Human Resources Officer (Executive Officer)

About this competition The FSPO is seeking to recruit suitable candidates to be placed on a panel for the role of Human Resources Officer (Executive Officer). The FSPO currently has one vacancy for a Human Resources Officer (Executive Officer) in its Corporate and Communication Services Directorate. The Executive Officer role in the FSPO is a critical role delivering against our important statutory remit.

As an FSPO Executive Officer you • Have clearly defined roles in an organisation that make a difference to the lives of consumers. • Have clear public sector pay scales and increases in line with central agreements. • Have membership of our pension scheme and annual leave entitlements. • Are part of a growing organisation delivering a critical role in Ireland’s consumer protection framework with opportunities for career progression. • Have personal development opportunities through in-house training and development and the potential of access to fee refund schemes for education and paid study leave. • Have access to our hybrid work policy and flexible working hours. • Will work in a dynamic, collaborative and interactive work environment. • Will work in a modern city centre office located in central Dublin, which is easily accessible by public transport. • Have access to employee schemes such as Tax Saver tickets, bike-to-work scheme and bike storage onsite. • Have access to a supportive Employee Assistance Programme (EAP) and other Health and Wellbeing initiatives.

The FSPO expects to establish a panel from this campaign. Successful candidates will be placed on a panel from which appointments may be made. Vacancies will be offered to candidates placed on the panel based on the Order of Merit from interview. Once an offer of appointment has been accepted or rejected by a candidate, a candidate will be removed from the panel and no further offers of appointment will be made to that candidate. Any panel formed as part of this campaign which is not exhausted through appointment of candidates to current or future vacancies will expire 2 years from the date of creation of the panel. About the Human Resources (Executive Officer) Role The FSPO recognises that excellence in the management of human resources is a key requirement in the development of a high performing workforce. Reporting to the Human Resources Manager, the Human Resources Officer will play a key role in supporting the HR function.

The successful candidate will be expected to demonstrate strong people management qualities and well-developed organisational skills, with the ability to multi-task, while also taking ownership of tasks and working on their own initiative. They will also be expected to have an ability to build effective relationships with internal and external stakeholders, and to apply judgement and flexibility in a challenging and fast-moving environment. This position offers a fulfilling and responsible role in a busy and challenging environment working on interesting and varied issues. It provides an excellent career opportunity to make a significant contribution to the delivery of corporate services in a dynamic organisation with a wide range of responsibilities.

Responsibilities The role of the Human Resources Officer (EO) is wide-ranging and the successful candidate will be required to: • Support day-to-day HR operations activities, ensuring efficient and effective delivery of HR services. • Support the implementation of HR policies and procedures. • Respond to employee queries coming to the HR unit in an efficient and professional manner, either face-to-face, via Teams or by email. • Support the HR Manager in providing day-to-day advice to line managers on all human resource issues. • Working with the team to support HR administration across a range of areas e.g. training applications, time and attendance, wellbeing initiatives, remote working, leave etc. • Manage HR records including creating and updating of personnel files, ensuring the retention of all such records are in compliance with the FSPO’s Records Retention Policy. • Provide support in organising the induction programme for all new employees. • Prepare and contribute to presentations and reports for HR. • Assist with the rollout of various initiatives included in the People Strategy. • Work with HR and other teams to improve processes and introduce systems to enhance efficiency, effectiveness, and the overall employee experience. • Provide support to the HR manager in relation to Payroll and Pensions administration, including collecting and compiling preliminary payroll data, including new hires, salary changes, higher scales, increments and deductions. • Monitor and track the completion and receipt of the FSPO’s performance management system (PMDS). • Provide support for HR recruitment activities e.g. scheduling interviews, booking meeting rooms, preparing meeting materials, scheduling induction programmes for all new hires. • Provide support for training events, e.g. scheduling events, preparing attendee invites and monitoring attendance, booking training rooms and liaising with training providers. • Demonstrate and embed the values of the FSPO throughout the workplace. • Support learning and development activities. • Take ownership for the delivery of own work, delivering with efficiency, effectiveness and quality. Support the Human Resources Manager in any other duties as required by the role.

Essential Requirements: In the Job Application Form, candidates must demonstrate how they meet all three essential requirements outlined under Sections A – C below. A. Educational requirements Candidates must, on or before Wednesday, 23 October 2024: (i) have obtained a minimum Level 7 qualification on the National Framework of Qualifications; or (ii) have obtained in the Established Leaving Certificate Examination a minimum of Grade D (or post 2017 Leaving Certificate O6 grade) at Ordinary level in Mathematics and Irish or English, having obtained a minimum of Grade C (or post 2017 Leaving Certificate H4 grade) in at least five subjects at Higher level; or hold a qualification, that in the opinion of the FSPO, is of a standard in terms of both level and volume of learning that is of at least an equivalent or higher standard to the Established Leaving Certificate; or (iii) have completed and passed all examinations in Year 1 of a three or fouryear programme leading to a minimum Level 7 qualification on the Quality and Qualifications Ireland (QQI) National Framework of Qualifications; or (iv) be serving as a Civil or Public Servant with at least two years’ service and have obtained at least five subjects in the Established Leaving Certificate Examination (including Mathematics and Irish or English), three of which should be minimum Grade C (or post 2017 Leaving Certificate H4 grade) at Higher level, the others should be at a minimum Grade D (or post 2017 Leaving Certificate O6 grade) at Ordinary level; or have passed an examination(s) which would be acceptable to the FSPO as being of at least an equivalent standard to the Established Leaving Certificate. B. Required experience, knowledge and skills Candidates must demonstrate that they meet all the following criteria in terms of experience, knowledge and skills. B1. A third level qualification in a relevant discipline and a minimum of 1 years’ relevant experience working within a HR environment. or a minimum of 2 years’ relevant experience working within a HR environment.

And B2. Candidates must demonstrate strong written communication skills and excellent attention to detail, as evidenced by their Application Form. C. Competencies required Candidates must demonstrate, by reference to specific achievements in their career to date, that they possess the qualities, skills and knowledge required for the role of Executive Officer as identified by the Public Appointments Service Executive Officer level competency framework set out in Appendix 1, and as listed below: • People Management • Analysis and Decision Making • Delivery of Results • Interpersonal & Communication Skills • Specialist Knowledge, Expertise and Self Development • Drive and Commitment to Public Service Values An invitation to tests, interview or any element of the selection process is not acceptance of eligibility. Eligibility may not be confirmed until the final stage of the process, therefore, candidates who do not possess the essential requirements, on the closing date of 23 October 2024, and proceed with their application, are putting themselves to unnecessary effort/expense and will not be offered a position from this campaign. Candidates who are unable to show that they hold the qualifications outlined in their application may be eliminated from the campaign at any stage.

Desirable experience, knowledge and skills: • Minimum of 2 years’ experience in a HR environment • HR qualification such as CIPD (Chartered Institute for Professional Development) or other professional membership. Other Eligibility Criteria Eligibility to compete and certain restrictions on eligibility: Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or a family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa.

Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28 June 2012 to Personnel Officers introduced, with effect from 1 June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of noneligibility). Department of Environment, Community & Local

Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. Pay The salary and terms and conditions for an Executive Officer are those, as set out below, that currently apply to Executive Officer (Standard Scale PPC) in the public service.

EXECUTIVE OFFICER (PPC) €36,044 €37,965 €39,050 €41,167 €43,064 €44,900 €46,729 €48,519 €50,328 €52,097 €53,974 €55,232 €57,026¹ €58,834² Long service increments (LSI) may be payable after 3 (LSI1)1 and 6 (LSI2)2 years’ satisfactory service at the maximum of the scale. Candidates should note that entry will be at the minimum of the salary scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded subject to satisfactory performance, in line with Government pay policy. Important Note Different terms and conditions may apply if, immediately prior to appointment, the appointee is already a serving Civil Servant or Public Servant.

Tenure The appointment will be to a permanent post in the public service. The appointee will be required to serve a 10-month probationary period.

Assignment / Location The successful candidate’s place of work will be the FSPO’s offices at Lincoln House, Dublin 2. Presently, FSPO staff can apply to work remotely for up to three days per week. This is subject to business needs, performance, and the requirements of the role. Future working arrangements will be determined by the broader public service policy framework.When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal public service regulations.