Head of Organisational Governance & Compliance

As a key member of the senior leadership team, the Head of Organisational Development & Governance will provide strategic leadership and oversight of the HR and Recruitment functions. The role is responsible for strengthening organisational structures, management capability, governance, and accountability to their continued growth.

Acting as a trusted adviser to the Managing Director, the successful candidate will deliver experienced judgment and practical support on complex employee relations, sensitive organisational matters, management challenges, and people-related governance. You will also work closely with leadership to develop future talent, enhance leadership capacity, and promote consistent management standards across all locations.

Key Responsibilities

Leadership and Management Development

• Design and deliver targeted leadership and people management development programs for Centre Managers, Deputy Managers, Assistant Managers, and Regional Managers.
• Train managers in core people-management competencies, including effective communication, performance conversations, handling conflict, absence management, probation oversight, and team leadership.
• Coach and mentor managers to build leadership confidence, consistency, and operational accountability.
• Embed consistent onboarding, probation, and performance management practices across all locations.

Succession Planning and Talent Pipeline

• Partner with the Regional Management Team to identify and nurture high-potential employees.
• Establish clear career pathways and championing a culture of internal promotion.
• Develop and maintain robust succession plans for key management positions.
• Collaborate with the Recruitment Manager, Operations, and Regional Management to forecast workforce needs and manage the external talent pipeline.

Organisational Structure and Strategy

• Advise senior leadership on organisational design, people strategy, and workforce matters.
• Continuously assess org structures and management capacity as the company scales, recommending structural optimizations.
• Contribute directly to the development of a people and leadership strategy aligned with the company's strategic growth objectives.

Governance, Accountability, and Serious Issues

• Lead people-related governance across the organisation, ensuring clear decision-making structures, delegated authority, and streamlined policy approval processes.
• Oversee staff-related safeguarding governance.
• Support the Managing Director in handling matters, including staff conduct concerns, safeguarding issues, and complaints.
• Provide expert guidance on complex or high-risk employee relations matters (disciplinary, grievance, investigations, performance, and absence) and review accountability frameworks regularly with senior management.
• Partner with the HR Manager to maintain current, legally compliant employment policies applied consistently across the business.

Data Protection and GDPR

• Oversee GDPR and data protection compliance across HR and recruitment operations.
• Ensure employee and candidate data is managed responsibly with regard to access, retention, data minimization, and secure disposal.
• Manage HR-related Subject Access Requests and assist in addressing data breaches.
• Support the broader data protection governance framework.

Culture, Engagement, and Retention

• Analyse turnover and retention trends, spearheading initiatives to improve employee engagement and retention.
• Promote a positive, accountable, and high-performing workplace culture across all areas.
• Develop meaningful workforce and organisational metrics and reporting for senior management.
• Streamline HR and recruitment systems and processes in collaboration with internal teams to reduce administrative duplication.

Requirements:

• Significant senior leadership experience at HR Director, Head of HR or equivalent level.
• Experience leading teams within a sizeable, multi-site or people-intensive environment.
• Strong knowledge of Irish employment law and employee relations.
• Strong understanding of HR governance, compliance and GDPR.
• Experience in management development, succession planning and talent development.
• Strong recruitment and workforce planning experience.
• A commercially minded and pragmatic approach to HR.
• Excellent communication, coaching and influencing skills.
• Someone who is approachable, practical and comfortable partnering with operational managers.