Volunteer Board Member - Human Resources

 Breaking Through

Board Role Description: Volunteer Board Member - Human Resources

Purpose of the Role

To provide strategic guidance and oversight on people, culture and employment matters within Breaking Through. The board member supports the Board  and National Director by helping to ensure that appropriate HR policies, staff wellbeing supports and governance arrangements are in place, while recognising the operational responsibilities of management. Be willing to act as the designated HR Committee/Board contact for employees in the limited circumstances outlined below.

Key Responsibilities

1. Strategic HR & People Governance

• Provide strategic oversight and guidance on HR, people management and employee wellbeing matters.
•  Support the Board in ensuring HR policies and procedures remain compliant with Irish employment legislation and reflect current best practice.
• Offer an independent HR perspective on workforce planning, staff wellbeing and organisational development when required.

 2. Staff Wellbeing & Support Oversight

• Provide oversight and guidance regarding organisational approaches to staff wellbeing and employee support.
• Support periodic review of wellbeing structures and staff support measures.
• Help ensure that appropriate supports are available to staff while maintaining clear governance arrangements and management responsibilities.

 3. HR Committee Leadership

• Chair and lead the HR Committee.
• Convene and attend two HR Committee meetings annually.
• Work collaboratively with committee members to review HR-related policies, procedures and governance matters.
• Provide recommendations to the Board on HR, people and wellbeing matters.
• Support the Board in ensuring compliance with Irish employment legislation and HR best practice.
• Provide specialist HR insight to inform committee discussions and recommendations.

4. Designated Independent Contact

In the exceptional circumstance that a staff member feels unable to raise a concern through the normal management structure, or where a grievance or complaint directly relates to the National Director, acts as the designated Board contact in exceptional circumstances where a grievance relates directly to the National Director or where established internal reporting routes are not appropriate.

In this role, the Board member would:

• Receive concerns in a confidential, impartial and professional manner.
• Listen to and guide employees on the appropriate policies, procedures and reporting channels available to them.
• Ensure that concerns are dealt with in accordance with organisational policies and natural justice principles.
• Support referral of matters into the appropriate formal process where required.
• Maintain appropriate communication with the Chair while respecting confidentiality and due process.
• Be reasonably accessible to employees, the National Director and the Board should an issue arise requiring HR governance oversight.

 5. Advisory Support

• Be available on an occasional  ad hoc basis to provide advice on HR-related governance matters.
• Offer guidance to the National Director and Board where specialist HR knowledge may be beneficial.
• Provide guidance and oversight in relation to annual review processes and associated HR policies, ensuring consistency, fairness and good practice.

 Time Commitment

•  Attendance at two HR Committee meetings annually.
• Attendance at four Board meetings per year (two online and two in person).
• Attendance at the AGM, which is normally held online.
• Availability on an occasional ad hoc basis to provide HR-related governance advice and support.
• As this role may occasionally be called upon to provide timely guidance on HR matters, the postholder should aim to acknowledge queries within 48 hours where possible and advise when they are unavailable.

Person Profile

The ideal candidate will have:

• Senior HR, employment law, people management or organisational development experience.
• Strong understanding of governance, confidentiality and professional boundaries.
• Excellent judgement and an ability to consider matters fairly and objectively.
• An understanding of the distinction between governance and operational management.
• A commitment to the values and mission of Breaking Through.

What We Offer

• A warm, professional Board with a strong commitment to positive culture and shared purpose.
• The chance to shape the future and make a difference to a small national charity.