Head of HR(Interim)

ABOUT TECKRO

Teckro is a fast-growing Irish technology company in a period of hypergrowth, with revenues growing rapidly year on year. We are 150 people today and have ambitious plans . This is a rare opportunity to join at a pivotal stage, make a real impact and help shape how we scale.

THE ROLE

As Interim Head of HR you will be Teckro's senior people leader, setting the people strategy and owning the programmes that attract, develop and retain great people as we scale. This is a hands-on 12-month role: run the function with authority and leave behind the frameworks, hiring engine and people data we can build on.

REPORTING TO

Chief Financial Officer

TEAM

HR Generalist, Talent Acquisition Specialist(day-to-day leadership during Head of HR'S planned leave)

CONTRACT

Fixed term, 12 months (Start Date: January 2027)

WHAT SUCCESS LOOKS LIKE IN 12 MONTHS

A people plan agreed with the leadership team and linked to the growth plan.

Hiring delivered to plan, with monthly reporting on time-to-hire, offer acceptance and source mix.

Regretted attrition understood by team and manager, with a retention plan in place.

A compensation framework (bands, levels, pay review) and a calibrated performance cycle.

Manager development program and a monthly people dashboard in front of the leadership team.

KEY RESPONSIBILITIES

Strategy and leadership

Develop and deliver the people strategy and annual plan; advise the leadership team on organisation design, leadership capability, culture and workforce decisions.

Partner with Finance on headcount and budget, and with the Chief of Staff on organisation design, onboarding and cross-functional projects.

Lead change through growth and restructuring.

Talent acquisition

Own the recruitment model and hiring plan (in-house, agency and referral)

Set hiring standards: structured interviews, interviewer training and offer approval aligned to salary bands.

Performance and development

Own the performance cycle, calibration and probation processes.

Build career frameworks and succession plans for critical roles; deliver manager and leadership development.

Reward, engagement and retention

Define compensation philosophy, salary bands and the pay review process with Finance; oversee benchmarking and benefits.

Lead the engagement survey and action planning; use attrition and exit data to drive retention action.

Employee relations and compliance

Lead complex employee relations matters (investigations, disciplinary, grievance, redundancy) and own employment law advice, using external counsel where needed.

Ensure compliant employment arrangements for our small er US and UK teams, working with payroll providers and local advisers.

Own HR policies, and partner with the Legal Counsel/DPO, who owns GDPR, on employee data.

People operations and team

Own the HRIS and a monthly people dashboard for the leadership team.

Lead and develop the HR team, giving the HR Generalist scope to own outcomes; manage the People budget and providers.

EXPERIENCE REQUIRED

10+ years in HR /People Ops , including 3+ years leading a function or as a senior HR Business Partner or Head of people function in a scaling company.

Proven delivery in a high-growth environment: hiring at pace, performance, reward and retention.

Strong Irish employment law and employee relations knowledge (WRC processes, equality, working time, termination); UK/US awareness helpful.

Credible adviser to senior executives, with experience leading an HR team.

Data-led, with HRIS and ATS experience.

QUALIFICATIONS REQUIRED

Degree in HR, business or a related discipline, or CIPD (Level 7 preferred) or equivalent experience.

COMPETENCIES

Commercial judgement; influence at senior level; hands-on builder and operator; discretion and integrity; clear communication.