Key Responsibilities

A. Strategic People Leadership

• Lead the development and implementation of CM’s People & Culture Strategy.
• Strengthen organisational culture aligned to trauma-informed principles, psychological safety, and high performance.
• Provide strategic HR advice to the CEO and senior leadership team.
• Ensure workforce planning aligns with organisational growth and service expansion.

B. Workforce Planning & Talent Acquisition

• Drive recruitment strategies across multiple regions to meet growing workforce demands.
• Build CM’s employer brand in partnership with communications resources.
• Oversee onboarding, induction, and early-stage retention processes to ensure quality and consistency.
• Develop succession planning frameworks for key roles.

C. Learning, Development & Culture

• Lead organisational learning and leadership development through the Learning, Development & Culture Lead.
• Implement capability frameworks, professional development pathways, and core competencies across directorates.
• Ensure reflective practice, supervision structures, and CPD models are robust and embedded.

D. HR Governance & Compliance

• Ensure CM meets all employment law requirements, HR policies, ER protocols, and safeguarding-related staff processes.
• Maintain HR policy frameworks and lead policy review cycles.
• Strengthen HR data, reporting, and analytics to inform decision-making across the organisation.
• Oversee GDPR compliance in workforce-related processes.

E. Employee Relations & Staff Wellbeing

• Lead employee relations in a fair, balanced, and legally compliant manner.
• Build a proactive wellbeing and engagement agenda.
• Develop staff surveys, feedback loops, and culture-building initiatives.
• Support a positive, trauma-informed organisational culture.

F. Performance, Supervision & Accountability

• Oversee organisational performance systems, annual reviews, and development planning.
• Support managers in embedding supervision and accountability frameworks across all teams.
• Monitor HR KPIs including recruitment timelines, attrition, absence, and engagement.

G. Systems, Processes & HR Operations

• Lead modernisation of HR systems, digitalisation, and efficiency improvements.
• Ensure robust HR information systems, accurate reporting, and secure data management.
• Partner with ICT and Organisational Services on system integrations and infrastructure alignment.

H. Leadership & Organisational Influence

• Act as a visible leader within the organisation, modelling CM’s values and trauma-informed principles.
• Build strong relationships with Heads of Service, managers, and teams across all sites.
• Represent HR at SLT, Board subcommittees, and external engagement forums as required.

Person Specification

Essential

• Degree in Human Resources, Organisational Development, Business, Psychology, or related field.
• Minimum 5+ years’ senior HR leadership experience in a complex, multi-disciplinary or multi-site organisation.
• Strong knowledge of Irish employment law, HR governance, and workforce strategy.
• Demonstrated experience in recruitment, culture-building, performance systems, and employee relations.
• Proven ability to lead organisational change and influence senior stakeholders.
• Excellent communication, leadership, and judgement.

Desirable

• Postgraduate qualification in HR, OD, leadership, or organisational psychology.
• Experience in health, social care, education, or not-for-profit sectors.
• Experience in workforce planning during periods of organisational growth.
• Experience building HR analytics or digital HR systems.

Leadership Competencies

• Strategic Leadership
• Workforce Design & Planning
• Culture & Engagement
• HR Governance & Compliance
• People Leadership & Influence
• Communication & Emotional Intelligence
• Change & OD Expertise
• Judgement & Decision-Making

Additional Requirements

• Flexible availability to support multiple sites and occasional out-of-hours needs.
• Participation in organisational leadership development and strategic planning processes.