Human resources officer:

Job description

Human resources (HR) officers develop, advise on and implement policies relating to the effective use
of personnel within an organisation.
Their aim is to ensure that the organisation employs the right balance of staff in terms of skills and
experience, and that training and development opportunities are available to employees to enhance
their performance and achieve the employer's business aims.
HR officers are involved in a range of activities required by organisations, whatever the size or type of
business. These cover areas such as:

working practices;

recruitment;

pay;

conditions of employment;

negotiation with external work-related agencies;

equality and diversity.

Typical work activities

An HR officer must have a clear understanding of their employer's business objectives and be able to
devise and implement policies which select, develop and retain the right staff needed to meet these
objectives.
HR professionals not only deal with staff welfare and administration-centred activities, but also
strategy and planning. HR departments are expected to add value to the organisation they support.
The exact nature of the work varies according to the organisation, but is likely to include:

working closely with various departments, increasingly in a consultancy role, assisting line
managers to understand and implement policies and procedures;

promoting equality and diversity as part of the culture of the organisation;

liaising with a wide range of people involved in policy areas such as staff performance and health
and safety;

recruiting staff - this includes developing job descriptions and person specifications, preparing job
adverts, checking application forms, shortlisting, interviewing and selecting candidates;

developing and implementing policies on issues like working conditions, performance

management, equal opportunities, disciplinary procedures and absence management;

preparing staff handbooks;

advising on pay and other remuneration issues, including promotion and benefits;

undertaking regular salary reviews;

negotiating with staff and their representatives (for example, trade union officials) on issues
relating to pay and conditions;

administering payroll and maintaining employee records;

interpreting and advising on employment law;

dealing with grievances and implementing disciplinary procedures;

developing with line managers HR planning strategies which consider immediate and long-term
staff requirements;

planning, and sometimes delivering, training - including inductions for new staff;

analysing training needs in conjunction with departmental managers.

Human resources manager

Human resource (HR) managers are involved with recruitment, training, career development,
compensation and benefits, employee relations, industrial relations, employment law, compliance,
disciplinary and grievance issues, redundancies etc. The job involves keeping up to date with areas
such as employment law, which change often.
Generalist HR roles are usually found in small and medium sized companies, where the HR manager
will deal with the whole range of HR activities. In large multinationals you will often find specialists, for
example in learning and development, recruitment or employee relations.

Job description
Work activities

Developing HR planning strategies with line managers by considering immediate and long-term staff
requirements

Recruiting staff by preparing job descriptions and job adverts; deciding on how best to advertise

Shortlisting applicants for interview using a variety of selection techniques including psychometric testing
Interviewing shortlisted candidates

Advising on pay and other issues, including promotion and benefits; administer payroll and maintain staff
records

Interpreting and advising on employment legislation; develop and implement policies on a variety of
workplace issues eg disciplinary procedures, absence management, working conditions, performance
management and equal opportunities

Listening to grievances and implementing disciplinary procedures

Analysing training needs in conjunction with line managers; planning and delivering training, including staff
inductions.
Work conditions

Travel: not a normal part of the working day but attendance at off-site meetings possible.

Working hours: mainly office hours, with occasional extra hours. Location: opportunities exist mainly in
towns or cities throughout the country.

Opportunities for self-employment: unlikely (unless a specialist in training).

Typical employers
Any large organisation including banks, insurance companies, hospital, universities, institutes of
technology, etc.
Career development
Progression will very much depend on the size of the organisation. Relocation may be necessary. It is
possible to move from generalist HR roles into specialist areas such as industrial relations,
employment law, organisational development or training and development.
Salaries
Salary levels for HR officers vary considerably across sector. Salaries in large private companies tend
to be higher than those for workers in local authorities. Republic of Ireland: Graduate entrants can
start at 25,000. This can rise to 40,000 per year with experience. Senior personnel officers,
especially in large organisations, can earn considerably more: some in excess of 100,000. Dublin-

based jobs tend to pay higher. Northern Ireland: Graduate entrants can expect 12,00015,000 with
HR Directors earning anything from 50,00080,000.

Entry requirements and training

Entry requirements
There are two main entry routes.
Graduate training programmes: while some HR graduate training programmes are available, they are
rare in Ireland.
Entry-level jobs: graduates can gain an entry-level role as a HR administrator, where they will have
responsibility for matters such as updating files, contracts, scheduling interviews, preparing statistics
etc.
Specific degree subjects required
While a HR degree is not necessary it is an advantage, as is the Chartered Institute of Personnel &
Development (CIPD) qualification. A list of CIPD accredited programmes in Ireland is available on
the CIPD website. Some degree courses (usually business studies) and postgraduate courses may
provide exemption from CIPD Professional Qualifications.
Other relevant degree subjects

Business

Economics

Law

Management

Psychology

Public administration

Social studies.
Postgraduate study
A pre-entry postgraduate qualification is not a requirement but a range of courses at postgraduate
certificate, diploma and masters level are available, some of which combine business studies with HR.
Specific entry requirements
Although membership of the CIPD is not an absolute requirement for entry into this career, employers
generally look on membership as an asset.
Training
A few graduate training schemes are available.
Tips for applications
Develop appropriate skills while at college: get involved with student groups and organisations; in
particular take on positions of responsibility, whether in a voluntary or paid capacity.
Talk to staff working in HR, gain experience in a HR department and read relevant journals.
Skills and qualities

Good communication skills

Strong interpersonal skills

Business awareness and commercial focus

Leadership and strong management skills

Technically competent

Strong interpersonal skills

Ability to analyse, interpret and explain the legal framework regulating employment

Influencing and negotiating skills

Personally credible

Integrity and approachability