Human Resources Generalist

Green Fox Selection; Maynooth; On-site; EUR 45,000 - 60,000; Full time

Job summary

Green Fox Selection client in Ireland is seeking an experienced HR Generalist to join the Dublin team. You will own day-to-day HR operations, maintain records, and handle staff queries with GDPR compliance, while collaborating with the COO and SLT.

This role covers recruitment coordination, onboarding, employee lifecycle, performance reviews, rewards support, and engagement initiatives. You will produce routine HR reports, support benchmarking and compliance with statutory obligations.

Qualifications

• Experience as HR Generalist or similar role.
• Familiarity with GDPR and data protection.
• Experience with HRIS and recruitment processes.

Responsibilities

• Own day-to-day administration of the HR system and records, ensuring accuracy and GDPR compliance.
• Coordinate recruitment processes: scheduling, candidate comms, offers and contracts.
• Administer the employee lifecycle from joining to exit, including probation tracking.
• Coordinate performance reviews and development, preparing manager packs.
• Support reward, benefits and annual salary review processes with Finance.
• Assist culture, engagement activities and internal communications.
• Coordinate compliance, reporting and role register, with outsourced providers.

Tools

Bright HR

Job description

Our client is one of Ireland’s leading property developers, with an established reputation for delivering high-quality residential and commercial developments across the country.

Due to continued growth, they are now looking to appoint an experienced HR Generalist to join their team in Dublin. This is an excellent opportunity for an HR professional looking to take on a broad role within a growing and dynamic organization.

HR systems, records and data protection

• Own the day-to-day administration of the HR system (currently Bright HR), keeping records accurate and up to date.
• Maintain employee records, contracts and correspondence, and act as first-line point for staff queries and self-service, escalating matters that require judgement to the COO or SLT.
• Handle all employee data in line with GDPR and Data Protection Commission guidance — clear purpose, defined retention and particular care with special-category data.

Recruitment and onboarding coordination

• Coordinate approved recruitment: liaise with the hiring manager and the panel of recruiters at agreed rates, and maintain the repository of job specifications for managers to tailor.
• Administer the hiring process — scheduling, candidate correspondence, offer paperwork and contracts.
• Coordinate onboarding with the HSEQ function and Day-1 set-up (equipment, systems, payroll) with Finance.

Employee lifecycle and probation

• Administer the employee lifecycle from joining to exit, ensuring contracts, letters and records are complete and on file.
• Run the probation tracking process rigorously: diarise every six-month review well in advance, prepare review paperwork, and ensure outcomes (pass, extend or exit) are recorded and actioned before expiry. Probation is treated as a priority control.
• Coordinate exit administration and support consistent, personal exit engagement by the relevant manager or SLT member.

Performance, reviews and development

• Coordinate the admin-light performance and annual-review cycle, scheduling reviews against grade expectations and preparing packs for line managers.
• Administer L&D and mentorship: log development options by department and grade, arrange external coaching and mentorship for SMT, and track completion — keeping administration light.

Reward and benefits support

• Support the (to be built) competency framework and grading of staff levels.
• Support the annual salary review and remuneration-committee cycle by collating market and construction-sector benchmarking data and preparing analysis packs.
• Administer the benefits suite (annual leave, pension, travel/vehicles, DIS/IP and others) with Finance, and maintain accurate benefit records.

Culture, engagement and committees

• Provide administrative support to the staff-run wellness and social committees (kept separate), including scheduling, budget tracking and coordination with their SLT sponsors.
• Coordinate engagement activity and annual team check-ins (e.g. DISC or Insights Discovery), including booking external facilitators and collating outputs.
• Support internal communications and the roll-out of recognition programmes.

Compliance, reporting and the role register

• Act as the coordination point for outsourced compliance and employment-law providers, and maintain a compliance calendar of statutory obligations (e.g. gender pay gap reporting).
• Maintain the role register with the Financial Controller — keeping grading clear and the data reliable, disconnected from pay.
• Produce routine people reporting and dashboards (turnover, cost-per-hire, engagement and similar) for the COO, SLT and board — offered on a fixed cadence, not on request.