Digital HR Transformation Manager

REPORTS TO: Director of HR

SALARY SCALE: Clerical VII €58,254-€75,728

Should you have no prior public sector experience you will be placed on point 1 of the pay-scale

Role Overview:

The Digital HR Transformation Manager will play a hands on, operational role in leading the digitalisation of our HR operations, systems, and processes. This is a unique opportunity to work closely with senior leaders, HR teams, and external vendors to implement impactful solutions that align with our broader business strategy. This role will focus on addressing system gaps, implementing clear system roadmaps, and enhancing system efficiencies, analytics, and reporting capabilities, optimising HR technology solutions to support core HR processes.

Key Responsibilities:

• Lead the development and execution of the HR digital transformation roadmap, ensuring alignment with business goals and employee needs.
• Implement HR technologies (ServiceDesk, Jotform, Sharepoint folder and building of site.) that optimise HR service delivery, including automation of workflows, employee self-service, and analytics capabilities.
• Partner with HR cross-functional teams to identify areas for process improvement and integration of digital tools to enhance employee experience and HR operations.
• Drive the change management process by ensuring smooth adoption of new systems, providing training to internal HR members and external stakeholders, and supporting HR teams through the transition.
• Monitor and analyse HR digital trends, ensuring the business remains at the forefront of HR innovation.
• Collaborate with internal IT and external technology providers to configure, customise, and implement new HR solutions.
• Provide regular updates and reports to the Director of HR and the Executive Management Team on the progress of transformation initiatives, KPIs, and challenges.
• Support data migration, system testing, and troubleshooting during the implementation of new HR technologies.
• Ensure compliance with relevant HR policies, data protection, and security regulations during the digital transformation process.
• Ownership Digital HR budget, ensuring alignment with strategic goals and monitor monthly expenditures to ensure actual spend remains within budget, addressing any variances proactively.
• Further development of the Microsoft365 suite of tools with particular focus on Power BI, Power Automate, Jotform/Microsoft Forms and Chatbot development through Sharepoint.
• Presentation skills and teaching experience.

Reporting Insights & Analytics

• Partner with the HR team to monitor and continuously improve the established People Analytics strategy and develop workforce planning streams.
• Proactively consult with leaders to understand business and people challenges and turn them into strategic people analytics projects or programs.
• Creating and maintaining data, reporting, dashboards, etc. including identifying and closing data gaps and needs in order to provide insights to leadership.
• Provide leadership and direct line-management for the team members responsible for delivering HR Analytics and HR Compliance services.

Key Skills and Experience:

• Preferred - Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field.
• 2+ years of HR experience, with at least 3 years in a leadership role.
• Proven experience working with HR technologies (e.g., Softworks, SAP SuccessFactors, Workday, BambooHR) and data-driven HR strategies.
• Track record of implementing strategic HR technology and initiatives or change management projects.
• Experience in implementing of HR Technology (SAP Success Factors, Payroll, Time & Attendance Systems, Survey Tools) for Irish enterprise

Essential Criteria

• Minimum 2 years' demonstrable experience in managing digital HR transformation projects within Ireland, with a deep understanding of HR technologies, systems, and processes.
• In depth experience working with Microsoft365, Power BI and Power Automate.
• Strong project management skills with a track record of delivering complex HR technology initiatives on time and within budget.
• Experience with HRIS systems, such as Softworks, Workday, SAP SuccessFactors, Oracle HCM, or similar platforms.
• Ability to influence and collaborate with stakeholders at all levels, including senior leadership.
• Strong analytical skills and ability to translate data into actionable insights for HR and business decisions.
• Excellent communication and change management skills, with a focus on fostering user adoption and minimising disruption.
• A thorough understanding of GDPR and other relevant data protection regulations.

Closing Date:

12.00pm on the 25th of November 2024

Informal enquires:

For informal enquiries, or to arrange an informal conversation , please contact: mark.keegan@smh.ie, Director of HR and Organisational Development.

Interview Dates:

Interviews will take place on Friday 6th December 2024. There may be a second round of interviews involving a presentation on the 11th December. The onus is on all applicants that are short listed for interview to ensure they are available for interview in person, as we cannot facilitate online interviews or change of interview dates for this post.

Terms & Conditions

PAYSCALE: Successful candidates will be paid in line with 2024 HSE revised consolidated pay scale, based on working a 35 hour week. – Clerical VII. Please note, you will start at point 1 on the scale if you have no previous public sector experience.

ANNUAL LEAVE: 30 days annual leave per annum

HEALTH: A candidate for and any person holding the office must be in a state of health as would indicate a reasonable prospect of ability to attend regular and efficient service.

CHARACTER: Candidates for any position holding the office must be of good character

LOCATION: Head Office, Ballymun Road, Dublin 9. Eligible to apply for hybrid / blended working. 3 days on site minimum when approved. During the probationary period the candidate is expected to attend onsite with some flexibility.

MOBILITY: The movement of employees between locations is an essential component of St. Michael's House's strategy to ensure the appropriate and equitable allocation of human resources, skills, and experience. This mobility is a necessary requirement to meet the service requirements of this position effectively.

HOURS OF WORK: 35 hours per week with some level of flexibility. There will be times when you will be required to work outside of the normal office hours.

GARDA VETTING: St Michael’s House recognise its responsibilities under the National Vetting Bureau (Children and Vulnerable Persons) Act 2012-2016.This act applies to those employees who provide care for children and vulnerable adults. St Michael’s appointed liaison person will apply for vetting disclosure for new and current employees.

CONFIDENTIALITY: The post holder will have access to various types of records/information in the course of work. Such records and information are strictly confidential and unless acting on the instruction of an authorised person, on no account must information concerning board meetings, board documentation, staff, service users or other service business or any other information acquired or learned while carrying out the office be divulged or discussed except in the performance of normal duty. In addition, records may never be left in such a manner that unauthorised persons can obtain access to them and must be kept in safe custody when no longer required