Job Title: Talent Acquisition & Retention Manager

Location: South Dublin and various sites across Ireland
Reports to: Managing Director / Chief Operating Officer

Salary: Commensurate with experience

In Right at Home, our people are our greatest asset. We are seeking a visionary Talent Acquisition & Retention Manager to move beyond traditional recruitment. This is a dual-purpose leadership role: you will architect the strategy to bring the best carers into our community while building the culture that makes them stay. You will lead the transition from reactive hiring to a data-driven, "Always-On" workforce model. You will work across several departments to ensure our workforce plan aligns with our commercial requirements, while building a culture that aligns with our values.

Every interaction reflects our business core values:

Accountable: We take ownership of our part in delivering outstanding care.

Authentic: We act with honesty, transparency and integrity.

Personable: We are approachable and build respectful relationships at all levels

Thrive: We foster growth, wellbeing, and development for both clients and team members.

Key Responsibilities

1. Strategic Workforce Planning & Forecasting

Capacity & Gap Analysis: Utilise referral trends and care package data to predict staffing needs across specific geographic "areas" proactively targeting "care deserts."
Skill-Mix Optimisation: Ensure a balanced workforce capable of meeting complex needs,
Attrition Modelling: Track seasonal turnover patterns to ensure recruitment "top-ups" occur before service delivery is impacted.

2. High-Volume Talent Acquisition

Pipeline Management: Drive the continuous sourcing of Healthcare Assistants (HCAs) and Home Support Workers to meet fluctuating community demands.
Hyper-Local Sourcing: Execute "boots on the ground" strategies, including community fairs, partnerships with training providers, and localised digital campaigns.
Speed to Hire: Optimise the "time-to-onboard" to remain competitive against retail and healthcare sectors without compromising quality.
Employer Branding: Build a premium "Employer of Choice" reputation across social and professional platforms.

3. Retention & Engagement Management

The "First 90 Days" Experience: Design and own a mentorship-based induction journey to combat early-stage churn.
Attrition Analysis: Conduct root-cause analysis of candidate attrition and "Stay Interviews" to replicate the success factors of our longest-serving staff.
Market Benchmarking: Review compensation, mileage, and benefits quarterly to ensure we perform against local competitors.
Culture Building: Lead engagement surveys (eNPS) and recognition programmes (e.g., Carer of the Month) to transform feedback into actionable culture plans. Introduce and manage employee retention and engagement tools and systems.

4. Governance, Compliance & Regulatory Liaison

Safeguarding Excellence: Oversee rigorous vetting, including Garda Vetting, international police clearance, reference checks, and QQI Level 5 verification.
Best Practice: Ensure all hiring strictly adheres to GDPR and public service codes of practice.

What Success Looks Like (KPIs)

90-Day Retention Rate: Drastically reducing early-stage turnover.
Fulfilment Rate: Achieving 100% staffing against authorised care hours.
Employee Net Promoter Score (eNPS): Improving staff advocacy and morale.
Regrettable Turnover Rate: Minimising the loss of high-potential and specialised employee’s.

Requirements

5+ years in a senior TA or HR leadership role, ideally within healthcare or a high-volume distributed workforce.
Proven experience in workforce planning and data analytics.
Can work to Targets
In-depth knowledge of Irish employment law and knowledge or willingness to learn HIQA standards
A "people-first" mindset with the ability to influence at the board level.
Excellent people skills and ability to work Cross departmental

Skills & Competencies

Strategic Thinking: Ability to plan workforce needs based on data and organisational objectives.
Analytical Skills: Use metrics to drive decisions and predict workforce trends.
People Management: Lead cross-departmental initiatives and influence at all levels.
Communication Skills: Excellent interpersonal, negotiation, and presentation skills.
Employer Branding & Marketing: Build strong talent attraction campaigns.
Values Alignment: Demonstrates Accountable, Authentic, Personal, Thrive behaviours consistently.

Personal Attributes

Proactive and target-driven mindset.
Strong collaborator and team leader.
Passionate about workforce culture, employee engagement, and care excellence.
Resilient and adaptable in a fast-paced environment.

CH6

Talent Acquisition & Retention Manager

Job Description