Job Specification and Terms & Conditions Job Title & Grade Human Resources Operations Manager, Grade VII (Grade code 0582) Campaign Reference -RQ989 Closing Date -Wednesday June 18th, 2025 @12pm Proposed Interview Date -To be confirmed Informal enquires -Director of Human Resources, Craig Rahem Email Mobile - Location of Post -Peamount Healthcare, Newcastle, Co. Dublin This role is required onsite in the HR Department.
Details of Service -Peamount provides a range of high-quality Rehabilitation, Residential and Community Services.
We help people return home after a serious illness, we provide safe and homely residential care for those who need it, and we support people to live as independently as possible in their community.
An exciting opportunity has arisen for a HR Operations Manager to join an evolving HR Department and lead on the development and implementation of HR strategies, policies and practices while also supporting the HR team to move to a new HR Business Partner operating model.
Peamount Healthcare is committed to the following values: Person centred seeing each person as unique, giving them a voice, and focusing on ability.
Respect creating a supportive environment where everyone is given courteous and respectful care and support.
Excellence enabling interdisciplinary teams to deliver high quality integrated care, meaningful outcomes with a focus on continuous improvement.
Team working fostering an inclusive, healthy working environment where people are valued and recognised for their individual and shared achievements.
Quality improvement supporting teams to embed continuous improvement methodology as part of everything we do.
Education & Research partnering with academia to support education, learning, research, and evidence-based care.
Reporting Relationship Director of Human Resources Purpose of Post As the Human Resources Operations Manager, you will be a senior member of the HR Management Team and will be working with the Director of Human Resources to assist in all areas of Human Resources Management.
You will lead on the development, delivery, and implementation of the Human Resources functions at Peamount Healthcare.
You will have responsibility for the strategic and operational development of the HR department and the new operating model which will include: HRBP for Recruitment, Administration and Compliance HRBP for Workforce Planning and Training HRBP for Employee/Industrial Relations and Employee Support Eligibility Criteria Qualifications & Experience At least 2 years experience as a HR Business Partner or HR Manager within a health and social care setting.
Experience of team management and development.
Significant experience of delivering HR initiatives and strategies.
Experience of working with multiple trade unions and negotiating with trade unions.
A relevant third level qualification in HR or a related field.
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 goodcharacter.
Skills, Competencies and Knowledge The position of Human Resources Operations Manager Grade VII encompasses both managerial and operational responsibilities which will require a high degree competency, skills, and knowledge to carry out the duties of the role.
Professional Knowledge & Experience Demonstrates: A good knowledge and experience of all aspects of the Human Resources profession including Employee Relations (both policy and operational) preferably in a healthcare environment.
Knowledge and understanding of recruitment processes and best practice.
Good Knowledge of HR policies and procedures.
A working knowledge of a performance management system and how it operates.
Detailed knowledge of the current issues, developments, and current thinking in relation to HR best practice in health care.
Experience in engaging with Trade Unions.
Excellent MS Office skills to include Excel, Word, and PowerPoint.
Operational Excellence Demonstrates: A proven ability to prioritise, organise and schedule a wide variety of tasks and to manage competing demands and tight deadlines while maintaining high standards and positive working relationships.
The ability to discover opportunities that are beneficial to achieving organisational goals and strives to improve service delivery.
The ability to work on a self-directed basis.
Commitment to a Quality Service Demonstrates: Evidence of incorporating the needs of the service user into service delivery.
The ability to practice and promote a strong focus on delivering high quality customer service for internal and external stakeholders.
Evidence of setting high standards of performance for self and others, ensuring accurate attention to detail and consistent adherence to procedures and current standards within the Human Resources profession.
Evaluating Information, Problem Solving & Decision Making Demonstrates: Excellent analytical, problem solving and decision-making skills.
Experience in analysing HR metrics and data and utilising same for decision making.
The ability to quickly grasp and understand complex issues and the impact on service delivery.
The ability to confidently explain the rationale behind decisions when faced with opposition.
Ability to make sound decisions with a well-reasoned rationale and to stand by same.
Initiative in the resolution of complex issues as they arise.
Building and Maintaining Relationships including Teamwork and Leadership Demonstrates: Effective leadership in a challenging and busy environment including a track record of innovation / improvements.
Ability to support, supervise, develop and empower staff in changing work practises in a challenging environment within existing resources.
A proven ability to work both independently and collaboratively within a dynamic team and stakeholder environment.
Flexibility, adaptability and openness to working effectively in a changing environment.
Negotiation and conflict resolution skills.
Principal Duties and Responsibilities: Strategy & Operations Provide expert HR support, direction and guidance on all matters relating to HR and HR processes to managers and staff working within Peamount Healthcare to ensure compliance with best practice and legislation.
Support the Development of the HR function as a professional service in line with Peamounts Organisational Strategy.
Develop and enhance Peamounts local recruitment capacity.
Provide appropriate and agreed HR data analytics to the Director of Human Resources.
Engage and attend meetings with trade unions and staff representatives as required.
Provide updates to Executive Management Team as required.
Attend third party hearings as required, engaging with relevant stakeholders.
Put in place a communication and engagement processes to give and receive feedback and share information from staff and services.
Contribute to the development and roll out of any employee experience initiatives related to Health and Wellbeing, process improvement and communication.
Provide leadership in change management to ensure alignment of HR to Peamounts Organisational goals.
Assist in the development and implementation of recruitment strategies that promotes Peamount Healthcare as an employer of choice.
Assist in the development of an organisational culture that values people, their skills, ideas, and contribution and genuinely seeks to empower individuals.
Adequately identifies, assesses, manages, and monitors risk within their area ofresponsibility Demonstrate pro-active commitment to all communications with internal and external stakeholders Human Resources/ Supervision of Staff Supervise and enable team members to carry out their responsibilities.
Bring any staff issues/concerns to the attention of the HR Management Team and Director of Human Resources as appropriate.
Review the conduct and completion of assignments of other staff in accordance with the operational plan and expected quality standards.
Create and maintain a positive working environment among staff members, which contributes to maintaining and enhancing effective working relationships.
Manage the performance of staff, dealing with underperformance in a timely and constructive manner.
Identify and agree training and development needs of team and design plan to meet needs.
Conduct regular staff meetings to keep staff informed and to hear views.
Keep in touch with workloads of staff members to gauge levels of stress and morale in the team.
Learning and Education Take personal responsibility for own professional development and keep up to date with evidence based practice and research.
Attend and participate in relevant staff development programmes on an ongoing basis and sharing knowledge with other staff members.
Assist in the training of colleagues where required.
Identify and inform the Executive Management Team of any training and professional development requirements.
Attend all mandatory training days and ensure all mandatary training of staff is in date.
Quality Improvement and Risk Management Ensure compliance with all relevant guidelines, policies, procedures and relevant legislation and regulatory requirements.
Participate in the continuous review and evaluation of policies, guidelines and existing practices through regular audit programmes and review engaging with the multi-disciplinary team where required.
Assist in promoting a culture of continuous quality improvement across the organisation.
Be aware of the core objectives, standards and key performance indicators for the service and contribute to the monitoring of performance against these standards.
Participate in the requirements of the organisations risk management programme.
Work with members of the team in devising Standard Operating Procedures for the development of the Department/Organisation.
Assist in ensuring a culture of safety, promoting positive reporting of incidents and near misses; investigate and take remedial action on incidents or near misses involving patients and staff according to organisations policies, protocols and guidelines.
Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.
Standards, Regulations, Policies, Procedures & Legislation Contribute to the development of policies and procedures for own area.
Effectively discharge the day to day operations, including compliance with National Financial regulations and all Peamount Healthcare policies and procedures.
Assess and analyse compliance with National and EU legislative obligations, and national policies and procedures.
Ensure accurate attention to detail and consistent adherence to procedures and current standards within area of responsibility.
Maintain own knowledge of relevant policies, procedures, guidelines and practices to perform the role effectively and to ensure standards are met by own team.
Maintain own knowledge of relevant regulations and legislation e.g.
National Financial Regulations, Health & Safety legislation, Employment legislation, FOI Acts etc.
Ensure awareness of the responsibilities under the Safety, Health and Welfare Act 2005 ensuring that agreed procedures are carried out and that a safe working environment is maintained for patients, visitors and employees.
Pursue continuous professional development in order to develop management expertise and professional knowledge.
Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards and other 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.
Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.
To act as spokesperson for the Organisation as required.
Demonstrate pro-active commitment to all communications with internal and external stakeholders.
Campaign Specific Selection Post A ranking and or short-listing exercise may be carried out on the basis of information supplied in your CV.
The criteria for ranking and or short listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies, and/or knowledge section of this job specification.Therefore, it is very important that you think about your experience in light of those requirements.
Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process.
Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview depending on the service needs of the organisation.
The reform programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed.
The job description is a guide to the general range of duties assigned to the post holder.It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned.
Terms & Conditions of Employment Peamount Healthcare, Newcastle, Co. Dublin.
Tenure The current vacancy available is a Permanent, Whole time post.
The post is pensionable.A panel may be created from which permanent and specified purpose vacancies of full or part time duration may be filled.The tenure of these posts will be indicated at expression of interest stage.
Appointment as an employee of Peamount Healthcare is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004.
Remuneration The Salary scale as of (01/03/2025) for the post is: €59,419 €60,870 €62,566 €64,268 €65,976 €67,501 €69,054 €70,566 €72,067 €74,650 €77,243 LSIs 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.
?Working Week The hours allocated to this post are 35 hours per week.
The allocation of these hours will be at the discretion of the Director of Human Resources in accordance with the needs of the service.
HSE Circular 003-2009 Matching Working Patterns to Service Needs (Extended Working Day/Week Arrangements); Framework for Implementation of Clause 30.4 of Towards 2016 applies.
Under the terms of this circular, all new entrants and staff appointed to promotional posts from Dec 16th, 2008, will be required to work agreed roster / on call arrangements as advised by their line manager.
Contracted hours of work are liable to change between the hours of 8am-8pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement (Implementation of Clause 30.4 of Towards 2016 Annual Leave The annual leave entitlement for this post is 30 days.
Probation All employees will be subject to a probationary period as per the probation policy.
This policy applies to all employees irrespective of the type of contract under which they have been employed.
A period of 6 months probation will be served: On commencement of employment.
Fixed term to permanent contract.
Permanent employees commencing in promotional posts will also undertake a probationary period relating to their new post.
Pension Employees of Peamount Healthcare are required to be members of the Hospitals Superannuation Scheme.
Deductions at the appropriate rate will be made from your salary payment.
If you are being rehired after drawing down a public service pension your attention is drawn to Section 52 of the Public Services Pension (Single and Other Provisions) Act 2012.
The 2012 Act extends the principle of abatement to retired public servants in receipt of a public service pension who secure another public service appointment in any public service body.
Sick Leave Peamount Healthcare operates a Sickness Absence Management policy in line with the new Public Service Sick Leave Scheme as introduced on 31stMarch 2014.
Pre-Employment Health Assessment Prior to commencing in this role, a person will be required to complete a form declaring their health status which is reviewed by the hospitals Occupational Health Service and if required undergo a medical assessment with this department.
Any person employed by Peamount Healthcare 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.
Validation of Qualifications & Experience Any credit given to a candidate at interview, in respect of claims to qualifications, training and experience is provisional and is subject to verification.
The recommendation of the interview board is liable to revision if the claimed qualification, training, or experience is not proven.
References Peamount Healthcare will seek up to two written references from current and previous employers, educational institutions, or any other organisations with which the candidate has been associated.
The hospital also reserves the right to determine the merit, appropriateness and relevance of such references and referees.
Garda Vetting Peamount Healthcare will carry out Garda vetting on all new employees.
An employee will not take up employment with the hospital until the Garda Vetting process has been completed and the hospital is satisfied that such an appointment does not pose a risk to clients, service users and employees.
Character Candidates for and any person holding the office must be of good character.
Health & Safety These duties must be performed in accordance with the hospital health and safety policy.
In carrying out these duties the employee must ensure that effective safety procedures are in place to comply with the Health, Safety and Welfare at Work Act.
Staff must carry out their duties in a safe and responsible manner in line with the Hospital Policy as set out in the appropriate departments safety statement, which must be read and understood.
Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice and adhere to relevant legislation, regulations, and standards.
Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to Peamount.Protection and Care and comply with associated Peamountprotocols for implementing and maintaining these standards as appropriate to the role.To support, promote and actively participate in sustainable energy, water, and waste initiatives to create a more sustainable, low carbon and efficient health service.
Quality, Risk & Safety Responsibilities It is the responsibility of all staff to: Participate and cooperate with legislative and regulatory requirements with regard to Quality, Risk and Safety.
Participate and cooperate with external agencies on safety initiatives as required.
Participate and cooperate with internal and external evaluations of hospital structures, services and processes as required, including but not limited to: National Standards for Safer Better Healthcare.
National Standards for the Prevention and Control of Healthcare Associated Infections.
HSE Standards and Recommended Practices for Healthcare Records Management Safety audits and other audits specified by the HSE or other regulatory authorities.
To initiate, support and implement quality improvement initiatives in their area which are in keeping with the hospitals continuous quality improvement programme.
It is the responsibility of all managers to ensure compliance with regulatory requirements for Quality, Safety and Risk within their area/department Education and Training Participate in mandatory training programmes.
Pursue continuous professional development in order to develop professional knowledge and keep updated with current and legislation.
Specific Responsibility for Best Practice in Hygiene Hygiene in healthcare is defined asthe practice that serves to keep people and the environment clean and prevent infection.
It involves preserving ones health, preventing the spread of disease, and recognizing, evaluating, and controlling health hazards.
It is the responsibility of all staff to ensure compliance with hospital hygiene standards, guidelines, and practices.
Department heads/ managers have overall responsibility for best practice in hygiene in their area.
It is mandatory to complete hand hygiene training every 2-years and sharps awareness workshops yearly.
Skills: Experienced team management development