Human Resource & Workforce Planning Specialist

Key Responsibilities

• Analyse workforce requirements across departments by reviewing staffing levels, trading patterns, labour hours, employee availability and operational demand, and recommend appropriate resource allocation to management.

• Collect, analyse and interpret workforce and operational data, including overtime, employee utilisation, staffing costs and productivity trends, to identify operational issues and opportunities for improvement.

• Develop and maintain management dashboards, KPI reporting and workforce planning reports covering staffing requirements, labour expenditure, sales per labour hour, labour cost as a percentage of sales, overtime, waste, shrinkage, productivity and workforce utilisation.

• Work with departmental managers to gather and document business and staffing requirements, investigate operational issues and develop practical, cost recommendations to improve productivity, staffing efficiency and service delivery.

• Review existing workforce and HR processes, identify inefficiencies or gaps, and recommend improvements to procedures, reporting systems and working practices.

• Support management with workforce budgeting, labour cost analysis, staffing forecasts and resource planning to keep staffing aligned with operational and financial objectives.

• Prepare business cases and cost-benefit analyses for proposed operational changes, including changes to rostering models, opening hours, departmental structures and working practices.

• Analyse attendance and absence trends, including sick leave, return-to-work patterns and recurring attendance issues, and provide management with reports and recommendations to improve workforce availability.

• Manage end-to-end recruitment, including job advertising, candidate sourcing, screening, interviewing, selection, onboarding and induction, so that hiring reflects identified business requirements.

• Support employee relations matters, including performance management, disciplinary procedures, grievance handling and workplace investigations, and identify recurring issues that may require policy or process changes.

• Ensure workforce practices comply with Irish employment legislation, right-to-work requirements, employment contracts, probation procedures, employee documentation and internal company policies.

Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, Business Management or a related discipline.
• Experience in workforce planning, business operations, HR analytics or workforce management within a high-volume operational environment.
• Strong experience analysing staffing requirements, labour costs, workforce utilisation, attendance and operational performance.
• Strong Microsoft Excel, reporting and data-analysis skills.
• Strong knowledge of Irish employment legislation and workforce-management practices.
• Strong analytical, problem-solving, communication and stakeholder-management skills.