HR Manager

at  COPE Galway

Job Title: Human Resources Manager
The Role
This role reports to the Head of People and the successful candidate will be responsible for managing the operational HR function with two direct reports, one full time and one part time. The HR Manager is responsible for managing and overseeing all aspects of human resources practices and processes. The successful candidate will be responsible for managing the end-to-end employee lifecycle. This role involves developing HR practices that ensures efficiency and best practice service delivery to key stakeholders.
Our Values, Our Work, Our People
COPE Galway is a charity that has been providing social services in Galway since the 1970s. Our homeless services offer people who are homeless or at risk of homelessness a range of residential and non-residential supports. Our team works tirelessly to find individualised creative solutions. Ours is a learning organisation where we seek to innovate in line with evidence based best practise. We embrace strengths-based approaches, harm reduction, trauma informed care and rights-based service provision.
Our Vision is a community where every person is valued, cared for, and supported at every stage of life. We work to achieve this by providing essential supports for people at challenging times in their lives, and by advocating for systemic change to remove the root causes of inequity and disadvantage that constrain the wellbeing and development of individuals, families and communities.
Our Mission is to make a difference by empowering people, creating change and strengthening communities. We understand, respect and respond to the needs of our clients who are always at the forefront of our work.
COPE Galway is committed to becoming a Trauma Informed Organisation through an implementation plan that includes training for all team members across all roles and departments. Trauma Informed Practice (TIP) aims to support us to recognise trauma and to react and respond to it in ways that minimise triggering and retraumatising people, so that we continue to provide the best possible services to those who need us most. TIP also encourages us to focus on our organisational culture and how we each interact with one another to create psychologically safe environments for clients, volunteers and staff. It encourages us to reflect on our own triggers and responses and considers personal and organisational responses to staff wellbeing to ensure that our people are supported to deliver the best services they possibly can to those who need them most.
Everything we do is guided by the COPE Galway Approach to help us achieve our vision of a community where every person is valued, cared for and supported at every stage of life.
This assets-based and person-centred approach recognises that each person has attributes and strengths that can make positive differences in their own lives. We achieve results for the people we work with because of our Approach. The COPE Galway Approach is built on:
Understanding - Deep listening, storytelling, learning, developing, openness, connections.
Respect - Valuing the whole person, empowering, trusting, believing in the potential of others, drawing on strengths and abilities.
Response - Quality, professionalism, making an impact, challenging ourselves, continuous improvement.
Strong human relationships form the basis for the COPE Galway Approach. These relationships are established on how we understand and respect those we work with and how we respond so that we positively impact people’s lives.
Our Team is supported by regular support and supervision and access to our Employee Assistance Programme. Our people receive a wide variety of on-the-job training, with core training including Trauma Informed Care, First Aid, MAPA (Management of Actual and Potential Aggression), Overdose Response and Naloxone Administration and additional trainings including Values Workshops, Diversity Workshops and Harm Reduction Workshops.

Duties and Responsibilities

• Talent Acquisition and Recruitment:
• Manage the full recruitment cycle, including job postings, interviews, induction, and HR onboarding.
• Manage New starter and leaver processes, ensuring information is communicated to relevant stakeholders e.g. payroll.
• Payroll:
• Manage the end-to-end payroll function, when required as cover.
• Performance Management:
• Manage performance appraisal and supervision systems.
• Manage training administration in respect of identifying training needs, booking, scheduling, tracking, and ensuring compliance with relevant legislation.
• Compensation and Benefits:
• Manage the administration of pension auto enrolment.
• Provide support to employees and managers in respect of Company pension scheme.
• HR Policies and Compliance:
• Update HR policies and procedures in line with policy review framework.
• Ensure compliance with all relevant laws and regulations.
• Maintain employee records and manage HR documentation.
• Maintain and track contracts of employment, renewals, and document departmental updates and changes.
• Employee Relations:
• Address employee concerns and resolve conflicts.
• Assist management, taking notes in grievance, disciplinary and employee relations meetings.
• Build strong relationships with key stakeholders through trust and transparency.
• Organizational Development:
• Support the leadership team with the development of a strong organizational culture.
• Assist the Head of People to implement initiatives to improve employee engagement and retention.
• Team Management:
• Manage the HR team ensuring service levels to internal stakeholders, are best practice and develop an ethos within the team of continuous improvement of HR Administrative Processes and practices.
• Develop the talent within the team, assisting members to reach their full potential, by coaching, mentoring, and implementing development programmes to fulfil departmental goals and objectives.

Qualifications and Experience

• Minimum of 5 years’ experience in Human Resources
• Bachelor’s degree in human resources (Level 8)
• Minimum of two years’ experience managing a team.
• Associate or Chartered membership of the CIPD

Essential Skills

• Proven experience as an HR Manager or similar role, preferably in a nonprofit setting.
• Strong knowledge of HR practices, employment laws, and regulations.
• Excellent interpersonal and communication skills.
• Ability to handle sensitive and confidential information with discretion.
• Strong organizational and problem-solving skills.
• Focus on time management to ensure tasks are delivered in a timely manner
• Drive to improve service delivery to key stakeholders
• Technical proficiency with HR, Recruitment, and payroll software
• Adaptability, ability to be flexible and able to adjust to changing workplace dynamics.
• Conflict resolution, the ability to mediate and resolve conflicts.
• Ability to manage HR function and become involved in other HR projects

Preferred Skills

• Experience with HR software and tools.
• Advanced Excel skills
• Membership of the CIPD (Chartered Institute of Personal Development)
• Experience moving from manual HR systems to digital
• Ability to work in a fast-paced, dynamic environment.
• Commitment to the mission and values of the organization

Terms and Conditions

• Permanent full-time contract, 37-hour week
• On site
• Monday to Thursday 9.30 a.m. to 6 p.m. Friday 9.30 a.m. to 5.30 p.m.
• COPE Galway Salary Grade V (Clerical) Point 1 of a 7 point scale: €47,752 per annum
• 27 days annul leave
• Experience implementing a HR software a distinct advantage
• Experience running payroll function a distinct advantage

• Talent Acquisition and Recruitment:
• Manage the full recruitment cycle, including job postings, interviews, induction, and HR onboarding.
• Manage New starter and leaver processes, ensuring information is communicated to relevant stakeholders e.g. payroll.
• Payroll:
• Manage the end-to-end payroll function, when required as cover.
• Performance Management:
• Manage performance appraisal and supervision systems.
• Manage training administration in respect of identifying training needs, booking, scheduling, tracking, and ensuring compliance with relevant legislation.
• Compensation and Benefits:
• Manage the administration of pension auto enrolment.
• Provide support to employees and managers in respect of Company pension scheme.
• HR Policies and Compliance:
• Update HR policies and procedures in line with policy review framework.
• Ensure compliance with all relevant laws and regulations.
• Maintain employee records and manage HR documentation.
• Maintain and track contracts of employment, renewals, and document departmental updates and changes.
• Employee Relations:
• Address employee concerns and resolve conflicts.
• Assist management, taking notes in grievance, disciplinary and employee relations meetings.
• Build strong relationships with key stakeholders through trust and transparency.
• Organizational Development:
• Support the leadership team with the development of a strong organizational culture.
• Assist the Head of People to implement initiatives to improve employee engagement and retention.
• Team Management:
• Manage the HR team ensuring service levels to internal stakeholders, are best practice and develop an ethos within the team of continuous improvement of HR Administrative Processes and practices.
• Develop the talent within the team, assisting members to reach their full potential, by coaching, mentoring, and implementing development programmes to fulfil departmental goals and objectives