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Sort by: relevance | dateWarehouse Operative
Position Summary We now have an exciting, permanent vacancy for a Warehouse Operative within our Architectural Coatings division, based in our Carrickfergus Warehouse. We’re looking for an enthusiastic, hard-working individual to join our friendly and supportive team. Experience of working in warehouse environment would be desirable but not essential as all training will be provided. Our Story At PPG, our purpose is to protect and beautify the world. A global organisation with operations in almost 70 countries and a member of the Fortune 500, we’ve been trusted by customers for almost 140 years. We’re proud to be the home of household brands including Johnstone’s and Leyland paints alongside many other trade and retail brands. We are committed to delivering lasting value for stakeholders and customers by operating with integrity, working safely, respecting the contributions of our people, preserving the environment and supporting the communities where we operate. A day in the life of… As a Warehouse Operative, your responsibilities will include: Equal Opportunities statement At PPG, we aim to champion all employees, empowering them to show up as their authentic selves, and allowing everyone to reach their full potential. We know that diverse teams perform better and we want our people, no matter who they are, to have the opportunity to be the best they can in all that they do and we are committed to creating a workplace that is inclusive and supportive of everyone. If you’d like to hear more about what it’s like to work at PPG, take a look at our partnership video with ITN as part of International Women’s Day 2023, celebrating the career stories of some of our talented people: https://globalgamechangers.itn.co.uk/ About us: PPG: WE PROTECT AND BEAUTIFY THE WORLD ® Through leadership in innovation, sustainability and color, PPG helps customers in industrial, transportation, consumer products, and construction markets and aftermarkets to enhance more surfaces in more ways than does any other company. To learn more, visit www.ppg.com and follow @PPG on X. The PPG Way 2030 We are customer champions Proactive. Bold. Trustworthy. Everything we do starts with our customers. We listen, move fast and don’t stop until we solve their biggest challenges. When our customers win, we all grow. We act with purpose and speed Agile. Data-driven. Empowered. We take smart risks to stay ahead of the competition. We work proactively with agility, using quality data to develop solutions that create value. We are excellent operators Productive. Collaborative. Accountable. No matter our role, we identify problems, take ownership and always bring solutions. We are both proactive and responsive to drive continuous improvement and deliver results. We support our frontline, the faces of PPG to our customers. We compete to win Future-focused. Driven. Ambitious. We are passionate about growing our business and winning with our customers. We deliver results, embrace new technologies and leverage agility and speed as strengths. We are PPG proud Strong. United. Passionate. We work safely, act with integrity and value our diverse perspectives. We celebrate achievements and take pride in the positive impact we create together to protect and beautify the world. At PPG we use AI in the hiring process to make the process more efficient. AI tools do not make hiring decisions. You can learn more by going to https://careers.ppg.com/us/en/candidate-resources . PPG provides equal opportunity to all candidates and employees. We offer an opportunity to grow and develop your career in an environment that provides a fulfilling workplace for employees, creates an environment for continuous learning, and embraces the ideas and diversity of others. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, color, creed, religion, national origin, age, disability status, marital status, veteran status, sexual orientation, gender identity or expression. If you need an adjustment due to a disability, please email recruiting@ppg.com. PPG pay ranges and benefits can vary by location which allows us to compensate employees competitively in different geographic markets. PPG considers several factors in making compensation decisions including, but not limited to, skill sets, experience and training, qualifications and education, licensure and certifications, and other organizational needs. Other incentives may apply. Our employee benefits programs are designed to support the health and well-being of our employees. Any insurance coverages and benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents. Benefits will be discussed with you by your recruiter during the hiring process. PPG values your feedback on our recruiting process. We encourage you to visit Glassdoor.com and provide feedback on the process, so that we can do better today than yesterday.
Associate Librarian
Job Responsibilities: • Leadership and Strategic Planning o Member of the library senior management team. o Working collaboratively with the Director of Library Services (DoLS), Associate Librarian Library Services Delivery (ALLSD) to ensure library services and resources are aligned with, and support RCSI strategy. o Contributing to overall library strategic direction and policy setting. o Leading on the strategic development of library services in the areas of education, research and clinical support. o Making a positive contribution to all aspects of the library service. • Provision of Consistently High Standard Service o Articulating the vision, scope and effective delivery of services according to best or established practice in health sciences environments for three key areas: ▪ Education support, including the delivery of teaching & learning sessions and support for RCSI courses, as well as more generic training and support services including on library services, search resources and techniques, referencing techniques and software, critical thinking and appropriate use of AI. ▪ Research services including the operation and development of the RCSI Repository, promotion and training on Open Access, advice and support for Open Access agreements, research impact and metrics, copyright and open publishing; training, organisation and support for research data management and FAIR data; advanced search support for systematic reviews. ▪ Clinical Library Services, focusing especially on teaching and search support, and effective promotion of services to hospital staff. o Overseeing and assisting proactive liaison by the ERC team with departments and research centres in support of effective awareness and delivery of library services. Manage the planning, development and evaluation of effective approaches to academic liaison. o Maintaining knowledge and experience of emerging technologies & practices used to support the provision of innovative, high quality Library support for research, education and clinical activities o Liaising closely with ALLSD & LRC Manager RCSI Bahrain, to share knowledge and best practice in the development of collections and services for user communities o Benchmarking against sector good practice and developing new ideas to ensure the library’s services are responsive and reflect the changing needs of users o Evaluating the effectiveness and quality of services in the context of quality assurance o Providing usage statistics and management information as required Team Management o Managing & directing the work, including continuing professional development and professional development planning (PDP) evaluation, of the assistant librarians responsible for: ▪ Teaching & Learning ▪ Open research ▪ Research data management ▪ Systematic review support ▪ Clinical Library Services o Leading and developing the team, engendering a creative, supportive, and innovative team culture o Working with the ALLSD to establish and ensure cross-team communications and working relationships at all times o Promoting a work culture than enables individuals and teams to perform enthusiastically and consistently at high level o Providing inspiration, motivation and encouragement to all the team o Keeping accurate & appropriate HR records o Promoting equality of opportunity and supporting diversity and inclusion as well as working to support the University’s environmental and sustainability agenda and practices o Complying with statutory legislation and rules and requirements in furtherance of your own and general staff welfare and safety • Relationship Management & Development o Building and maintaining strong strategic & working relationships with academic, research and clinical stakeholders at the appropriate level. o Building and maintaining strong collegial and operational working relationships within the library department at all levels o Developing and maintaining relationships with peers in similar institutions and roles • Advocacy and representation o Coordinating with the ALLSD to raise awareness of the Library’s expertise and services to support the teaching, learning, clinical and research activities of RCSI e.g. Open Research, Research Data Management, Information/Digital Literacy, e-resources integration etc o Representing the Library on Faculty/School/Departmental and other committees as appropriate with delegated authority from the Chief Librarian o Representing the Library at national and international levels as appropriate QUALIFICATIONS ▪ Post-graduate qualification in library or information science or equivalent ▪ Evidence of commitment to CPD EXPERIENCE ▪ Significant experience of planning & managing delivery of library services in an academic setting or for health professionals ▪ Staff management ▪ Change management ▪ In-depth experience of at least one of the areas of responsibility KNOWLEDGE ▪ Significant familiarity with best practice in academic and health science libraries in general and specifically in relation to: • Curriculum and instructional support • Systematic review level literature searching • Research support including institutional repositories & open research • Relevant and emerging technologies such as GenAI and their impact and potential in teaching, learning and research SKILLS ▪ Excellent communication skills ▪ Team leadership & motivation ▪ Project management ▪ Strong delegation skills and ability to achieve results through others ▪ Excellent ability to build relationships, allies and influence within the library team, across the University and with external stakeholders ▪ Collaborative and cooperative working with internal and external stakeholders to achieve joint goals
Medical Administrator
Alliance Medical are currently recruiting a Medical Administrator to join our radiology team based in Co Galway. This is a great opportunity to be part of a high-performing, compassionate team providing vital diagnostic imaging services for patients. This role is ideal for someone who thrives in a fast-paced, detail-focused environment, has excellent communication skills, and is passionate about delivering outstanding care in a healthcare setting. Contract: Full-time, permanent contract Working hours: 37.5 hours per week (Between Monday to Saturday)
Catering Officer
Principal Duties and Responsibilities Professional · The person holding this post is required to: • Provide safe, wholesome and nutritious food suitable for all residents in compliance with HIQA and Nutrition and Hydration guidelines • Support the principle that the care of the patient always comes first and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible way. • Maintain throughout the hospital awareness of the privacy of the patient in relation to all hospital activities. · • Lead the Catering Team and encourage team development. • Participate in the Group’s performance management programme. The Catering Officer, Grade I will: • Be responsible for the Management, supervision, and monitoring of performance of the catering team • Be an integral part of the Management Structure, providing a quality driven, patient and customer centred, team-based catering service. • Maintain good communications within the department and encourage good employee relations including ensuring that staff are aware of and comply with HR practices and procedures. • Deal with matters of staff discipline at local level, record and bring to the attention of senior management • Be responsible for the monitoring and controlling of staff entitlements to leave; completing timesheets, absenteeism reports, and sick leave records, and returning them to the appropriate departments. • Develop good customer relations to include surveying patient opinions. • Be responsible for the organisation of catering facilities including continuous menu planning in conjunction with the Chef’s within the unit to incorporate variety and choice of suitable foods to meet the nutritional/dietary needs, specialised diets and personal requests of all service users. • Liaise with the multi-disciplinary teams in relation to all aspects of catering services to patients. • Provide financial returns and information to Senior management as requested. · • Ensure that standards of service are maintained and all aspects of HACCP are fully implemented including ongoing staff training courses with the EHO and Education Sector. · • Assist in the identification and development of key performance indicators (KPIs). · • Drive and promote a Performance Management Culture. · • Ensure that the ordered foodstuffs and other materials delivered to the Catering Department are of the nature, substance and quality set out in contracts. · • Be responsible for devising and implementing the menu cycle in conjunction with Chefs and nursing teams • Investigate patient/customer complaints and adhere to complaint procedure. · • Ensure catering services are operated within budget. • Ensure the economical use of equipment and non-food materials within the department • Be actively involved in introducing systems/change to reduce general waste and food waste. · • Attend training courses when required. • Participate in internal audits and other accreditation initiatives as may be required. • Attend local management team meetings. • Organise and cost in advance, the provisions for special functions as required. • To liaise with suppliers in relation to stock requirements. • Participate in the review of all supplies to the Catering Department. • To ensure standards are met in respect of HIQA Nutrition and Hydration guidelines. Quality of Service The Catering Officer, Grade will: • Gather information from the units in relation to patients’ meals; stock management; and food waste. Acknowledge and address service user queries and complaints when appropriate and report same to Senior Management. • Ensure that standards of service are maintained and all aspects of HACCP are fully implemented including organising on-going staff training courses • Check meals for quality, quantity and presentation. · Ensure proper portion control is observed and that meals are properly presented. · Observe and monitor work practices of staff to ensure correct procedures are being followed. Hygiene and HACCP The Catering Officer, Grade will: • Ensure that all principles of HACCP are implemented. • Ensure that all principles of HACCP are monitored and audited to test the effectiveness of the system and ensure hospital policies and statutory regulation are being implemented • Check that all relevant areas are kept clean, tidy and in a hygienic condition. • Devise, implement and document corrective actions when required. • Ensure that all staff are aware of HACCP procedures/controls and are acting accordingly. • Ensure that proper work practices are adhered to in relation to food handling and food safety. • Health and Safety The Catering Officer, Grade I will: • Be fully conversant with Health and Safety at Work and ensure that staff, under their direct control, are fully aware of their responsibilities under the law and that they comply with all safety regulation and attend all training as required. · • Report on and take necessary action in the event of an accident, fire, stock damage, or unfit food and complete the necessary returns and reports. • · Ensure incident report forms are completed and report any accidents to Senior Management • . · Ensure that effective safety procedures are in place to comply with the Health Safety Welfare at Work Act. · • Be responsible for monitoring of health and safety within the Catering Department. · • Ensure that staff receive proper training in Fire Safety, manual handling, Infection Control, food hygiene training and other relevant training • Ensure that all staff are provided with and wear full uniform and personal protective clothing including footwear where necessary r. · • Ensure equipment and work areas/practices are safe and that maintenance of equipment is carried on a regular basis. · • Report and take necessary action in the event of an accident/fire, and ensuring the completion of accident report forms etc. · • Ensure that the safety statement is updated and that safety audits are performed on a regular basis. · • Take necessary steps to ensure the security of all equipment, utensils, stores and offices • 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. · • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service Information Technology The Catering Officer, Grade I will: • Operate existing/new technology as appropriate. · • Be aware of modem developments within the industry and assist in the introduction/implementation of new/updated technologies 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Statutory Registration, Professional Qualifications, Experience, etc Eligible applicants will be those who on the closing date for the competition (i) Hold the Bachelors of Arts. NFQ Level 7 in Hospitality Management awarded by Technical University Dublin https://www.tudublin.ie/study/undergraduate/courses/hospitality-managementtu745/?courseSubjects=Culinary%2C%20Hospitality%2C%20Tourism&keywords= OR (ii) Hospitality Studies (Higher Certificate) (Level 6) awarded by the Munster Technical University https://www.cit.ie/course/cr657 OR (iii) A Diploma in Dietetics OR (iv) An equivalent qualification OR (v) Be currently employed in the HSE or funded agency as a Catering Officer AND (vi) Candidates must have at least one year’s satisfactory experience in the direction and control of the catering arrangements for an institution or other establishment catering for a minimum of 200 persons per day. OR (vii) Have a total of at least two year’s satisfactory experience in the direction and control or in assisting in the direction and control of the catering arrangements for an institution or other establishment catering for a minimum of 200 persons per day AND (b) All candidates must have the requisite knowledge and ability (including a high standard of suitability and management ability) for the proper discharge of the duties of the office. 2. Health Candidates 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. 3. Character Candidates for and any person holding the office must be of good character. Post Specific Requirements • Be fluent in the English Language • Demonstrate depth and breadth of experience working in a HACCP (Hazard Analysis and Critical Control Point) environment as relevant to this role. • Have undertaken or be willing to undertake within a specified timeframe the Food Safety Course at Level 3, Food Safety Management. If the successful candidate has not completed this course, he/she will be required to do so and the necessary training will be provided Other requirements specific to the post Flexibility to cover different shifts, work at weekends and cover leave etc. Skills, competencies and/or knowledge Candidates must: • Demonstrate evidence of the ability to empathise with patients, relatives and colleagues with dignity and respect. • Demonstrate ability to manage deadlines and effectively handle multiple tasks. • Demonstrate sound knowledge of up-to-date catering management skills. • Demonstrate the ability to plan and organise resources effectively in terms of running a busy catering operation. • Demonstrate an ability to work with colleagues as part of a busy catering team. • Demonstrate a strong commitment to maintaining work standards and delivering a quality service to service users. • Demonstrate flexibility and sound practical judgement and decisiveness in solving problems. • Demonstrate leadership and team management skills including the ability to work with multi-disciplinary team members both inside the Unit and throughout the catchment area e.g.; Dietetics, SLT. • Demonstrate a commitment to on-going professional education and research. • Demonstrate good communication and interpersonal skills especially with regard to dealing with vulnerable patients and staff issues. • Demonstrate an ability to manage change. • Demonstrate effective team building and leadership skills. • Demonstrate an ability to delegate effectively. • Demonstrate innovation and creativity. • Demonstrate an ability to motivate self and others.
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) 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. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • 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. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • 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 • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, 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. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship 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. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) 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. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • 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. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • 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 • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, 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. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship 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. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) 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. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • 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. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • 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 • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, 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. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship 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. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) 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. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • 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. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • 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 • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, 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. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship 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. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) 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. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • 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. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • 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 • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, 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. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship 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. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) 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. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • 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. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. 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 him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • 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 • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, 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. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship 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. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
