Regulatory Manager

Key Responsibilities

Under the direction of the Head of Regulation, the Regulatory Manager’s key duties and responsibilities include:

Regulatory Management and Oversight

The Regulatory Manager will be responsible for:

• Managing a caseload: day-to-day operations of registration, the receipt of information, and making decisions and recommendations on appropriate regulatory actions, using a risk-based approach.

• Monitoring statutory notifications for compliance with the Regulations, Rules and Codes of Practice under the Mental Health Act (2001).

• Supporting the Inspectorate: gathering, analysing, synthesizing and trending information for the purposes of informing lines of enquiry for inspections.

• Contributing to regulatory decisions/actions that are consistent with the information collected as part of compliance monitoring activities.

• Drafting correspondence between MHC and mental health care providers, including enforcement actions in line with MHC policy and procedures.

Communication

The Regulatory Manager must:

• Maintain professional relationships and demonstrate excellent verbal and written communication skills.

• Gather and present information in accessible format.

• Present information to management concisely to inform regulatory decisions.

Other

• The Regulatory Manager will also be tasked with achieving defined business plan objectives.

• Undertaking other duties and responsibilities as may be determined by the Director of Regulation.

This list is not exhaustive but serves to reflect the nature of the duties included in the role. Given the nature of the organisation and the need to respond to change on an ongoing basis, the role is subject to change over time.

Reporting and Working Relationships

The Regulatory Manager is accountable to the Chief Executive of the MHC and reports directly to the Head of Regulation.

Essential Requirements

The ideal candidate must possess, by the closing date, the following:

• Educated to Honours Bachelor degree level (NFQ Level 8 on the Irish National Framework of Qualifications).

• Minimum 2 years’ experience in a role involving the management or implementation of regulatory frameworks and/or quality assurance systems within the health or social care sector.

• A working knowledge of the Mental Health Act (2001) and associated regulatory framework.

• The ability to review, process and interpret regulatory information, including incident notifications and compliance plans to inform case load management.

• The requisite competencies to carry out the role as outlined below.

Desirable

• Experience of working in a mental health service or other health and social care setting.

• A relevant qualification as a health and social care professional, Public Administration, Social Policy, Mental Health, or a legal discipline.

• An understanding of working with and applying risk management frameworks to complex information.

Competencies

The person appointed to the role of Regulatory Manager will be required to show evidence of the following competencies:

Analysis & Decision Making

• Gathers and analyses information from relevant sources, whether financial, numerical or otherwise, weighing up a range of critical factors.

• Takes account of any broader issues, agendas, sensitivities and related implications when making decisions.

• Uses previous knowledge and experience to guide decisions.

• Uses judgement to make sound decisions with a well-reasoned rationale and stands by these.

• Puts forward solutions to address problems.

Management & Delivery of Results

• Takes responsibility and is accountable for the delivery of agreed objectives.

• Successfully manages a range of different projects and work activities at the same time.

• Structures and organises their own and others’ work effectively. Is logical and pragmatic in approach, delivering the best possible results with the resources available.

• Delegates work effectively, providing clear information and evidence as to what is required.

• Proactively identifies areas for improvement and develops practical suggestions for their implementation. Demonstrates enthusiasm for new developments/changing work practices and strives to implement these changes effectively.

• Applies appropriate systems/processes to enable quality checking of all activities and outputs.

• Practices and promotes a strong focus on delivering high quality customer service, for internal and external customers.

Team Leadership

• Works with the team to facilitate high performance, developing clear and realistic objectives and addressing performance issues if they arise.

• Provides clear information and advice as to what is required of the team.

• Strives to develop and implement new ways of working effectively to meet objectives. Leads the team by example, coaching and supporting individuals as required.

• Places high importance on staff development, training and maximising skills & capacity of team.

• Is flexible and willing to adapt, positively contributing to the implementation of change.

Interpersonal & Communication Skills

• Builds and maintains contact with colleagues and other stakeholders to assist in performing role.

• Acts as an effective link between staff and senior management.

• Encourages open and constructive discussions around work issues.

• Projects conviction, gaining buy-in by outlining relevant information and selling the benefits. Treats others with diplomacy, tact, courtesy and respect, even in challenging circumstances.

• Presents information clearly, concisely and confidently when speaking and in writing.

• Collaborates and supports colleagues to achieve organisational goals.

Specialist Knowledge, Expertise and Self Development

• Has a clear understanding of the roles, objectives and targets of self and team and how they fit into the work of the unit and Department/Organisation.

• Has high levels of expertise and broad Public Sector knowledge relevant to his/her area of work.

• Focuses on self-development, striving to improve performance.

Drive & Commitment to Public Service Values

• Strives to perform at a high level, investing significant energy to achieve agreed objectives.

• Demonstrates resilience in the face of challenging circumstances and high demands.

• Is personally trustworthy and can be relied upon.

• Ensures that customers are at the heart of all services provided.

• Upholds high standards of honesty, ethics and integrity.

How to Apply

Eligibility to Compete

Candidates must, by the date of job offer, 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 has a Stamp 4* or Stamp 5 permission.

Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

Selection Process

The selection process will include:

• Shortlisting of applications.

• A competitive interview.

• Completion of all relevant checks as set out below.

Additional selection steps may be included.

A selection board shall be established and shall use the essential requirements as referred to earlier in this candidate information booklet to shortlist candidates. Scoring at the shortlisting stage shall be based on the information contained in the application form. Therefore, it is in your interest to provide a detailed and accurate account of how your skills, personal qualities, qualifications, and experience meet the requirements of the post. While candidates may meet the eligibility criteria of the competition, if the numbers applying for the post are such that it would not be practical to progress all candidates to the next stage of the selection, which is the interview process, the MHC may decide that a certain number of candidates shall only be progressed to the next stage. Candidates will be progressed through the various stages of the selection process based on their order of merit at each stage.

Following the interview stage, the MHC may produce a panel of candidates listed in order of merit. This panel may also be used to fill future temporary posts. Not all those interviewed may be placed on the panel.

All offers are for immediate appointment. In applying for this competition, candidates accept that, if offered a post, they will be able to commence duties within a reasonable timeframe. Start dates are determined by business needs, and appointees will be expected to take up duty within this period once an offer is made.

Prior to recommending any candidate for appointment to a position, the HR team will complete all relevant checks. Until all stages of the recruitment process have been fully completed, a final determination cannot be made nor can it be deemed or inferred that such a determination has been made.

Should the person recommended for appointment decline or, having accepted it, relinquish it, the MHC may at its discretion select and recommend another person for appointment, and this will be based on the results of this selection process.

The MHC is not obliged to appoint any candidate arising from this competition.

Please note that any offer of employment made to a successful candidate may be subject to satisfactory:

• Reference verification.

• Qualification verification.

• Medical Assessment.

• Vetting – where applicable.

At the reference verification stage, referees sought will include your current employer and your next most recent employer.

Salary

The Higher Executive Officer salary scale (rates effective 1 February 2026) is as follows:

€59,435 - €61,173 - €62,908 - €64,640 - €66,380 - €68,111 - €69,849 - €72,353¹ - €75,788²

LSI 1 after 3 years satisfactory service at the maximum.

LSI 2 after 6 years satisfactory service at the maximum.

This rate will apply where the appointee is an existing civil or public servant appointed on or after 6 April 1995 or is newly recruited to the MHC and is required to make a personal pension contribution.

Important Note

Entry will be at the minimum of the pay scale, and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy.

Different terms and conditions may apply if you are a currently serving civil or public servant.

Note: Salary for the purposes of calculation of superannuation benefits may differ from the above depending on individual circumstances.

Payment Arrangements

Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of the successful candidate’s choice. Payment cannot be made until a bank account number and bank sort code have been supplied to the MHC. Statutory deductions from salary will be made as appropriate.

A staff member appointed to this post will agree that any overpayment of salary or travel and subsistence may be deducted from future salary payments due in accordance with the Payment of Wages Act 1991 (as amended). In accordance with that Act, the MHC will advise the staff member in writing of the amount and details of such overpayment and give at least one week’s notice of the deduction to take place and will deduct the overpayment, at an amount that is fair and reasonable having regard to all the circumstances, within six months of such notice in accordance with the Act.

Tenure

The appointment will be based on a permanent contract of employment with the MHC.

The probationary period will be for a period of nine months from the date of appointment.

Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary period in appropriate circumstances.

During the probationary period, a staff member’s performance will be subject to review by the line manager to determine whether the staff member:

(i) has performed in a satisfactory manner; and

(ii) has been satisfactory in general conduct.

Prior to completion of the probationary period, a decision will be made as to whether the staff member will be retained. This decision will be based on the staff member’s performance assessed against the criteria set out in (i) and (ii) above. The detail of the probationary process will be explained to the staff member by the MHC on commencement of employment.

Notwithstanding the preceding paragraphs in this section, the probationary period may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts 1973 to 2005.

Location

The usual place of work for this role will be MHC, Waterloo Exchange, Waterloo Road, D04 E5W7. The MHC reserves the right, at its discretion, to change this location to any other place within Ireland.

Staff at the MHC can apply for a blended working arrangement as per the MHC Blended Working Policy.

Hours of Attendance

Hours of attendance will be fixed from time to time but will amount, on average, to not less than 40 hours gross of rest breaks or 35 hours net of rest breaks per week.

The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties, subject to the limits set down in the working time regulations. This may include working evenings and weekends.

Outside Employment

The position will be full-time, and the appointee shall not engage in private practice or be connected with any outside business which conflicts in any way with his/her official duties, impairs performance or compromises his/her integrity.