Head of HR

Location: Sandyford (with occasional travel between offices)

Reports To: General Counsel & Chief Business Officer

Key Internal Relationships: Arachas Leadership team, HRBPs, Head of L&D, Trading group

Role Accountabilities and Core Responsibilities Sales and Activity Management

• Proactively promote HR initiatives that support the commercial goals of the company, ensuring that People Strategy is seen as a key driver of business success.
• Analyse HR metrics and trends (retention, productivity, and engagement) to provide the Chief Business Officer with actionable data to inform business decisions.
• Manage the HR department's output to ensure it keeps pace with the fast-moving corporate environment, identifying and closing gaps in service delivery.
• Support with recruitment and succession planning for specialist brokerage roles, ensuring a steady pipeline of talent to support long-term growth.

Customer Relationship Management

• Act as a direct strategic advisor to senior management and the Chief Business Officer, helping them navigate the people side of their business objectives.
• Serve as the HR lead for mergers and acquisitions, acting as a bridge for incoming teams to ensure they are successfully integrated into the Arachas structure.
• Build strong, trust-based relationships across all departments, providing expert guidance on organisational design and performance management.

Customer Service

• Lead on employee engagement initiatives, ensuring that employees are treated as the company's most important asset and that their feedback drives workplace improvements.
• Provide the existing HR team with senior leadership, helping them deliver exceptional service to the wider business.
• Promote a positive, high-performing workplace culture that aligns with Arachas values, ensuring staff feel connected to the company's mission.
• Support with the delivery of high-quality HR support for all critical employee lifecycle events, from onboarding to career development.

Team Collaboration

• Lead and develop the well-established HR team, acting as a mentor who empowers them to excel.
• Work collaboratively with Finance, Compliance, and Operations to ensure HR processes are seamless and support the wider business infrastructure.
• Integrate into a fast-paced environment by being a visible, hands on leader who supports the team during peak activity or complex change initiatives.
• Encourage an environment where the HR team proactively identifies gaps and works together to implement practical, direct solutions.

Compliance

• Working alongside the Chief Risk Office to ensure all people-related activities comply with Central Bank of Ireland (CBI) requirements, including the Fitness & Probity regime and Minimum Competency Code (MCC).
• Maintain total compliance with Irish employment legislation and company policies, providing expert guidance on complex employee relations matters.
• Oversee HR audits and data integrity (GDPR), ensuring that all personnel records and processes meet the highest professional standards.

Requirements

• 10 years of proven experience in a Senior HR role.
• Strong commercial awareness with the ability to align HR strategy to business goals
• Experience supporting high performing HRBPS on day to day HR Operations.
• Experience working across multiple locations or business units
• Strong stakeholder management and influencing skills
• A hands on approach with the ability to operate both strategically and operationally
• Excellent communication and organisational skills

Person Specification

• Ideal for an experienced HR professional who has operated at a management level and is now seeking to focus on team mentorship and organisational culture.
• Naturally inclined to guide and empower an established team, providing the big picture perspective while allowing the team to excel in their roles.
• Deeply committed to the employee life cycle, with a focus on creating a positive, high quality experience for all staff.
• Able to integrate seamlessly into a long standing team environment, building trust through collaboration and emotional intelligence.
• Skilled at identifying operational improvements and strategic gaps without disrupting the existing team's stability.
• Motivated by the human element of HR rather than corporate ladder climbing, prioritising the well being and growth of the workforce.