Head of HR and Talent

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Job Description

Head of HR and Talent
Dublin
Permanent 100,000 to 120,000 plus benefits


The Head of HR and Talent will report to the Chief Executive and will be a key member of the Executive Management Team. The Head of HR and Talent will formulate and drive the HR agenda and will deliver an effective, efficient and relevant HR service to support the delivery of the organisations strategic objectives.

This post requires the role holder to be action oriented and results driven. The optimisation of the strategic and operational performance of the organisation through the acquisition and management of talent will be a key imperative.

Job Background/Context
The HR Department provides a range of transactional and strategic services to the stakeholders across the organisation. This role is key to leading the HR team and related support functions to achieve operational, strategic and accreditation objectives.

Key Responsibilities

Provide best practice HR advice, guidance, information, services and support so that the objectives of the organisation can be achieved.


Coach and mentor line managers and Executive colleagues to navigate staff issues or service development challenges.


Contribute significantly to future strategic business planning.


Maintain the headcount management process to ensure adherence to agreed and budgeted staffing complements, analysis of variances and vacancies.


Drive the development of the HRIS and HR analytics to support operations and decision-making.


Develop and implement overall Talent Management and HR strategy and related plans.


Contribute to the leadership of the HR function, demonstrating commitment to strategic goals coupled with dedicated and singular focus on execution and delivery.


Work closely with colleagues within the existing management team and ensure the establishment of the right framework and actions for the successful delivery of the business plan and strategies.


Identify and address staffing priorities in line with roll out of the business plan, ensuring that the talent required for the continuing success of the organisation is acquired from internal and external sources.


Ensure that the compensation and benefits plan will attract and retain the quality and quantity of talent required.


Manage the cross-organisation engagement process including, annual engagement survey, employee forum, communication streams, suggestion boxes etc.


Provide best practice leadership and management of a complex employee relations environment.
Ensure fit for purpose employment contracts, pension and payroll arrangements.


Support and develop the performance management systems across operation and support functions.


Ensure organisation wide compliance with all relevant legislation pertaining to employment law, H&S at work act as well as JCI, HR related standards.


Manage relationships with external head-hunters/ recruitment agencies with a view to negotiating best value available.


Exploit online platforms in support of ongoing recruitment and other contemporary HR requirements.


Participate actively in annual budgeting process and all other relevant forecasting and business development initiatives.


Keep up to date and informed of the latest advances within the HR professional field.


Monitor efficient use of manpower across the organisation, Analyse outputs from HRM and/or payroll systems to provide insight to CEO and senior management on trends, risks and opportunities.


Manage any disputes between the company and employees, including appearances in the WRC / Labour Court and other legal bodies.


Be responsible for the creation and maintenance of Organisation Development, Training and Education Programmes.


Assist as required by the CEO (or other C level executives) in the recruitment of high quality full time private consultants.

People Management


Provide management and leadership for the team to ensure an effective learning environment.
Promote an environment that is conducive to the development of best practice, enhances staff retention and promotes good industrial/employee relations.


Promote the development of a culture that staff are accountable, responsible and have authority to practice and manage within their roles.


Ensure all teams are effectively supported with annual reviews and the development of personal development plans.


Ensure compliance with all HR system and policy requirements across the various remitted functions.


Collaborate with Senior Management colleagues on the development of succession planning and talent management strategies.

Learning and Education

Take personal responsibility for own professional development and keep up to date with evidence based practice and research.

Provide professional and personal development opportunities for all staff/teams working with the relevant Learning and Education specialists to develop an appropriate programme of learning and education based on a planned (individual, department and organisation) training needs assessment.

Quality Improvement and Risk Management


Ensure compliance with all relevant guidelines, policies, procedures and relevant legislation and regulatory requirements. This includes responsibility for dealing with regulatory or professional bodies and inspections.


Encourage continuous review and evaluation of policies, guidelines and existing practices through regular audit programmes and review engaging with the multi-disciplinary team where required.
Promote a culture of continuous quality improvement across the department involving the team in continuous improvement initiatives and encouraging innovation.


Set and monitor core objectives, standards and key performance indicators for the service and monitor performance against these standards through internal and (where applicable) external audit.

Essential Criteria/Knowledge/Experience


Graduate CIPD or MSc in Human Resources Management and or other relevant qualifications and experience.


Significant experience at a senior level in complex dynamic service oriented organizations.


Minimum 3 years experience in a senior HR role in Ireland


Proven experience of leading human resource change in a fast moving environment within a dynamic talent management paradigm.


A proven record of accomplishment in coordinating and developing HRM policies, structures and actions that is closely linked to strategic business objectives, challenges and needs.


Experience of recruitment at all levels.


If you have the required experience for this superb opportunity to work in a dynamic and fast paced environment, having worked at a Senior level in HR in Ireland for at least the last 3 years and have a commercially focused HR background then I would be delighted to hear from you with your word format CV to eileen.wall@cpl.ie or just get in touch if you would like to hear more.

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