HR Operations Specialist (Systems, Data & Workforce Planning)
Rásaíocht Con Éireann / Greyhound Racing Ireland (RCÉ/GRI)
Location: Head Office, Limerick Greyhound Stadium, Dock Road, Greenpark, Limerick.
Following initial training, which will be fully in the office, this role would then move to a hybrid with 2 days working from home/remote.
Reporting to: Chief Financial Officer (with cross-functional collaboration with Finance, Payroll, and Operations).
About the Organisation:
Rásaíocht Con Éireann / Greyhound Racing Ireland is a commercial semi-state body under the remit of the Department of Agriculture, Food and Marine. (DAFM). RCÉ/GRI has licensed a total of 15 tracks in the Republic, of which nine are owned and controlled by the organisation. The remainder are owned and operated by private enterprise. RCÉ/GRI is responsible for the control, promotion, regulation, and ongoing development of the greyhound racing industry in Ireland. The organisation operates a multi-faceted business model, incorporating:
- Regulatory and Governance Functions
- Control & Welfare of Greyhounds
- Commercial Racing Operations
- Events & Hospitality Services
- Tote & Wagering Operations
- Centralised Head Office support functions (Finance, IT, Events, Marketing and Laboratory)
This role supports the delivery of RCÉ/GRI’s 5-Year Strategic Plan by strengthening workforce planning, data integrity, and people management practices to enable a high-performing and wellgoverned organisation. The organisation employs approximately 700 individuals, including both full-time and part-time employees, reflecting the operational scale and complexity of a multi-site, event-driven business.
Role Overview
The HR Operations specialist will operate as the organisation’s primary HR resource, supporting HR systems, workforce data, and process governance across RCÉ/GRI.
This role sits at the intersection of HR operations and systems, ensuring that HR processes are consistently executed, fully auditable, and underpinned by accurate, structured employee data that supports financial, operational, and strategic decision-making.
The position will also play a key role in supporting performance management, HR training, and organisational development initiatives to strengthen culture, enhance leadership capability, and drive consistency in people management practices across the organisation.
The role requires a highly organised, detail-driven individual with strong systems awareness, who takes ownership of data integrity, drives process completion, and works effectively across multiple stakeholders to ensure standards and deadlines are met.
Key Responsibilities and Duties
HR Systems, Data & Workforce Planning
- Play a key role in the implementation, configuration, and rollout of a new HRMS across RCÉ and subsidiary companies.
- Ensure high standards of data integrity, with a strong focus on accuracy, completeness, and consistency across systems.
- Support the preparation and validation of workforce planning and reporting outputs, including:
- Headcount and organisational structure
- Labour allocation across roles and functions
- Labour cost analysis and utilisation
- Work closely with, Payroll, Finance, and Operations to ensure alignment between people data and financial/operational reporting.
- Contribute to the development of HR Dashboards and Reporting Frameworks to support decision-making.
HR Process Governance & Compliance
- Maintain accurate, up-to-date employee records and HR databases, ensuring full compliance with employment legislation and internal governance requirements.
- Ensure all HR documentation, approvals, and workflows are completed within required timelines. E.g. onboarding, probation, contractual changes
- Track and monitor end to end HR processes, ensuring no gaps in execution.
- Monitor and maintain HR policies, procedures, and templates, ensuring updates are implemented and communicated effectively.
Recruitment & Onboarding
- Coordinate interview scheduling, candidate communications, and recruitment administration.
- Ensure all pre-employment and onboarding documentation is complete prior to employee start dates.
- Take ownership of tracking and closing out all outstanding HR actions, ensuring no gaps in process completion.
- Identify and escalate process gaps, delays, or data issues where necessary.
Payroll & Data Accuracy
Work closely with Payroll teams across all RCÉ subsidiaries to ensure:
- Employee data changes are accurately recorded
- Payroll inputs are complete and validated
- Outputs are compliant and clearly itemised
- Support the alignment between Time & Attendance and payroll processing
- Assist in resolving discrepancies and improving payroll data flows
Performance Management, Training & Organisational Development
- Support the administration and tracking of performance management processes.
- Assist in developing and maintaining HR training materials and guidance for managers and staff
- Contribute to the rollout of HR best practices across the entire organisation.
Support initiatives aimed at:
- Strengthening organisational culture
- Enhancing leadership capability
- Driving consistency in people management practices
Key Skills and Competencies
- Highly organised with exceptional attention to detail
- Strong ownership mindset with a focus on delivery and completion
- Systems-oriented with the ability to work comfortably with data and reporting
- Proactive and solution-focused
- Strong interpersonal and communication skills
- Ability to manage multiple priorities in a fast-paced environment
- High level of confidentiality, discretion, and professionalism
Your Skills/Experience that we need:
- Third-level qualification in HR, Business, or a related discipline
- 3–5 years’ experience in a HR administration or HR systems-focused role
- Experience working with HR systems, data management, or system implementation
- Strong IT skills, including experience with reporting and data analysis
- Experience supporting system implementation or process improvement initiatives (highly desirable)
- Experience in a multi-site or operational environment (desirable)
- Exposure to a unionised environment is an advantage, but not essential
- Practical understanding of employment legislation (working knowledge sufficient)