Compensation and benefits concepts, principles and practices, including pay, leave and benefit administration and policy application.
HRM
Page updated 25 October 2023
Human Resource Management
The Human Resources Management Job Family includes roles that provide strategic, consultative, advisory and administrative support and services to UCD to ensure it can attract, retain and engage employees to successfully deliver its strategic objectives and achieve its ambitions.
Experience and Qualifications required by Career Level:
Please copy the wording below according to the career level of your role to insert on your chosen template:
| Career Level | To be inserted in job description under Experience and Qualifications |
|---|---|
| Career Level 1 | 1-2 years’ professional or customer services experience working in either a large organisation or a third level institution and/or a third level degree |
| Career Level 2 | 2-3 years’ professional experience working in either a large organisation or a third level institution and/or a third level degree. |
| Career Level 3 | 3-4 years’ professional experience working in either a large organisation or a third level institution and/or a third level degree. |
| Career Level 4 | 4-5 years’ professional experience working in a human resources management related role in either a large organisation or a third level institution and a third level degree. |
| Career Level 5 | 5-6 years’ professional experience working in a human resources management role in either a large organisation or a third level institution and a third level degree. |
| Career Level 6 | 7-10 years’ professional experience working in a human resources management related role in either a large organisation or third level institution and a degree in HR or related discipline. |
| Career Level 7 | 10-15 years’ professional experience, including 3 years’ operating at a senior level in a large organisation or third level institution and a degree in HR or related discipline. |
| Career Level 8 | 15 years’ professional experience, including 5 years’ operating at a senior level in either a large organisation or third level institution and a master’s degree in HR or equivalent business discipline. |
| Career Level 9 | 15 years’ professional experience, including 5 years’ operating at the most senior levels in either a large organisation or third level institution and a master’s degree in HR or equivalent business discipline. |
Functional Competencies
A competency is a skill or attribute that is required to carry out a role effectively. They are normally an important part of job descriptions. Functional competencies can vary between roles in a Job Family and between Job Families themselves. They are specific to each Job Family.
When you are completing the functional competency selection criteria for your role, you should choose the most appropriate functional competencies from the list below in keeping with the career level of your role.
You should only choose functional competencies from the Job Family that your role belongs to, is not possible to mix the functional competencies from different families in one job description.
If there is a specific skill that you require that his not available under the competencies available to you in this particular Job Family, you can add this as a bullet under the Experience and Qualifications section.
Functional Competencies - Human Resource Management Job Family
Choose functional competencies from the list below as appropriate for your role. The wording to describe each functional competency is also provided under each heading for use in the job description. You should use this and tailor as needed to include relevant information relating to the role and the requirements of your unit.
It is not now required to include proficiency levels.
The number of functional competencies you choose from the list below to include in your job description, depends on the career level of your role. A greater proficiency in each competency is expected the higher the career level of the role.
As a general guide for this job family:
| Career Level of role: | How many functional competencies should I choose from the list below to appear on my job description? |
|---|---|
| 1 | 3 |
| 2 | 4 |
| 3 | 5 |
| 4 | 6 |
| 5 | 7 |
| 6 | 8 |
| 7 | 9 |
| 8 | 10 |
| 9 | 10 |
People and organisation developments, concepts, principles, and practices including planning, evaluating, delivering and administering training, organisational development, career and personal development initiatives.
HR Information systems and tools and their application across different areas of HR.
Resourcing concepts, principles, and practices specifically related to identifying, attracting, and selecting individuals.
Performance and development concepts, principles, and practices.
Laws, rules, regulations, case law, principles, and practices including dispute resolution and negotiating agreements.
Pension concepts, principles, laws, regulations and practices in a public sector context.
Change management concepts, principles and practices in support of organisational change initiatives and projects.
Organisation design concepts, principles, and practices.
Talent management and succession planning concepts, principles and practices.
Concepts, principles, practices relating to the description, grading, positioning of roles within an organisation and supporting promotion and career development pathways.
Employee engagement concepts, principles and practices including survey design and delivery, communications, event management and community building.
Equality concepts, principles and legislation in support of mainstreaming equality, diversity and inclusion across the organization.