The Head of Human Resources plays a pivotal leadership role within the organisation, responsible for developing and executing the people strategy that supports business growth, regulatory excellence, and a strong culture of accountability.

This is a fully end-to-end HR role, managing a team of six, and covering all aspects of the HR lifecycle — from attraction and onboarding through to performance, reward, development, conduct, and offboarding.
You will become a member of the Senior Management Team. the Head of HR ensures the organisation’s people practices meet both business and regulatory expectations, with particular focus on the Central Bank of Ireland’s Individual Accountability Framework (IAF), Fitness & Probity Standards, and Conduct Standards.

Key Responsibilities

Strategic & Regulatory Leadership
Develop and execute the overall HR strategy in alignment with business objectives and company values and organisational culture
Partner with the SLT team to drive organisational effectiveness, workforce planning, and culture initiatives.
Provide expert advice on people-related risks, organisational design, and change management.
Champion Diversity, Equity & Inclusion initiatives and ensure alignment with company strategy.
Ensure full HR compliance with all Central Bank of Ireland (CBI) regulations, including Fitness & Probity, IAF, and Conduct Standards.

People Leadership & HR Operations
Lead and develop a high-performing HR team of six, covering HR operations, payroll, talent acquisition, and learning & development.
Oversee all HR operations including contracts, onboarding, payroll, benefits, HRIS, and offboarding, ensuring accuracy, efficiency, and compliance.
Maintain and continuously improve HR policies, procedures, and employee handbooks to reflect evolving legislation and regulation.
Lead HR analytics and reporting, ensuring data integrity and insightful reporting for senior management and regulators.

Talent, Learning & Development
Lead the design and implementation of talent management, succession planning, and internal mobility frameworks.
Develop and deliver the company’s learning and development strategy to support career growth and leadership capability.
Partner with managers to identify skills gaps and implement targeted training and development initiatives.

Performance & Reward
Oversee the performance management process, ensuring fairness, transparency, and alignment to strategic goals.
Manage compensation, benefits, and incentive frameworks to attract and retain top talent.
Manage salary reviews, bonus cycles, and benefits to ensure competitiveness and compliance.

Culture, Change Management & Employee Engagement

Drive a strong culture of accountability, ethics, and inclusion through engagement, recognition, and continuous feedback initiatives.
Partner with senior leadership to deliver HR support during organisational change, transformation, or restructuring.
Lead cultural initiatives that reinforce values, integrity, and a high-performance mindset.
Champion digitalisation and continuous improvement across HR processes.
 

Employee Relations & Conduct

Act as the escalation point for complex employee relations matters, ensuring fair, consistent, and legally compliant resolution.
Ensure adherence to the Conduct Standards across all levels of the organisation, embedding them into performance, reward, and behavioural frameworks.
Provide expert guidance on disciplinary, grievance, and capability processes in line with employment law and regulatory obligations.
Maintain strong relationships with external advisors, legal counsel, and regulatory bodies as needed.

• Strong knowledge of Irish employment law and HR best practice.

• Minimum 8–10 years’ progressive HR experience, with at least 3 years in a senior leadership role within Financial Services.
• Proven experience managing a broad HR remit across HR operations, talent, learning, and employee relations.
• Demonstrated success in designing and executing HR strategies that align with business and regulatory goals.

• Commercially astute, data-driven, and able to balance strategic priorities with operational excellence.

• Trusted & credible people leader.
• Excellent communicator with the ability to influence at Board and Executive level.
• Strong ethical compass and commitment to high standards of governance and integrity.
• Passionate about developing people, teams, and culture to enable long-term business success.