General Practice jobs

5 years related HR experience desirable.

Proficient in IT skills, particularly in the use of MS Office suite (e.g. Word, Excel);

Demonstrates experience in the use of HR software packages.

Demonstrates the ability to work to deadlines in a busy environment.

Has sufficient administrative capacity to discharge the function of this post.

Place of Work:

Your normal place of work will be Tabor Fellowship, but you may be asked to work at other Tabor Group centres.

The post holder may be required, from time to time, to work at the premises of such subsidiary or associated companies or organisations as the employer may require. You will be given as much notice of any such change of place of work as is reasonably practicable.

Commencement and Duration:

This is a permanent part-time contract of employment.

Your employment by the organisation shall commence on TBA

Reporting Line:

The HR Manager reports to the C.E.O. of Tabor Group.

Hours of Work:

Your hours of work will be 32 hours per week (4 days)

This is a permanent position. Your hours of work are 9 am until 5pm each day.

Tabor Group will require you to be flexible to meet the needs of the organisation and this position may involve extra hours from time to time, while giving regard to the Organisation of Working Time Act, 1997. You will be given as much notice of any such change of hours of work as is reasonably practicable through your line manager.

Remuneration:

Your remuneration: Point 1 on Grade 7 Clerical Officer HSE (0582) – Pro- rata for 4-day week. Salary stated is pro-rata for 32 hours per week. €60,013 for 39 hour week.

Probation:

6 months (with review at 2 and 4 months)

Purpose of the Post:

The key function of the HR Manager is to plan, manage and continue to develop the HR function for Tabor Group ensuring efficient processes, systems and good practice across the organisation are maintained. This is a stand alone role and the post holder will report to the CEO and will work closely with the other members of the Executive team and support the clinical management team in carrying out the duties and responsibilities below. The postholder will play a lead role in the implementation of the strategic objectives that pertain to HR as part of the delivery of the overall strategic and operational plans.

Duties and Responsibilities (include, but are not limited to the following):

1. Recruitment and Induction

1.1. Organise timely recruitment processes for vacancies at Tabor Group.

1.2. Maintain recruitment records to a high standard and in line with current legislation and good practice.

1.3. Arrange induction programmes for new staff members.

1.4. Work closely with Clinical Managers to ensure cover for evening and weekend rotas.

1.5. Generate and maintain relief panels for Counsellor and Support Workers cover.

1.6. Be responsible for arranging Garda vetting.

1.7. Conduct exit interviews with all employees who leave Tabor Group and maintain a signed record.

2. HR System

2.1 Ensure maintenance of up-to-date and comprehensive HR files and records in line with organisational policies, GDPR and employment law.

2.2. Ensure each employee has an up-to-date role description and signed contracts of employment.

2.3. Maintain Timepoint the HR/time and attendance system in a timely manner and liaise with line-managers on same, ensuring accuracy in data for transfer to payroll.

3. Compensation & Benefits

3.1. Ensuring the administration of Tabor Group’s Compensation & Benefits Policy is applied, in a timely, consistent and transparent manner and to work closely with payroll around change implementation.

4. HR policies

4.1 Ensure Tabor Group is compliant with all relevant employment and any other relevant laws in all its HR processes and practices.

4.2. Ensure Tabor Group’s Employee Handbook is up to date and communicated to all members of staff as appropriate.

4.3. Liaise with IBEC and other HR experts as required.

4.4. Coordinate the review, update and dissemination of HR policies in accordance with the organisational policy review process.

5. Performance

5.1. Manage the Tabor Group Performance Management system.

5.2. Ensure all staff with management responsibilities have knowledge and skills to manage and motivate staff members who report to them.

5.3. Support staff through change processes.

5.4. Create and implement an annual training and development plan for all Tabor Group staff and volunteers.

5.5 Lead the design, implementation and evaluation of HR training programmes as required (for 1.1. example, Dignity at Work training etc,)

5.6. Be responsible for mediation support, conflict resolution and promoting positive industrial relations across Tabor Group including building good working relationships with Trade Union representatives.

5.7. Conduct return-to-work interviews for staff with extended absences.

5.8. Provide oversight of the employer’s relationship with employees by receiving and handling employee grievances and disciplinary issues, liaising with relevant union representatives when appropriate.

6. Management and governance

6.1. Be an active member of Tabor Group’s senior Management Team and contribute to the overall management of the organisation.

6.2. Contribute to and implement Tabor Group’s annual Operational plan.

6.3. Provide timely and up-to-date metrics (staffing ratios, sick leave rates etc.) that relate to the HR function as required by the executive team, sub-committee, Board and funders (for example, annual report, and for Service Level Agreements)

6.4. Provide management, support and development opportunities for all staff who

report to the HR Manager and monitor each person’s performance.

6.5. Participate in regular team 1.1. meetings and contribute to the innovative and positive development of Tabor Group.

6.6. Collaborate with external organisations, including Community Employment Schemes, with regard to support for those who engage with Tabor Group as part of their work placement within the CE scheme framework.

6.7. Contribute directly to the implementation and development of change within the organisation.

6.8. From time to time provide cover for colleagues when absent.

6.9. Provide the secretariat to the HR Sub Committee of the Board of Directors.

6.10. Monitor the risk register in the area of HR and provide quarterly reports to the Board as required as part of the consolidated risk register for the organisation.

7. Quality and Risk Management

7.1. Lead and coordinate compliance with CHKS and ISO accreditation process for Tabor Group.

7.2. Complete the online submission for the annual accreditation process on behalf of Tabor Group.

7.3. Conduct HR-related risk assessments within the framework of the organisation’s Risk Management system.

7.4. Comply with the Risk Management Policies and Procedures of Tabor Group.

7.5. Comply with Quality Assurance and Accreditation procedures in place at Tabor Group.

7.6. Comply with procedures for Risk Management and ensure that risks and incidents are documented and reported appropriately so that management is alerted to any risks detected

7.7. Ensure self-awareness of and compliance with requirements as an employee under Health and Safety legislation

7.8. Participate in appropriate training as arranged by management to address any Health and Safety issues or risks.

7.9. Participate in regular team meetings and contribute to the innovative and positive development of Tabor Group.

7.10. Contribute directly to the implementation and development 1.1. of change within the organisation.

7.11 . Assist in and provide financial information for project planning. 7.12.Support all company safety and quality programs and initiatives.

7.13. Ensure ongoing compliance with all practices, and recording of events and processes.

7.14. Other responsibilities may be assigned from time to time as needed, based on the evolution of the organisation and the requirements of the department/position.

8. Information Management

8.1. Comply with any relevant administrative and financial procedures at the centre.

8.2. Maintain all records within the context of confidentiality and in compliance with relevant legislation e.g. Data Protection and Freedom of Information Acts.

8.3. Comply with and input into the collection of information to implement and monitor agreed performance targets for the services provided by Tabor Group.

8.4. Answer phone calls to the centre, and pass on messages received as required

9. Statutory and Legislative Requirements

The provisions of the Safety, Health, and Welfare at Work Act, 2005 (Chapter 2 Section 13 – Duties of Employees) apply to the organisation. This section outlines the general duties of employees in matters related to safety, health, and welfare issues at work. Employees of Tabor Group shall:

9.1. Comply with all relevant statutory provisions and take reasonable care of their own safety and that of others affected by their actions or omissions while at work.

9.2. Ensure that he/she is not under the influence of an intoxicant to the extent that he or she is in such a state as to endanger his or her own safety, health, or welfare at work or that of any person.

9.3. If reasonably required by his or her employer, submit to any appropriate, reasonable, and proportionate tests for intoxicants by, or under the supervision of, a registered medical practitioner who is a competent person, as may be prescribed.

9.4. Co-operate with the organisation or any other person(s) to enable the organisation to comply with safety, health, and welfare-related legislation.

9.5. Not engage in improper conduct or other behaviour that is likely to endanger his or her own safety, health, and welfare at work or that of any other person.

9.6. Attend training and, as appropriate, undergo such assessment as may reasonably be required by his or her employer or as may be prescribed relating to safety, health & welfare at work or relating to the work carried out by an employee.

9.7. Having regard to his or her training and the instructions given by his or her employer, make correct use of any article or substance provided for use by the employee to work or for the protection of his or her safety, health, and welfare at work, including protective clothing or equipment.

9.8. Use any Personal Protective Equipment (PPE) provided for their safety. The requirements for use of PPE are indicated in operating manuals and work procedures. This will be particularly important when attending a construction site.

9.9 Report any work being carried on, or likely to be carried on, in a manner which may endanger the safety, health, or welfare at work 1.1. of the employee or that of any other person, or any defect in the place or work, the system of work, any article or substance which might endanger the safety, health or welfare at work of the employee or that of any other person, or any contravention of the relevant statutory provisions which may endanger the safety, health, and welfare at work of the employee or that of any other person, of which he or she is aware.

9.10. Not misuse any appliance, equipment, PPE, or other means provided for securing safety.

9.11. An employee shall not, on entering into a contract of employment, misrepresent himself or 1.1. herself to an employer with regard to the level of training as may be required under their occupation

9.12. In accordance with Medical Fitness to Work, per section 21 of the 2005 Act, every employer may require an employee to undergo an assessment by a registered medical practitioner, nominated by the employer, of his or her fitness to perform work activities and the employee shall comply with such an assessment.

Employees are required to comply with any changes introduced in the organisation in order to keep up to date with regulatory and legislative requirements, particularly in the areas of Health & Safety, Data Protection, and Employment Legislation.

10. Qualifications, Attributes, Experience, Skills, and Competencies

10.1. Qualifications: Third Level Degree in Business, Human Resource or Organisational Psychology (Level 8) or equivalent

10.2. Professional Qualification: CIPD accreditation would be an advantage or a post- graduate qualification in HR is desirable

10.3. Personal Attributes

• Enjoys working with people, while being clear and explicit about professional and personal boundaries.
• Demonstrates good awareness of both self, in the form of observational skills, and anticipation of potential · issues.
• A strong influencer, opinion leader and decision-maker
• Demonstrates sound judgement
• Demonstrates a solution-focused approach to challenges.
• Demonstrates commitment to ongoing Continuous Professional Development.
• Is honest, and reliable, and demonstrates awareness of the Tabor Group values as they carry out their role. These are:
• Respect
• Compassion
• Team
• Excellence
• Social Justice

10.4. Experience

• 5 years related HR experience desirable.
• Proficient in IT skills, particularly in the use of MS Office suite (e.g. Word, Excel);
• Demonstrates experience in the use of HR software packages.
• Demonstrates the ability to work to deadlines in a busy environment.
• Has sufficient administrative capacity to discharge the function of this post.

10.5. Skills & Competencies

• Demonstrates a comprehensive knowledge of current Irish employment law
• Demonstrates excellent interpersonal communication skills.
• Demonstrates good time management skills both on a personal and work level
• Demonstrates excellent verbal and written communication skills.
• Demonstrates excellent analytical and problem-solving skills.
• Demonstrates excellent attention to detail.
• Demonstrates excellent organisational and administration skills.

Job Type: Part-time

Pay: From €49,241.00 per year

Benefits:

• Bike to work scheme
• Company pension
• Employee assistance program
• On-site parking
• Sick pay
• Wellness program

Education:

• Bachelor's (required)

Experience:

• HR: 5 years (preferred)

Licence/Certification:

• CIPD Accreditation (required)

Work authorisation:

• Ireland (required)

Willingness to travel:

• 25% (preferred)

Work Location: In person