Head of HR(Interim)

Teckro Limited

Dublin

Sur place

EUR 120 000 - 160 000

Plein temps

Il y a 5 jours

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Résumé du poste

Teckro Limited in Ireland is seeking an Interim Head of HR to lead our people function during a critical scaling phase. You will set the people strategy, own talent attraction, development and retention programmes, and run the function with authority for a 12-month term.

Reporting to the CFO, you will partner with the leadership team on organisation design, compensation bands, performance cycles and HR data dashboards while building a robust hiring engine.

Qualifications

10+ years in HR/People Ops, including 3+ years leading a function or as a senior HR Business Partner or Head of people function in a scaling company.
Proven delivery in a high-growth environment: hiring at pace, performance, reward and retention.
Strong Irish employment law knowledge; UK/US awareness helpful.

Responsabilités

Develop and deliver the people strategy and annual plan; advise the leadership team on organisation design, leadership capability, culture and workforce decisions.
Partner with Finance on headcount and budget, and with the Chief of Staff on organisation design, onboarding and cross-functional projects.
Lead change through growth and restructuring.
Own the recruitment model and hiring plan (in-house, agency and referral)
Set hiring standards: structured interviews, interviewer training and offer approval aligned to salary bands.
Own the performance cycle, calibration and probation processes.
Build career frameworks and succession plans for critical roles; deliver manager and leadership development.
Define compensation philosophy, salary bands and the pay review process with Finance; oversee benchmarking and benefits.
Lead the engagement survey and action planning; use attrition and exit data to drive retention action.
Lead complex employee relations matters (investigations, disciplinary, grievance, redundancy) and own employment law advice, using external counsel where needed.
Ensure compliant employment arrangements for our small er US and UK teams, working with payroll providers and local advisers.
Own HR policies, and partner with the Legal Counsel/DPO, who owns GDPR, on employee data.
Own HRIS and a monthly people dashboard for the leadership team.
Lead and develop the HR team, giving the HR Generalist scope to own outcomes; manage the People budget and providers.

Connaissances

Strategic HR leadership

People operations

Talent acquisition

Performance management

Employee relations

Change management

Budgeting & forecasting

HRIS & ATS

Organisational design

Interim leadership

Formation

Degree in HR / CIPD Level 7

Outils

HRIS

ATS

Payroll software

Description du poste

ABOUT TECKRO

Teckro is a fast-growing Irish technology company in a period of hypergrowth, with revenues growing rapidly year on year. We are 150 people today and have ambitious plans. This is a rare opportunity to join at a pivotal stage, make a real impact and help shape how we scale.

THE ROLE

As Interim Head of HR you will be Teckro's senior people leader, setting the people strategy and owning the programmes that attract, develop and retain great people as we scale. This is a hands-on 12-month role: run the function with authority and leave behind the frameworks, hiring engine and people data we can build on.

REPORTING TO

Chief Financial Officer

TEAM

HR Generalist, Talent Acquisition Specialist(day-to-day leadership during Head of HR'S planned leave)

CONTRACT

Fixed term, 12 months (Start Date: January 2027)

WHAT SUCCESS LOOKS LIKE IN 12 MONTHS

A people plan agreed with the leadership team and linked to the growth plan.
Hiring delivered to plan, with monthly reporting on time-to-hire, offer acceptance and source mix.
Regretted attrition understood by team and manager, with a retention plan in place.
A compensation framework (bands, levels, pay review) and a calibrated performance cycle.
Manager development program and a monthly people dashboard in front of the leadership team.

KEY RESPONSIBILITIES

Strategy and leadership

Develop and deliver the people strategy and annual plan; advise the leadership team on organisation design, leadership capability, culture and workforce decisions.

Partner with Finance on headcount and budget, and with the Chief of Staff on organisation design, onboarding and cross-functional projects.

Lead change through growth and restructuring.

Talent acquisition

Own the recruitment model and hiring plan (in-house, agency and referral)

Set hiring standards: structured interviews, interviewer training and offer approval aligned to salary bands.

Performance and development

Own the performance cycle, calibration and probation processes.

Build career frameworks and succession plans for critical roles; deliver manager and leadership development.

Reward, engagement and retention

Define compensation philosophy, salary bands and the pay review process with Finance; oversee benchmarking and benefits.

Lead the engagement survey and action planning; use attrition and exit data to drive retention action.

Employee relations and compliance

Lead complex employee relations matters (investigations, disciplinary, grievance, redundancy) and own employment law advice, using external counsel where needed.