Applications for this competition will close on Tuesday, 13th of October.
Apply Now!The Role
The Better Public Services Transformation Strategy 2030 positions the Civil Service to deliver a modern, high-performing and future focused public service, with a strong emphasis on building the workforce of the future. In recent years, the Civil Service has significantly strengthened the HR function through a sustained focus on professionalisation, in partnership with the Chartered Institute of Personnel and Development (CIPD), ensuring our people practices are aligned with international standards and best practices. Excellence in human resources is a key requirement in the development of a high performing and engaged workforce. As a result, there is a growing demand for Administrative Officer (HR) roles.
Excellence in human resources is a key requirement in the development of a high performing and engaged workforce. The Administrative Officer (HR) role is designed to provide the link between strategic and operational work of HR units in Departments. The Administrative Officer (HR) will be expected to support Departmental HR teams in achieving key organisational objectives through the successful implementation of local HR strategies.
Responsibilities
Successful candidates will play a role in transforming and modernising HR in their organisation and across the Civil Service. The Administrative Officer (HR) role may include a focus on strategic and/or operational activity in the areas of:
- Employee wellbeing and inclusion
- Talent management
- Agile working and change enablement
- Strategic Workforce Planning
- Recruitment and Selection
- Learning and Development
- Organisational Design
- Employee Relations and Industrial Relations
- HR Technology and Analytics
The Administrative Officer (HR) may also be responsible for managing relationships with relevant stakeholders, including the NSSO (the Civil Service HR and Payroll Shared Service centre), and overseeing the successful completion of general day-to-day HR activities as required at Departmental level.
Essential Requirements
Applicants for this position must, on or before the closing date of Tuesday 13th October 2026 have:
- (i) a first or second class primary honours degree (at Level 8 on the National
Framework of Qualifications) in Human Resource Management
- OR
- (ii) a first or second class primary honours degree (at Level 8 on the National
Framework of Qualifications) in any discipline with a specialism in HR
- OR
- (iii) a first or second class higher diploma (at Level 8 on the National Framework of Qualifications) in Human Resource Management and a primary degree in any discipline (at least Level 7 on the National Framework of Qualifications)
- OR
- (iv) a Masters degree or a Post Graduate Diploma (at Level 9 on the National Framework of Qualifications) in Human Resource Management
- OR
- (v) a CIPD Associate Diploma (at Level 7 on the National Framework of Qualifications)
- AND
- (vi) successfully demonstrate the required capabilities for this role. It is expected that from the outset, those newly recruited will be able to make a substantive contribution to the work of the Civil Service. While training is to a significant extent ‘on the job’, induction and training courses in specific skills and areas of work will be provided to assist you to become familiar with the public sector.
It would be desirable but not essential for candidates to have:
- Two years high level work experience in a HR role
- CIPD membership (or membership of a relevant professional body)
IMPORTANT: Please see Appendix 1 of the Candidate Information Booklet for more information on the Capability Framework and preparation guidelines.
NOTE: Qualifications/eligibility may not be confirmed until the final stage of the process, therefore, those candidates who do not possess the essential requirements, by Tuesday, 13th October 2026, and proceed with their application are putting themselves to unnecessary effort/expense and will not be offered a position from this competition.
Hear from our HR colleagues in the Department of Public Expenditure Infrastructure Public Service Reform and Digitalisation.
Brad
People & Strategy Unit
I chose a career in HR because I’ve always had a strong belief in equality in the workplace. I'm passionate about ensuring everyone has the same opportunities to succeed in their career. I enjoy helping people reach their potential and supporting them where I can overcome challenges. For me, HR is about creating an environment where people come to work and feel valued, supported, and set up for success. I believe HR has a real opportunity to make a positive difference by helping employees grow, develop, and achieve their career goals.
Working in a central government department has given me a great overview of how the Civil Service operates and supports government. Through my role in HR, I've had the opportunity to work with and get to know colleagues from across the department who are involved in a wide range of different, but equally important, areas of work. This has really highlighted the variety of careers and opportunities available within the Civil Service and given me a broader understanding of the impact of public service work.
Read More About Brad
Mark
HR & Mobility
I began my career in the public service a Clerical officer in Cork University Hospital, here I gained valuable experience working in a fast-paced environment supporting the delivery of public service. I have always had an interest in helping people and the psychological aspects of work. This inspired me to pursue a Master's Degree in Human Resource Management in 2021. Since joining DPER in 2023 I have primarily worked in a HR Policy role, but I have had the opportunity to work on significant projects such as the Developing People Practices Project, in partnership with the CIPD, and the Assisted Return to Career Programme. Both projects had a key objective in supporting colleagues across the Civil Service.
What initially attracted me to HR was the opportunity to work with and support people. I have always enjoyed helping others and making a positive difference at work. Having studied psychology as part of my undergraduate degree, I developed a strong interest in what motivates people, and understanding how best to support them at work. Working in HR has offered the perfect opportunity to combine these interests while making a meaningful impact on people's working lives.
Read More About Mark
Administrative Officer
Building
Future Readiness
Digital Focus, Innovation
& Upskilling for the Future
Strategic Awareness &
Change
Leading &
Empowering
Leading, Motivating
& Developing
Leading with
Specialist Insight
Capability:
Behaviours
Skills
Strengths
Knowledge
Values
Motivation
Interests
Evidence
Informed Delivery
Delivering
Excellence
Analysis, Judgement
& Decision Making
Communicating
and Collaborating
Communicating
& Influencing
Engaging
& Collaborating
Building
Future
Readiness
Digital Focus, Innovation
& Upskilling for the Future
Leading
&
Empowering
Leading,
Motivating
& Developing
Strategic, Awareness
& Change
Leading with
Specialist Insight
Capability:
Behaviours
Skills
Strengths
Knowledge
Values
Motivation
Interests
Evidence
Informed
Delivery
Delivering Excellence
Analysis, Judgement
& Decision Making
Communicating
& Collaborating
Communicating
& Influencing
Engaging &
Collaborating
Building Future Readiness
Delivering excellent public policy and services requires us to embrace change and innovation. We strive to create an inclusive customer centric strategy and vision that keeps pace with environmental, social and technological changes. Adopting an agile and digital-first approach, we will continually upskill, change and improve how we do things to meet current and future demands.
Digital Focus, Innovation & Upskilling for the Future
Digital Focus
- Maximises the use of technology and digital solutions to drive efficiencies and support better service delivery
Innovation & Creative Solutions
- Delivers innovative ideas, creative solutions and useful suggestions, with a good understanding of the practicalities
- Tries new or different approaches, demonstrating the flexibility to learn from mistakes, adapt and improve
Upskilling for the Future
- Proactively seeks development opportunities, building on strengths and addressing weaknesses or gaps with a positive attitude and willingness to learn
- Committed to building knowledge and skills for the future
Key Skills Examples
- Innovation
- IT and digital skills
- Continuous learning
- Design thinking
- Process improvement
Strategic Awareness
& Change
Strategic Awareness & Future Focus
- Contributes to the development of policy, strategy and future planning for their area
- Understands where their works fits within the broader team and organisational and departmental strategy and sets goals that contribute to strategic objectives
Contextual Awareness
- Keeps up to date with wider Civil Service policies and developments relevant to their own area
- Considers the wider impact of policies and strategies, including who or what they affect
Facilitating Change
- Supports others through change, highlighting the benefits of change, innovation or new technology
- Identifies and makes recommendations for change based on their analysis, expertise and insights
Key Skills Examples
- Supporting change
- Strategic thinking
- Strategy implementation
- Goal setting
- Policy development
Evidence Informed Delivery
Delivering excellent public policy and services requires us to make evidence based and well-informed judgements and decisions, prioritise objectives and effectively manage resources, using relevant information to evaluate the delivered outcome to ensure maximum benefit for the people we serve.
Delivering Excellence
Managing Work Effectively
- Manages, plans and prioritises workload to ensure targets and deadlines are met
- Works in a systematic, organised and efficient manner, getting up to speed with new tasks at an appropriate pace
- Manages projects effectively, reporting on progress and challenges
Delivering Quality Outcomes & Service
- Sets high standards and goals and shows commitment to meeting these
- Has procedures in place to ensure work is of high quality
- Delivers excellent customer service and prioritises the customer experience
- Seeks feedback and evaluates delivery against required outcomes
Attitude, Initiative & Flexibility
- Demonstrates initiative and self-sufficiency in managing and progressing projects and work
- Maintains resilience and a 'can-do' attitude when working under pressure or constraints, seeking support when necessary
- Flexible and agile in the face of challenges or changing demands
Key Skills Examples
- Project management
- Customer service
- Risk management
- Goal setting
- Project evaluation
Analysis, Judgement & Decision Making
Research & Analysis
- Strong research skills, can gather and analyse data from a range of sources, to identify key information or core issues
- Utilises data appropriately to inform research, policy and decision making
- Analyses and evaluates complex verbal and numerical information in an accurate and timely manner
Problem Solving
- Solves problems in a logical manner, gathering relevant information and data, exploring different solutions and escalating issues where necessary
Informed Judgement & Decision Making
- Makes balanced judgements and decisions, drawing from evidence, experience and relevant policies and procedures.
- Makes appropriate and timely decisions, seeking support when required
- Exhibits good judgement in dealing with difficult, ambiguous situations and 'on-the-spot' issues
Key Skills Examples
- Research skills
- Data management & visualisation
- Data analytics
- Critical thinking
Leading and Empowering
Delivering excellent public policy and services requires us to lead in our areas of expertise, inspire others and create a clear vision. We are committed to developing, supporting, and empowering our colleagues to meet their potential and to creating a positive and inclusive work environment where everyone's contribution is valued.
Leading, Motivating & Developing
Leadership Capacity, Coaching & Developing
- Shows leadership capacity, through coaching, supporting and motivating others
- Has a good understanding of other’s strengths and makes an effort to utilise and develop these
- Provides feedback and/or supports performance management, where appropriate or with managerial support
Empowerment, Trust & Honesty
- Empowers and trusts their colleagues, delegates tasks where possible and values others’ input and opinions
- Helps create an inclusive, safe and open teamworking environment
- Works with integrity, honesty and accountability
Social & Emotional Awareness
- Prioritises wellbeing for self and others, showing consideration, empathy and support
- Demonstrates good self-awareness and ability to manage own emotions and behaviour, particularly in challenging situations
Key Skills Examples
- Performance management
- Coaching and feedback
- Conflict management
- Managing remote or blended teams
Leading with Specialist Insight
Specialist Expertise & Professional Development
- Demonstrates a high degree of specialist expertise and knowledge in their area
- Committed to continuous professional development, engaging in relevant courses, conferences and activities to keep knowledge up to date
Leading, Advocating & Knowledge Sharing
- Leads and advocates in their area of expertise, through openly sharing insights, knowledge, evidence and rationale
- Finds opportunities to share and transfer knowledge
- Capable of describing technical terms in an easily understandable manner
Working Independently & Autonomously
- Capable of working independently, as well as with their team and with other areas or functions
- Comfortable working autonomously, determining what work needs to be done and how to do it, with the ability to self-motivate
Key Skills Examples
- Specialist skills in own area of expertise
- Communication and influencing skills
- Research skills
Communicating and Collaborating
Delivering excellent public policy and services requires us to work together, build relationships and collaborate enabling a joined up, whole-of-Government approach. Effective engagement and communication with our customers, clients and colleagues will enhance and build trust in our services.
Communicating & Influencing
Communicating Effectively & Listening to Understand
- Communicates and presents in a clear, professional and engaging manner, across verbal, digital and written communications
- Shares the appropriate level of detail and presents relevant information and data in an accessible and understandable format
- Demonstrates understanding of own communication approach, developing their skills and adjusting style, as appropriate
- Prioritises diversity and makes an active effort to involve and listen to different people and perspectives
Influencing & Negotiation Skills
- Tactfully influences and persuades others and considers compromise when necessary
- Style of influencing, negotiating and managing conflict is appropriate and respectful at all times
- Approaches difficult discussions, questions or negotiations with consideration and sensitivity, seeking support where required
Key Skills Examples
- Written skills
- Presenting
- Active listening
- Influencing and negotiation skills
Engaging & Collaborating
Networking, Engaging & Consulting
- Builds useful networks, internally, externally and internationally
- Prioritises engaging and consulting with relevant stakeholders
Collaboration, Teamwork & Building Relationships
- Effectively collaborates within and outside of their team
- Utilises interpersonal skills to build positive and effective working relationships, even in a blended or hybrid environment
- Keeps their team, colleagues and manager appropriately informed, involved and updated
- Asks questions to understand the work happening across other areas and offers to support cross-functional projects where possible
Key Skills Examples
- Networking skills
- Collaboration
- Teamwork
- Interpersonal skills
Additional Information
For more information visit the Interview Advice page.
To download the Capability Framework (PDF or plaintext accessible version)
please click below: