Human Resources Manager

Key Working Relationships

The Grade VIII Human Resources Manager will have key working relationships with the UHK Executive Management Team (EMT), UHK Business Managers, Clinical Directors, Assistant Director of Nursing and UHK Department Heads, UHK Medical Manpower Team, Regional Director of People (RDOP) HSE South West, HR colleagues within the South West Region, and National HR in the delivery of the objectives of this role.

Purpose of the Post

The post holder is responsible for the delivery and implementation of a range of generalist HR Services within University Hospital Kerry and the provision of expert advice and guidance on HR and ER issues in order to support the achievement of its business objectives.

The post holder will also have overall responsibility for Medical Manpower Management in collaboration with the Medical Manpower Manager.

Providing guidance on the HSE People Strategy and Regional HR Strategy and policy direction and governance on people-related matters to influence, monitor and support the changing structure and workforce, with a focus on change management, leadership and development support.

Principal Duties and ResponsibilitiesStrategy & Operations

• Provide leadership within University Hospital Kerry in relation to all Human Resource matters.

• Provide expert Human Resources and Employee Relations support, direction and guidance on all matters relating to HR and ER processes to the University Hospital Kerry HR team and all key stakeholders to ensure compliance with best practice and legislation.

• Responsible for the implementation of the HSE People Strategy in University Hospital Kerry.

• Participate in Regional HR Strategy and processes, engaging with the Regional Director of People and Regional HR teams as appropriate.

• Ongoing development of the University Hospital Kerry HR function as a professional service in line with national and regional HR strategy.

• Work with the RDOP on the implementation of the HR operating model as appropriate for University Hospital Kerry in support of the efficient and effective development and deployment of human resources to achieve its business objectives.

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

• Provide leadership in the area of change management to ensure alignment of University Hospital Kerry HR to national and regional HR objectives.

• Participate in and lead UHK GRO projects as required.

• Participate in Regional HR Fora.

• Participate in other regional and national working groups as required.

Human Resources Management

• Lead and develop the HR and Medical Workforce teams in University Hospital Kerry.

• Lead the team by implementing new technologies to improve the HR function.

• Allocate and monitor the workload in the HR team to ensure HR objectives and priorities are being met.

• Identify and agree training and developmental needs of the HR team and design plans to meet those needs.

• Manage the performance of staff, dealing with underperformance in a timely and constructive manner.

• Ensure staff personnel records are maintained to include relevant data for legal, HR and financial purposes and in line with data protection regulations.

• Provide appropriate and agreed HR data analytics to the University Hospital Kerry EMT and RDOP to assist with decision-making and analysis.

• Ongoing implementation of the HSE Managing Attendance Policy in association with line managers.

• Implementation of the HSE Performance Achievement Process in association with line managers.

• Develop and maintain close working relationships with other providers of service (e.g. Occupational Health Department, Finance and Payroll Departments) to ensure proper implementation of advice.

• Lead in the development of HR-approved policies and procedures for own area.

• Lead in the development and roll-out of employee experience initiatives focused on communication, engagement, staff health and wellbeing, etc.

• Manage staff claims processes, liaising with the State Claims Agency, Health and Safety, and HSE solicitors as required.

• Lead and develop retention policies, e.g. interviews.

Employee Relations

• Responsible for fostering and promoting a good Employee Relations environment, including relationships with internal and external staff representatives.

• Lead and manage all University Hospital Kerry employee relations issues, linking with Regional Employee Relations and Regional HR as appropriate.

• Participate in and conduct negotiations with staff and staff representative groups in relation to all employment matters.

• Participate in third-party hearings as required and other similar proceedings as required.

Recruitment and Workforce Planning

• Develop and implement recruitment strategies that promote UHK as an employer of choice to attract the highest calibre of staff with the appropriate skill mix.

• Ensure HR recruitment and retention policies and procedures are implemented appropriately and are monitored.

• Lead the development of a UHK workforce plan.

• Ensure the appropriate management of employment contracts for employees in UHK in conjunction with local and regional recruitment services.

• Oversee staff agency contracts as they pertain to UHK, ensuring UHK is compliant with nationally agreed frameworks and legislative obligations.

• In conjunction with UHK EMT and Line Managers, ensure compliance with the HSE Pay and Numbers Strategy and related pay bill and employment controls.

Education & Training

• Support Line Managers to identify staff training needs to meet service requirements.

• Lead and develop the HSE Performance Achievement Process in University Hospital Kerry.

• Ensure the appropriate management of staff training records and relevant mandatory staff training programmes for University Hospital Kerry.

• Provide support and advice to line managers in the performance management of staff.

Self-Development

• Participate in the HSE Performance Achievement Process with the line manager.

• Keep up to date with current HR literature and best practice in HR.

• Attend training and development programmes, as appropriate to the role.

• Responsible for ensuring the post holder is up to date with mandatory training requirements.

Risk Management, Quality Improvement & Health & Safety

• Ensure compliance with all relevant HSE policies, procedures, legislation and regulatory requirements.

• Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role, for example 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.

• Participate in the continuous review and evaluation of policies, guidelines and existing practices through regular audit programmes and review, engaging with the multidisciplinary team where required.

• Promote a safe working environment in accordance with Health and Safety legislation.

• Adequately identify, assess, manage and monitor risk within the area of responsibility.

• Assist in ensuring a culture of safety, promoting positive reporting of incidents and near misses.

• Be aware of the core objectives, standards and KPIs for the service and contribute to the monitoring of performance against these key standards.

• Assist in promoting a culture of continuous quality improvement across the hospital/organisation.

Administrative / Management

• Act as spokesperson for the organisation as required.

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

• 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 from time to time and to contribute to the development of the post while in office.

Eligibility Criteria

Candidates must have, at the latest date of application:

Qualifications and/or Experience

• Hold a relevant third-level qualification in HR or a related area.

Or

• Possess extensive experience at a senior level in a Human Resource role within a civil or public service environment, or a comparable and relevant business environment of equivalent complexity.

AND

• Possess significant experience of managing and working at a senior level within a Human Resources healthcare setting, including Employee and Industrial Relations experience.

AND

• Have a proven ability to develop, manage and successfully deliver effective HR strategies.

AND

• Have a proven record of successful and innovative leadership in the development and delivery of Human Resources Services.

AND

• Have a record of delivering change and working in a complex environment through strong interpersonal and communication abilities.

AND

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

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

• N/A

Other Requirements Specific to the Post

• Access to appropriate transport to fulfil the requirements of the role.

• Flexibility in relation to working hours to fulfil the requirements of the role.

Additional Eligibility RequirementsCitizenship Requirements

Eligible candidates must be:

(i) EEA, Swiss, or British citizens.

OR

(ii) Non-European Economic Area citizens with permission to reside and work in the State.

Read Appendix 2 of the Additional Campaign Information for further information on accepted Stamps for Non-EEA citizens resident in the State, including those with refugee status.

To qualify, candidates must be eligible by the closing date of the campaign.

Skills, Competencies and/or KnowledgeProfessional Knowledge & Experience

Demonstrates:

• Knowledge and understanding of all aspects of Human Resources and Employee Relations (both policy and operational), as relevant to the role.

• Detailed knowledge of all issues, developments and current thinking in relation to HR best practice in healthcare.

• An understanding of the health service, health service structure and HSE reform.

• Understanding of Public Sector Policy, both Strategic HR (e.g. HSE People Strategy) and operational reform (e.g. Sláintecare).

• Knowledge of public service recruitment policies and legislation.

• Knowledge of HR data systems and analytics.

• Excellent MS Office skills, including Word, Excel and PowerPoint.

Planning, Organising and Delivery of Results (Operational Excellence)

Demonstrates:

• Excellent organisational and time management skills to meet objectives within agreed timeframes and the ability to plan and deliver services in an effective and resourceful manner.

• The ability to successfully manage a range of different projects and work activities concurrently, utilising computer technology effectively and assigning work to others as appropriate to meet strict deadlines.

• The ability to proactively identify areas for improvement and develop practical solutions for implementation.

• The ability to embrace change and adapt local work practices accordingly by finding practical ways to make policies work and ensuring the team knows how to action changes.

• Evidence of effective planning and organisational skills, including an awareness of resource management and the importance of value for money.

• Demonstrated experience in providing significant input to operational decision-making at a managerial level in a comparable service.

• Demonstrated ability to manage self and the administrative team in a busy working environment.

Critical Analysis, Problem Solving & Decision Making

Demonstrates:

• Excellent analytical, problem-solving and decision-making skills.

• The ability to rapidly assimilate and analyse complex information, make timely decisions and take ownership of those decisions and their implications.

• The ability to assess situations and suggest possible solutions to enhance the service, evaluate information, identify and manage risk, solve problems in high-pressure situations and make effective decisions, especially regarding service user care and outcomes.

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

• The ability to confidently explain the rationale behind decisions when faced with opposition.

• The ability to make sound decisions with a well-reasoned rationale and stand by those decisions.

• Initiative in the resolution of complex issues.

Building and Maintaining Relationships, Including Teamwork & Leadership Skills

Demonstrates:

• An assertive and compassionate leadership style, while remaining resilient under pressure.

• Flexibility, adaptability and openness to working effectively in a changing environment.

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

• The ability to lead by example, coach, support, develop and empower staff in changing work practices within a challenging environment and existing resources.

• The ability to work both independently and collaboratively within a dynamic multidisciplinary and multi-stakeholder environment to facilitate a high-performance service and achieve clear and realistic objectives.

• The ability to influence and negotiate effectively in furthering the objectives of the units.

• The credibility and ability to command respect as a recognised leader within the HR profession.

Commitment to a Quality Service

Demonstrates:

• Awareness and appreciation of the service user, and the ability to empathise and treat others with dignity, respect and kindness.

• A strong personal emphasis on achieving excellence in service and willingness to take personal responsibility to initiate activities and drive objectives through to completion.

• Self-motivation and an innovative approach to service development.

• Understanding of, and commitment to, the requirements and key processes involved in providing quality patient-centred care through setting high standards of performance for self and others, ensuring attention to detail and adherence to procedures and standards.

• Commitment to quality and evidence of promoting high standards by consistently putting service users, clinicians and other professionals at the centre of decision-making and involving patients and the public in their work.

• The ability to be flexible, open to change and lead change.

• The ability to pay close and accurate attention to detail and create a culture where high standards are valued and respected.

Communications & Interpersonal Skills

Demonstrates:

• Highly developed communication skills, including the ability to convey work priorities and complex messages to colleagues, stakeholders and interest groups.

• Strong interpersonal skills and the ability to build and maintain relationships, work as part of a multidisciplinary team, and understand and value individuals and their professional roles.

• Excellent written communication skills, including strong report writing and presentation skills.

• Excellent verbal communication and interpersonal skills to deliver complex information clearly, concisely and confidently and deal effectively with a wide range of stakeholders.

• Effective negotiation and influencing skills, as relevant to the role.

• Sensitivity, diplomacy and tact when dealing with others.

• The ability to manage conflict and crisis situations.

Remuneration

The salary scale for the post is (as at 01/06/2026):

€83,911 €84,665 €87,976 €91,301 €94,600 €97,912 €101,207

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.