Recruitment Officer

Purpose of Role

To assist in the delivery and the operational management of Recruitment Services within Tusla in line with the People and Change Strategy. Assist on ensuring best practice standards and efficiencies are met and play a key role in providing guidance and support to the team and line management in line with relative legislation. To take the lead on other recruitment and talent management related projects in line with the overall People and Change Strategy (for example in the areas of Policy, Systems and Information Management).

Reporting Relationship

The Recruitment Officer will report to the National Recruitment Operations Manager and to the Head of Recruitment & Talent Management.

Duties and Responsibilities

The Recruitment Officer will:

• Work with the Recruitment Operations Manager and the Recruitment Teams to ensure best practice recruitment for all Tusla Recruit and Talent Management activities.

• Adhere to legislation impacting on the recruitment process and ensure that working practices meet legislative needs.

• Support the National Recruitment Operations Manager in the implementation of the Annual Recruitment Plan.

• Manage various stages of the planning and scheduling of recruitment activities to achieve the projected recruitment for the year as set out in the Recruitment Plan.

• Work closely with the Management Team in Recruitment to monitor Requests to Recruit, action the recruitment activity required, and report on activity levels on a monthly basis providing an analysis of activity.

• Oversee the end-to-end Recruitment and Selection Process ensuring procedures are in place at each step to deliver a safe and effective recruitment process.

• Oversee training programmes to ensure all interview boards and chairpersons are trained to the appropriate levels to deliver a safe recruitment process.

• Monitor activities to meet Key Performance Indicators set down.

• Support the development and implementation of robust reporting/management systems to facilitate accurate and up-to-date reporting on HR Activity.

• Manage recruitment initiatives for all grades and strengthen relationships with third level institutions. Monitor and evaluate current programmes in place to promote Tusla as an employer of choice and implement new initiatives.

• Manage the recruitment appeals process. Receive appeal requests and provide administrative support to the Recruitment Operations Manager in responding informally and formally to recruitment appeals.

• Provide advice and guidance to internal and external stakeholders on relevant practices and processes in relation to the recruitment and selection process.

• Maintain and update information on processes/procedures, relevant legislation, and recruitment information on shared files.

• Ensure high standards of administration are achieved. Ensure the process and systems comply with the Data Protection Act and relevant policy, procedures, and guidelines.

• Be aware of risk management issues, identify risks and plan for appropriate action.

• Build and maintain constructive relationships with internal and external stakeholders and customers.

• Promote good work practices and uniformity of standards.

• Proactively engage in the development of IT systems as they apply to service/administration improvements/efficiencies.

• Take a lead role on the implementation of Recruitment and Talent Management Projects to promote Recruitment as an internal service. Undertake projects related to promoting the Tusla Brand and Tusla – Child and Family Agency as an employer of choice.

Staff Management

• Effectively manage assigned members of the team, promote good team working and a culture that values diversity.

• Actively participate in the recruitment, retention, and development of staff including continuous assessment. Promote a culture within the team of continuous professional development in order to develop professional knowledge.

• Empower individuals within the team to take responsibility for their own performance.

• Identify, in consultation with the Recruitment Operations Manager, the training and development requirements for the team.

• Maintain staff records in line with best practice.

Education and Training

• Participate in mandatory training programmes.

• Maintain own knowledge of relevant recruitment and HR procedures, practices, and employment legislation.

• Pursue continuous professional development in order to develop professional knowledge.

• Provide training as identified to develop others’ knowledge of relevant recruitment procedures/processes.

Health & Safety

• Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice and adhere to relevant legislation, regulations, and standards.

• Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service (for example, National Standards for Child Protection and Care) and comply with associated Tusla – Child and Family Agency 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 Description 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 and to contribute to the development of the post while in office.

Eligibility Criteria

Qualifications and/or Experience

Applicants must, by the closing date of application, have the following:

• At least two years’ experience of working within a HR setting and a solid working knowledge of Human Resource practices including recruitment with an understanding of legislation, policies, and procedures as relevant to the role.

• Demonstrated awareness of the public sector recruitment process.

• Demonstrated skills in employee supervision and ability to lead change and innovation.

• Sufficient administrative capacity and experience to discharge the outlined requirements of this role.

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.

Skills, Competencies, and/or Knowledge

Tusla Leadership Competency Framework:

The Tusla Leadership Competency Framework describes the behaviors that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities, and other characteristics that enable colleagues, regardless of role or rank, to be effective in their work. The Tusla Leader Framework relevant for this role is Leading Others.

Please access this Leading Others link to fully familiarise yourself with the impact of this proficiency for Tusla.

The competency of Professional Knowledge is specifically linked to the duties, responsibilities, and criteria for this role.

Other Requirements of the Role

• The post holder will require access to appropriate transport as the post may involve travel.

• Awareness of children and young people’s participatory practice.

Application Process

Campaign Specific Selection Process – Shortlisting / Interview

The online application system has a time-out facility after 60 minutes of inactivity. Unsaved work will be lost, so applicants are advised to save as they go. Candidates may prefer to complete their applications offline and copy answers into the form once ready to submit.

Once submitted, a confirmation email will be sent. If you do not receive this email, your application has not been submitted.

AI-generated content must not be used in your application. Tusla reserves the right to assess if content in applications was created by AI, and use of AI may result in disqualification.

Shortlisting may be based on the information supplied in your application. Ensure your experience clearly meets the requirements listed in the eligibility criteria and competencies.

Those successful at the shortlisting stage will be called forward to interview.

Code of Practice

The Recruitment Service Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code sets out the principles of probity, merit, equity, and fairness, as well as procedures for feedback and review. The Codes are available on www.cpsa.ie

Tusla – Child and Family Agency is an Equal Opportunities Employer and recognises its responsibilities under the Data Protection Acts 2003–2018 and the Freedom of Information Act 2014.

Tenure

The current vacancy is permanent and whole time. A panel may be created from which permanent and specified-purpose vacancies (full or part-time) may be filled. Appointment is governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004.

Remuneration

Salary Scale (as of 01/08/2025):

€60,013, €61,479, €63,192, €64,911, €66,636, €68,176, €69,745, €71,272, €72,788, €75,397, €78,015 (LSIs).

LSIs (Long Service Increments) are shown in bold and are awarded after specified periods.

Entry will be at the minimum point of the scale and will not be subject to negotiation.

Working Week

35 hours per week.

Annual Leave

30 days per annum.

Superannuation

This is a pensionable position. The successful candidate will become a member of the appropriate pension scheme, which will be detailed in their contract of employment.