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People & Culture Manager

ChildVisionDublin, County Dublin, IE

4 days ago

Job description

CHILDVISION PEOPLE & CULTURE MANAGER JOB DESCRIPTION

JOB TITLE : People & Culture Manager

REPORTS TO : Director of People & Culture

GRADE : CV Grade VII

DEPARTMENT People & Culture

FTE : Full time

STATUS : Permanent

LOCATION : ChildVision Campus, Gracepark Road, Drumcondra, Dublin 9, D09 WKOH

Role Overview :

The role of People & Culture Manager will encompass both the strategic and operational management aspects of the overall function within ChildVision. This will be a key role in achieving and maintaining oversight of key areas of People & Culture, including Recruitment & Selection, Employee Relations, Talent Development, Budgets & Payroll, Performance Management, Learning & Development, and Policy development.

Reporting directly to the Director of People & Culture you will act as a trusted advisor to the Senior Leadership Team, contributing to strategic guidance and operational support, while ensuring that key performance indicators of the department are achieved in line with

Key Responsibilities :

Provide operational and strategic advice to senior management, leveraging your expertise in HR management to address organisational challenges and opportunities.
Develop and implement comprehensive people and culture strategies aimed at maximising individual, departmental and organisational performance.
Lead ChildVision's People & Culture (P&C) function, overseeing day-to-day operations and leading out on change and development initiatives to drive organisational growth and effectiveness.
Establish and maintain P&C policies and procedures that promote fairness, compliance, and consistency in people management practices.
Cultivate positive employee relations through proactive engagement with staff representatives and unions, fostering a positive and harmonious work environment.
Lead out on Health and Safety at Work activity to ensure that ChildVision’s obligations are fully met across all locations.
Drive internal HR communications to ensure transparent and effective dissemination of information.
Provide expert guidance to senior management on staffing and employment matters.
Contribute to the ongoing maintenance and development of the HRIS (Strandum) within ChildVision.
Ensure compliance with Garda vetting requirements.

Key Tasks :

Managing the operational activities of the HR Department, including Recruitment & Selection, Payroll & Pensions, Performance Management, Learning & Development, Talent Development, and Employee / Industrial Relations.

Interpreting best practice guidelines and legislative requirements to optimise departmental processes and ensure full compliance.

Managing the day-to-day functions of the P&C team, providing leadership, guidance and support to enhance effectiveness and efficiency.

Offering expert advice and insights on a range of P&C-related issues.

Contribute to strategic decision-making.

Developing and implementing P&C policies and procedures to foster a positive organisational culture and ensure that policies are aligned to the values and objectives of ChildVision.

Ensuring the quality and integrity of P&C management activities, including disciplinary and grievance procedures, to uphold standards of fairness and equity.

Promoting a positive workplace environment that encourages collaboration, innovation, and continuous improvement.

Engaging with external stakeholders, including HSE to explore and address P&C-related matters at sectoral and national levels.

The above is not an exhaustive list of duties and you may be expected to perform additional or alternative tasks appropriate to the grade / role, as necessitated by future changes.

Essential Requirements :

A Bachelor's degree in Human Resources or a relevant business discipline (Minimum Level 7 on the NFQ).

A minimum of three years’ post-qualification experience in HR management in the public or private sector, preferably in a high-paced and complex working environment.

Associate Membership of the Chartered Institute of Personnel and Development (CIPD).

A proven track record of leadership and management practices that demonstrates the ability to drive organisational performance and foster employee engagement.

Relevant experience of working in a unionised environment, coupled with a good working knowledge of industrial relations processes, procedures, and associated negotiation and dispute resolution mechanisms.

Excellent communication skills, both verbal and written, with a strategic mind set and highly-developed analytical abilities.

Desirable Requirements :

A solid understanding of HR management in the public sector or in a Section 38 or Section 39 Agency within the general disability sector.

Other management qualification or relevant training to enhance leadership and strategic capabilities.

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