Job Specification and Terms & Conditions
Job Title & Grade
Director of Human Resources - Grade VIII
Campaign Reference - RQ907
Closing Date - 7th October 2024
Proposed Interview Date - To be confirmed
Informal enquires
Tanya King - CEO- tking@peamount.ie
Human Resources at recruitment@peamount.ie
Location of Post - Peamount Healthcare, Newcastle, Co. Dublin
Details of Service
Peamount Healthcare is an independent voluntary organisation that provides a range of high-quality health and social care services. We help people return home after serious illness, we provide safe and homely residential care for those who need it, and we support people to live as independently as possible in the community.
Peamount Healthcare is committed to the following values:
Person centred - seeing each person as unique, giving them a voice and focusing on ability.
Respect - creating a supportive environment where everyone is given courteous and respectful care and support.
Excellence - enabling interdisciplinary teams to deliver high quality integrated care, meaningful outcomes with a focus on continuous improvement.
Team working - fostering an inclusive, healthy working environment where people are valued and recognised for their individual and shared achievements.
Quality improvement - supporting teams to embed continuous improvement methodology as part of everything we do.
Education & Research - partnering with academia to support education, learning, research and evidence-based care.
Purpose of Post
The Director of Human Resources (HR) will contribute to Peamount Healthcare's business strategy by leading and managing the HR function and driving our HR Operating model The post holder will be accountable for all aspects of the Human Resources function in an evolving organisation, ensuring that talent is successfully recruited, retained and developed and that enhanced employee engagement and relations are fostered.
Working with management colleagues across all departments, the post holder will be responsible for all aspects of our people strategy including workforce planning, talent acquisition and management, performance management, employee relations and engagement, policy implementation, learning & organisational development, change management, compliance with legislation, occupational health and HR administration.
The Director of HR, working in conjunction with the Executive Management Team, the Board of Peamount Healthcare, and other HR colleagues within the HSE and Voluntary Organisations, will play a key role in shaping, influencing and implementing the future direction of HR to drive our employer of choice agenda
Reporting Relationship - The post holder is accountable to the Chief Executive Officer.
Key Direct Reports - HR Manager, HRBPs & Administrative Staff
Eligibility Criteria
Essential
Candidates must:
* Hold a professional relevant degree level qualification in Human Resources or related discipline
* Maintain CIPD Membership.
* Demonstrate recent and relevant senior level managerial/leadership experience.
* Provide evidence of substantial Human Resources management experience.
* Excellent knowledge of financial planning and budgetary procedures.
* Demonstrate Continuous Professional Development activities.
Desirable
* Hold a relevant post graduate qualification.
* Experience of successful strategic planning development and implementation.
* Strong knowledge of the health sector.
* Excellent knowledge of the voluntary sector.
Additional Information
Age
Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant (within the meaning of the Public Service Superannuation Act, 2004). A candidate who is not classified as a new entrant must be under 65 years of age.
Health
A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.
Character
Each candidate for and any person holding the office must be of good character
Key Duties and Responsibilities
Lead and manage the Human Resource function of Peamount Healthcare
Lead, manage, review and continuously development our People Strategy in line with Peamount Healthcare's current and future requirements
Provide strategic input to the Executive Management Team (EMT), adding value to business development and growth and be a key strategic contributor.
Provide consistent and specialist advice and support to managers and staff in all aspects of Human Resources Management. Act as a trusted advisor to Senior Management on all people related topics and HR related issues.
Provide forward thinking solutions and HR plans aligned to both local and, where required, HSE business imperatives.
Oversee the implementation of relevant Organisational Change and Development programmes, which are aligned to the Peamount Healthcare's overall Strategy.
Lead and embed a performance driven culture underpinned by appropriate performance management and development systems which contribute to enhanced service delivery for patients and residents.
Support effective retention of talented staff through integrated and inclusive approaches to talent management, career development and succession planning.
Manage the attraction of talent and the complete the recruitment and selection process, in line with the approved staff complement.
Develop and maintain appropriate monitoring, control and recording arrangements to ensure that all employee contractual and statutory obligations are fulfilled.
Establish and maintain appropriate systems for benchmarking and measuring key aspects of organisational performance at both departmental and organisational level, in line with strategic KPIs.
Provide tailored management reports to the Executive Management Team and Peamount Healthcare Board as required.
Ensure appropriate Staff recognition and reward systems are in place which will attract and retain Staff and position the Hospital as an 'Employer of Choice'.
Promote and foster positive Industrial/Employee relations, with a particular emphasis on innovative engagement models.
Manage operational IR/ER issues that arise e.g., discipline & grievance handling and provide relevant advice and support to both managers and staff as required.
Review the training and professional development needs of the staff in line with service requirements to support the delivery of high-quality care in a cost-effective manner.
Keep up to date of "best practice" in Human Resources Management and introduce innovations as appropriate.
Promote and maintain a safe working environment for staff, in compliance with Health & Safety requirements and best practice.
Shape and drive HR policies, strategies and actions designed to better position the Peamount Healthcare as an Employer of Choice.
Develop and build strong working relationships with Heads of Departments and Front-Line Managers to support them in their role as 'People Managers'
Participate in internal audits and the implementation of recommendations from internal audit reports.
Professional Leadership and Management
Organisational Knowledge
Anticipates and manages the impact of the political environment on the organisation
Understand how each department contributes to the overall strategic objectives for the organisation
Understand and influence the national frameworks for hospitals
Leadership
Uses appropriate interpersonal styles and methods to inspire and guide individuals toward goal achievement
Recognises own natural leadership style and capable of adapting leadership style to suit all
Coach's others
Persuasive and skilled negotiator
Influences others through evidence-based arguments that are aligned to strategic priorities
Planning and Organising
Develops and implements efficient and effective systems and processes to ensure smooth and consistent execution of tasks
Professionalism
Demonstrates and encourages a strong work ethic
Acts as an advocate for the organisation by projecting a professional image and making a respectful representation
Acts as a role-model for others
Has a transparent approach to work
Adheres to standards and professional codes of practice
Communication
Adopts a strategic approach to communicating across the organisation
Establishes a culture of open communication to maintain an atmosphere of trust and integrity
Establishes and maintains communication networks across the Health Service
Skilfully mediates conflict situation
Team Player
Promotes a culture of diversity
Inclusive of key stakeholders for decision making
Facilitates team discussions
Encourages consultation and collaboration across disciplines
Reacts constructively to setbacks and avoids blaming individual team members
Innovation
Creates a work environment that encourages creative thinking and innovation in the design of programmes and processes
Demonstrates creative thinking to overcome resource restrictions
Constantly looking for ways that one can improve one's department
When required, introduces innovative solutions with confidence in the presence of conflicting opinions.
Understands and utilises technology to improve work processes
The above Role Profile is not intended to be a comprehensive list of all duties involved and consequently the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. This Role Profile will be subject to review in the light of changing circumstances
Confidentiality
In the course of your employment, you may have access to or hear information concerning the medical or personal affairs of patients and/or staff, or other health services business. Such records and information are strictly confidential and unless acting on the instructions of an authorised officer, on no account must information concerning staff, patients or other health service business be divulged or discussed except in the performance of normal duty. In addition, records must never be left in such a manner that unauthorised persons can obtain access to them and must be kept in safe custody when no longer required.
Campaign Specific Selection Post
A ranking and or short-listing exercise may be carried out on the basis of information supplied in your application. The criteria for ranking and or short listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification.
Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process
Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview depending on the service needs of the organisation.
Grade - Grade VIII
Salary - HSE Grade VIII Pay Scale Range €79,056 - €95,351
The reform programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed.
The job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned.