Senior HR Manager
Post status: Permanent
Annual Leave: 30 Days a year
Hours of Post: 37 hours per week
Salary: This appointment will be made on the Administrative 1 (Full-Scale) Salary Scale (€59,496 - €95,149 per annum) at a point in line with current Government pay policy.
The Purpose of the Role:
The HR Manager, Employee Relations role is responsible for delivering high-quality employee relations and HR services to Heads of School, Managers and Staff in the College.
They will develop excellent relationships with key University stakeholders and trade union representatives to promote early engagement with the staff involved and working with trade union representatives to ensure a timely and successful implementation of change initiatives.
They will have Manager responsibility for the operational management of University procedures on staff grievance, disciplinary, attendance, redundancy and dignity and respect matters.
They will also prepare and lead the defence of claims against the University at the Workplace Relations Commission, Adjudication Officer and Labour Court for a in conjunction with the Head of Employee Relations.
The HR Manager, Employee Relations reports to the Head of Employee Relations and will be part of the Extended Management Group in Human Resources.
The tasks, duties and responsibilities for the role are:
• Prepare and lead the University defence of staff claims to external third party fora in conjunction with the Head of Employee Relations
• Key HR lead and support for Senior and Line Management on the development, engagement and implementation of workplace change
• Ensure the orderly and timely progression of the resolution of staff grievances and disputes
• Work with wider HR team colleagues on the design, development and implementation of updated and new University HR policies to ensure consistency with existing policies and best employee relations practices
• Develop and maintain key relationships with University management and trade union representatives
• Key responsibility for ensuring the University and Employee Relations Team are equipped for the operational management of University procedures on dignity and respect, grievance, discipline, redundancy and attendance management
• Key responsibility for ensuring the timely and orderly engagement and implementation of Higher Education sector and University industrial relations agreements by anticipating challenges and opportunities associated with Departmental directives to optimise for implementation
• The provision of employee relations training to Heads, Managers and Supervisors
• Responsible for assignment and distribution of day-to-day duties to the members of the Employee Relations team as well as the coaching and development of the Employee Relations team to build their capabilities
• Deputise for the Head of Employee Relations when as required and represent the manager or department at meetings and events
• Any other duties as may arise from time to time as directed by the manager or nominee
The role-holder will require the following knowledge, skills and attributes for successful performance in the role:
• Ideally be degree qualified in business/law/HR or a related field
• Membership of the CIPD is desirable Knowledge
• An excellent knowledge of current employment legislation and the state's mechanisms for the resolution of disputes
• Awareness of the basic principles or standardised work routines of the field of work
• Expert knowledge of the public sector
• The candidate will also possess substantial experience and knowledge of human resource functions, processes and policy Experience
• Significant direct experience working in an employee relations/ industrial relations related role for a minimum of 5 years
• Significant direct experience preparing and leading defence of claims to the state's mechanisms for the resolution of disputes
• Ability to assess potential problems, make sound judgement and offer workable solutions around issues that may have an adverse effect on the business from a HR and employee relations perspective
• Ability to build credibility and effective relationship with key stakeholders, Heads of Schools, Managers and Trade Union Representatives.
• Excellent interpersonal and communication skills
• Have established HR expertise and credibility with internal and external stakeholders
• Demonstrable experience in supporting and leading Heads and Managers in the implementation of workplace change
• Proven ability to work on own initiative, handle multiple priorities and deliver to deadlines
• Proven track record in leading the resolution of conflict and staff grievances
• Demonstrate a flair for developing creative solutions and be at the forefront of developing process and policy improvements
• Ability to identify and deliver HR best practice in a University and public service context
• Ability to lead and organise a team for best effect
In order to assist the selection process, applicants should submit a Curriculum Vitae and a Cover Letter (one or two A4 pages) that specifically address the following points in their application.
The applicant should give examples of involvement in some or all of the following activities and what the applicant learned from these experiences:
• Preparation of and leading out on claims at the Workplace Relations Commission
• Ability to build credibility and effective relationship with key stakeholders
• Their experience in the resolution of conflict and staff grievances
▪ Applicants who do not address the application requirements above in their cover letter will not be preferentially considered at the short list stage.
▪ Applicants should note that the interview process for this appointment may include the delivery of a presentation and may include a test of practical skills.
With the Client there are 6 Core Competencies that are applicable to all roles across a range of professional, administrative and support jobs, unlike specialist or technical skills which may be job specific. They provide a common language for describing performance and the abilities/attributes displayed by individuals. They focus on ‘how’ tasks are achieved, not ‘what’ is achieved.
Below is a summary definition of the 6 Core Competencies.
Competency Summary Definition
1 Agile Leader, Sees the big picture and harnesses opportunities to achieve the University’s goals. Creates clear direction for the future and how to get there.
2 Unlocks Potential Energised, capable and confident to take ownership and responsibility for their development and goals. Motivates, supports and develops people to perform to the best of their ability.
3 Service Ethos, Finds ways to increase stakeholder and customer satisfaction. Builds relationships, is proactive and delivery focused in order to anticipate, meet & exceed expectations
4 Builds Trusted Relationships, Communicates in a clear and respectful manner building trust and commitment for mutually beneficial outcomes.
5 Decision-making, Confidently makes timely decisions based on knowledge, evidence and sound judgement.
6 Achieves Results, Delivers results by setting direction, planning, executing and evaluating impact