HR Manager

HR Manager

Industry: Leading Nutrition Company - Manufacturing and Distribution

Location: North Tipperary

The HR Manager is responsible for the effective delivery of people management practices across the organisation, ensuring that all HR activities support business objectives, legal compliance, employee engagement, and operational excellence. The role plays a key part in developing a high-performing workforce by overseeing employee relations, recruitment, performance management, policy implementation, organisational development, and workforce planning.

Working closely with managers, the HR Manager provides guidance on all people-related matters, helping to build a positive workplace culture while ensuring the organisation remains compliant with employment legislation and best practice.

Employee Relations & Case Management

• Provide professional HR advice and guidance to managers and employees on employment-related matters.
• Manage employee relations issues including disciplinary, grievance, absence management, performance improvement, investigations, and conflict resolution.
• Support and coach managers in handling people management matters fairly, consistently, and in line with company policy.
• Conduct and oversee workplace investigations and ensure accurate documentation is maintained.
• Promote positive employee relations and contribute to the workplace culture.

Recruitment, Onboarding & Retention

• Oversee end-to-end recruitment processes to attract, select, and retain high-quality talent.
• Monitor recruitment metrics and recommend improvements to attraction and retention strategies.
• Support initiatives aimed at reducing turnover and improving employee engagement.

Performance Management & Employee Development

• Coordinate and support the performance management framework across the organisation.
• Assist managers with objective setting, performance reviews, development planning, and performance improvement processes.
• Identify organisational training needs and support the implementation of learning and development initiatives.
• Promote career development and succession planning activities to strengthen internal talent pipelines.
• Monitor employee competency requirements and ensure appropriate training records are maintained.

HR Policies, Compliance & Governance

• Develop, review, and implement HR policies and procedures in line with legislative requirements and organisational needs.
• Ensure compliance with employment legislation, company policies, and industry best practice.
• Maintain accurate employee records and HR documentation in accordance with GDPR and data protection requirements.
• Monitor changes in employment law and recommend updates to policies and practices as required.

Workforce Planning & Organisational Development

• Support the Head of HR in workforce planning activities to ensure the organisation has the capability and capacity required to meet business objectives.
• Assist with organisational design, restructuring projects, and succession planning initiatives.
• Analyse workforce data and trends to identify risks, opportunities, and areas for improvement.
• Support business growth initiatives, acquisitions, integrations, and organisational change programmes as required.
• Contribute to strategic HR projects that enhance organisational effectiveness.

Compensation, Benefits & Reward

• Support the administration and review of compensation and benefits programmes.
• Ensure remuneration practices remain fair, competitive, and aligned with organisational objectives.
• Provide guidance to managers regarding salary reviews, promotions, and reward decisions.
• Assist with benchmarking exercises and market analysis when required.

HR Systems, Reporting & Administration

• Prepare HR reports, metrics, and management information to support decision-making.
• Monitor key HR indicators including turnover, absence, recruitment activity, employee engagement, and training compliance.
• Identify opportunities to improve HR processes, systems, and efficiencies.

Leadership Support

• Build effective working relationships with managers and department leaders across the organisation.
• Provide coaching and support to managers on leadership, employee engagement, performance management, and people development.
• Support the implementation of company values, culture initiatives, and employee engagement programmes.

Food Safety & Operational Compliance

• Ensure HR processes support the Food Safety Management System (FSMS), particularly regarding employee competence, training, and compliance requirements.
• Work collaboratively with operational teams to ensure staffing and training requirements support business continuity and regulatory standards.

General Responsibilities

• Maintain confidentiality in all aspects of employee and business information.
• Support continuous improvement initiatives across the organisation.

Person Specification Essential

• Degree or professional qualification in Human Resources, Business, or a related discipline.
• CIPD qualification or equivalent HR accreditation.
• Proven experience in a HR Generalist or HR Management role.
• Strong knowledge of Irish employment legislation and HR best practice.
• Experience managing employee relations cases from start to finish.
• Strong organisational and problem-solving abilities.
• Ability to manage multiple priorities in a fast-paced environment.