Overview:
Post Title
Grade V HR Data Analyst
Post Status
Permanent Contract
Department
Human Resources – HR Workforce Systems and Bi Division
Location
Beaumont Hospital
Reports to
Deputy Head of HR Workforce Systems and Bi Division
Salary
Appointment will be made on a Grade V Officer salary scale at a point in line with Government Pay policy
€52,758 to €63,110 LSI
Hours of Work
Full-time - 35 hours per week
Close Date
12 noon on 17th June, 2026
Please note the hospital reserves the right to close the competition early should a substantial number of applications be received.
Position Summary
The HR Data Analyst will support the Human Resources function through the provision of accurate, timely, and meaningful workforce information and analysis. The role will be responsible for the development, maintenance, validation, and reporting of HR data to support operational, strategic, and statutory workforce requirements.
The post holder will contribute to workforce planning, performance monitoring, compliance reporting, and continuous improvement initiatives through effective use of HR information systems including SAP SuccessFactors, Softworks, and other associated systems.
Responsibilities:
HR Information and Data Management
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Maintain high standards of data quality, integrity, accuracy, and confidentiality across all HR information systems.
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Support the management, validation, and reconciliation of employee data within HR systems.
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Perform regular data audits and cleansing exercises to ensure compliance with organisational and statutory requirements.
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Assist in the development and implementation of data governance and quality assurance processes.
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HR Reporting and Analytics
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Develop, maintain, and enhance HR reports, dashboards, and workforce analytics.
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Produce regular and ad hoc reports for HR management, senior management, directorates, and external agencies as required.
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Analyse workforce trends and provide meaningful insights to support decision-making and service planning.
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Monitor and report on key workforce metrics including:
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Absence and absenteeism management
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Staff turnover and retention
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Vacancy and recruitment activity
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Workforce demographics
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Headcount and Whole Time Equivalent (WTE) reporting
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Employee relations metrics
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Learning and development metrics
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Workforce planning indicators
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Present workforce information in a clear and accessible format using data visualisation and reporting tools.
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Ensure SOPs, user guides and governance documentation are developed, maintained and quality assured.
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Ensure appropriate training programmes are designed and delivered
HR Systems Administration and Development
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Support the effective utilisation of HR systems including SAP SuccessFactors,
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Softworks, and associated workforce management systems.
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Develop and maintain SAP SuccessFactors reporting solutions including:
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Canvas Reports
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Story Reports
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Ad Hoc Reports
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Workforce analytics dashboards
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Assist with system testing, upgrades, configuration changes, and implementation projects.
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Liaise with internal and external stakeholders regarding HR systems developments and reporting requirements.
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Identify opportunities for process improvement and automation of reporting activities.
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Compliance and Governance Reporting
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Produce reports to support workforce governance, regulatory compliance, and audit requirements.
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Support monitoring and reporting of:
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European Working Time Directive compliance
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Attendance Management Framework requirements
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Statutory workforce returns
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Internal and external audit requests
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Ensure compliance with GDPR, data protection legislation, hospital policies, and information governance standards.
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Maintain accountability for assurance that workforce systems operate within approved control frameworks and accreditation standards, including compliance with JCI requirements.
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Ensure compliance with all relevant HSE guidelines, policies, procedures and relevant legislation and regulatory requirements.
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Stakeholder Support
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Act as a key point of contact for HR workforce information and reporting queries.
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Provide guidance and support to HR colleagues and managers regarding workforce data and reporting.
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Collaborate with HR, Finance, Clinical Directorates and all service functions to ensure consistency and accuracy of workforce information.
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Support management in interpreting workforce data and identifying emerging trends or risks.
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Participate in hospital-wide project boards and working groups as required.
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Represent the HR department as requested at stakeholder meetings, across the hospital, community and wider HSE network.
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Promote data literacy and self-service capability across the organisation.
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Work closely with our internal IT department and external partners to ensure system integrity and service continuity.
Quality, Risk and Service Improvement
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Participate in quality improvement initiatives within the HR Department.
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Contribute to the ongoing development of workforce metrics, key performance indicators (KPIs), and reporting frameworks.
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Support the implementation of national and local workforce initiatives.
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Promote a culture of continuous improvement and evidence-based decision-making.
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Foster a culture of accountability, collaboration, continuous improvement, and service excellence.
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Maintain up-to-date documentation, SOPs, and user guidance following system changes or releases.
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Participate in the requirements of the hospital's risk management programme.
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Play a leading role ensuring a culture of safety, promoting positive reporting of incidents and near misses; investigate and take remedial action on incidents or near misses involving patients and staff according to hospital policies, protocols and guidelines.
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General Responsibilities
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To perform such other duties, whether or not connected with or incidental to the functions of the HR Directorate, as the Director of Human Resources may reasonably require.
Qualifications:
Mandatory
In exercise of the powers conferred on me by Section 22 of the Health Act 2004, I hereby approve the
qualifications, as set out hereunder, for the appointment and continuing as Section Officer, Grade V
in the HSE.
1. Professional Qualifications, Experience, etc
(a) Eligible applicants will be those who on the closing date for the competition:
(i) Have satisfactory experience as a Clerical Officer in the HSE, TUSLA, other
statutory health agencies, or a body which provides services on behalf of the HSE
under Section 38 of the Health Act 2004.
Or
(ii) Have obtained a pass (Grade D) in at least five subjects from the approved list of
subjects in the Department of Education Leaving Certificate Examination, including
Mathematics and English or Irish1. Candidates should have obtained at least Grade
C on higher level papers in three subjects in that examination.
Or
(iii) Have completed a relevant examination at a comparable standard in any equivalent
examination in another jurisdiction.
Or
(iv) Hold a comparable and relevant third level qualification of at least level 6 on the
National Qualifications Framework maintained by Qualifications and Quality
Ireland, (QQI).
Note1:
Candidates must achieve a pass in Ordinary or Higher level papers. A pass in a foundation level
paper is not acceptable.
Candidates must have achieved these grades on the Leaving Certificate Established programme
or the Leaving Certificate Vocational programme.
The Leaving Certification Applied Programme does not fulfil the eligibility criteria.
and
(b) Candidates must possess the requisite knowledge and ability, including a high standard of
suitability, for the proper discharge of the office.
2. Age
Age restriction shall only apply to a candidate where s/he 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 application forms for the office occurs.
3. Health
Candidates 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 such as would indicate a
reasonable prospect of ability to render regular and efficient service.
4. Character
Candidates for and any person holding the office must be of good character.
Desirable
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A recognised third-level qualification in Human Resources, Business Information Systems, Data Analytics, Statistics, Business Studies, or a related discipline.
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Experience with Power BI or similar business intelligence tools.
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Relevant experience in a HR, workforce information, data analysis, reporting, or business support environment.
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Experience working within the healthcare or public sector environment.
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Experience using SAP SuccessFactors (particularly Employee Central and Employee Central Payroll)
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Experience using Softworks Time and Attendance/Rostering systems.
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Experience developing workforce dashboards and automated reporting solutions.
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Experience conducting data validation, auditing, and quality assurance activities.
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Critical thinker
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Embracing the change agenda
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Stakeholder management
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Written / numerical / analytical skills
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Identifies trends, risks, and opportunities for improvement
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Accuracy / attention to detail
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IT Skills - HR systems and MS Office
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Problem solving / solutions focused
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Planning and organising skills
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Flexibility / adaptability
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High tolerance for dealing with ambiguity
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Communication and interpersonal skills
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Produces accurate and concise reports and presentations
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Works collaboratively with colleagues and stakeholders.
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Shares information and expertise effectively
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Takes responsibility for delivering quality outcomes.
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Monitors performance against objectives and deadlines.
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Maintains and develops professional knowledge and technical expertise.
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Demonstrates proficiency in HR systems and workforce analytics
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Demonstrates commitment to quality service delivery, accountability, and continuous improvement.
Note:
The above outlines the principal duties and responsibilities currently envisaged for this role. The post holder may be required to undertake additional duties appropriate to the role and contribute to its ongoing development.
