Key Responsibilities:
Strategic People Leadership
* Oversee the execution of our overarching People and Culture Strategy that supports Bus Éireann's long-term growth and business objectives. Act as a trusted advisor to the CEO, Board, and Executive Team on all people-related matters, ensuring alignment between business strategy, workforce needs, and governance priorities.
Organisational Design & Transformation
* Enable the transformation of Bus Éireann's organisation structure and workforce strategy. Drive the evolution of business units and teams to ensure they are agile, innovative, and optimised for performance in a fast-moving environment.
Culture, Employee Experience & Engagement
* Cultivate a culture that embraces change, collaboration, and continuous learning. Champion an exceptional employee experience that connects people to purpose, builds engagement, and strengthens pride in the Bus Éireann brand. Partner with leaders to develop high-impact engagement approaches that sustain motivation and belonging.
Workforce Planning & Capability Building
* Shape a long-term, data-informed workforce plan that anticipates future skill requirements, supports growth and enables flexible resourcing models. Ensure our workforce planning aligns with operational needs, digital transformation goals, and succession pipelines.
Change Management & Digital HR Transformation
* Lead large-scale change initiatives that empower employees to adapt to new structures, technology, and ways of working. Oversee the modernisation of our HR systems and processes through digital transformation, enhancing efficiency, insight, and employee experience.
Talent Strategy, Succession Planning & Employer Branding
* Shape the talent acquisition and retention strategy to ensure the company attracts, develops, and retains top talent. Strengthen Bus Éireann's reputation as an employer of choice through authentic employer branding and visible leadership of our values. Implement forward-thinking succession planning to ensure leadership depth across the organisation.
Industrial Relations Leadership
* Provide strategic oversight of industrial relations, ensuring constructive relationships with unions and employee representatives. Balance business transformation with strong employee dialogue and partnership approaches that sustain stability, trust, and shared success.
Data-Driven Insights
* Leverage people data and analytics to assess organisational culture, workforce trends, and the impact of people initiatives. Use insights to inform decisions, identify opportunities for improvement, and support evidence-based leadership.
Diversity, Equity & Inclusion
* Develop and embed a DEI strategy that creates an inclusive environment, ensures equitable opportunities, and empowers diverse perspectives to contribute to innovation and performance.