Director of Human Resources

Application Deadline: 24 July 2026

Department: Human Resources

Employment Type: Permanent

Location: Dublin

Description

Key Responsibilities

• Lead and implement HR initiatives and people processes that support a modern people agenda and underpin the strategic plan. 
• Advocate and embed a positive workplace culture that aligns to organisation mission and values. 
• Interpret and advise on employment legislation and best practice guidelines, and implement procedural changes where required. 
• Arrange regular engagement with directors and management to provide support, guidance and advice on people matters. 
• Support the CEO with the administration of senior management team operations, including coordination of meeting schedules, agenda planning and team-building events. 
• Develop programmes and practical improvements that respond to organisational needs and contribute to long-term business objectives. 
• Implementing initiatives to create a work environment that supports employees’ physical and mental wellbeing. 
• Bring visibility to workforce pressure points by understanding how work is actually carried out across the organisation and by recommending people-focused improvements. 

• Support the ongoing development, implementation and revision of best-practice HR policies, procedures and standard operating systems, ensuring fairness and consistency. 
• Deliver and support a robust performance management approach, backed by appropriate systems and management tools, to reinforce a high-performing culture. 
• Ensure the organisation remains compliant with applicable employment law and workplace requirements, and support managers in the lawful and consistent application of policies and rules. 
• Support workforce decisions and employee matters in a way that helps ensure employees have the tools, guidance and structure they need to perform effectively. 

• Manage employee resources effectively by anticipating fluctuations in headcount, identifying capability gaps and planning for succession. 
• Take full responsibility for coordinating recruitment, screening and selection processes when vacancies arise. 
• Implement and oversee an inclusive, best-practice interview process. 
• Measure recruitment process performance and help position the organisation as an employer of choice in the market. 
• Guide hiring and retention activity so that workforce plans remain aligned with organisational priorities and long-term talent needs. 

• Drive a learning culture through the rollout and championing of the “Learning Forward” framework, creating an environment that encourages continuous learning and professional growth. 
• Coordinate and oversee the CPD calendar to address near-term skills and capability gaps while planning for strategic developments aligned with organisational priorities. 
• Create group development plans, identify individual learning needs, and plan and manage the CPD budget to optimise return on investment. 
• Collate participant feedback, assess the impact of learning activity, and prepare senior management reports with recommendations following evaluation. 
• Support employee development in policies, systems and workplace tools as part of a broader capability-building agenda. 

• Ensure efficient and effective HR administration processes across the organisation. 
• Coordinate payroll and administer staff benefits, including DB and DC pension schemes, while also managing the HR budget. 
• Ensure the timely provision of people data and insights to relevant stakeholders across the organisation. 
• Analyse and report on people data and workforce information for management as required. 
• Manage the HRIS, including data entry, reporting and the use of digital systems to improve service delivery. 
• Prepare the staff budget for salary planning and HR service operations. 
• Manage compensation and benefits to maintain competitive advantage in attracting and retaining talent, including annual remuneration surveys and calibration exercises. 

• Deliver the internal communication strategy and provide effective channels for the voice of Executive Staff, including the portal, the staff e-zine, team briefings and pulse surveys. 
• Manage the employee portal and ensure information remains current and accurate. 
• Drive internal communication channels such as Team Briefing agenda, Look Ahead updates and SharePoint; evaluate their impact and identify new initiatives to enhance reach and engagement. 
• Lead the collation of staff engagement surveys and pulse checks, prepare reports on findings, and support implementation of resulting actions. 
• Build communication practices that strengthen engagement, visibility and employee experience across the organisation. 

• Manage and coordinate negotiations with unions. 
• Maintain positive working relationships with employee and union committee representatives and manage feedback loops to refine employee engagement strategies. 
• Partner with the Senior Management Team to implement strategies that promote diversity and inclusion at all levels of the organisation. 
• Chair employee committees and participate in working groups as appropriate to support effective employee voice channels. 
• Demonstrate a proactive approach to employee relations, conflict resolution and the consistent application of organisational rules and expectations. 

• Leverage technology and data analytics to support innovative workforce planning and HR service delivery. 
• Use software tools to analyse workforce trends, predict future needs and optimise the employee experience. 
• Stay up to date with HR trends, best practice and digital innovation in human resource management. 
• Use organisation understanding and workforce insight to recommend programmes that solve organisational problems and support long-term objectives. 

Skills, Knowledge and Expertise

• Degree and/or MA qualification in Human Resource Management. 
• At least 10 years’ experience, including at least 3 years in a leadership role, with standalone HR experience viewed as an advantage. 
• Expert knowledge of employment legislation and best practice in workplace practices and principles. 
• Proven experience in the development and implementation of sustainable HR policies and procedures. 
• Hands-on experience of organisational development and change management. 
• Chartered CIPD membership is preferred. 
• Strong industrial relations expertise and employee relations management experience. 
• Experience engaging directly with a CEO as part of a senior management team is highly desirable. 

• Proven experience in championing and driving initiatives that support workplace equality and inclusion. 
• Ability to work independently and apply initiative in a fast-paced environment. 
• Proficiency in HR technology and digital innovation, including the full Microsoft Office suite, applicant tracking systems, AI recruitment technology, SharePoint and HRIS platforms. 
• Excellent communication and interpersonal skills. 
• Ability to prioritise and manage multiple projects simultaneously. 
• Strong business understanding and relationship-building capability across all levels of the organisation. 
• Ability to operate as both a strategic partner and a hands-on leader, balancing administration, compliance, workforce planning, employee engagement and organisational development. 

Benefits

• Competitive Salary 
• Hybrid working 
• Employee Assistance Programme (EAP)
• Education Support
• Defined Contribution Pension (9% Employer contribution)
• Death in Services (DIS)
• Income Protection
• Laya Digital Gym & Wellbeing Studio