of services.

• An ability to cope with competing demands without a diminution in performance.

• Places strong emphasis on achieving high standards of excellence.

• A core belief in and passion for the sustainable delivery of high-quality, customer-focused services.

Critical Analysis, Problem Solving & Decision Making:

• The ability to evaluate complex information from a variety of sources and make effective decisions.

• Significant experience in effective operational problem solving utilising an inclusive approach which fosters learning and self-reliance amongst teams.

• The ability to consider the range of options available, involve other parties at the appropriate time and level, and to make balanced and timely decisions.

• Considers the impact of decisions before taking action.

Building & Maintaining Relationships including Leadership, Direction and Team Working Skills:

• Excellent interpersonal and communications skills to facilitate work with a wide range of individuals and Regions.

• The ability to lead, direct and influence multiple stakeholders and ensure buy-in to plans and their implementation.

• A track record of building and maintaining key internal and external relationships in achieving organisational goals.

• An ability to influence and negotiate effectively in furthering the objectives of the role.

• Effective conflict management skills.

• Effective leadership in a challenging and busy environment, including a track record of innovation/improvements.

• Ability to support, supervise, develop and empower staff in changing work practices in a challenging environment within existing resources.

• Evidence of being a positive agent of change and performance improvement.

• Ability to work with multi-disciplinary team members and other stakeholders to facilitate high performance, developing and achieving clear and realistic objectives.

• Flexibility and adaptability to meet the requirements of the role.

Communication & Interpersonal Skills:

• The ability to present information clearly, concisely and confidently when speaking and in writing, tailoring to meet the needs of the audience.

• Excellent written communication skills including the ability to produce professional reports.

Campaign Specific Selection Process

Ranking / Shortlisting / Interview: A ranking and/or shortlisting exercise may be carried out on the basis of information supplied in your application form. The criteria for ranking and/or shortlisting are based on the requirements of the post as outlined in the Eligibility Criteria and Skills, Competencies and/or Knowledge section of this job specification. Therefore, it is very important that you think about your experience in light of those requirements.

Failure to include information regarding these requirements may result in you not progressing to the next stage of the selection process.

Those successful at the ranking stage of this process, where applied, will be placed on an order of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation.

Diversity, Equality and Inclusion

The HSE is an equal opportunities employer.

Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE believes passionately that employing a diverse workforce is central to its success – we aim to develop the workforce of the HSE so that it reflects the diversity of HSE service users and to strengthen it through accommodating and valuing different perspectives. Ultimately, this will result in improved service user and employee experience.

The HSE is committed to creating a positive working environment whereby all employees – inclusive of age, civil status, disability, ethnicity and race, family status, gender, membership of the Traveller community, religion and sexual orientation – are respected, valued and can reach their full potential.

The HSE aims to achieve this through the development of an organisational culture where injustice, bias and discrimination are not tolerated. The HSE welcomes people with diverse backgrounds and offers a range of supports and resources to staff, such as those who require a reasonable accommodation at work because of a disability or long-term health condition.

Tenure The current vacancy available is permanent and whole-time.

The post is pensionable. A panel may be created from which permanent and specified purpose vacancies of full- or part-time duration may be filled. The tenure of these posts will be indicated at “expression of interest” stage.

Appointment as an employee of the Health Service Executive is governed by:

• The Health Act 2004

• The Public Service Management (Recruitment and Appointments) Act 2004

• The Public Service Management (Recruitment and Appointments) Amendment Act 2013

Working Week

The standard weekly working hours of attendance for your grade are 35 hours per week.

Your normal weekly working hours are 35 hours. Contracted hours that are less than the standard weekly working hours for your grade will be paid pro rata to the full-time equivalent.

You are required to work agreed roster/on-call arrangements advised by your Reporting Manager. Your contracted hours are liable to change between the hours of 8.00am and 8.00pm over seven days to meet the requirements for extended day services in accordance with the terms of collective agreements and HSE Circulars.

Annual Leave

The annual leave associated with the post will be 30 days.