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Join to apply for the HR Director, dnata Ireland role at dnata
dnata Catering and Retail is one of the world’s leading inflight hospitality providers, delivering world-class culinary services and innovative products that enhance our passengers’ experience.
Since 2018, we have significantly expanded our operations in Ireland, starting with a 2,700 sqm catering facility at Dublin Airport Logistics Park, employing over 60 people. In 2020, we opened a state-of-the-art 6,300 sqm facility in Dublin, quadrupling our capacity to deliver 40,000 inflight meals daily. This was supported by an agreement with Aer Lingus to provide catering at four Irish airports. Additionally, we operate a bonded store in Cork and a last-mile logistics center in Shannon. These developments demonstrate our long-term commitment to Ireland’s aviation industry, driven by our team's dedication to quality and service excellence.
As an HR Director, you will develop and deliver the strategic people plan, partnering with the Ireland Senior Management Team to ensure alignment with dnata’s global and country-level business priorities. You will work in a matrix structure with multiple stakeholders and collaborate with Head Office HR and the local leadership team to define, develop, and execute HR initiatives that enable the successful achievement of business objectives. You will lead related HR functions at a country level and collaborate with the global HR network to drive priorities as per the agreed plan, including, but not limited to, talent acquisition, retention and development, culture and engagement, performance management, compensation and benefits, training, industrial relations, and HR operations. Throughout the employee lifecycle, you will promote and ensure a positive and engaging experience in line with dnata’s values.
In This Role, You Will
* Strategy: Develop, drive, and implement an HR strategy and plan that enables the successful delivery of overall organisational and business objectives. Translate the global dnata HR strategy into actionable short-term and long-term plans at a country level.
* Stakeholder & Customer Management: As a trusted strategic partner to the business, lead and direct all people initiatives, providing HR expertise and counsel as an active member of the local senior leadership team.
* Business Performance: Monitor and report on delivery against HR strategies and plans, ensuring clear assignment of ownership, roles, and responsibilities; achievement of the desired impact and business outcomes; and continued relevance in a changing business landscape.
* Governance & Compliance: Ensure all business activities are carried out in accordance with the dnata Way, Board of Directors’ approvals, and all applicable local and international laws, regulations, standards, and rules. Act in the best interest of the company at all times, ensuring decisions are made within authority limits and after appropriate due diligence and risk analysis.
* Business Growth & Product/Service Offering: Guide the development and evaluation of initiatives that fulfil the overall people strategy and aligned HR plan across the employee lifecycle, including but not limited to scalable workforce planning, proactive attraction and retention of talent, and fostering a culture of high performance and continuous learning with engaged and inspired colleagues at all levels.
* Problem Solving: Anticipate and respond to business challenges, ensuring the implementation of HR solutions that drive business performance and continuity.
* Systems: Work in close collaboration with the Global Head of IT to define the HR systems roadmap at the country level, in line with the overall dnata technology strategy. Identify opportunities to optimise HR technology solutions to improve operational efficiency, data accuracy, and the employee experience, while ensuring seamless integration with broader business functions.
* Industry Best Practice: Build relationships, network, share best practices, and identify opportunities for synergies across dnata entities in-country or regionally, ensuring alignment on key initiatives where possible.
* VMV: Drive the dnata Vision, Mission, and Values in the business, modelling the behaviours and intent of the VMVs in all leadership and people practices.
* Managing Performance: Set clear and measurable objectives for direct reports at the function or department level on an annual basis, in line with the dnata framework and process. Drive performance accountability and enable the team to succeed through appropriate support and resources.
* Reward & Recognition: Set and apply effective reward and recognition initiatives that support a high-performance culture, in line with dnata Way limits.
* Talent Management: Ensure effective talent management and succession planning processes are in place to mitigate skills gaps and future leadership risks.
* Safety: Lead with safety as a priority, ensuring all decisions are made with safety in mind. Role model safety behaviours and hold direct reports accountable for fulfilling their roles in line with dnata’s safety rules and best practices.
* Behaviour: Act as a role model for the leadership team and wider organisation in all people and customer interactions.
* Leadership Coaching & Development: Serve as a trusted and credible mentor and coach to the local senior leadership team on all people-related matters.
* Learning & Development: Lead the development and execution of the organisational learning plan, focusing on leadership capability at all levels to drive continuous growth, improve performance, and support the achievement of strategic business and people objectives.
To be considered for the role, you must meet the below requirements
* Bachelor's degree and 10+ years’ experience in a senior HR leadership role, preferably in a multi-national organisation
* Professional accreditation preferred (e.g., CIPD, AHRI)
* Strong regional / country HR experience, including application of employment legislation, HR processes, and best practice across relevant jurisdiction(s)
* Proven experience of HR systems, including implementation/integration and adoption
* Business transformation, demonstrable track record of delivering large scale projects
* Multi-site, manufacturing blue collar workforce, large scale recruitment
* Strong industrial relations, employee relations and TUPE expertise
* Highly organised and competent at strategic planning.
* Data oriented, able to provide insights and recommendations to data driven decision making.
* Leadership capabilities to design and implement a people agenda based on an employee centric culture while demonstrating financial acumen and commercial focus
You’ll have an edge if you have
* Proven leadership with experience leading professional HR teams
* Energetic and people focused leadership with strong interpersonal skills and advanced verbal and written business communication skills
* Experience building strong relationships with internal and external stakeholders, including unions and / or industry bodies where applicable
Seniority level
* Seniority level
Director
Employment type
* Employment type
Full-time
Job function
* Job function
Human Resources
* Industries
Airlines and Aviation
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