Experience

Citizens Information Board

• Ireland
• Information Services
• 1 - 100 Employee

• HR Executive Officer

  • Apr 2021 - Present

  Performance Management Development SystemLearning & DevelopmentPolicy DevelopmentManaging Leave Schemes Performance Management Development SystemLearning & DevelopmentPolicy DevelopmentManaging Leave Schemes



Focus Ireland

• Ireland
• Individual and Family Services
• 200 - 300 Employee

• HR Officer

  • Aug 2018 - Apr 2021

  HR Business Partner:• Influence and drive Continuous Improvement through creating and developing goodworking relationships with Managers and employees across all levels• Influence and establish credibility, trust and rapport with internal and externalstakeholders to facilitate the accomplishment of work goals, coupled with the ability togain commitment from others• Provide up to date advice and support around the legal and regulatory environment,and recommend solutions• Participate in formal and informal hearings, as appropriate, e.g., disciplinary,grievances• Participate on organisational forums, as required• Input information into the Teams Monthly & Board ReportsRecruitment:• Liaise with Line Managers around resource requirements within agreed headcount• Compile and update job descriptions and interview plans• Assist in developing job analysis, job description and job specifications.• Gather and manage database of applicants and potential candidates.• Creating road map and strategic recruitment for candidates for the organisation.• Full cycle recruitment; manage all recruitment advertising, source, screen, prepareinterview packs, interview, pre-screening checks, offer and regrets to candidates.• Participate on interview panels • Co-ordinate the ongoing recruitment of the Relief panel• Provide Line Managers with regular status updates



University College Dublin

• Ireland
• Higher Education
• 700 & Above Employee

• HR Officer (Resourcing)

  • Sep 2017 - May 2018

  -Managing all the non competition files to be prepared for the Operation team.-Manage the generation of all contracts of employment, extensions and any changes to Terms and Conditions of employment.-Contracts Audit & Maintenance of the same for all contract issued to the UCD employees.-Managing the end date reports and dealing with The Head of schools/Principal investigator about variances on the current contract of employment for the existing staff (Changing of salary/termination/contract extension/Changing in working hours/Post Retirement contract/Overseas Contract/Direct appointments)- Managing all the work permit renewals for UCD existing staff -Manage and support a team of EAs and ensure the workload is equally distributed and assigned on daily basis -Liaise with the HEA and Government Departments regarding remuneration policy and other issues.-Review Develop and maintain procedures for the accurate recording and updating of all data relating to employees-Exploit the use of IT systems to capture, retrieve and manipulate data across systems and to modernise processes.- Use reporting for various purposes, including audit control of all data; reports to ensure data integrity; operational and statistical reports for senior managers to assist with the operational management of the section.

• HR Officer

  • Mar 2016 - Sep 2017

  - Work closely with the C&B Manager in all aspects of the day-to-day operation of the Section.- Deputise for the C&B Manager in her absence in relation to all aspects of C&B administration.- Review Develop and maintain procedures for the accurate recording and updating of all data relating to employees and ensure that all the variances are submitted to the payroll department within the deadlines.-Manage and support a team of EAs and SEAs and ensure the workload is equally distributed and assigned on daily basis - Manage the implementation of public sector pay awards/reductions and all other negotiated pay agreements, ensuring, where necessary, that arrears are calculated accurately and paid accordingly. - Ensure that all University policies and procedures in relation to payments and other matters are implemented e.g. statutory redundancy, statutory leaves and sick leave.- Exploit the use of IT systems to capture, retrieve and manipulate data across systems and to modernise processes.- Engage in specific HR Projects or Change Management initiatives as designated by the C&B Manager and/or the HR Operations Manager.- Manage the training and induction of new staff, identify any operational training needs and agree solutions with the Compensation and Benefits Manager.- Undertake specific projects and duties specified by the C&B Manager or HR Operations Manager.



Self Employed

• Real Estate
• 1 - 100 Employee

• HR Consultant

  • May 2014 - Mar 2016

  -Cold calling' companies to generate new business- Getting vacancy details from employers - Interviewing and testing job seekers- CV preparation and Interview training to job seekers - Matching candidates to jobs to build a pool of potential applicants - Screening and shortlisting candidates for employers to interview- Building relationships with employers and job seekers- Meeting targets for vacancies filled and people placed -Cold calling' companies to generate new business- Getting vacancy details from employers - Interviewing and testing job seekers- CV preparation and Interview training to job seekers - Matching candidates to jobs to build a pool of potential applicants - Screening and shortlisting candidates for employers to interview- Building relationships with employers and job seekers- Meeting targets for vacancies filled and people placed



AOL

• Broadcast Media Production and Distribution

• HR Generalist

  • Feb 2012 - Mar 2014

  • Policy Development: Play a key role in developing internal policy matters ensuring that the company develops a successful system of keeping employees informed on developments in areas such as Company Policies, European/National Legislation developments, and all other relevant areas.• Advising management and employees on the interpretation of HR policies, compensation and benefit programs, etc.• Establishing HR procedures and policies and co-ordinating Global HR Projects• Administering internationally employee benefit programs and liase with 3rd parties providers, brokers, HR BP• Issuing contracts for EMEA region ensuring the contracts are compliant with the country legilsations• Human Resource Data System: Take responsibility for ensuring the system is up dated accordingly and all the changes are processed timely.• Managing the probation process/contracts extension, terminations, Contract changes, through liasing with Line Managers & Business Partners. • Continue the development of Company induction programme and deliver HR module of same• Facilitating employee orientation and on-boarding process of all EMEA new hires • Assist all Managerial levels in the Identification of Departmental training needs on a yearly basis.• Provide end-to-end operational HR support to employees and the HR Business Partners across the EMEA region



United Parcel Service

• United States
• 400 - 500 Employee

• HR Administrator

  • Jul 2006 - Feb 2012

  • Implement and maintain UPS Human resources policies in accordance with established guidelines and procedures & advise and support management on HR and ER related matters• Maintain and update employee files and employee database, Manage all employees benefit plans (Tax Saver Commuter Ticket, Healthcare, Cash Bonus, Pension, Education, Relocation reimbursement, Maternity leave & Parental leave)• Audit Invoices accordingly with the payroll deductions; Generate accurate monthly & weekly reports for Region, work closely with payroll department to ensure all necessary adjustments are processed• Issue contracts for new hires, renew contracts; Reference checking, Induction preparation, • Manage absenteeism, new Hires and leavers record, issuing weekly and monthly reports; Ad hoc HR projects, Organize work area