HR Manager Ireland

at  Global University Systems

Global University Systems (GUS) is focused on becoming one of the world’s most dynamic, inclusive, and diverse education organisations. GUS is an international network of higher education institutions, brought together by a shared passion for accessible, industry-relevant qualifications. GUS delivers a wide variety of programmes, including bachelor’s degree programmes, master’s degree programmes, professional training, English Language training, and corporate & executive education. When someone chooses to study at one of our institutions– whether on campus in Europe, North America, or even in their own home – they’re joining a network of 100,000 students worldwide. When you decide to work with GUS, you will be joining an industry leading, global organisation that has a reach in over 150 different countries.

QUALIFICATIONS/EDUCATION

• Educated to degree level in relevant subject area.
• CIPD Qualified or equivalent.
• Master’s Degree in a relevant subject area is desirable Knowledge & Skills
• Specialist knowledge and understanding of Irish Employment Legislation.
• Specialist knowledge of Maternity, Paternity & Adoption Legislation (including Additional Paternity Leave)
• Enhanced knowledge of payroll processes
• Self-motivated and can work in a fast-paced environment on multiple projects at a time.

EXPERIENCE

• Minimum of 2 years’ experience within a similar role
• Minimum of 5 years’ experience in a generalist Human Resources role
• Experience of managing complex ER Casework (including Dismissals)
• Experience of coaching / mentoring Employees / Managers
• Experience of running a Payroll
  Salary Range: £50,000 - £60,000 annually.

Stakeholder Management - Build and maintain effective relationships with workforce, managers and SMT across the client group and attend regular meetings to determine challenges and priorities for the different stakeholders, this may involve regular meetings with the different stakeholders. Provide training and coaching to new and existing managers on relevant HR topics, as and when required.
Employment Relations – Must be responsible for the effective application of organisation policies to resolve all complex HR matters including absence management, disciplinary, grievance, performance management, employment tribunal claims, TUPE, redundancy, contract harmonisation, and restructuring.
Performance Management – Support managers to set SMART objectives and review performance effectively for all members of their team, supporting them both with talent development and performance improvement where required. Actively identify performance gaps, then propose and implement the changes necessary to mitigate risks.
Reward and Remuneration - Work closely with the key stakeholders to keep salaries across the client group under review and, within group-wide policy and guidelines, implement internal and external benchmarking exercises to support salary adjustments.
Employee Engagement – Create measurable employee surveys, monitoring the feedback provided and action taken to improve the employment experience of employees. Implement a robust ‘Employee Engagement’ strategy in the organisation to drive a positive workplace culture. Champion the company’s values and behaviours, to ensure the workforce is working towards the same code of conduct.
Organisational Development - Translate business requirements into effective HR practices across designated client groups and ensure the organisation structure and profile of the workforce are fit for purpose and appropriate to support the delivery of the organisation’s strategic objectives.
Workforce planning - Regularly working with designated client groups and wider HR team to review the recruitment needs of the business to support growth, changing needs and other priorities.
HR strategy and policy development - Support the HR Director and the wider HR team to identify, develop and implement strategies and policies that will support the growth and development of the business, position the Group as an employer of choice and enhance the employee and student experience. Review and revise existing policies in line with employment legislation and business changes, additionally introduce new policies and procedures where applicable.
Systems - Promote the use of existing HR systems, policies and processes, challenging appropriately any misuse and providing new initiatives for best HR practice.
Payroll & Administration – For your respective client group, you will oversee the payroll administration and starter/leaver/changes to ensure all payments and correspondence are managed promptly.
Management Reporting - Provide regular HR updates/reports, and contribute to periodic board reports, people dashboards and any other ad-hoc people report.
Learning and Development - Responsible for overseeing the delivery of the Company’s core ‘HR on Tour’ Training Sessions to Managers. Responsible for ensuring the delivery of the Company’s bi-weekly Company Induction.
The post holder may be asked to undertake different or additional duties in line with business requirements at the request of their line manager.
There is an expectation that all employees will maintain the values of the Group and will comply with the code of conduct as well as equality and diversity, health and safety and safeguarding policies.