Chief People Officer

Role & Purpose As a key member of the Dublin Bus Executive Leadership Team, the Chief People Officer will play a transformative and highly influential role in shaping the organisations people strategy and culture. This position will ensure Dublin Bus remains resilient, innovative, and future-ready, with a workforce that is aligned, engaged, and empowered to deliver safe, sustainable, and customer-focused public transport services. You will: Serve as a trusted advisor to the Chief Executive Officer and the Board, shaping Dublin Buss people strategy to ensure the organisation remains resilient, innovative, and future-ready Lead the Human Resources and Development function with a clear focus on aligning workforce strategy to corporate objectives, driving organisational performance, and enhancing employee experience. Champion culture transformation by fostering an inclusive, high-performing environment that values diversity, collaboration, and continuous learning. Build and sustain strong relationships with employees, trade unions, CI Group companies, the Dublin Bus Board and sub-committees, and external agencies, ensuring constructive dialogue and long-term partnership. Translate corporate strategy into actionable workforce plans, ensuring talent acquisition, development, succession, and engagement are positioned as key enablers of Dublin Buss mission. Provide strategic oversight of HR governance, compliance, and risk management, ensuring policies and practices meet the highest standards of integrity, accountability, and sustainability. Act as a visible leader across the organisation, embodying Dublin Buss values and ensuring that people strategy is central to delivering safe, sustainable, and customer-focused transport services. Ensure that HR practices and objectives are compliant with up-to-date legislation and follow best practice procedures. Responsible for the cost effective and efficient resourcing and talent development of the Company. Comply with all relevant Data Protection legislation, and all Quality, Environmental, Energy, Sustainability, Health and Safety policies and procedures. Comply with Grievance Procedures, Dignity and Respect Policy, Disciplinary Procedures, and all other - Dublin Bus policies. Areas of Responsibility Leadership Provide strategic direction and leadership to your teams fostering a culture of delivery, accountability, ownership, innovation, customer focus, and excellence. Develop a positive and inclusive working environment where all employees are treated with dignity and respect and where differences are respected accommodated and valued. Fully implement organisational performance management processes as required, ensuring the proactive management and development of your team. Human Resources Strategy and Development Develop, maintain and implement annual and long-range plans and targets for functions with areas of responsibility and align with corporate strategy. Lead the development, implementation, and maintenance of HR policies and activities including recruitment and selection, training, talent development, succession planning, performance management, employee relations, reward and benefits, diversity and inclusion, internal communications, and data protection. Plan and utilise resources to ensure cost effective and efficient operation of Company and services. Ensure best practice Recruitment and Selection Policy compliance across all functions of Dublin Bus. Oversee and ensure the safe and efficient operation of the Training Centre ensuring the highest standards are maintained. Oversee the development of all Talent Development and Performance Management plans ensuring they are aligned with the corporate strategy and business plans. Maintain good working relationships with Trade Unions and their committees and branch representatives on behalf of the Company. Facilitate and mediate effective conflict resolution processes where appropriate. Dublin Bus Designated Officer for the CI Protected Disclosures Policy. Designated Liaison Person for the Dublin Bus Protection of Children and Vulnerable Adults Policy. Finance Proactively manage departmental annual budgets and capital investment appraisals as required, ensuring effective financial management and allocation of resources. Identify opportunities to streamline processes and enhance organisational efficiency, without compromising service standards and excellence. Ensure compliance by Human Resources and Development employees with CI Group procurement policies and procedures. Competencies Leadership Responsibly leading the way forward Creates a coaching culture acting as a role model that coaches and mentors others in the organisation, encouraging learning, development and fresh thinking. Takes ownership and responsibility for making complex, informed and professional decisions within the organisation. Develop a positive and inclusive working environment where all employees are treated with dignity, respect, trust and are valued. Strategic and Commercial Evolving our vision for the future to achieve commercial success Acts as a strategic partner that anticipates changes in the environment and pivots strategy to align with the evolving needs of the organisation. Develops and/or aligns Functional/Departmental plans with the strategic objectives of the organisation to create a clear plan for the area. Impactful communications Communicating effectively to achieve positive outcomes Creates a culture that welcomes open, honest, values-based discussions including quieter members and ensuring all voices are heard and valued. Communicates and presents key messages assertively, influentially and concisely tailored to specific audiences. Has presence and gravitas within discussions, influencing both within the organisation and externally with key stakeholders. Collaboration Working together, caring together responsibly leading the way forward Acts as a role model for good practice collaboration, caring team working across the organisation and motivates others to achieve shared goals. Networks and builds effective relationships with key stakeholders in the best interests of Dublin Bus both internally cross-functionally and externally Champions life-long learning, seeks constructive feedback, learns from others and creates an environment which gives people opportunities to contribute, learn and develop. Results focus Taking ownership to get things done effectively and efficiently Maintains high performance levels under pressure and positively handles setbacks, disappointment, opposition and criticism. Aligns activities of Function/Department to key strategic priorities of Dublin Bus and monitors progress on achieving long-term goals. Profile of the Ideal Chief People Officer The successful candidate will be a seasoned executive leader with the vision, credibility, and influence to shape Dublin Buss people strategy at board level. They will bring: Proven Executive Experience: At least 8 years in senior leadership, with a track record of driving organisational transformation and delivering measurable impact through people strategy. Education: A bachelors degree (or equivalent) in Human Resources, Business Administration, or a related field, underpinned by deep expertise in organisational development and workforce planning. Sector Insight: In-depth knowledge of industry trends and best practices in people management and development, ideally within complex, unionised, or transportation environments. Strategic Leadership: Demonstrated ability to lead executive teams, inspire organisational culture change, and align people strategy with corporate objectives. Influence & Communication: Exceptional interpersonal and communication skills, with the gravitas to engage credibly with stakeholders at all levels from frontline employees to Board members. Analytical & Future-Focused Thinking: Strong problem-solving and analytical capabilities, coupled with a strategic mindset that prioritises innovation, continuous improvement, and resilience. Agility & Adaptability: The ability to thrive in a dynamic, fast-paced environment, balancing multiple priorities while maintaining strategic focus. Commitment & Presence: Willingness to provide leadership presence beyond standard office hours when required, ensuring visibility and responsiveness during critical organisational moments. How to Apply: Conscia will be managing all aspects of the recruitment process on behalf of Dublin Bus. You can submit your CV via Conscia Talent's website. The closing date for completed applications is Friday 12th December at 5pm(Irish time). If you have any questions about the role please email Donald O'Doherty at or call on