People & Culture Manager

The Role of People & Culture Manager

Reporting to: Head of People & Culture

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 People & Culture, the People & Culture Manager will lead out on the delivery of People services for The Housing Agency, providing expert advice on employee relations and people governance, strengthening organisational capability through learning and performance, and leading 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 People strategy.

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

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

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

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

• Managing the People & Culture resources (team, budget and suppliers) to deliver value for money and measurable outcomes.

Duties & Responsibilities

The postholder will work with the Head of People & Culture to implement and support the delivery of HR activities across the following areas:

Strategy, Leadership & Organisational Development

• Implement the Housing Agency’s People Strategy, ensuring alignment with organisational objectives, workforce requirements and public sector best practice.

• Support the development and maintenance of a workforce planning framework, including forecasting, succession planning and talent management.

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

End-to-End HR Operations & Service Delivery

• Deliver People & Culture activities across workforce planning, recruitment and selection, onboarding, employment contracts, attendance management, employee lifecycle processes, record management and statutory returns.

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

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

Policy, Governance & Compliance

• Ensure policies, procedures and guidance are up to date, compliant and effectively implemented.

• Communicate policies and procedures clearly and support consistent application across the Agency.

• Support compliance monitoring, internal controls, audit readiness, internal/external reviews and information requests.

• Maintain a People & Culture risk and issues log and provide updates on employment risks and mitigation actions.

Employee Relations & Specialist Advisory

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

• Support the management of sensitive employee relations cases, ensuring fair procedures, appropriate documentation, consistent decision-making and timely resolution.

• Support constructive engagement with employee representatives and promote positive employee relations.

Performance Management & Organisational Culture

• Further develop, strengthen and embed a robust Performance Management System.

• Coach and advise managers on setting objectives, giving 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.

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

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

HR Systems, Digitalisation & HRIS Implementation

• Support the introduction and implementation of a HR Information System, including testing, data migration, training and user adoption.

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

• Develop reporting dashboards and metrics to support evidence-based decision-making, including headcount, turnover, absence trends, recruitment timelines and training investment.

Reporting, Management Information & People & Culture Returns

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

• Oversee returns and organisational reporting inputs, including contributions to corporate performance reporting, annual reporting and other management information requests.

Procurement, Contract Management & External Providers

• Support HR-related procurement and provide advice/input on the selection of external providers, including training providers, occupational health, HRIS vendors and recruitment supports.

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

People Management & Team Leadership

• Supervise staff assigned to the People & Culture function, including work planning, mentoring, performance management and capability development.

• Allocate resources effectively to ensure 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 People & Culture service 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 People 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 records.

Desirable

• Working knowledge of payroll and superannuation/pension administration.

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

• Working knowledge of public sector governance and procurement.

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 (Governance / Digital)

• Demonstrates strong People & Culture practice knowledge including employment law fundamentals and policy implementation.

• Demonstrates working knowledge/understanding of IT systems including Microsoft Office packages; ability to use 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.