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Sort by: relevance | dateGeneral Operative
Purpose, Duties and Responsibilities General Operatives are frontline service employees who are involved in the delivery of a wide range of key local authority services in the heart of communities. Typical services include roads and transportation, maintenance of social housing units and estates, environmental and drainage works, upkeep of recreation and amenity facilities, etc. The role is likely to be outdoors, operational and manual and the duties will vary according to the functional area to which the person is assigned. The ideal candidate will be highly motivated, adaptable, flexible, capable of acting on their own initiative and someone with a strong sense of commitment to delivering quality public services. The duties of a General Operative include: • To carry out duties of a general operative nature in the areas of roads, parks, playgrounds and open spaces, cleansing and litter cleaning; drainage, and the general maintenance of the public realm. • To be responsible for the safe keeping of all stores and equipment that has been allocated to them for the purpose of carrying out their duties. • To undertake works that may include: patch-macadam, tar and chippings; surface dressing, road strengthening, sweep chips, traffic control; open water cuts; mix mortar in concrete mixer; the use of wheelbarrow, yard brush, shovel, etc.; maintain drainage, road sewers, clean gullies; treat roads for oil spillage; cut grass and use lawnmowers and strimmers; assist in fencing; spread gravel; build walls, clean paint signs; to empty bins and litter picking and general cleansing. • To be available for emergency call out outside normal working hours; to respond to emergencies as requested by your supervisor. • To implement plant maintenance duties, as assigned, including to monitor plant performance and maintain plant records. • To assume personal responsibility for your own safety at work. • To undergo training for Health & Safety and to participate and co-operate with all training programmes and initiatives to improve technical skills and general performance as required. • To be responsible for the maintenance of good work practices and working relationships. • To maintain and communicate information for the effective delivery of service. • To ensure compliance with organisational policies, procedures and legislation. • To support and participate in the establishment and maintenance of improved standards and quality initiatives. • To demonstrate flexibility and mobility consistent with the needs of the service. • To co-operate with the familiarisation/instruction of other employees where appropriate. • To manage and maintain resources effectively and efficiently. • To contribute to the development of effective teams and work collaboratively with other employees. • To deal effectively and courteously with contractors, customers and members of the public. • To carry out any other relevant duties as assigned by supervisor. Qualifications for the Post Character Each candidate must be of good character. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education and Experience Each candidate must, on the latest date for receipt of completed application forms: • Have reached a standard of education sufficient to enable them to carry out the duties assigned. • Have a good knowledge and previous experience in Safety, Health & Welfare at work and in dealing with the public. • Have satisfactory experience relative to the duties outlined. • Have completed manual handling training. • Hold a current clean full unendorsed Category B Driving Licence. (C1 licence is desirable but not essential). • Have an ability to work on own initiative without constant supervision. *Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. Desirable Experience and Knowledge The following are desirable: • A good knowledge and previous experience in general maintenance work particularly road maintenance and construction of road projects. • Some form of technical qualification and a reasonable level of IT skills. • Possess a current and valid Safe Pass registration card. Miscellaneous Provisions Salary Salary scale: €700.77 - €782.62 per week (EL 04/26). Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Planning, Community and Local Government. Hours of Work The normal working hours will be 39 hours per week. Duties may require the successful applicant to work outside of normal working hours i.e. attendance at evening/weekend, training duties etc. All hours worked will be subject to the provision of the Organisation of Working Time Act, 1997 as amended. You may be required to complete a time-sheet in accordance with the Organisation of Working Time Regulations, 2001. Start Date Meath County Council shall require a person to whom an offer of employment is made to take up an appointment within a reasonable period of time, usually two months from date of offer, to meet the organisational requirements of the Council. Meath County Council reserves the right to withdraw its offer in the event that an appointment is not taken up within such a period. Leave 25 days per annum
Executive Officer T-REX Community Learning Officer
1. PREAMBLE Mary Immaculate College is an autonomous, university-level, Catholic College of Education and the Liberal Arts. Founded in 1898, and linked academically with the University of Limerick, MIC is the oldest higher education institution in Limerick. Significant expansion in recent decades has seen the College’s offerings expand across two modern campuses, one based in Limerick City and one in Thurles, Co. Tipperary. The student community consists of more than 5,000 learners, participating in fifteen undergraduate degree programmes and several postgraduate programmes extending to PhD/Doctoral level. Academic staff engage in a wide range of academic research areas, and research underpins all teaching and learning at MIC. MIC seeks to prepare its students for professional excellence and to nurture their capacity to lead flourishing lives. 2. CANDIDATE PROFILE & SCOPE OF THE POSITION The College wishes to fill the position of T-REX Community Learning Officer on a full-time, Fixed term Contract for an 15-month period with an expected start date of December 2026. This post will be filled at Executive Officer Grade. The position of T-REX Community Learning Officer is a key administrative role. The appointee will have responsibility for a wide range of duties relating to the T-REX Shared Island Initiative project. The successful candidate will have excellent organisational skills and will have diverse responsibilities in a complex setting, liaising with project staff, line managers, as well as stakeholders in the professional community more broadly. The appointee will be required to deal with highly confidential information in a very discreet manner. Essential Skills & Qualifications: A bachelor’s degree or higher qualification, preferably in the field of education or education research or a related discipline, and a minimum of 2 years’ relevant experience in the field of education or educational disadvantage; or a minimum of 3 years’ relevant experience in the field of education or educational disadvantage. Experience in the preparation of training and/or educational materials and/or planning and delivery of training. Excellent IT and data management skills with a high degree of proficiency in Microsoft Word, Excel and Teams. Excellent administrative and organisational skills with the ability to manage, prioritise, and complete a variety of competing tasks on time. Excellent interpersonal skills along with advanced verbal and written communication skills. Proven ability to deliver information, and provide support in a professional manner to meet the needs of stakeholders on a range of issues. Demonstrable commitment to continuous professional development. It is desirable that candidates will also have: 1. Experience with educational research whether directly as a researcher, or engagement through professional capacity as an educator. Cuirfear fáilte roimh iarratais ó dhaoine go bhfuil dearcadh dearfach acu i leith na Gaeilge. Applications are welcome from people who have a positive outlook to Irish. 3. JOB DESCRIPTION Reporting Relationship The appointee is required to carry out the duties attached to the post, under the general direction of T-REX North-South Director, to whom they report, and to whom they are responsible for the performance of these duties in the first instance. The appointee will report through the Dean of Education to the College President and/or to such other College Officers as the President may designate from time to time. The appointee will liaise with other College personnel and with relevant College bodies in carrying out the duties attaching to the post. The reporting relationship is subject to review and may be altered from time to time in line with service needs and developments in the College. Duties and Responsibilities • Provide comprehensive support and advice to the T-REX Shared Island North-South Director in relation to professional learning and capacity development. • Providing support to the implementation of T-REX digital badges, including facilitating participant recruitment, engagement, and providing on-going guidance and support during the badge process. • Planning, facilitating and organising events to support teachers’ professional learning in terms of using evidence to raise educational attainment in areas of disadvantage. • Regular engagement and nurturing of teacher communities of practice and professional learning on T-REX, scaffolding communications and encouraging meaningful participation. • Facilitation and support for teachers and educational researchers to share relevant research on the T-REX platform. • Supporting development of professional learning resources relevant to T-REX Digital Badge programmes, including piloting, managing feedback from T-REX members, and iteration of materials. • Support the gathering of feedback and various data sources to enable the monitoring and evaluation of the T-REX Shared Island Initiative and to support academic publication. • Management of T-REX social media presence and cultivation of professional community sharing T-REX values through social media and related channels. The work is broadly defined and the list of duties is not exhaustive. The performance of the entire range of duties is not necessarily confined to any one individual, as the work requires that the staff function in a flexible manner, and work together as a team. The College retains the right to assign new duties and/or re-assign staff to other areas of the College in response to service needs. 4. TERMS AND CONDITIONS OF EMPLOYMENT General All persons employed will sign an appropriate contract, which will contain terms and conditions of the employment. A job description is given to all applicants for employment and this will form part of the contract documentation. Place of Work The appointee’s normal place of work will be Mary Immaculate College, Limerick. The College reserves the right to require the appointee to work from any other location. MIC operates a blended working policy, which offers scope for the post holder to combine office attendance with remote working, subject to the provisions of the policy. Exclusivity of Service and Outside Work The person appointed will be required to devote their full-time attention and abilities to their duties during their working hours in the College and to act in the best interest of the College at all times. Therefore, for as long as the successful applicant is working in the College, they may not, without the prior written consent of the Vice President Administration and Finance (VPAF), be actively engaged or concerned in any way, either directly or indirectly, in any other business or undertaking where this is or is likely to be in conflict with the College’s interests or the performance of the duties that the person has been employed for. The appointee will not, during their tenure of office, undertake paid outside work unless they have received the permission of the VPAF of Mary Immaculate College to undertake such work on the terms and conditions as agreed for the particular undertaking in question. In every case, it is the duty of the appointee to seek in writing the prior permission of the VPAF. It is also the duty, in every case, of the appointee to inform the person or body for whom the work is being undertaken, that the work is being conducted in a private capacity and that the College cannot in any circumstances be responsible for such work. Probationary Period The appointment is subject to satisfactory completion of the standard 6-month probationary period. The probationary period may be extended at the discretion of the College but will not in any case exceed 11 months. Absences during the period of probation will extend the probationary period. Performance and conduct during the probationary period will be reviewed through a process of assessment meetings. Termination of the appointment during the probationary period, for any reason or no reason, will be at the discretion of the College. The disciplinary procedure will not apply to a dismissal during probation where the probationary employee has been employed by MIC for less than 12 months. Hours of Attendance The full-time working hours are 35 hours per week. The normal hours of duty are Monday to Thursday, 9:00 am to 5:00 pm, with a 1-hour unpaid lunch break each day and Friday, 9:00 am to 4:45 pm with a 45-minute unpaid lunch break. However, the duties attaching to the position are such that the post holder may be required to work evenings/weekends on occasion to accommodate service needs. Subject to College policy, the post holder may avail of “Time-Off-In-Lieu (TOIL)” or overtime where working hours exceed the contract hours per week. The College reserves the right to adjust starting and finishing times or days of duty to meet service needs. Salary The Salary scale for this position has been approved by the Department of Further and Higher Education, Research, Innovation and Science and the Higher Education Authority in line with Government Policy on Public Sector remuneration. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. The grade for this post is Executive Officer. With effect from 1st June 2026, the annual salary scale for Executive Officer (New Entrant - Grossed Up) grade is: €36,569; €38,803; €39,595; €41,870; €44,030; €45,966; €47,838; €49,703; €51,534; €53,418; €55,297; €57,288; €58,625; €60,529 (LSI); €62,444 (LS2). With effect from the 1st of June 2026, the annual salary scale for the grade of Executive Officer (Grossed up Non New Entrant) is: €39,595; €41,870; €44,030; €45,966; €47,838; €49,703; €51,534; €53,418; €55,297; €57,288; €58,625; €60,529 (LSI 1); €62,444 (LSI 2). Increments are awarded in line with national pay agreements. Salary will be paid on a monthly basis on the 25th of each month, or the previous Friday if 25th falls on a weekend, using the Paypath facility. Payment of salaries and wages are subject to statutory deductions, i.e. Income Tax (PAYE), Superannuation Contributions, Pay Related Social Insurance (PRSI) and Universal Social Charge (USC). Increments are awarded in line with national pay agreements. Superannuation New entrants to the public service will be required to participate in the Single Public Service Pension Scheme and pay Superannuation contributions at the appropriate rates in accordance with the provisions of the Public Service Pensions (Single Scheme and Other Provisions) Act, 2012. All other eligible appointees are automatically included in the Colleges’ of Education Pension Scheme on taking up appointment. In compliance with the Colleges of Education Pension Scheme, deductions amounting to 6.5% are made from salary. The appointee will be required to pay Additional Superannuation Contribution (ASC) under the provisions of the Public Service and Pensions Act 2017. Appointees who commenced employment in the public service between 1st April 2004 and 31st December 2012 and have not had a break in employment of greater than 6 months will have no mandatory retirement age. All other appointees will have a mandatory retirement age of 70. Pension Abatement If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to or in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during the appointee’s re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012. In applying for this position, the applicant is acknowledging that they understand that the abatement provisions, where relevant, will apply. It is not envisaged that the College will support an application for an abatement waiver in respect of appointments to this position
Executive Assistant
The Role Maynooth University is committed to a strategy in which the primary University goals of excellent research and scholarship and outstanding education are interlinked and equally valued. The Examinations & Assessment Office are seeking an organised and efficient administrator to support the work of a very busy office. The role is varied and involves operational and administrative duties and requires a high level of IT and data handling skills. Applications are therefore, invited for a maternity leave (specified purpose contract) as an Executive Assistant within the Examinations, Assessment & Conferring function. Among the chief responsibilities, the appointee will support the accurate and agile management of the processes and documentation surrounding university exams, conferring ceremonies, and the administration of supports to students. The person appointed must be a team player and have the ability to communicate confidently and effectively. They will work as part of a team in a deadline driven office, to support the delivery of key assessment-related services to students and staff. Principal Duties Administrative and other duties: This will include: Working proactively as part of a team to ensure the timely and accurate delivery of assessment related services and tasks arising as part of the operations of the office. • Communication of clear and accurate information in person, via website, email and telephone, on a proactive basis and in response to queries. • Checking and validation of information and data received by the office – including resit exam applications, exam marks, and exam papers submitted to the Examinations & Assessment Office. • Assisting with the timely and accurate production of exam-related documentation, e.g. sign-in sheets, timetables, seating lists, etc. • Producing accurate documentation needed for examination and conferring lists. • Assisting in the processes relating to grading, and the preparation of information required for the University’s exam boards. • Assist with the smooth day to day running of the office such as maintaining an outlook office calendar. • Provide direct administrative support to other team members with different tasks depending on the time of year. • Any other duties or projects in the Examinations & Assessment Office and wider Registry as allocated by the Examinations Officer. Applicants should note that at certain critical periods, there may be a requirement to work outside normal office hours (occasionally at short notice) including weekends in order to meet specific deadlines. It will be not be possible to take significant amounts of annual leave at certain critical periods for this post. The ideal candidate will have: • Primary degree and/or equivalent professional experience. • An efficient approach to task-management, and an ability to complete multiple concurrent tasks to strict deadlines. • Professional discretion, and an ability to communicate effectively, in person and in writing. • A proven excellent level of attention to detail in both written and numerical work. • Strong IT skills, including experience of working accurately with spreadsheets and other databases and systems. • An ability and an aptitude to follow procedure, and willingness to learn new skills and work flexibly on different tasks. • Experience of prioritising competing tasks, and working accurately in a deadline-driven environment as a productive team member. • An ability to work collegially, to work effectively across units, and share skills with others to enhance service. Desirable Experience and Skills • An understanding of the life cycle of a University. • Knowledge of student information systems – e.g. ITS, Workbench. • Familiarity with reporting tools. • Knowledge of university policies and regulations. • Strong Microsoft Office skills. Examinations & Assessment Office (Registry) The Examinations & Assessment Office is part of Maynooth University’s Registry and works with other offices in Registry to deliver administrative support to the university community, particularly to students, and in relation to the implementation of academic policies and regulations. The Office coordinates and manages university examination processes and is responsible for the production and publication examination timetables for the University. The work related to examinations includes arranging the staffing, venues and material for the written university examinations, provision of examination accommodations for students requiring extra provision, compilation of results, application of progression and award rules, administration of Examination Board meetings, administration of the examination process for research degrees and the release of official examination results to students. We are responsible for the administrating and delivery of the University Conferring ceremonies. Tenure This is a full time, temporary post, for a specified purpose (temporary replacement cover), which is anticipated to cease on the 14th December 2027. Salary Executive Assistant (2026) €32,855 – €49,419 p.a. (13 points) Appointments will be made in accordance with public sector pay provisions. Hours of work A 35-hour working week is in operation in respect of full-time positions (pro-rated for part-time positions). This can be reviewed or adjusted from time to time through national agreements.
Human Resource Manager
The Role The Commission is seeking to appoint a Human Resource Manager to support in the delivery of its Human Resources strategy. The successful candidate will be a key member of the Human Resources team reporting to the Head of HR. The HR Manager will provide best practice human resources knowledge, team supervision, advice and technical management to support the delivery of the Commission’s business strategy. The range of duties include managing complex employee relations matters, and providing expert and practical advice to managers, as well as overseeing a Performance Management System, HRIS, Recruitment, Resourcing, Payroll and Pensions and application of HR policies. Key Responsibilities Under the overall direction of the Head of HR, the key duties and responsibilities include: • Lead and develop the HR Operations team, driving high performance and continuous improvement. • Oversee HR operations across the full employee lifecycle, ensuring compliance with employment legislation and organisation policies. • Manage HR systems and employee data, ensuring accuracy, integrity and confidentiality. • Produce HR metrics, dashboards and reports to support business decision-making and identify trends. • Partner with managers to provide guidance on employee relations and people management matters including occupational health. • Take a lead role in the management of employee relations matters, including complex and sensitive cases, providing practical advice in line with Irish employment legislation and HR best practice. • Oversee HR processes that support payroll and pension administration, including sick leave entitlements in the Public Sector. • Drive process improvement initiatives to enhance operational efficiency and the employee experience. • Act as the Access Officer for the MHC. • Build and manage relationships with external HR service providers and key stakeholders. • Support the Head of HR with operational priorities and strategic HR initiatives. The duties and responsibilities enumerated in this Job Description should not be regarded as comprehensive. Reporting and Working Relationships The HR Manager is accountable to the Chief Executive of the MHC and reports directly to the Head of HR. Essential Requirements The Human Resource Manager will have a track record of delivering in the following key areas of responsibility: • Degree qualified at level 8. • Minimum of 3 years’ HR experience, including team management within a busy HR operations environment, in the Public Sector. • Proven experience in managing complex employee relations matters, with a strong track record of independently managing sensitive cases. • Proven experience managing HR systems, people data and reporting. • Strong knowledge of Irish employment legislation and HR best practice. • Excellent leadership, coaching and stakeholder management skills. • Highly analytical with strong attention to detail and a process-driven approach. • Confident using HRIS platforms and Microsoft Office. • Able to prioritise effectively and thrive in a fast-paced, changing environment. Competencies The person appointed to the role of Higher Executive Officer will be required to show evidence of the following competencies: Team Leadership • Works with the team to facilitate high performance, developing clear and realistic objectives and addressing and performance issues if they arise. • Provides clear information and advice as to what is required of the team. • Strives to develop and implement new ways of working effectively to meet objectives. • Leads the team by example, coaching and supporting individuals as required. • Places high importance on staff development, training and maximising skills & capacity of team. • Is flexible and willing to adapt, positively contributing to the implementation of change. Analysis & Decision Making • Gathers and analyses information from relevant sources, whether financial, numerical or otherwise weighing up a range of critical factors. • Takes account of any broader issues and related implications when making decisions. • Uses previous knowledge and experience in order to guide decisions. • Makes sound decisions with a well-reasoned rationale and stands by these. • Puts forward solutions to address problems. Management & Delivery of Results • Takes responsibility and is accountable for the delivery of agreed objectives. • Successfully manages a range of different projects and work activities at the same time. • Structures and organises their own and others work effectively. • Is logical and pragmatic in approach, delivering the best possible results with the resources available. • Delegates work effectively, providing clear information and evidence as to what is required. • Proactively identifies areas for improvement and develops practical suggestions for their implementation. • Demonstrates enthusiasm for new developments/changing work practices and strives to implement these changes effectively. • Applies appropriate systems/ processes to enable quality checking of all activities and outputs. • Practices and promotes a strong focus on delivering high-quality customer service, for internal and external customers. Interpersonal & Communication Skills • Builds and maintains contact with colleagues and other stakeholders to assist in performing role. • Acts as an effective link between staff and senior management. • Encourages open and constructive discussions around work issues. • Projects conviction, gaining buy-in by outlining relevant information and selling the benefits. • Treats others with diplomacy, tact, courtesy and respect, even in challenging circumstances. • Presents information clearly, concisely and confidently when speaking and in writing. Specialist Knowledge, Expertise and Self Development • Has a clear understanding of the roles, objectives and targets of self and team and how they fit into the work of the unit and Department/ Organisation and effectively communicates this to others. • Has high levels of expertise and broad Public Sector knowledge relevant to his/her area of work. • Focuses on self-development, striving to improve performance. Drive & Commitment to Public Service Values • Strives to perform at a high level, investing significant energy to achieve agreed objectives. • Demonstrates resilience in the face of challenging circumstances and high demands. • Is personally trustworthy and can be relied upon. • Ensures that customers are at the heart of all services provided. • Upholds high standards of honesty, ethics and integrity. Candidates must, by the date of job offer, be: a. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the b. European Union, Iceland, Liechtenstein and Norway; or c. A citizen of the United Kingdom (UK); or d. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or e. A non-EEA citizen who has a Stamp 4 permission* or a Stamp 5 permission. * Please note that a 50 TEU permission, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. Salary The HEO salary scale (rates effective 1 June 2026) is as follows: €60,029 – €61,785 – €63,537 – €65,286 – €67,044 – €68,792 – €70,547 – €73,077 LSI1 – €76,546 LSI2 LSI 1 after 3 years satisfactory service at the maximum. LSI 2 after 6 years satisfactory service at the maximum. Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if immediately before appointment you are a current serving civil/public servant. The rate will apply where the appointee is an existing civil or public servant appointed on or after 6 April 1995 or is newly recruited to the MHC and is required to make a personal pension contribution. Note: Salary for the purposes of calculation of superannuation benefits may differ from the above depending on individual circumstances.
Bakery Assistant
Main purpose of the role: Ensure the Bakery Department operates efficiently and effectively at all times and provides our customers with excellent quality products and services. The ideal candidate will have/be: HACCP training is desirable but not necessary Excellent communication skills Previous customer service experience is an advantage The ability to work as part of a team in a fast paced environment, ability to multi task under pressure A passion for food and the ability to inspire shoppers Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Prepare customers bakery orders Bake, prepare and display the Bakery Products sold throughout the day Ensure that the counter displays across all fresh food departments are to the highest standards at all times throughout the day Demonstrate your passion for quality food by sharing knowledge, recipes and personal recommendations with customers Deal with all customer queries efficiently, professionally and in line with store policy
Baker
Main purpose of the role: Ensure the Bakery Department operates efficiently and effectively at all times. Provide our customers with excellent quality products and customer service. The ideal candidate will have/be: Previous food preparation and production experience is desirable Qualified baker is a distinct advantage Creative and able to embrace new recipes Excellent communication skills Ability to engage with and prioritise customer needs Strong attention to detail, organised and flexible Ability to use own initiative and work as part of a team in a fast-paced environment. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Bake and finish products to the highest standard Drive sales through instore initiatives Merchandise and present the Bakery department to the highest standard at all times and in accordance with relevant store planograms and guidelines Adhere to weekly stocktaking and daily waste procedures in the Bakery Adhere to production planning and batch control guidelines for bakery products Conduct quality and freshness checks Attend relevant training as required and implement learnings in store.
Sales Assistant
Main purpose of the role: Responsible for ensuring customer satisfaction is the number one priority. Interact with each customer with great pride, passion and care and inspire shoppers through knowledge and expertise. The ideal candidate will have/be: Excellent communication skills Ability to engage with and prioritise customer needs Strong attention to detail, organised and flexible Ability to use own initiative and work as part of a team in a fast-paced environment Customer driven Previous customer service experience is an advantage. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Show a positive attitude and take responsibility for ensuring customers receive an excellent shopping experience; Deal with all customer queries efficiently, professionally and consistent with store policy Merchandise shelves, ensuring that all areas of the store are presented to the highest standard Engage with new initiatives and embrace new ways of working.
Branch Administrator
Contract Type: Part-Time Work Pattern: 10 hours per week Location: Fully remote Role Overview: Down Syndrome Sligo supports 65+ families across the county and provides a growing programme of activities, supports and opportunities for children, young people and adults with Down syndrome and their families. We are seeking a part-time Branch Administrator to provide practical administrative support to the Branch Coordinator and Branch Committee. The role will help ensure the smooth day-to-day administration of the branch while freeing up the Branch Coordinator to focus more time on programme development, partnerships, funding opportunities and the continued development of supports for members. Key Responsibilities The Branch Administrator will provide administrative and organisational support across the day-to-day activities of the branch. Responsibilities will include:
Hire Desk & Procurement Assistant
About BAM Building a sustainable tomorrow. That’s our mission and our promise at BAM. It’s how we engineer vital infrastructure and construct high-quality buildings as one of the largest construction companies in Europe. We strive to create an environment where everybody feels welcome and valued. We’re on an exciting journey to employ the best talent to join us regardless of social background, race, colour, religion, national or ethnic origin, sexual orientation, gender identity or expression, age, disability or other characteristics. About the role The Hire Desk & Procurement Assistant is responsible for coordinating the hire of plant, tools, equipment, and temporary site services while supporting procurement activities across construction projects. The role ensures equipment and materials are sourced cost-effectively, delivered on time, and managed efficiently to support project delivery. This role will be based in our Kill, Kildare Head Office. What’s in it for you? Opportunities! Opportunities to work with a great team on some of Irelands largest, dynamic and most exciting construction and civil engineering projects. Opportunity to develop your skills to the highest industry standards at one of the country's largest construction firms.We are committed to our employees and offer strong competitive salaries along with benefits such as:
General Manager Human Resources
Reporting relationship The post holder will be a member of the Senior HR Management Team and will report directly to the Regional Director of People (RDOP) or a designated other. The post holder will have operational responsibility for all HR teams within their assigned pillar(s) as agreed under the new HR Regional Operating Model. Key working relationships The post holder will be a member of the Regional HR Management Team. They will have a key working relationship with the Regional Director of People and the Heads of Service - HR. They will work collaboratively with other members of the Management Team and at IHA management team level, assisting the IHA manager(s) on all workforce matters relating to the provision of health and social care services. Purpose of the post The primary purpose of the General Manager role is to operationally manage the Human Resources pillar / function as assigned within the Regional HR Team and provide HR supports as appropriate to the designated IHA area. The Regional HR pillars are: • Recruitment, Contracting and Resourcing • Medical Workforce • Workforce Analytics • HR Employee Relations • Health and Wellbeing • Learning and Development The post holder will actively contribute to the delivery of patient / client centred services. The post holder is responsible for the delivery and implementation of a range of generalist HR services within their assigned remit and the provision of advice and guidance on HR issues in order to support the IHA manager(s), Heads of Service - HR and RDOP in the achievement of its business objectives. Working with the HR Senior Management Team the post holder will provide operational support and guidance on HR related topics to the IHA manager(s) and their teams in the delivery of the organisational strategy in line with Slaintecare and the new Health Regions structure. Principal duties and responsibilities The post holder is required to support the principle that the care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree. They must maintain awareness of the primacy of the patient in relation to all service delivery activities throughout the Health Region. In performing their duties, the General Manager must operate within the relevant HR policies and financial guidelines of the HSE including those laid down by the National Director of HR. The following are the key duties and responsibilities for this role: Operational Management: • Provide operational HR support and expert advice to IHA managers and senior management in relation to the assigned Regional HR pillar(s). • Work collaboratively with National HR and Corporate HR services (e.g. Recruitment, ER, Workforce Planning, Leadership & Development) to ensure regional needs are met. • Support and influence organisational and workforce change with a focus on leadership capability, change management and development. • Ensure consistent application of HR policies, legislation and governance requirements, contributing to best practice policy development where appropriate. • Support the design, implementation and continuous improvement of HR systems, processes and performance management frameworks aligned to regional objectives. • Contribute to employee engagement initiatives, including surveys, action planning and feedback mechanisms, working with HR colleagues to implement improvements. • Promote consistency of HR advice and service delivery across services through collaborative working with HR colleagues. • Engage with Employee Representative Organisations and manage industrial and employee relations matters, including representation at third-party forums where required. • Participate in HR forums and governance groups and deputise for Heads of HR as required. • Engage in S38/S39 performance processes and report on KPIs and workforce metrics as required. Leadership & Direction • Lead the operational delivery of HR initiatives supporting organisational design, workforce affordability and evolving regional structures. • Ensure timely, high-quality HR service delivery aligned with regional priorities and national frameworks. • Drive the implementation of the HR Strategy locally within assigned pillar(s). • Manage, develop and motivate HR staff to deliver responsive, effective and consistent HR services. • Lead and support change management activities to embed new HR processes, practices and ways of working. • Promote a positive organisational culture, collaboration, staff engagement and empowerment. • Support standardisation, integration and streamlining of HR functions in line with the HR Regional Operating Model. • Build strong working relationships with internal stakeholders, external partners and voluntary agencies to support service delivery. • Provide operational support to the RDOP and Heads of HR and deputise as required to ensure continuity of service. Reform • Support the operational rollout of the Regional HR Operating Delivery Model across local, regional and national levels. • Assist with the implementation of revised HR and management structures by coordinating changes to workflows, processes and team operations. • Actively support change and innovation initiatives through effective communication, engagement and staff support. • Identify operational issues within existing processes and contribute to solutions that enhance service delivery and patient-centred care. • Ensure effective two-way communication channels are in place to support staff engagement and clarity throughout reform initiatives. Governance & Accountability & Risk Management • Ensure consistent application of HR standards, policies, procedures and controls in line with national policy and public sector reform requirements. • Support implementation of the HSE Accountability Framework through monitoring compliance, reporting and engagement with regional leadership. • Apply best practice HR approaches to resolve issues, strengthen service delivery and build organisational capability. • Act as an operational HR contact or spokesperson as required, in line with communication protocols. • Maintain effective communication with internal and external stakeholders to ensure timely and accurate information exchange. • Ensure compliance with relevant HIQA standards and associated HSE policies and protocols. • Support sustainability initiatives relating to energy, water and waste management. • Identify, assess and manage HR-related risks, ensuring appropriate controls, escalation and reporting. • Support managers to understand and fulfil their governance, risk and training responsibilities. • Ensure adherence to the HSE Risk Management Strategy and reporting requirements within the HR function. Workforce Development • Develop and maintain a workforce development plan that supports skills development, learning and continuous professional development. • Coordinate and monitor delivery of education, training and development programmes within approved resources and budgets. • Identify workforce learning and development needs in collaboration with managers and staff. • Support succession planning by identifying critical roles and ensuring development plans are in place. • Ensure workforce development initiatives are delivered in an efficient, cost-effective and coordinated manner across the region. Other • Have a working knowledge of the Health Information and Quality Authority [HIQA] Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role. • To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above job specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to them from time to time and to contribute to the development of the post while in office. Eligibility criteria Qualifications and/ or experience Candidates must have at the latest date of application: • Hold a relevant third level qualification in HR or related area Or • Have business related experience in a similar HR environment as relevant to the role And • Extensive experience at a senior level in a Human Resource role within a civil or public service environment or comparable and relevant business environment of equivalent complexity And • Have the requisite knowledge and ability (including a high standard of suitability and management ability) for the proper discharge of the duties of the office. 1. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 2. Character Each candidate for and any person holding the office must be of good character. Post specific requirements • Demonstrated experience operating at a senior level within a large, complex HR function, ideally within the public service or a similarly regulated, multi-stakeholder environment. • Proven experience in the delivery and implementation of generalist HR services, including providing expert HR advice and guidance to senior managers and operational leaders. • Experience leading and managing services or projects across at least two of the following HR domains, with evidence of understanding and collaboration across all: Recruitment, Contracting & Resourcing Medical Workforce Workforce Analytics / Workforce Planning HR Employee Relations Health & Wellbeing Learning & Development. • A track record of successfully leading, managing and delivering complex HR or organisational programmes involving multiple internal and external stakeholders. • Evidence of working collaboratively in environments with competing priorities, interdependencies, and organisational constraints. • Significant experience in leading and contributing to change initiatives, including organisational redesign, workforce reform, policy implementation, cultural change programmes, or service improvement initiatives. • Experience contributing to or supporting the development of HR strategies, workforce plans or HR policy implementation. • Knowledge of public sector HR frameworks, employment legislation, industrial relations practices, and organisational policy environments. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role. • Flexibility in relation to working hours to fulfil the requirements of the role. Additional eligibility requirements: Citizenship requirements Eligible candidates must be: (i) EEA, Swiss, or British citizens OR (ii) Non-European Economic Area citizens with permission to reside and work in the State. Read Appendix 2 of the Additional Campaign Information for further information on accepted Stamps for Non-EEA citizens resident in the State, including those with refugee status. To qualify candidates must be eligible by the closing date of the campaign. Skills, competencies and/or knowledge Professional Knowledge & Experience • Demonstrated experience operating at a senior level within a large, complex HR function, ideally within the public service or a similarly regulated and multi-stakeholder environment. • In-depth knowledge and proven capability in the delivery and implementation of generalist HR services, including providing expert HR advice and guidance to senior managers and operational leaders. • Demonstrated experience leading and managing services or projects across at least one major HR domain, with a clear understanding of and collaboration across all: o Recruitment, Contracting & Resourcing o Medical Workforce o Workforce Analytics / Workforce Planning o HR Employee Relations o Health & Wellbeing o Learning & Development • A strong track record of successfully leading, managing, and delivering complex HR or organisational programmes involving multiple internal and external stakeholders. • Demonstrated ability to work effectively in environments with competing priorities, interdependencies and organisational constraints, ensuring alignment and collaboration across teams. • Significant experience contributing to and leading change initiatives, including organisational redesign, workforce reform, policy implementation, cultural change programmes, and service improvement initiatives. • Proven experience supporting the development and implementation of HR strategies, workforce plans, or HR policy frameworks. • Comprehensive understanding of best practice approaches, current developments, and emerging trends across relevant HR domains within complex organisational settings. Leadership & Delivery of Change • Demonstrates strong leadership in complex, changing environments, maintaining a clear strategic focus while delivering immediate and long-term priorities. • Acts as a positive driver of change, translating organisational vision into practical plans, structures and operational actions. • Balances transformation with service continuity, fostering innovation, improvement and resilience under pressure. • Leads and contributes effectively across multidisciplinary and multi-agency teams, showing confidence, professional judgement and accountability. • Communicates a compelling vision, using influencing, negotiation and persuasion skills to secure commitment and engagement. • Sets clear performance expectations, providing context and direction aligned to organisational goals. • Supports, develops and empowers staff through periods of change, maintaining high performance within resource constraints. • Demonstrates adaptability and initiative in responding to evolving priorities, challenges and reform agendas. Managing and Delivering Results (Operational Excellence) • Demonstrates a strong results focus, taking personal responsibility for driving objectives through to completion. • Effectively prioritises, plans and manages complex workloads, balancing competing demands and deadlines while maintaining high standards. • Translates plans and strategies into effective action, ensuring accountability, followthrough and delivery of outcomes. • Uses data, performance metrics and evidence to monitor progress, inform decisions and drive continuous improvement. • Shows resilience, perseverance and sound judgement when operating in demanding and pressured environments. Remuneration The salary scale for the post is 01/06/2026: €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies.
