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Director of Human Resources (08.004(2026))
Job Location:
Monthly Salary:
Posted:
19 August 2026 (26 days ago)
Posted:
Application Deadline:
16 November 2026
Application Deadline:
Vacancies:
1 Vacancy
Vacancies:
Job Summary
Job Title: Director of Human Resources
Reference No: 08.004(2026)
Department / Directorate: Human Resources
Reports to: Chief Executive Officer
TALLAGHT UNIVERSITY HOSPTAL
Tallaght University Hospital (TUH) is one of Irelands largest acute teaching hospitals adult psychiatric and age-related healthcare on one site. The Hospital has 450 adult beds with over 3500 people on staff and more than 60 different nationalities represented. The Hospital is a provider of local regional and national specialties. It is a designated Trauma Unit incorporating the National Pelvic and Acetabular Unit a regional Urology Centre a Womens Health Centre Supra-regional Endometriosis centre National Intellectual Disability Memory Service and the second largest provider of Renal Dialysis services in the country.
One of the two main academic teaching hospitals of Trinity College Dublin - TUH specialise in the training and professional development of staff in areas such as Medicine Nursing Health and Social Care Professionals. TUH is part of the Dublin Midlands Region which serves a population of over 1.2 million across seven counties.
The Hospital is an exciting and dynamic place to work in the midst of implementing a new hospital strategy. It is an exciting time to join the TUH team and one of Irelands main teaching hospitals with so many plans to enhance patient care. The Hospital believes in investing in their team and offers excellent education and research opportunities
TUH VISION AND VALUES
The vision of the Hospital is to consistently deliver excellent outcomes for our patients and wider community delivering excellence at every level supported by evidenced based practice positive patient and staff experience in an empowering and caring environment. A culture of innovation andquality improvement in everything we do. Our TUH CARE values for patients their families our community and staff are:
Collaborate together and with our academic and care partners
Achieve our goals positive outcomes and wellbeing
Respect for patients each other and our environment
Equity for patients and staff
At TUH we view our staff as our most valuable asset and every member of the Team is valued equally. We recognise that a skilled satisfied and motivated workforce is a prerequisite to high quality care.
A full overview of TUH is available on us
PURPOSE OF THE ROLE:
The Director of Human Resources (DHR) is a key member of the Executive Management Team (EMT) providing requisite leadership for successful implementation of all pillars of the Hospital Strategy Sláintecare policy and HR policy. As part of the hospital strategy the DHR will specifically lead on implementation of the People Pillar within the hospital strategy and the HR Strategy. They will provide leadership vision and direction for the HR function and to all managers with people leadership responsibilities.
The DHR will have responsibility and accountability in the following areas:
SPECIFIC ACCOUNTABILITY
Candidates must possess sufficient administrative capacity to discharge the functions of the office and have management ability and experience including:
Essential:
Reference No: 08.004(2026)
Department / Directorate: Human Resources
Reports to: Chief Executive Officer
TALLAGHT UNIVERSITY HOSPTAL
Tallaght University Hospital (TUH) is one of Irelands largest acute teaching hospitals adult psychiatric and age-related healthcare on one site. The Hospital has 450 adult beds with over 3500 people on staff and more than 60 different nationalities represented. The Hospital is a provider of local regional and national specialties. It is a designated Trauma Unit incorporating the National Pelvic and Acetabular Unit a regional Urology Centre a Womens Health Centre Supra-regional Endometriosis centre National Intellectual Disability Memory Service and the second largest provider of Renal Dialysis services in the country.
One of the two main academic teaching hospitals of Trinity College Dublin - TUH specialise in the training and professional development of staff in areas such as Medicine Nursing Health and Social Care Professionals. TUH is part of the Dublin Midlands Region which serves a population of over 1.2 million across seven counties.
The Hospital is an exciting and dynamic place to work in the midst of implementing a new hospital strategy. It is an exciting time to join the TUH team and one of Irelands main teaching hospitals with so many plans to enhance patient care. The Hospital believes in investing in their team and offers excellent education and research opportunities
TUH VISION AND VALUES
The vision of the Hospital is to consistently deliver excellent outcomes for our patients and wider community delivering excellence at every level supported by evidenced based practice positive patient and staff experience in an empowering and caring environment. A culture of innovation andquality improvement in everything we do. Our TUH CARE values for patients their families our community and staff are:
Collaborate together and with our academic and care partners
Achieve our goals positive outcomes and wellbeing
Respect for patients each other and our environment
Equity for patients and staff
At TUH we view our staff as our most valuable asset and every member of the Team is valued equally. We recognise that a skilled satisfied and motivated workforce is a prerequisite to high quality care.
A full overview of TUH is available on us
PURPOSE OF THE ROLE:
The Director of Human Resources (DHR) is a key member of the Executive Management Team (EMT) providing requisite leadership for successful implementation of all pillars of the Hospital Strategy Sláintecare policy and HR policy. As part of the hospital strategy the DHR will specifically lead on implementation of the People Pillar within the hospital strategy and the HR Strategy. They will provide leadership vision and direction for the HR function and to all managers with people leadership responsibilities.
The DHR will have responsibility and accountability in the following areas:
- Being a key driver of organisational change and development. This position has a lead role in change management and organisational development to achieve specific and measurable outcomes in relation to service integration service reconfiguration and cost containment and value for money across the Hospital aligned to the hospital and national strategy
- Implement and monitor the human resource strategy and the People Pillar and associated policies in support of the Hospitals overall strategy and Sláintecare ensuring employee effectiveness and motivation are maximised.
- Working within a framework of key performance indicators determined in consultation with the Chief Executive Officer and be responsible for meeting defined performance targets withclear accountability for results within established budgets and targets including compliance regulatory statutory obligations and policies
- Develop and implement strategies to promote staff continuing professional development supportive of the organisations Strategic developmental goals and objectives.
- Provide effective leadership to all workforce planning and information matters across the organisation ensuring the maintenance of accurate staff records and related information and oversee the regular and ad hoc workforce information reporting to appropriate audiences.
- Oversees and provides the leadership that ensures compliance with the organisations statutory and regulatory obligations and best practice policies inclusive of Equal Opportunities/Diversity Strategy Trust in care.
- To build and maintain relationships with all internal and external stakeholders inclusive of the Hospital Board CEO EMT Dublin Midlands Region and HSE
- Represent the CEO and EMT as required at local Regional and National forum.
SPECIFIC ACCOUNTABILITY
- Particular emphasis is placed on achieving cultural organisational change to support and sustain implementation of all six pillars of the hospital strategy and healthcare policy
- Provide executive leadership that supports the fundamental operations of the hospital.
- Lead and drive the development work with the CEO and other executives in the fostering of an engaged organisational culture which is in line with the Hospitals vision values and strategic goals.
- Working with executive colleagues and senior leaders develop leadership capacity and capability at every level within the organisation to support enhanced performance and deliver an engaged motivated flexible workforce.
- In line with the hospitals strategic Organisational Effectiveness pillar the DHR will lead the identification and implementation of organisational development initiatives and structures which support innovation flexibility and high performance.
- Foster a culture of organisational effectiveness within the Hospital which enables staff to maximise their contribution to service objectives through appropriate personal and professional development.
- Ensures the Hospital has an active talent pool a mechanism in place that provides robust succession planning and talent management.
- Utilise national and local mechanisms for assessing staff opinion and organisational climate ensuring measures in place to improve the quality of working life so that staff feel valued supported involved and engaged.
- Lead development of and maintain effective workforce planning systems and workforce policies and procedures that support service modernisation and provide effective patient care.
- Progress modernisation of the workforce that supports staff development organisational effectiveness realignment of role boundaries between professional groups and the development of new roles and vice versa.
- Responsible for ensuring the Whole Time Equivalent (WTE) remains within agreed parameters without compromising service.
- Providing leadership that ensures use of Agency staff is minimal or maintained within agreed parameters and budget without compromise of service
- Ensure effective supports are in place to supports leaders and managers on employee relation matters and ensure the adoption of mechanisms for staff representation communication and consultation across the organisation to foster productive and effective relationships with staff and their representatives.
- Ensure appropriate effective representation and coordinate submissions for the Hospital in all third party forums where disputes or grievances have been referred for adjudication or arbitration.
- Ensure the provision of an accurate and timely superannuation function to employees and ex-employees consistent with relevant legislation on this subject.
Candidates must possess sufficient administrative capacity to discharge the functions of the office and have management ability and experience including:
Essential:
- A minimum level 8 NFQ (or international equivalent) qualification in Human Resources or other related discipline.
- 5 years HR Senior Management experience
- Have a detailed understanding and experience of modern evidence-based HR practices and robust grasp of Irish employment and other relevant legislation.
- Knowledge of workforce planning recruitment and retention issues within the public sector.
- Evidence of successful management of strategic change projects.
- Experience of modernising services in a complex organisational environment.
- Experience in successfully managing relationships with internal and external stakeholders including trade unions.
- Demonstrate continuous management development through relevant continuous education.
Desirable:
- Healthcare Experience
- CIPD membership
- Have a Masters level in strategic HR / Organisational Development / OrganisationalBehaviour or equivalent.
Executive Level Core Competencies.
Leadership & Direction - Demonstrate a track record in effective leadership in a challenging environment and an aptitude for strategic thinking.
Operational Excellence Managing and Delivering Results: Demonstrate evidence of effective planning and organisational skills including resource management.
Influencing to Achieve Demonstrate leadership and team management skills including the ability to be a relationship builder and work with multi-disciplinary teams.
Critical Analysis & Decision Making Demonstrate knowledge and application of evidence-based decision making practices and methodologies.
Strategic Planning & Leading its implementation Together with the CEO be a key stakeholder in leading and delivering upon the Implementation of the hospital strategic plan.
TERMS & CONDITIONS
Leadership & Direction - Demonstrate a track record in effective leadership in a challenging environment and an aptitude for strategic thinking.
Operational Excellence Managing and Delivering Results: Demonstrate evidence of effective planning and organisational skills including resource management.
Influencing to Achieve Demonstrate leadership and team management skills including the ability to be a relationship builder and work with multi-disciplinary teams.
Critical Analysis & Decision Making Demonstrate knowledge and application of evidence-based decision making practices and methodologies.
Strategic Planning & Leading its implementation Together with the CEO be a key stakeholder in leading and delivering upon the Implementation of the hospital strategic plan.
TERMS & CONDITIONS
- Remuneration is in accordance with the Department of Health Consolidated Salary Scales grade code 0508: 70 14 53. These particulars are subject to change in line with overall public pay policy. Point on scale allocated is based on relevant HSE Circulars.
- The appointment is fulltime permanent and pensionable
- The annual leave entitlement is 30 working days per year. The leave year runs from 1st April to the 31st of March each year
- Normal working hours are 35 worked over five days. Your contracted hours of work are liable to change between the hours of 8 am to 8 pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework addition there is a requirement to participate on the Executive on-call 7/7 roster.
NOTE: The extent and speed of change in the delivery of health care is such that adaptability is essential at this level of appointment. The incumbent will be required to self-direct to maintain enhance and develop their knowledge skills and aptitudes necessary to respond to a changing situation. The Job Description must be regarded as an outline of the major areas of accountability at the present time. The job description describes the roles and responsibilities as currently envisaged to ensure clear and unambiguous lines of responsibility authority and commensurate accountability supporting a robust committed and results focused EMT team with clear mandate and deliverable objectives; which will be reviewed and assessed on an on-going basis. Based on organisational and national objectives/priorities additional tasks will be assigned by the CEO which you are expected to complete without any diminution in the quality or level of service.
APPLICATION PROCESS
Applications can be submitted on-line at by completing the application form and attaching your CV.
Candidates should be aware that when applying for a post through the On-Line Application System (Candidate Manager) they will receive an automated replying acknowledging receipt of their application. Should you for any reason not receive this automated acknowledgement you should notify the Human Resources Department before the closing date otherwise your application will not be considered.
TUH is an equal opportunities employer and is committed to promoting an environment free from discrimination in accordance with the Employment Equality Acts 1998 and 2004. The Hospital values diversity and recognises the benefits of having a workforce that reflects the community we serve. We are committed to equality of access to positions within the Hospital. All recruitment activity and documentation will encourage applications from all potential candidates without discrimination.
Please note a presentation will be required as part of the interview process.
Closing Date: 8th September 2026
Enquiries should be directed to Ms. Barbara Keogh Dunne Chief Executive Officer
Telephone:or by email to:
Internal candidates can email their Curriculum Vitae directly to with the subject Director of Human Resources 08.004(2026)
All candidates should note that in order to maintain a timely process the closing date and time for receipt of applications will be strictly adhered to.
SUPPLEMENTARY INFORMATION
Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where he/she 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 applications for the office occurs.
Health
A candidate 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 as would indicate a reasonable prospect of ability to render regular and efficient service.
Garda Vetting
Garda vetting is sought for all employees and prospective employees of Tallaght University Hospital. Given the specialised nature of the services provided your appointment will be subject to satisfactory Garda vetting and re-vetting in circumstances where the Hospital deems it appropriate. The Hospital will then process the necessary documentation to endeavor to obtain the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted during the course of your employment. Should the Hospital obtain information from the Garda vetting unit to indicate that your Garda clearance report is not satisfactory and / or if you have supplied the Hospital with false or misleading information in relation to your Garda clearance status the Hospital reserves the right to withdraw or terminate the contract in accordance with Tallaght University Hospital Garda vetting policy.
Point on Salary Scale
New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment in respect of previous experience in the Civil Service local authorities health service and other public service bodies and statutory agencies.
Probation
The probationary period may be extended at the Hospitals discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital in accordance with the Minimum Notice and Terms of Employment Act 1973 - 2001.
Termination of Employment
The employment may be terminated at any time by one months notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Managements right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment.
Sick Leave
APPLICATION PROCESS
Applications can be submitted on-line at by completing the application form and attaching your CV.
Candidates should be aware that when applying for a post through the On-Line Application System (Candidate Manager) they will receive an automated replying acknowledging receipt of their application. Should you for any reason not receive this automated acknowledgement you should notify the Human Resources Department before the closing date otherwise your application will not be considered.
TUH is an equal opportunities employer and is committed to promoting an environment free from discrimination in accordance with the Employment Equality Acts 1998 and 2004. The Hospital values diversity and recognises the benefits of having a workforce that reflects the community we serve. We are committed to equality of access to positions within the Hospital. All recruitment activity and documentation will encourage applications from all potential candidates without discrimination.
Please note a presentation will be required as part of the interview process.
Closing Date: 8th September 2026
Enquiries should be directed to Ms. Barbara Keogh Dunne Chief Executive Officer
Telephone:or by email to:
Internal candidates can email their Curriculum Vitae directly to with the subject Director of Human Resources 08.004(2026)
All candidates should note that in order to maintain a timely process the closing date and time for receipt of applications will be strictly adhered to.
SUPPLEMENTARY INFORMATION
Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where he/she 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 applications for the office occurs.
Health
A candidate 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 as would indicate a reasonable prospect of ability to render regular and efficient service.
Garda Vetting
Garda vetting is sought for all employees and prospective employees of Tallaght University Hospital. Given the specialised nature of the services provided your appointment will be subject to satisfactory Garda vetting and re-vetting in circumstances where the Hospital deems it appropriate. The Hospital will then process the necessary documentation to endeavor to obtain the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted during the course of your employment. Should the Hospital obtain information from the Garda vetting unit to indicate that your Garda clearance report is not satisfactory and / or if you have supplied the Hospital with false or misleading information in relation to your Garda clearance status the Hospital reserves the right to withdraw or terminate the contract in accordance with Tallaght University Hospital Garda vetting policy.
Point on Salary Scale
New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment in respect of previous experience in the Civil Service local authorities health service and other public service bodies and statutory agencies.
Probation
The probationary period may be extended at the Hospitals discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital in accordance with the Minimum Notice and Terms of Employment Act 1973 - 2001.
Termination of Employment
The employment may be terminated at any time by one months notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Managements right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment.
Sick Leave
- There is provision for sick pay at the Hospitals discretion subject to the regulations and details found in the Staff Handbook/ Personnel Policy Manual as per the Hospitals sick leave policy.
- In the event of absence from work you are required to contact your Manager/Supervisor within one hour of starting time on the first day of absence while a Medical Certificate is required for any illness lasting in excess of two days. Failure to comply with the sick leave policy may result in a loss of pay for the period of absence and may also incur disciplinary action.
Pension Arrangements and Retirement age
There are three superannuation schemes currently in operation for staff in Tallaght University Hospital:
(a) Voluntary Hospital Superannuation Scheme (Non-New Entrant)
(b) Voluntary Hospital Superannuation Scheme (New Entrant)
(c) Single Public Service Pension Scheme
Please read carefully the summary of the criteria for the three superannuation schemes below. This will assist you in identifying which scheme membership is applicable to your employment circumstances.
(a) If you have been continually employed in the public service prior to the 1st April 2004 and you have not had a break in service of more than 26 weeks you will be included in the Voluntary Hospital Superannuation Scheme (Non-New Entrant) with a Minimum Retirement Age of 60 and a Maximum Retirement Age of 65.
(b) If you have been continually employed in the public service post the 1st April 2004 and you have not had a break in service of more than 26 weeks you will be included in the Voluntary Hospital Superannuation Scheme (New Entrant) with a Minimum Retirement Age of 65. There is no Maximum Retirement Age.
(c) If you have commenced employment in the public service as a new entrant or you are a former public servant returning to the public service after a break of more than 26 weeks you will be included in the Single Public Service Pension Scheme effective from the 1st January 2013 with a minimum retirement age of 66 (rising to 67 and 68 in line with state pension changes). The maximum retirement age under this scheme will be age 70.
Health & Safety
There are three superannuation schemes currently in operation for staff in Tallaght University Hospital:
(a) Voluntary Hospital Superannuation Scheme (Non-New Entrant)
(b) Voluntary Hospital Superannuation Scheme (New Entrant)
(c) Single Public Service Pension Scheme
Please read carefully the summary of the criteria for the three superannuation schemes below. This will assist you in identifying which scheme membership is applicable to your employment circumstances.
(a) If you have been continually employed in the public service prior to the 1st April 2004 and you have not had a break in service of more than 26 weeks you will be included in the Voluntary Hospital Superannuation Scheme (Non-New Entrant) with a Minimum Retirement Age of 60 and a Maximum Retirement Age of 65.
(b) If you have been continually employed in the public service post the 1st April 2004 and you have not had a break in service of more than 26 weeks you will be included in the Voluntary Hospital Superannuation Scheme (New Entrant) with a Minimum Retirement Age of 65. There is no Maximum Retirement Age.
(c) If you have commenced employment in the public service as a new entrant or you are a former public servant returning to the public service after a break of more than 26 weeks you will be included in the Single Public Service Pension Scheme effective from the 1st January 2013 with a minimum retirement age of 66 (rising to 67 and 68 in line with state pension changes). The maximum retirement age under this scheme will be age 70.
Health & Safety
- All employees must comply with the Safety Health and Welfare at Work Act 2005.
- Comply with relevant Health and Safety responsibilities as outlined in Hospital Polices Protocols and Procedures relevant to your area.
- Take reasonable care to protect your own safety health and welfare and that of any other person who may be affected by your acts or omissions at work.
Hygiene / Infection prevention and control
- All employees have responsibility for Hygiene awareness. Hygiene is defined as The practice that serves to keep people and environments clean and prevent infection.
- All employees also have a responsibility under their terms of employment to prevent transmission of infection and to follow the hospital infection control policies and guidelines as outlined in the Infection Control Manual.
- All employees must be aware that they work in an area where there is potential for transmission of infection.
- All employees have a responsibility to follow hand hygiene guidelines as this is the single most important intervention to prevent the transmission of infection.
Quality Safety and Risk Management
Support the delivery of the Quality Safety and Risk Management Programme including the appropriate identification and management of risks and incidents throughout the hospital.
Data Management
Ensure compliance with the obligations required by the Data Protection Act 2018.
Confidentiality
You will be aware of the confidential nature of Hospital work and in particular the right of patients to confidentiality. To this end you will not discuss workings of the Hospital or its patients or disclose any information of a confidential nature except as required to do so in the course of your work. No records documents or property of the Hospital may be removed from the premises of the Hospital without prior authorization. You must return to the Hospital upon request and in any event upon the termination of your employment all documents or other property of the Hospital which are in your possession or under your control.
Mandated and Designated Persons under Children First Act 2015
Schedule 2 of the Children First Act 2015 specifies the classes of persons defined as Mandated Persons for the purposes of the Act. This includes a range of disciplines that are employed by the hospital including all medical practitioners registered nurses physiotherapists psychologists social workers and others. This includes staff working in adult services. All mandated persons have two main legal obligations under the Children First Act 2015. Mandated persons under the legislation are required to report any knowledge belief or reasonable suspicion that a child has been harmed is being harmed or is at risk of being harmed. The Act defines harm as assault ill-treatment neglect or sexual abuse and covers single and multiple instances. Mandated persons are also required to assist Tusla if requested in assessing a concern which has been the subject of a mandated report. Designated Officer are required to receive reports of suspected child abuse or neglect from any person who is of the opinion that (a) a child has been or is being assaulted ill-treated neglected or sexually abused or (b) a childs health development or welfare has been or is being avoidably impaired or neglected. Full detailed list of mandated and designated staff together with details of their roles and responsibilities can be found on It is the responsibility of all staff employed by TUH to be aware of their roles and responsibilities under the legislation and to complete mandatory Children First Training.
Support the delivery of the Quality Safety and Risk Management Programme including the appropriate identification and management of risks and incidents throughout the hospital.
Data Management
Ensure compliance with the obligations required by the Data Protection Act 2018.
Confidentiality
You will be aware of the confidential nature of Hospital work and in particular the right of patients to confidentiality. To this end you will not discuss workings of the Hospital or its patients or disclose any information of a confidential nature except as required to do so in the course of your work. No records documents or property of the Hospital may be removed from the premises of the Hospital without prior authorization. You must return to the Hospital upon request and in any event upon the termination of your employment all documents or other property of the Hospital which are in your possession or under your control.
Mandated and Designated Persons under Children First Act 2015
Schedule 2 of the Children First Act 2015 specifies the classes of persons defined as Mandated Persons for the purposes of the Act. This includes a range of disciplines that are employed by the hospital including all medical practitioners registered nurses physiotherapists psychologists social workers and others. This includes staff working in adult services. All mandated persons have two main legal obligations under the Children First Act 2015. Mandated persons under the legislation are required to report any knowledge belief or reasonable suspicion that a child has been harmed is being harmed or is at risk of being harmed. The Act defines harm as assault ill-treatment neglect or sexual abuse and covers single and multiple instances. Mandated persons are also required to assist Tusla if requested in assessing a concern which has been the subject of a mandated report. Designated Officer are required to receive reports of suspected child abuse or neglect from any person who is of the opinion that (a) a child has been or is being assaulted ill-treated neglected or sexually abused or (b) a childs health development or welfare has been or is being avoidably impaired or neglected. Full detailed list of mandated and designated staff together with details of their roles and responsibilities can be found on It is the responsibility of all staff employed by TUH to be aware of their roles and responsibilities under the legislation and to complete mandatory Children First Training.
Required Experience:
Director
