HR Business Analyst - Grade VI Officer

HR Business Analyst

Permanent

Human Resources – HR Systems and Analytics Division

Beaumont Hospital & Affiliated Sites   

HRIS/Manager or Deputy

Appointment will be made on GRADE VI – CLERICAL (€58,477 - €66,677; LSI 1 €69,056, LSI 2 €71,441) at a point in line with Government pay policy. 

Full-Time 35 hours per week

Please note the hospital reserves the right to close the competition early should a substantial number of applications be received.

The interviews will be held during the week commencing 24/08/2026.

The HR Business Analyst Systems Officer will support the administration, maintenance, development and continuous improvement of Beaumont Hospital's Human Resource Information Systems (HRIS), with particular responsibility for SAP Employee Central (EC) and Employee Central Payroll (ECP)

The post holder will provide expert system support to staff and managers, deliver training, develop Standard Operating Procedures (SOPs), coordinate system changes, oversee the HR systems ticketing process, and contribute to the ongoing enhancement of HR systems. The role will work collaboratively with HR, Payroll, ICT and external system providers to ensure the effective operation of HR systems across the Hospital.

A strong commitment to the ethos and purpose of patient care, as well as alignment with the hospital’s vision and values, is essential.

 SAP SuccessFactors Administration

• →It is a core expectation that you will provide frontline systems support to all service users across the organisation for SAP. This will involve the development of a working relationship with internal and external system providers
• →Assist with system configuration, testing, upgrades, patches and new functionality.
• →Support the implementation of system enhancements and continuous improvements.
• →Maintain the integrity and quality of HR and payroll data through regular validation and audit activities.
• →Support HR and Payroll processes through the effective use of SAP
• →Support the implementation of national pay awards, payroll updates and legislative changes within SAP
• →Monitor the Replication Monitor to ensure the successful replication of employee and payroll data between SAP EC and SAP ECP working collaboratively with the HR Systems team to resolve issues.
• →Coordinate testing, validation and communication relating to payroll and system changes.
• →Assign and update system permission access roles as per departmental policy, including regular review and audit.
• →Perform regular data validation/cleansing and reconciliation activities
• →Assist HR and Payroll teams in resolving system-related issues affecting payroll processing.
• →Support other HR-related systems utilised within the Hospital e.g. Time and attendance
• →Work with system providers to improve integrations between various HR systems.
• →Represent the HR department as requested at stakeholder meetings, across the hospital, community and wider HSE network.

User Engagement, Training, and Support

• →Act as a subject matter expert for SAP SuccessFactors EC and ECP.
• →Deliver training programmes for hospital staff and line managers on SAP SuccessFactors and associated HR systems.
• →Provide familiarisation sessions and onboarding support for new users.
• →Respond to user queries in a timely manner, ensuring issues are logged, escalated (where required), and resolved in line with Service Level Agreements (SLAs).
• →Develop and maintain training materials, user guides, FAQs and system documentation.
• →Promote the effective use of SAP SuccessFactors and other HR systems across the Hospital.

Ticket Management

• →Oversee the HR systems ticket management process.
• →Investigate and resolve user queries where possible.
• →Escalate technical issues to the external providers and other third-party suppliers where appropriate.
• →Monitor outstanding tickets and ensure timely resolution.
• →Identify recurring issues and recommend permanent solutions.

Employee and Manager Self-Service

• →Support the implementation, promotion and continuous enhancement of Employee Self-Service (ESS) and Manager Self-Service (MSS) functionality.
• →Assist managers and staff in the effective use of self-service features.
• →Identify opportunities to improve user experience and increase system utilisation.

Standard Operating Procedures

• →Develop, review and maintain Standard Operating Procedures (SOPs) for HR systems and associated business processes.
• →Ensure documentation reflects current system functionality, policies and best practice.
• →Maintain documentation to support governance, compliance and audit requirements.

Reporting

• →Produce routine and ad hoc reports to support operational and strategic decision-making.
• →Assist in the development of HR reports and provide expert advise relating to BI development
• →Support workforce reporting requirements for HR, Payroll and senior management.
• →Ensure reporting outputs are accurate, timely and compliant with data governance requirements.

Continuous Improvement

• →Identify opportunities to improve HR systems, automate manual processes and enhance service delivery.
• →Support the implementation of new technologies and functionality.
• →Contribute to the ongoing development of HR systems to meet organisational requirements.

Stakeholder Engagement

• →Develop effective working relationships with HR, Payroll and other departmental managers.
• →Liaise with external suppliers, regarding system support and developments.
• →Provide professional advice and guidance on HR systems and associated processes.

Quality Improvement and Risk Management

• →Ensure compliance with all relevant Hospital guidelines, policies, procedures and relevant legislation and regulatory requirements.
• →Participate in the continuous review and evaluation of policies, guidelines and existing practices through regular audit programmes, and review engagements with the multi-disciplinary team, as required.
• →Demonstrate leadership, promoting a culture of continuous quality improvement across the department, including change management.
• →Be aware of the core objectives, standards and key performance indicators for the service, and contribute to the monitoring of performance against these standards.
• →Participate in the requirements of the hospitals accreditation process.
• →Participate in the requirements of the hospital’s risk management programme.
• →Work with members of the team in devising Standard Operating Procedures for the development of the Department.
• →Play a leading role in ensuring a culture of safety.
• →Ensure compliance with GDPR, HSE and Beaumont Hospital policies.
• →Support internal and external audit requirements.
• →Promote data quality, information security and system governance.

General Duties

• →Participate in relevant projects and working groups.
• →Maintain professional knowledge of SAP SuccessFactors and HR systems best practice.
• →Undertake any other duties appropriate to the grade as assigned by management.

(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, otherstatutory health agencies, or a body which provides services on behalf of the HSEunder Section 38 of the Health Act 2004.

Or

(ii) Have obtained a pass (Grade D) in at least five subjects from the approved list ofsubjects in the Department of Education Leaving Certificate Examination, includingMathematics and English or Irish1. Candidates should have obtained at least GradeC on higher level papers in three subjects in that examination.

Or

(iii) Have completed a relevant examination at a comparable standard in any equivalentexamination in another jurisdiction.

Or

(iv) Hold a comparable and relevant third level qualification of at least level 6 on theNational Qualifications Framework maintained by Qualifications and QualityIreland, (QQI).Note1:

Candidates must achieve a pass in Ordinary or Higher level papers. A pass in a foundation levelpaper is not acceptable.

Candidates must have achieved these grades on the Leaving Certificate Established programmeor 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 ofsuitability, for the proper discharge of the office.

Age restriction shall only apply to a candidate where s/he is not classified as a new entrant (withinthe meaning of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004). Acandidate who is not classified as a new entrant must be under 65 years of age on the first day ofthe month in which the latest date for receiving completed application forms for the office occurs.

Candidates for and any person holding the office must be fully competent and capable ofundertaking the duties attached to the office and be in a state of health such as would indicate areasonable prospect of ability to render regular and efficient service.

The Hospital: www.beaumont.ie 

Management Unit: www.beaumont.ie/hr

If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to or in receipt of a pension from the Civil or Public Service or where a Civil/ Public Service pension comes into payment during the appointee’s re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012.

Please be aware that Beaumont Hospital will never ask candidates to pay money at any stage of the recruitment process. Any requests for payment, bank details, or financial information in connection with a job application should be treated as fraudulent. If you receive such a request claiming to be from Beaumont Hospital, please do not respond and report to the recruitment department immediately

 Lorraine Flynn   

 Head of  HR Systems & BI Division 

 lorraineflynn@beaumont.ie