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• Training & Development: Identify skills gaps and growth opportunities. Organize training programs and professional development initiatives – from solar industry knowledge sessions to leadership workshops – to ensure our team continues to advance their skills and stays engaged. Encourage a learning culture that embraces innovation and best practices. 

• Employee Engagement & Culture: Lead initiatives that maintain and strengthen Mitros’s positive work culture. This might include organizing team-building events, sustainability volunteering days, or internal communications that celebrate achievements. Act as a culture ambassador, ensuring that our commitment to renewable energy and innovation is reflected in the workplace experience. 

• HR Operations & Compliance: Oversee day-to-day HR operations such as maintaining employee records, managing payroll and benefits administration (in coordination with finance/payroll staff), and handling HR documentation. Ensure compliance with all relevant labor laws, health and safety regulations (working closely with the QEHS Manager on employee safety programs), and GDPR/data protection requirements for employee data. 

• Employee Relations: Serve as a trusted point of contact for employees and management for HR-related queries and support. Address employee concerns, mediate conflicts professionally and confidentially, and promote an open-door policy. Advise leadership on HR best practices when making organizational decisions. 

• Workforce Planning: Collaborate with the leadership team to anticipate staffing needs and plan talent acquisition accordingly. Help structure teams and roles optimally as the company scales, ensuring we have the right people in the right positions to achieve our business goals. 

• Diversity, Equity & Inclusion: Champion DEI efforts within the company. Implement strategies to attract diverse talent and ensure an inclusive workplace where all employees feel valued and able to contribute their best. This aligns with our broader values of equality and respect within our community. 

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Required Qualifications 

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• Education: Bachelor’s degree in Human Resources Management, Business Administration, or related field. A Master’s degree or specific HR qualifications are a plus. 

• Experience: 5+ years of progressive experience in HR, including at least 2 years in an HR Manager or similar leadership role. Experience in a fast-growing or startup environment is highly beneficial, as it demonstrates ability to build HR structures and adapt to change. 

• Certification: Professional HR certification such as CIPD (Chartered Institute of Personnel and Development), SHRM-CP/SHRM-SCP, or PHR/SPHR is strongly preferred, indicating a solid foundation in HR competencies and ethics. 

• Knowledge: Strong familiarity with local employment laws and regulations (e.g., Irish labor law and HR compliance requirements if operating in Ireland). Understanding of HR best practices in areas like recruitment, performance management, compensation, and labor relations. 

• Industry Alignment: While not mandatory, prior experience in the renewable energy, construction, or technology sector can be helpful to understand industry-specific HR challenges. An interest or background in sustainability is a plus, enabling you to integrate our mission into HR programs. 

• Technical Skills: Proficiency with HRIS (Human Resources Information System) and applicant tracking systems. Comfortable using office productivity tools and generating HR reports/analytics to inform decisions. 

• Language & Communication: Excellent command of English (written and spoken) for crafting policies, reports, and conducting training. Additional languages can be a plus given diverse workforce or client base. 

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Key Competencies and Skills 

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• Communication & Interpersonal Skills: Exceptional ability to communicate with empathy and clarity. Can effectively interact with staff at all levels – from entry-level technicians to directors – and explain HR matters or policies in an understandable way. 

• Organisational Skills: Highly organised and detail-oriented. Capable of managing multiple priorities – hiring, training, employee inquiries, and strategic projects – without dropping the ball. Timely in follow-ups and thorough in record-keeping. 

• Problem-Solving & Discretion: Adept at handling sensitive situations and resolving conflicts or employee issues calmly and fairly. Maintains confidentiality and integrity in all dealings, building trust throughout the organization. 

• Leadership & Influence: Able to lead by example and influence a positive culture. Motivates others to engage in HR initiatives (like training or team events) and coaches managers in effective people management. 

• Strategic Mindset: Sees the big picture of how talent and culture impact business success. Proposes HR strategies that support company growth, such as employer branding for talent attraction or career path frameworks for employee retention. 

• Adaptability: Flexible and resilient in a rapidly changing environment. Open to new ideas and willing to continuously improve HR processes. Capable of scaling operations and shifting tactics as the company evolves. 

• Cultural Advocacy: Passionate about fostering an inclusive, respectful workplace. Aligns HR programs with Mitros’s values – for example, integrating sustainability into employee engagement (like encouraging green commutes or volunteer programs) and ensuring the innovative spirit of the company is reflected in how we develop and reward employees. 

• Customer Service Orientation: Treats employees as internal customers by being responsive, supportive, and proactive in addressing their needs, which in turn enables those employees to deliver great service to Mitros’s external customers. 

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Contribution to Mitros’s Mission and Sustainability Goals 

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The HR Manager role is foundational to Mitros’s mission because our people are the driving force behind our renewable energy projects and innovative solutions. By attracting and developing team members who are passionate about solar energy and sustainability, you ensure that our workforce embodies the mission in their daily work. A strong culture of collaboration and innovation, nurtured by effective HR practices, means employees are empowered to come up with creative solutions that improve our services and environmental impact. Additionally, through fostering an inclusive and positive workplace, the HR Manager helps maintain high morale and commitment, leading to better customer service and project outcomes – key to our customer-centric ethos. In short, this role creates the environment in which the ideals of renewable energy and sustainable practice thrive internally, enabling the entire company to deliver on those ideals externally.