Job Title: Human Resources Manager
Location of Post: St. Luke's Home Cork CLG, Castle Road, Mahon, Cork
Reports to: Chief Operating Officer
Closing Date: 13th February at 12pm
Duties and Responsibilities
Principal Duties
* To lead and manage people (as per competencies specified), and to deliver defined Human Resources (HR) strategic professional and operational objectives in line with defined time, cost and quality parameters as agreed with the Chief Operating Officer.
* To participate as a member of the Executive Management Committee, and to attend all Home Board of Directors meetings, as required, in order to ensure the efficient execution of agreed strategy.
* Participate with the Chief Operating Officer and the Executive Management Committee in ensuring that the day-to-day activities and resources are managed and coordinated so that a first-class Resident focused service is delivered through the effective and efficient management of the organisations human resources.
* Act as an ambassador for, and lead staff in achieving the mission, vision, values, and strategic plan, as envisaged by the Board of St. Luke's Charity Cork CLG.
* Coordinate, implement and evaluate HR public sector compliance as per HSE SLA and as it applies to our voluntary status.
* Ensure all legislative requirements in terms of employment practices are standard.
Detailed Duties
Leadership
* The Human Resources Manager will provide professional leadership for the human resources function and a high level of expertise and understanding of human resource management to the Chief Operating Officer and the Executive Management Committee.
* The Human Resources Manager will act within the policy framework, financial and other limits set by the Chief Operating Officer and the Board.
* Review current human resource practices and initiatives and provide the necessary leadership to ensure standards and appropriate operational policies and procedures are developed and implemented that:
* are in line with the Mission and Philosophy of St. Luke's
* ensure equitable treatment of all staff at all times.
* comply with statutory requirements.
* To participate in the compilation, review and updating of St. Luke's strategic planning process and the operation of same through full membership of the Executive Management Committee of St. Luke's.
* To participate in the annual service planning process and to contribute to the compilation of the Annual Report. Assist in the implementation of the Service Plan.
* Ensure relevant human resource policies and procedures are in place and progress is monitored on a regular basis and that specified targets outlined in the plan are achieved.
* To lead in the implementation and ongoing review of an organisational-wide performance review system for all staff in St Luke's.
* To lead in the development and implementation of an industrial relations strategy. To maintain open and professional communication processes with relevant trade union officials and staff representatives in a partnership approach.
* To ensure that employee relations are managed in an effective manner in the best interests of the organisation.
* To lead, manage and develop the HR function within St. Luke's providing HR policy, procedures, support, and education on best practice to all managers and staff in relation to HR issues.
* To lead in developing and implementing staff planning, recruitment and retention strategies for the organisation.
* To ensure that the current and future manpower needs are met according to clear job descriptions, while keeping within the budget and employment ceiling. To serve and advise on interview boards and to participate in review groups as required. To monitor and support probations for all new staff, in line with policy and best practice.
* To ensure all employees have well managed personnel files with clear records in line with policy. To ensure professional annual registration is maintained for all healthcare professionals in St. Luke's.
* To participate in National HR initiatives, as required.
* To participate as a member of St. Luke's Mission Committee when available, and to promote adherence to the organisations ethos/philosophy at all times.
Management
* To ensure that records and data systems are maintained as appropriate for the efficient and effective management of the HR function and legislative requirements to Health Information and Quality Authority (HIQA) requirements (and others such as HSE).
* In conjunction with Heads of Departments and Line Managers, to develop and implement effective and cost-efficient methods for monitoring and managing absenteeism levels at St. Luke's.
* To oversee the management of staff leave, time and attendance through the implementation and maintenance of a Time Attendance System.
* To manage compensation policy in conjunction with the COO and ensure accurate and equitable implementation and to ensure that it is compliant with national agreements where relevant.
* To ensure that staff grievances and disciplinary matters are dealt with in accordance with St. Luke's personnel policies and guidelines.
* To oversee staff terminations through redundancy, resignation, or dismissal, to ensure compliance with best practice and all statutory requirements.
* To supervise assigned staff and manage approved resources.
* To coordinate work experience placements with the HR team (e.g., Health Care Students, Skills net Students).
* To assist in legal and insurance claims.
* To assist in the Defined Contribution Pension scheme in conjunction with the COO and Finance Manager and to assist in the management of same.
* To promote HR best practices at all times at local and National forums.
* To keep up to date in HR / public policy and relevant education.
Professional
* To network with HR Managers from other voluntary organisations and with the Health Services Executive (HSE) for the purpose of benchmarking local initiatives with national initiatives in the area of HR and to anticipate trends and developments in HR in the healthcare sector and see the service implications for St. Luke's.
* To manage and oversee our occupational health programme, and to develop and administer the staff assistance programme and other staff supports, as required.
* To ensure a systematic approach to succession planning.
Communication
* To implement and monitor a communication strategy. To assume responsibility for the newsletter and to ensure that an issue is published and circulated on a regular basis (Quarterly). To oversee a staff suggestion scheme. To develop new communication tools and methods, as required.
* To lead on all Human Relations communications and to ensure communications are in keeping with our Mission and vision at all times.
* Monitor, standardise and utilise teams text system.
* To oversee the development, maintenance and updating of a staff handbook.
* To develop and manage a staff consultation/partnership forum in consultation with the Chief Operating Officer.
* To promote and maintain staff morale, teamwork, and flexibility at all times.
* To oversee the running of staff events as required, e.g., Christmas Children's Party, Foundation Day etc. and to enable Social Committee events e.g., Summer Barbecue.
Quality/ Risk / Audit
* To be familiar with the quality, risk, and audit policies, and to ensure that the HR Section is in full compliance with them.
* In conjunction with the Chief Operating Officer, develop quality initiatives to focus on and continually evaluate staff satisfaction and quality of working life.
* To develop a HR dashboard of KPI's for executive management monitoring and review.
* To audit HR practice, policies as per annual audit schedule.
Education Development
* In conjunction with the Director of Education, to review the training and professional development needs of staff in line with service requirements and to support the delivery of staff professional development programmes as required.
* In conjunction with the Director of Education, to ensure that proper training records are maintained centrally for all staff.
* To oversee the provision of proper, timely and comprehensive staff induction, manual handling, fire training and other mandatory training as required.
* To participate in the regular audit of training requirements of all staff and volunteers in keeping with the regulations.
* In consultation with the Chief Operating Officer to develop, establish and implement staff development programmes to include management performance evaluation and personal development schemes.
Health Safety / Staff Wellbeing
* To be familiar with the health safety policies, and to ensure that the HR Section and Volunteer Department are in full compliance with them and with health and safety legislation.
* To act as Access Officer in relation to disability.
* To oversee an employee assistance programme which will be contracted to a third party if applicable and cost effective and to ensure that Staff Supervision functions in St. Luke's for those who need it.
* To lead and promote staff health and wellness in new and innovative ways.
* To promote dignity at work for all and review policy, as required.
* To promote equity and cultural diversity as per National policies.
Finance
* To be fully aware of our financial status and to ensure that the allocated HR budget is monitored and communicated to the Executive Management Committee and managed effectively.
* To provide assistance to the Finance Manager on employee data, as required.
* To promote a collaborative interface between administrative departments and in particular HR / Finance Departments.
Qualifications
* Required- 3rd level qualification in Human Resources (HR)
* Desired- Postgraduate qualification in HR related areas e.g., employment law, industrial relations.
Experience
* Required- 5 years' experience in a senior HR Management role in a healthcare or similar setting.
* Desired- Additional experience of change management and internal communication.
Professional Registrations / Memberships
* Required= Chartered Member CIPD.
Health
* Any person holding the office must be in a state of health that would indicate a reasonable prospect of ability to render regular and efficient service suitable to the office.
Personal Integrity
* The post-holder must be honest and trustworthy. References on behalf of previous Employers may be considered. Garda Vetting is a requirement of the application process and any previous convictions may be disclosed and discussed.
Competencies
* The successful candidate will have the following management competencies (as defined by the Office for Health Management for Senior Management):
Managing the Service:
* Knows and understands the Health Service, Voluntary Sector and Charity Sector in Ireland
* Plans and manages human and financial resources
* Evaluates information, judges situations, and makes decisions / recommendations, as required
* Sets HR standards based on National policy and best practice and assures quality in HR
* Ensures a service-user-centred service
Managing People
* Influences people and events
* Manages individual performance
* Is the communication channel for Staff
* Creates team spirit throughout St. Luke's
* Supports personal development within the defined budget
* Supports department heads and line managers in managing staff and maintaining competence
Managing Self
* Good time management skills
* Is a leader and role model
* Maintains composure and quality of working life
* Strong decision maker
* Flexible approach to work
* Deals well with setbacks and recovers quickly
Managing Change
* Has a visionary approach for the Department and St. Luke's
* Works towards an integrated service
* Embraces change and service development, leading where required.
* Supports department heads and Line Managers and others on change management process