Assistant HR Manager

Ascension Executive; Trim; On-site; EUR 45,000 - 65,000; Full time

Job summary

Ascension Executive is seeking an Assistant HR Manager to support the HR Director in delivering a professional, responsive HR service across the organisation in Ireland. The role focuses on implementing HR strategies, supporting managers, and ensuring compliance with employment legislation.

You will advise managers on policies, support recruitment and onboarding, workforce planning, and staff retention, while upholding GDPR and confidentiality.

Qualifications

• Bachelor-level or higher HR qualification required or equivalent experience.
• Experience advising managers on policies and employment legislation.
• Minimum 3–5 years HR generalist experience with employee relations.

Responsibilities

• Advise managers on employee relations matters including disciplinary, grievance, absence management and performance issues.
• Support learning and development initiatives aligned with organisational needs.
• Ensure HR policies are implemented consistently and maintain records with GDPR compliance.
• Analyse workforce trends and HR metrics to support planning and retention strategies.
• Assist in strategic HR projects and maintain stakeholder relationships across the organisation.

Skills

Employee relations

HR policies & employment legislation

Recruitment & onboarding

Learning & development

Stakeholder management

Education

Third-level qualification in Human Resource Management, Business Management, or related discipline

CIPD qualification or equivalent

Tools

HRIS / HR systems

HR reporting & analytics

Job description

Job Description

The Assistant HR Manager will support the HR Director in delivering a professional, responsive, and high-quality Human Resources service across the organisation. The successful candidate will play a key role in implementing HR strategies, supporting managers, ensuring compliance with employment legislation, and contributing to the attraction, development, engagement, and retention of employees.

Key Responsibilities

• Employee Relations Support managers in managing employee relations matters including disciplinary, grievance, absence management, capability, and performance issues. Provide professional HR advice and guidance to managers and employees in line with organisation policies and employment legislation. Assist in maintaining positive employee relations and promoting a culture of engagement, respect, and inclusion. Support the resolution of workplace issues in a fair, consistent, and timely manner.
• Learning & Development Support the implementation of learning and development initiatives aligned with organisational needs. Identify training requirements and work with managers to support employee development. Assist in monitoring mandatory training compliance and professional development programmes. Contribute to succession planning and talent development initiatives.
• HR Operations & Compliance Ensure HR policies and procedures are implemented consistently across all services. Assist in reviewing and updating HR policies to reflect legislative and organisational changes. Maintain accurate HR records and support HR reporting and analysis. Support audits, inspections, and compliance reviews as required. Ensure adherence to GDPR and confidentiality requirements regarding employee information.
• Workforce Planning & Staff Retention Support initiatives aimed at improving employee engagement, wellbeing, and retention. Assist in analysing workforce trends and HR metrics to inform decision‑making. Work collaboratively with managers to address workforce challenges and support service delivery. Contribute to the development and implementation of staff retention strategies.
• General Assist the HR Director in delivering strategic HR projects and organisational change initiatives. Represent the HR Department at meetings and working groups as required. Build effective relationships with stakeholders across the organisation. Undertake other duties as may be reasonably assigned by the HR Director.

Essential Qualifications

• Third-level qualification in Human Resource Management, Business Management, or a related discipline.
• CIPD qualification or equivalent professional HR qualification desirable.

Essential Experience

• Minimum 3-5 years' HR experience, with experience in employee relations and generalist HR activities.
• Experience advising managers on HR policies, procedures, and employment legislation.
• Experience supporting recruitment, onboarding, and workforce planning activities.
• Strong knowledge of Irish employment law and HR best practice.

Desirable Experience

• Previous experience within the healthcare, social care, disability, or not-for-profit sectors.
• Experience supporting multi-site operations.
• Experience with HR systems and workforce reporting.

Key Competencies

• Excellent communication and interpersonal skills.
• Strong employee relations and conflict‑resolution skills.
• Ability to build effective relationships with stakeholders at all levels.
• Strong organisational and time management skills.
• High level of professionalism, integrity, and confidentiality.
• Ability to manage multiple priorities in a fast‑paced environment.
• Strong attention to detail and problem‑solving ability.
• Commitment to continuous improvement and best practice HR.

What We Offer

Opportunity to make a meaningful difference in the lives of those we support. A values‑led organisation committed to excellence in care and support. Professional development and career progression opportunities. Supportive and collaborative working environment. Competitive salary commensurate with qualifications and experience.

Skills

• HR Manager
• Human Resources Manager
• HRBP
• HR Business Partner

Benefits

• Excellent TPBN1_IJ