Tallaght Hospital is one of Ireland’s largest acute teaching hospitals, providing child-health, adult, psychiatric and age-related healthcare on one site.  With 562 beds, 12 theatres and 14 critical care beds in operation, the hospital treats over 410,000 patients per year and employs almost 2591 staff.

The Hospital serves the catchment area of Tallaght, Clondalkin, Firhouse, Rathfarnham, Terenure, Templeogue, West Wicklow and parts of Kildare. The Hospital is part of the Dublin Midland Hospital Group within the HSE.

As the Hospital has grown we provide access for patients to over 20 medical and surgical specialties, with comprehensive on-site Laboratory and Radiology support services. It is also a national urology centre, the second largest provider of dialysis services in the country and a regional orthopaedic trauma centre.  The Hospital has both an adult and paediatric Emergency Department which provides a 24 hour emergency service over 365 days a year with over 80,000 attendances each year.

Tallaght Hospital is one of two main teaching hospitals of Trinity College Dublin – specialising in the training and professional development of staff in areas such as nursing, health and social care professionals, emergency medicine and surgery amongst many others.  

1.      Introduction:

It is recognised that Tallaght Hospital is required to significantly change how it organises generally and delivers its core patient services to render it more compatible with what are now well established norms in this respect for large academic teaching hospitals. A number of considerations are central to the achievement of this imperative, the most important of which are as follow:

The need to create clear and unambiguous lines of responsibility, authority, and commensurate accountability across the organisation and assign positions and individuals to designated roles emerging there from;

The need to create a robust, committed and results focused corporate executive with clear mandate and deliverable objectives;

The need to decentralise authority and associated responsibility and accountability for services to designated clinical business units (clinical directorates).

A revised organisational structure, designed for this purpose has now been developed. This revised organisational design reflects contemporary arrangements for nursing services that are integrated within the Clinical Directorates for operational matters.

As a key member of the Executive Management Team, the post holder will be expected to lead, engage and contribute to future developments at the hospital resulting from the Government’s Health Reform Programme, including the establishment of Hospital Groups.

2.            JOB TITLE:

Human Resources Director

3.         REPORTS TO:  

Chief Executive Officer


The post holder is accountable for:

The development and delivery of the Hospital’s Human Resources workplan, including organisational capability and work force modernisation.   S/he therefore plays a critical role in the achievement of the of the Hospital’s mission statement and delivery of its business objectives.  

Providing high level expertise and understating of Human Resource management to ensure that Human Resource strategies are integrated and aligned within the corporate management process. 

Being a key driver of organisational change and development.  This position has a lead role in change management and organisational development to achieve specific and measurable outcomes in relation to service integration, service reconfiguration and cost containment across the Hospital.

Working within a framework of key performance indicators determined in consultation with the Chief Executive Officer and be responsible for meeting defined performance targets with clear accountability for results within established budgets and targets.

To act for and represent the Chief Executive and hospital with all stakeholders on the assigned areas of responsibility and accountability.


5.1       Have a Masters level in strategic HR / Organisational Development / Organisational Behaviour or equivalent.

5.2       Have a minimum of 10 years’ HR Senior Management experience, 5 of which must be within the public sector in managing the delivery of HR Services in an organisation of broadly similar size and complexity.

5.3       Have a detailed understanding and experience of modern, evidence-based HR practices and robust grasp of Irish employment and other relevant legislation.

5.4       Knowledge of workforce planning, recruitment and retention issues within the public sector

5.5       Evidence of successful management of large-scale strategic change projects

5.6       Experience of modernising services in a complex organisational environment

5.7       Experience in successfully managing relationships with internal and external stakeholders including trade unions.

5.8       Demonstrate continuous management development through relevant continuous education.

5.9       CIPD membership is desirable


A strong and experienced leader with a proven ability to input into the strategy of an organisation.  A self-driven, energetic HR professional able to work with a diverse range of employees, champion change and develop workforce strategies.

Attributes and Qualities should include:

Outstanding written, presentational and verbal communication skills

Excellent diplomatic, influencing, persuading and negotiation skills

Strong critical reasoning and analytical skills

Ability to develop and lead team

Ability to set own priorities, meet tight deadlines, work effectively under pressure and work independently

Confident and flexible approach to work



7.1       Corporate responsibilities

Shared responsibility with the executive team for providing visible, credible leadership to the organisation.

Contribute to the Hospital’s overall strategy and direction

Advise the executive team on employment law issues and best HR practice.  Work in partnership with senior managers to ensure that these principles are reflected in the modernisation projects they sponsor.

Develop close working relationships with external partner organisations, in particular the Department of Health & Children (DOH&C), Health Services Executive (HSE), Dublin Midlands Hospital Group (DMHG) and Trinity College Dublin (TCD).

Ensure that the work programme and functions for which the post-holder is responsible are delivered on time, to budget and with the support of key stakeholders.   Capitalise on opportunities for external funding where appropriate.

Develop and deliver against a range of Key Performance Indicators across the breadth of the post-holder’s responsibilities, ensure that the CEO is able to monitor the organisation’s HR and workforce development performance against these indicators.


Ensure that the management and practices of the Hospital meet statutory obligations and reflect best HR practice.

Provide leadership, vision and direction for the Human Resources function and for all managers with people management responsibilities.

Develop, implement and monitor the human resource strategy and associated policies in support of the Hospital’s overall strategy, ensuring employee effectiveness and motivation are maximised.

Ensure the future development and implementation of organisational learning and management development strategies and provide leadership and strategic direction to ensure that education and training initiatives are in place.

Provide effective leadership on employee relation matters and ensure the adoption of mechanisms for staff representation, communication and consultation across the organisation to foster productive and effective relationships with staff and their representatives.

Develop and maintain a close partnership with Trade Union representatives both locally and nationally.

Ensure appropriate effective representation and coordinate submissions for the Hospital in all third party forums where disputes or grievances have been referred for adjudication or arbitration.

Develop and implement strategies to promote staff continuing professional development which contributes to, is consistent with and supportive of the organisation’s developmental goals and objectives.

Lead in progressing and implementing an Equal Opportunities/Diversity Strategy aligned with the Hospital’s mission and values.

Ensure the provision of an accurate and timely superannuation function to employees and ex-employees, consistent with relevant legislation on this subject.

Provide effective leadership to all workforce planning and information matters across the organisation, ensuring the maintenance of accurate staff records and related information and oversee the regular and ad hoc workforce information reporting to appropriate audiences.

Represent the Hospital at Regional and National levels on HR issues, developing partnerships and sharing best practice.


Lead and drive the development work with the CEO and other executives in the fostering of an engaged organisational culture which is in line with the Hospital’s vision, values and strategic goals.

Working with executive colleagues and senior leaders, develop leadership capacity and capability at every level within the organisation to support enhanced performance and deliver an engaged, motivated, flexible workforce.

Ensure the Hospital has an active talent pool underpinned by robust succession planning and talent management mechanisms.

Foster a culture within the Hospital, which enables staff to maximise their contribution to service objectives through appropriate personal and professional development.

Lead the identification and implementation of organisational development initiatives and structures which support innovation, flexibility and high performance.

Utilise national and local mechanisms for gauging staff opinion and organisational climate, to improve the quality of working life so that staff feel valued, supported, involved and engaged.

Work in close liaison with executive colleagues, lead clinicians and managers to develop and maintain effective workforce planning systems and workforce policies and procedures that support service modernisation and provide effective patient care.



Ensure that service modernisation projects capitalise upon the opportunities for workforce modernisation, realignment of role boundaries between professional groups, and the development of new roles and vice versa.

Particular emphasis is placed on achieving cultural organisational change to support and sustain these developments.

Support senior managers in identifying opportunities for, and implement, business process reengineering.


7.5       GENERAL

To undertake any other duties and take responsibility for additional functions and areas as may be determined from time to time by the Chief Executive Officer.

This job description describes the roles and responsibilities as currently envisaged.  These may change over time in the light of Hospital’s corporate and clinical objectives and the national health sector reform programme.

The post holder will be required to participate in the Corporate Executive Management On-Call rota.


Ensure that the team makes the most effective and efficient use of developments in information technology for both patient care and administrative support in a manner, which integrates well with systems throughout the organisation.

Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required.

Ensure that all staff are trained in the use of computer systems, which are used in the management of patient episodes in the Hospital.

9.         HEALTH & SAFETY

Ensure the compliance of all your staff with the Safety, Health and Welfare at Work Act, 2005.

Comply and enact Health and Safety responsibilities as outlined in Hospital policies, protocols and procedures relevant to your area.

Prepare risk assessments and departmental safety statements as required.

Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification and management of risks and incidents throughout the hospital.


Ensure that all your staff are advised of their responsibility for Hygiene awareness. Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”

Act as a role model and actively promote infection control and prevention and ensure that staff in your area familiarise themselves with the hospital infection control policies and guidelines as outlined in the Infection Control Manual.

Ensure that staff in your area are aware that they work in an area where there is potential for transmission of infection.

Ensure that all your staff are advised that they have a responsibility to prevent the transmission of infection particularly in relation to hand hygiene.



You will be aware of the confidential nature of Hospital work and in particular, the right of patients to confidentiality. To this end, you will not discuss workings of the Hospital or its patients or disclose any information of a confidential nature except as required to do so in the course of your work. No records, documents or property of the Hospital may be removed from the premises of the Hospital without prior authorisation. You must return to the Hospital upon request and, in any event, upon the termination of your employment, all documents or other property of the Hospital which are in your possession or under your control.


Information Technology & data

Make the most effective and efficient use of developments in information technology for both patient care and administrative support in a manner which integrates well with systems throughout the organisation.

Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required.

Data Management

Ensure compliance with the obligations required by the Data Protection Act 2003.



14.1    TENURE:
The appointment is whole time, permanent and pensionable.

14.2    Other Provisions:

Age restriction shall only apply to a candidate where he/she is not classified as a new entrant (within the meaning of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004). A candidate who is not classified as a new entrant must be under 65 years of age on the first day of the month in which the latest date for receiving completed applications for the office occurs.

A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health as would indicate a reasonable prospect of ability to render regular and efficient service.

Be of good character.

There is a requirement for Garda Clearance in respect of candidates for employment in areas of the Health Service, where it is envisaged the potential employees would have substantial access to children or vulnerable individuals.

14.3        Remuneration:

Remuneration is in accordance with the salary scale approved by the Department of Health and Children. Current remuneration with effect from 1st January, 2018:

€95,744 by 5 increments to €116,734 per annum

14.4        Pension arrangements and retirement age

There are three superannuation schemes currently in operation for staff in Tallaght Hospital:

(a)          Voluntary Hospital Superannuation Scheme (Non-New Entrant) 

(b)          Voluntary Hospital Superannuation Scheme (New Entrant)

(c)           Single Public Service Pension Scheme

Please read carefully the summary of the criteria for the three superannuation schemes below. This will assist you in identifying which scheme membership is applicable to your employment circumstances.

(a)          If you have been continually employed in the public service prior to the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (Non-New Entrant) with a Minimum Retirement Age of 60 and a Maximum Retirement Age of 65.

(b)          If you have been continually employed in the public service post the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (New Entrant) with a Minimum Retirement Age of 65. There is no Maximum Retirement Age.

(c)           If you have commenced employment in the public service as a new entrant or you are a former public servant, returning to the public service after a break of more than 26 weeks, you will be included in the Single Public Service Pension Scheme effective from the 1st January 2013 with a minimum retirement age of 66 (rising to 67 and 68 in line with state pension changes).  The maximum retirement age under this scheme will be age 70.

14.5        Hours of work:

Normal working hours are 37 worked over 5 days. However you will be required to work the agreed roster/on call arrangements advised to you by your line manager. Your contracted hours of work are liable to change to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.  You will be required to participate in the corporate executive management team on-call roster.

14.6        Probation:

The successful candidate will be appointed initially for a probationary period of six months. During the probationary period progress or otherwise will be monitored and at the end of the probationary period the service will (a) be certified as satisfactory and confirmed in writing or (b) if not satisfactory, the probationary period may be extended by 3 months.

14.7        Annual Leave:

Annual leave entitlement is 30 days per annum, depending on length of service, plus 9 Bank Holidays per annum as they occur. The annual leave year runs from 1st of April to 31st March each year.

14.8        Sick Leave:

Payment of salary during illness will be in accordance with arrangements as approved from time to time by the Department of Health and Children.

14.9        Termination of Office:

The employment may be terminated at any time by three months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/2001. The Management’s right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment.


Applications must be submitted ‘on-line’ at www.tallaghthospital.ie/careers  by completing the application form and attaching your CV.

Candidates should be aware that, when applying for a post through the 'On-Line' Application System (Candidate Manager) they will receive an automated replying acknowledging receipt of their application.  Should you for any reason, not receive this automated acknowledgement, you should notify the Human Resources Department, before the closing date, otherwise your application will not be considered.


The names and addresses of three referees must be submitted with your application, two of whom should be from recent appointments.  The Hospital may also refer to present and former employers for reference purposes without further notification to the applicant.  An applicant having any reservations on this matter should state on cover letter at the time of application.

Informal enquiries to Mr. David Slevin, Chief Executive Officer, Telephone: 01 414 2845, or e-mail: ceo@amnch.ie

Closing Date On or before 2nd February 2018

Please note that shortlisting will take place the week of 5th February 2018 and interviews will take place the week of 19th February 2018.

Shortlisted candidates will be required to make a presentation at interview.

All candidates should note that, in order to maintain a timely process, the closing date and time for receipt of applications will be strictly adhered to.

NOTE: The Hospital Structure is currently under review and therefore, reporting relationships may change. The extent and speed of change in the delivery of health care is such that adaptability is essential at this level of appointment. The incumbent will be required to maintain, enhance and develop their knowledge, skills and aptitudes necessary to respond to a changing situation. The Job Description must be regarded as an outline of the major areas of accountability the present time, which will be reviewed and assessed on an on-going basis.