Here at Osborne Recruitment, we are looking for a dynamic, talented and proactive HR Manager to lead key HR initiatives and support leaders across the organization. In this role, you’ll be a trusted advisor on employee relations, talent management, performance, recruitment, and HR policies. You will help drive a positive workplace culture, coach leaders, and ensure we maintain strong, compliant HR practices as we continue to grow.
We’re looking for someone who is collaborative, solutions-oriented, and excited to make an impact. If you’re an HR professional who thrives in a fast-paced environment and enjoys building strong relationships across the business, we’d love to hear from you!
What You’ll Do:
Partner with the HR Leadership Team and senior leaders to develop and execute HR strategies that support business goals.
Drive, improve, and standardize HR processes across all client groups.
Own HR metrics and KPIs — monitor trends, identify opportunities, and guide data-driven decision-making.
Foster a culture of high performance, accountability, and positive employee relations.
Understand talent deeply and ensure robust development plans, succession strategies, and growth opportunities.
Coach leaders on performance management, leadership effectiveness, and talent differentiation.
Collaborate with Talent Acquisition and your HR Specialist to manage staffing needs and build a strong talent pipeline.
Work with the Talent Management COE to support organizational assessments, learning strategies, and leadership development programs.
Partner with Compensation & Benefits to deliver competitive reward and recognition programs.
Support communications planning to ensure clarity, transparency, and alignment across teams.
Ensure compliance with employment laws and internal policies.
What You’ll Bring:
Bachelor’s degree in HR, Business, or a related field.
5-8 years of HR experience partnering with leaders across multiple levels.
Proven ability to influence, coach, and drive results in a highly matrixed environment.
Strong cultural leadership and passion for energizing teams.
Ability to operate efficiently across various departments
Strong data and analytical skills; proficiency in MS Office (including advanced Excel).
Excellent communication skills — clear, concise, confident.
Solid understanding of employment laws and HR compliance.
For additional information regarding this position or to apply, send a detailed resume directly to Meghan Scarff, Senior Recruitment Consultant at Meghan.scarff@osbornerecruitment.ca Osborne Recruitment is an equal opportunity employer committed to supporting an inclusive and accessible environment. Should you require accommodation or support in any aspect of the recruitment and selection process, we will assist to meet your needs.
HR Manager 12 Month FTC Dublin 1- Fully Based Onsite
This is an excellent opportunity for an experienced professional to play a key role in the ongoing development of a modern enforcement agency. This role will be suited to a candidate having an excellent working knowledge of key HR functions, including:
HR operations & administration
Recruitment & workforce planning
Employee relations & performance management
Strategic policy development & implementation.
Principal duties and responsibilities of the role: HR Operations and General Management
Manage the day-to-day operations of the HR function, acting as a primary point of contact and subject matter expert. a
Act as the specialist on Public Sector schemes, policies, and procedures.
Manage all staff absence records and support the necessary return-to-work processes.
Ensure highest customer service standards are met across all HR functions.
Recruitment and Workforce Planning
Manage the full end-to-end recruitment process, including drafting specifications, co-ordinating campaigns, preparing contracts etc.
Lead the continuous review and improvement of recruitment processes to ensure they are fair, effective, and inclusive.
Oversee the onboarding and induction processes for all new hires, contractors, and consultants.
Prepare and submit accurate staffing data reports for internal and external use.
Employee Relations and Performance
Lead the rollout and oversight of the performance management process across the Authority.
Provide professional and objective HR expertise and support to employees and managers on implementation of HR policies e.g. Probation, Performance Management, Sick Leave, Grievance, Disciplinary and Dignity at Work.
Ensure a fair and consistent approach is maintained in all employee relations issues.
Keep up to date with local employment law changes and provide direction to ensure compliance.
Participate in the development and the delivery of training for managers and employees including induction and other facilitated sessions as required.
Strategic HR and Policy Development
Support the delivery of strategic HR initiatives in collaboration with senior leadership (e.g., Learning and Development, Wellbeing, DEI).
Lead the development, implementation, and review of HR policies and procedures, ensuring compliance with current legislation and Civil Service mandates
Demonstrate Leadership by driving policy implementation and supporting organisational change.
HR Data and Reporting
Support development of reporting capabilities across HR Data and Reporting (e.g. developing team knowledge of Excel).
Liaise with internal stakeholders to identify ongoing reporting requirements and provide data in relation to ad-hoc requests as needed
Compiling reports, dashboards, and presenting findings both visually and verbally to internal audiences.
Data extraction, reporting, interpretation, identifying trends in information, root cause analysis, identification of data quality/gap issues and tracking.
Assisting in researching and preparation of reports as requested.
Support organisational changes through the provision of relevant data and reflecting the changes in relevant databases.
Support and participate as a project team member in ongoing HR team projects.
For more information, please apply through the link provided for the attention of Emma Wilde or email your cv to emma.wilde@osborne.ie If you are interested in finding out more about the above role and would like to be considered other suitable roles that we may have available for your skill set – please attach your CV via the link provided Please submit your updated CV in Word Format If you are living in Ireland and hold a valid work permit, we would love to hear from you, if however, you do not hold a valid work permit unfortunately we will not be in a position to assist you with your job search. Osborne are proud to be an Equal Opportunity Employer. Please visit www.osborne.ie for more information on all of our roles.
Role Purpose As the Culture and Engagement Manager you will be responsible for the delivery of an integrated culture and engagement strategy and leadership development strategy that enables the client to engage, develop and align employees with the company's core values and objectives within the strategic plan. The role encompasses key aspects of how the company connects and relates to current and prospective employees. The role partners closely with the Executive Management Team / Strategic Leadership Team to shape, drive and deliver culture, engagement, and leadership development.
Role Requirement 1 – Culture
Implement a programme of work, in collaboration with the leadership team, to build a single positive organisational culture where expectations are clear and behaviours are aligned with our shared values of Accountability, Collaboration, Inclusion, Integrity, Service Excellence and Transparency.
Work with leadership team to provide access to insights that inform positive change and work towards the development of a single positive organisational culture.
Implement the Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to deliver on it; motivating staff to commit to these and to achieving the organisation's business goals.
Lead and manage other internal culture activities as required; to include the collection and analysis of data to inform needs, action planning and goal setting.
Design and facilitate interventions as required at corporate/department/team level to develop and align culture with organisational change and development.
Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
Role Requirement 2 – Engagement
Engage with senior leadership to set priorities for engagement, and to define required outcomes; specify and manage the collection and analysis of data to inform needs.
Lead development, implementation and assessment of strategies and programmes to continuously improve engagement among our employees contributing to a high performing organisation linked to our values.
Implement the Culture and Engagement Strategy for the organisation, focusing on its relationship to the organisation's mission, vision, and values; clarifying the actions needed to deliver on it; motivating staff to commit to these and to achieving the organisation's business goals.
Lead and manage internal engagement activities and surveys, along with action planning and goal setting, ensuring the leadership team has access to insights that inform positive change.
Champion our values through creative implementation across our organization including planning and facilitating engagement activities across the company.
Manage and report on the performance of the function and its programmes to executive oversight committees, Executive Management Team, Strategic Leadership Team etc as appropriate.
Role Requirement 3 – Leadership Development
Utilising our leadership competency framework, this role will be responsible for building leadership capability throughout the organisation to include, but not limited to:
The implementation of a Leadership Development Programme that will support our staff in their continuous learning.
Roll out of leadership assessment and development tools where appropriate.
Identification & implementation of initiatives to develop leadership capacity and promote and share good leadership practice.
Plan and deliver leadership development activities which incorporate a variety of learning methodologies to ensure that our managers are equipped with the skills and capabilities required to embed a high-performance culture.
Improve understanding of our leadership behaviours at all levels across the organisation and support leaders and managers in ensuring that they demonstrate the desired behaviours consistently.
Assist in the development of coaching as a key leadership style by ensuring that coaching principles and skills are built into leadership and management development programmes.
Evaluate the impact of existing and new leadership development interventions in order to identify areas for improvement and opportunities to enhance the current offer to support leaders in achieving their full potential.
Develop and maintain an emphasis on internal learning with strategic use of external partners where appropriate.
Implement specific programmes and initiatives to support aspiring leaders to develop the knowledge and skills required to step up to managerial and leadership roles.
Role Requirement 4 – People & Stakeholder Management
Proactively engage with key stakeholders as appropriate in the interest of fostering collaborative relationships.
Positively lead, motivate, and encourage whilst maintaining momentum given the challenging operating environment and demanding targets.
Foster a corporate culture that promotes practice and commitment to a customer experience of service excellence and efficiency.
Encourage innovation and change when and where it is needed.
Required Experience
A minimum of five years professional experience in the areas of culture, leadership development, employee engagement, organisational design & development, or other related HR disciplines.
Experience in designing and deploying employee surveys and/or facilitation of company-wide post survey action planning.
Demonstrate strong communication and people skills (verbal, written and listening).
Exceptional organizational skills, multi-tasking capabilities and detail oriented.
Must be able to project manage and meet deliverables.
Experience in leveraging existing tools and introducing new tools and platforms.
Exercises professional judgment and demonstrates strong facilitation, conflict management and consensus building skills.
Demonstrated people leadership and collaboration experience.
Ability to build relationships and gain the confidence of key stakeholders and team members.
Ability to prioritize, organize, and coordinate multiple projects simultaneously.
Excellent facilitation skills.
The capacity to partner closely with Executive Leadership is critical.
Must be able to manage multiple priorities, produce excellent work results, and follow through on commitments. A sense of urgency is required.
For more information, please apply through the link provided for the attention of Emma Wilde or email your cv to emma.wilde@osborne.ie If you are interested in finding out more about the above role and would like to be considered other suitable roles that we may have available for your skill set – please attach your CV via the link provided Please submit your updated CV in Word Format If you are living in Ireland and hold a valid work permit, we would love to hear from you, if however, you do not hold a valid work permit unfortunately we will not be in a position to assist you with your job search. Osborne are proud to be an Equal Opportunity Employer. Please visit www.osborne.ie for more information on all of our roles.
