HR Manager – Waterford Full Time

Purpose

The Human Resource (HR) Manager will be responsible for managing all HR functions and overseeing the daily operations of the practice to ensure that operations at all locations are efficient, effective, and aligned with the practice’s strategic goals.

Responsibilities

Leadership and Development of the Team
• Provide operational leadership to manage the overall performance across all departments by defining objectives, setting targets, coordinating activities, agreeing priorities, developing team members, maintaining effective communication lines; and ensuring that the required standards, policies and practices are in place.
• Maintain effective working relationships between all departments and locations and ensuring that any required interactions are adequately defined, effectively managed and reviewed as appropriate.
• Ensure compliance to proper conditions of employment, to include current employment legislation and recognised good practice.
• Directly manage, develop and motivate staff, with the aim of building an effective and engaged team.
Recruitment and Selection
• Complete the recruitment and selection needs for all employees and to ensure that these needs are fulfilled in a timely, professional, and efficient manner so that the Practice has the available staff with the appropriate qualifications, competencies, skills, knowledge, and expertise to meet the demands of the Practices.
• Induct new staff, clinicians, and locums into Practice processes.
Employee Relations/Employee Lifecycle
• Provide advice and support on HR issues to Supervisors, Managers, and employees.
• Ensure that all avenues to employee communications and employee problem solving are kept open and effective.
• Ensure proactive response to all employee concerns, whether internally or externally generated, by seeking root cause for problems and correcting them at source.
• Design and implement job descriptions for each role and regularly review these job descriptions in line with legislation and current practices.
• Assist employee and management needs through individual counselling, the use of problem resolution processes, assistance with the communication of feedback, and coordination of the disciplinary procedures.
• Conduct exit interviews and devise an action plan.
Performance Management
• Ensure that appropriate objectives, measures, and targets are used to drive performance and that these are incorporated into individual performance development plans.
• Ensure that Line Managers review their employees on a monthly basis during probation and reporting any discrepancies which can be dealt with in a timely manner and, ensuring subject to satisfactory performance and general suitability to the post the employee would receive permanency.
• Design and implementation a performance management system.
• Lead the succession planning and individual development plans.
HR Policies, Continuous Improvement and Strategy
• Review, develop and implement HR policies, procedures, and practices in line with current employment legislation and in conjunction with “best practice” and HR strategy.
• Ensure that the Practice remains compliant with continuously changing legislation.
• Keep up to date on all HR developments within the industry and locality.
• Regularly review the Practice strategy and ensure implementation of all HR solutions.
• Be an active and key member of all change initiative project within the Practice.
• Partner with colleagues to ensure the efficient and consistent implementation of all Human Resources policies and procedures across the organisation.
HRIS, Timekeeping & Attendance
• Ensure that the HR system is maintained to include salary amendments, sick pay, annual leave allowance, time and attendance.
• Design and administer a comprehensive compensation and benefits package in line with local and national trends.
• Monitor attendance and ensure a proactive response to incidents of poor or consistent absenteeism.
Employee Engagement
• Conduct regular ‘on the pulse’ monitoring of engagement.
• Foster good working relations with all employees.
• Organise social events and ways of increasing morale.
• Develop values for the organisation and implement mechanisms for monitoring.
• Organise wellbeing initiatives and events for all employees.
Training
• Develop guidance documents to support managers and roll out staff awareness programmes and other activities to ensure positive employee engagement.
• Organise and deliver (if required) induction training and other training as required.
• Be the Practice liaison person for all external training providers.
• Ensure compliance with all health and safety training to include BLS, patient handling, phlebotomy, needle sticks, manual handling etc.
• Develop an educational assistance programme and continual monitoring of same.
Business & Operational Functions
• Responsible for supplies, both medical and administrative and support stocktakes for same.
• Support and co-ordinate facilities maintenance – currently four locations.
• Manage contractor SLA’s.
• Ensure compliance with all statutory and legal regulations.
• Maximise the use of IT and phone system (and developing procedures to ensure the effective running of the Practice’s information systems). Liaise with external service providers as needed.
• Ensure annual registration for clinical staff is up to date.

Patient Journey & Experience
• Maintain a culture of patient care and ensure an ongoing focus on improving the quality of the patient experience.
• Deal with patient complaints and feedback and escalate where necessary.

Requirements

• 3rd level degree in HR, business administration, healthcare administration, or related field.
• Minimum of 5 years’ experience in HR and operations management or related field, with experience in healthcare administration preferred.
• CIPD Member desirable.
• HRIS systems knowledge is advantageous.
• Excellent working knowledge of HR policies and procedures, Irish employment law and practical implementation.
• Demonstrated experience in recruitment, onboarding, performance management, and employee development.
• Demonstrated ability to manage complex people matters to resolution.
• Excellent communication skills and the ability to manage stakeholders at various levels.
• Good conflict resolution skills and have the ability to act as a facilitator to reach mutually beneficial outcomes
• Excellent attention to detail and be able to work on one’s own initiative.
• Possesses extensive knowledge of all Microsoft Office packages and can maintain various systems accurately and up-to-date.