Duties and Responsibilities The primary role of the HR Executive is to support the HR Department in areas such as compensation and benefits, training and development, recruitment and onboarding, health and wellbeing, equality & diversity, updating HR databases, employee relations, processing employees requests and queries, arranging meetings and events and developing and driving HR policies and procedures.
This role also provides support to the Head of HR as required.
Policies and Procedures Provide support on the HR mailboxes dealing with employee queries, escalating as required; Assist with drafting and updating policies, procedures and the staff handbook; Ensure personnel files are maintained and up to date and comply with the GDPR regulations and procedures and the NTA data retention policy; Attend and take notes at HR meetings as required including HR team meetings, interviews and disciplinary and grievance meetings; and Manage the purchase orders for HR related vendors to ensure timely payments and avoid late payment penalties.
Leave Management Provide support on applications for statutory and non-statutory leave types; Maintaining the HR Systems, including the HRIS and Time & Attendance system; and Monitor and manage sick leave, flexi and absence management processes ensuring compliance and reporting on same to managers and the Head of HR.
Compensation and Benefits Assist with payroll inputs including processing new starters, increment management, leavers, deductions and benefit administration; and Manage responses to employee queries on compensation and benefits.
Data Analytics and Reporting Produce and support on management information reports for Head of HR and Executive Management Team including but not limited to Payroll, Gender, Headcount, Performance Management, Recruitment, Absence, Turnover, Trends.
Recruitment and Onboarding Support the complete recruitment cycle from preparing role specs to interviewing to onboarding successful candidates; Support the induction process for all new staff including delivering the induction programme both remotely and in person; Deliver training on NTA recruitment policy and competency-based interviewing for interview board members as required; and Provide support on the careers mailbox to ensure that queries are dealt with in a timely manner and applicants and potential candidates are communicated with and updated regularly.
Performance Management Support new hires and line managers through the probation process and ensure the policy is followed; and Support the annual performance management process, including supporting line managers and employees through the process.
Training and Development Source and schedule appropriate training for staff as required; Analyse training evaluation feedback forms and report to Senior HR Executive/Head of HR; and Deliver training on HR policies and procedures.
Employee Relations Provide administrative support on employee relations matters, attending meetings and taking notes as required.
Note:The functions and responsibilities initially assigned to the position are based on the current organisational requirements and may be changed from time to time.
The person appointed requires the flexibility to fulfil other roles and responsibilities at a similar level within the NTA.
Essential Criteria Please note: In order to satisfy the shortlisting panel that you meet these criteria you must explicitly reference how you meet same in your application.
Failure to demonstrate these may prevent your application progressing to future shortlisting stages.
Each candidate must meet the following requirements at the time of the competition closing: Hold a minimum of a NFQ Level 4 qualification or equivalent; Have a minimum of 2 years recent satisfactory experience working in a busy HR section; Have excellent attention to detail and ability to work on own initiative; Possess strong organisational skills with the ability to prioritise workload and multitask in a busy department; Possess excellent communication skills both written and oral with good report writing skills; and Be fully competent in the use of MS office applications, particularly Excel.
Desirable Criteria Please note: Should further shortlisting be required after essential criteria above, a selection of the following may be assessed.
The ideal candidate will also: Hold a professional qualification in Human Resources; Be a member of the CIPD; Demonstrate a level of employment legislation and/or case law knowledge; Have knowledge of public sector HR policies, procedures and circulars; Have experience using a Time and Attendance system; and Have experience of using a Human Resources System.
Skills: Actively listens to the views of others Is personally honest and trustworthy Identifies and understands key issues and trends