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Sort by: relevance | date2026 Europe Food Safety & Quality Graduate Programme
Join Kerry and Shape the Future of Sustainable Nutrition At Kerry, we’re tackling one of humanity’s greatest challenges: delivering sustainable nutrition to over 2 billion people while protecting our planet. It’s a monumental task, and we need ambitious graduates bursting with innovative solutions to real-world problems. If you’re an agile, collaborative team player, we offer a career where you can make a real difference and help secure our future. Do you have what it takes to deliver sustainable nutrition to over 2 billion people? Rise to the challenge with one of our Graduate Programs. This permanent, full-time role begins with a structured 2-year programme that includes rotational placements across different teams and functions. From day one, you’ll be immersed in real-world challenges, supported by a global network of mentors, and empowered to make meaningful contributions. With structured learning, cross-functional exposure, and opportunities to relocate across Europe, the programme is designed to give you the skills, confidence, and experience to thrive in your career. Our Food, Safety & Quality (FSQ) Program Our Food, Safety & Quality Graduate Development Program is designed to be challenging, providing comprehensive training, practical experience, and knowledge across various quality and food safety activities and systems at our production facilities. You will collaborate closely with Operations, Supply Chain, and Engineering, building a network within the broader Kerry FSQ Community. This structured program includes rotations across at least two manufacturing sites, each with different process technologies, products, and end markets. The goal is to develop successful and experienced professionals ready to transition into managerial roles by the end of the two-year program. You will receive mentorship and leadership support to ensure your development stays on track. What you might be doing * Kerry Graduates must have permanent Right to Work in Europe or UK (for UK based roles) and be willing to relocate to other European countries during the program.
Warehouse Operative
FOR MORE THAN 80 YEARS, Natus has been working in collaboration with clinicians to deliver industry-leading neuro solutions that help providers more easily make sense of the body’s signals.Engineered with input from those who have lived the care experience, our technology simplifies complex processes and improves accuracy and efficiency. There is a role for everyone who wants to be part of the innovative solutions at ESSENTIAL DUTIES AND RESPONSIBILITIES · Coordinate daily key activities of the Export/Shipping Department, working with and supporting staff to ensure activities are carried out to a high standard. · Ensure all shipments to customers are on time. · Provide support and guidance to export and shipping team members. · Prepare and manage all documentation necessary to complete shipments in compliance with all applicable laws and regulations. · Prepare documents that comply with Letters of Credit, working with customer service and the finance department as necessary. · Work with customer service department to coordinate customer export shipping preferences. · Advise customer service and or shipping supervisor of any problems with shipments and work to resolve issues. · Schedule freight forwarders for outbound freight dispatch. · Set up, manage and track transportation orders with couriers/freight forwarders according to commodity specifications. · Manage the call-off of carriers for final transportation to customers · Complete and file paperwork to comply with trade compliance and financial rules. · Communicate with custom broker relating to export consignments. · Manage the export databases (Dispatch Register). · Carry out all daily transactions on the ERP system so that real-time status information is available at all times. · Maintain dispatch records to complete the order history files. EDUCATION AND/OR EXPERIENCE: · Minimum of 3 years related experience and/or training; or equivalent combination of education and experience. · Good computer skills, Oracle/EBS would be advantageous. · Ability to be flexible and work as part of a team. · Must be able to work flexible hours and/or shift patterns. · Good communications skills · Forklift license would be advantageous Compensation and Benefits: Along with a competitive salary and bonus structure, we offer a comprehensive benefit package to start: Health & Life Assurance cover, defined contribution pension plan, active sports and social club, flexible work location, flextime (depending on position), excellent career progression opportunities, free parking, and educational assistance.
Human Resources Administrator
Starting Salary: €37,919 Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant. Employing Authority: Grangegorman Development Agency Office Location: Floor 4, Park House, 191 North Circular Road, Dublin 7 Working Hours: 35 hours per week Blended / Agile / Remote Working: Blended Working Policy in place, available subject to role requirements Annual Leave: 23 days Tenure: 5-year Fixed Term Contract Other Benefits: • Professional development and supported learning opportunities • Annual health check and flu vaccination • Employee wellbeing initiatives • Generous public sector pension scheme • Tax-efficient travel schemes (Bike to Work and TaxSaver) • Team development events Principal Duties The Human Resources Administrator is a key contributor to the smooth and efficient operation of the HR function. Reporting to the Head of People and Engagement and working in close partnership with the HR Manager, this role provides high quality and confidential administrative support across all areas of the employee lifecycle. With responsibility for maintaining accurate HR systems and employee records, the Administrator ensures operational excellence in day-to-day HR processes. Acting as a trusted first point of contact for staff and managers, they play a central role in fostering a positive employee experience and supporting the smooth running of HR operations. Key Responsibilities HR Administration & Systems: • Maintain accurate employee records on the Time Management System (TMS), HR SharePoint and any other relevant systems, ensuring documentation is up to date and compliant with internal policies and legal requirements. • Ensure master employee data records are consistently updated, accurate, and efficiently communicated to Finance as required. • Administer the Desk Booking system (currently Ronspot) and provide support to staff using the platform. • Ensure all HR data is managed in line with GDPR and confidentiality requirements. • Generate and analyse regular reports (e.g. attendance, sick leave, annual leave), sharing trends and themes and escalating concerns as required. • Manage the administration of all leave types (annual, sick, parental, flexi, etc.) and ensure accurate tracking and reporting. • Support payroll processing by preparing, verifying, and communicating payroll-related changes in coordination with the Finance Department. • Assist in internal HR audits and maintain transparent, up-to-date audit trails. • Provide administrative support for HR-related procurement and payment processes. • Support the maintenance and accessibility of the Employee Handbook, ensuring approved updates are implemented promptly and the most current version is shared with staff and referenced in HR communications. • Regularly review HR policies and procedures and draft updates and amendments as required. • Maintain and regularly update HR content on the intranet, ensuring information is accurate, up to date, and aligned with current policies and practices. Recruitment & Onboarding: • Coordinate end-to-end recruitment activities, including scheduling interviews, communicating with candidates, and preparing documentation. • Liaise with the Public Appointments Service, Communications team and recruitment agencies (where required) to ensure job advertisements are posted appropriately. • Conduct reference and qualification checks for preferred candidates. • Participate in interview panels or act as an HR observer when required. • Manage the Employee Induction Programme, ensuring all onboarding materials are up to date and induction processes are completed. • Collaborate with Hiring Managers to ensure smooth and structured onboarding experiences for new hires. • Set up new employees on internal systems (e.g. TMS, Ronspot), calculate pro-rated leave, employee assistance programme, ergonomics assessment and deliver basic systems training. • Ensure the organisational chart and job description library is updated. Employee Experience & Training: • Provide administrative support for staff training and development initiatives, including booking courses, obtaining approvals, and maintaining training records. • Coordinate the Transition Year (TY) Work Experience Programme (and other work experience programmes as required), organise staff engagement events (e.g. away days, webinars etc.). • Contribute to internal communications by gathering content for the monthly staff newsletter. • Support the implementation of employee engagement strategies to promote a positive, inclusive, and values-led workplace culture. • Support the execution and data reporting of the Employee Engagement Survey to drive insights and improvement initiatives. • Support the administration of the Performance Management Development process (PMDS). Governance & Reporting: • Take minutes for relevant Board sub-committees when required and assist in the preparation of reports and documentation. • Ensure compliance with HR policies and procedures, offering guidance to staff on routine queries. • Continuously document HR processes and recommend improvements to improve impact and efficiency. • Provide data for monthly reports on workforce metrics and trends. • Support with the administration of Employee Relations Matters as required. Employee Offboarding: • Support with employee/secondee exit interviews as required, including reporting on trends and themes impacting retention. • Responsible for the coordination of employee off boarding in conjunction with Finance and IT. The functions and responsibilities assigned to this position are based on the current stated role and may be changed from time to time. The person appointed requires the flexibility to fulfil other roles and responsibilities at a similar level within the GDA. Candidate Requirements Candidates shall on the latest date for receipt of completed application forms have the following: Essential Requirements: • Minimum QQI Level 7 qualification in a relevant discipline. • CIPD qualification (full or part). • At least 2 years of HR administration experience, preferably within the public or not-for-profit sector. • Proficiency in Microsoft 365 (particularly Excel, Word, and Outlook) and SharePoint. • Strong data management, reporting, and analytical skills. • Excellent organisational skills, with the ability to prioritise tasks and meet deadlines. • Strong interpersonal and communication skills, both written and verbal. • Proven ability to work both independently and collaboratively in a small, dynamic team. • High level of discretion and commitment to maintaining confidentiality. Desirable Requirements: • HR or business qualification (full or part). • Experience using HRIS, TMS, or other digital HR systems. Personal Attributes: • High attention to detail and accuracy. • Flexible and adaptable in a dynamic working environment. • Proactive team player with a solutions-focused mindset. • Ability to manage multiple priorities effectively and calmly under pressure. Please also refer to the Human Resources Administrator Competencies in Appendix 1 of this booklet. Eligibility to Compete and Certain Restrictions on Eligibility Eligible Candidates must be: • A citizen of the European Economic Area. The EEA (European Economic Area) consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or • A citizen of the United Kingdom (UK); • A citizen of Switzerland pursuant to the agreement between the EU (European Union) and Switzerland on the free movement of persons; or • A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or • A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State because of family reunification and has a stamp 4 visa; or • A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or Switzerland and has a stamp 4 visa. To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. Candidates who are not citizens of the aforementioned countries must have the necessary permissions to work in Ireland. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility) and the Minister’s consent will have to be secured prior to employment by any Public Service body. Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that, retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Education and Skills Early Retirement Scheme for Teachers Circular It is a condition of the Early Retirement Scheme that with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is the later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e., the added years previously granted will not be considered in the calculation of the pension payment). Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of either of these schemes are not eligible to compete in this competition. Department of Environment, Community & Local Government The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. It is the responsibility of former public or civil servant candidates to ensure their eligibility to apply. Potential candidates who participated in a voluntary severance/redundancy or early retirement programs, received a redundancy payment or are in receipt of a public sector pension, should familiarise themselves with their individual conditions pertaining to public sector re-employment and declare same if applying. Principal Conditions of Service Salary Entry will be at the minimum of the scale and increments may be awarded subject to satisfactory performance and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally. The rate of remuneration may be adjusted from time to time in line with Government pay policy. PPC (Personal Pension Contribution) Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). Executive Officer Standard Scale – PPC: €37,919 – €39,860 – €40,956 – €43,094 – €45,010 – €46,864 – €48,711 – €50,519 – €52,366 – €54,207 – €56,160 – €57,469 – €59,335 LSI1 – €61,216 LSI2 A different rate will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. Other pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Important Note: Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance, increments may be payable in line with current Government Policy. Successful candidates will agree to repay any overpayment of salary, allowances, or expenses in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Annual Leave The annual leave allowance for the position of Executive Officer Grade is 23 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the Civil or Public Service, is based on a five-day week and is exclusive of the usual public holidays. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 hours nett per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. Place of Work The GDA’s offices are currently located at Park House, Grangegorman, Dublin 7. The offices will be such as may be designated from time to time by the Agency to meet the needs of the project and could relocate during the contract to facilitate the work of the Agency. When absent from home and office on duty, appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil or Public Service regulations. Tenure and Position The position of Human Resources Administrator is a full-time 5-year fixed term contract. The provisions of the Unfair Dismissals Acts 1977 – 2007 will not apply to the termination of the contract consisting only of the expiry of the fixed term. The probationary contract will be for a period of 6 months, this is included and not additional to the specified purpose contract. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with regard to sick leave. Suspension of Probation The Agency may suspend the probationary period and, as a result, extend the term of the probationary contract in the following circumstances: • The probationary period will be suspended if the officer is on Maternity or Adoptive leave. • The probationary period may, at the discretion of the Department, be suspended where the employee is absent on any other form of statutory or non-statutory leave. Where the Agency’s ability to assess the officer and/or the officer’s ability to demonstrate their suitability for permanent appointment is compromised by the officer’s absence on leave, the contract period will be extended by the period of leave taken. Duties The appointee will be required to perform any duties appropriate to their grade which may be assigned to them. They may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties.
Healthy Ireland Co-Ordinator
Purpose, Duties and Responsibilities Introduction The Healthy Ireland Coordinator is an Administrative Officer grade post. Administrative Officer positions are assigned functional responsibility for the management of their respective Healthy Ireland Programme areas. The Coordinator is the primary point of contact and liaison with other sections in relation to all operational matters for the Healthy Ireland Programme for which they are responsible and other assigned duties/functions, depending on the organisational arrangements in place. The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The Coordinator is responsible for management of the day-to-day operations of the relevant programme and is a contributor to the strategic and policy-making decisions of the local authority. They will be expected to contribute to the development and implementation of policies and strategies and to work closely with the elected councillors, Oireachtas members and senior managers in delivering services to the highest standard. The post holder may represent the Local Authority on committees and at meetings, including for example Municipal District meetings, Strategic Policy Committee meetings, and may be asked to report on progress in their respective section or department. The post holder will be expected to support the operations of the elected Council, the Strategic Policy Committees, Municipal Districts and other Council structures. The job description below outlines the requirements for the position that operates within a multi-level governance environment—from municipal district and community level to national and EU levels. This is not a conventional Administrative Officer position. The post holder will be responsible for coordinating, influencing, and aligning activity across political, managerial, sectoral, and community domains, working at local, municipal district, plenary, regional, national and European levels. The positions require professionals with the ability to coordinate, influence, and lead cross-sectoral and community initiatives that address health inequalities, promote prevention, and build resilient, inclusive places within their designated Local Authority. The role will support the delivery of the emerging outcomes framework for Healthy Ireland in 2026, and the WHO European Healthy Cities Network (Phase VIII) objectives at local and regional levels. The role prioritises actions to improve the wider determinants of health through local government’s statutory and developmental responsibilities, with a strong emphasis on empowering communities, research and innovation, intersectoral collaboration, data management and evidence-informed decision-making. The Healthy Ireland Coordinator will perform such duties as may be assigned from time to time, which will involve the facilitation, implementation and promotion of the policies and objectives of Meath County Council for the advancement of the Healthy Cities & Counties Programme. Duties of the Post The duties of the post of the Healthy Ireland Coordinator include, but are not limited to: Miscellaneous Provisions Salary Salary scale: €60,011 - €78,015 per annum (EL 07/25), analogous to the Administrative Officer grade. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with the appropriate Department Circulars. Hours of Work The normal working hours will be 35 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.) as part of normal working hours without additional remuneration. 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 timesheet 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 30 days per annum. Sick Leave The terms of the Public Service Sick Pay Scheme will prevail. Probation The following provisions will apply: (a) There shall be a period after such appointments take effect during which such persons shall hold the position on probation. (b) Such period shall be 9 months but the Chief Executive may at his or her discretion extend such period. (c) Such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Travel It is desirable that holders of the post should hold a full driving licence for class B vehicles and shall be required to drive a motor car in the course of their duties and, for this purpose, provide and maintain a car to the satisfaction of the local authority. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Local Authority Travel and Subsistence Policy. Meath County Council, as employer, must be indemnified on your insurance policy. If during your employment your licence is revoked, even temporarily, or if you receive endorsements on your licence which may affect your duties, you are obliged to notify the Council immediately. Residence The person holding the office must reside in, or at an address convenient to performing the role/function as approved by the Chief Executive. Citizenship Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA, UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state, the UK or Switzerland and has a stamp 4 visa. Safety and Welfare The holder of the post shall co-operate with the terms of Meath County Council’s Safety Statement and Major Emergency Plan. He/she shall familiarise him/herself with the safety rules and procedures and make proper use of all safety, clothing and equipment. Training It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. Garda Vetting Successful candidates may be subject to Garda Vetting in advance of appointment to the position. Outside Employment The officer may not engage in private practice, or be connected with any outside business, which would interfere with the performance of official duties. Superannuation Contribution Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment.
Counter Sales Assistant
Job Roles • Operating tills and handling sale transactions accurately • Accept prescriptions for filling, gathering and processing necessary information. • To greet, serve and offer correct advice to customers in a polite and friendly manner, • To learn about and inform customers on all health and associated products including over the counter medication, minor ailments and services offered by the Pharmacy. • To actively sell products and meet targets using appropriate selling techniques and merchandising. • To maintain displays and re-stock shelves when necessary • To develop good practice of stock control to include stock rotation. • Ordering stock, unpacking deliveries and checking dispatch notes, reporting shorts • Dealing with customer complaints effectively • To communicate with and work effectively alongside other staff members • To handle telephone enquiries and give advice while referring callers o the pharmacist when necessary. • Keeping the shop and staff areas clean and tidy • Maintaining a safe work environment • Other duties as required Other: This job description is neither exhaustive nor exclusive. The post holder is required to carry out any duties that may reasonably be requested by the Pharmacy Manager. Some of the above duties may be delegated.
Healthy Ireland Co-Ordinator - Administrative Officer
The Position The Healthy Ireland Coordinator is an Administrative Officer grade post. Administrative Officer positions are assigned functional responsibility for the management of their respective Healthy Ireland Programme areas. The Co-Ordinator is the primary point of contact and liaison with other sections in relation to all operational matters for the Healthy Ireland Programme for which they are responsible and other assigned duties/functions, depending on the organisational arrangements in place. The post holder will work under the direction and control of the Senior Executive Officer or analogous grade, or other officer designated by the Chief Executive or Director of Services as appropriate. The Co-Ordinator is responsible for management of the day-to-day operations of the relevant programme and is a contributor to the strategic and policy making decisions of the local authority. They will be expected to contribute to the development and implementation of policies and strategies and to work closely with the elected councillors, Oireachtas members and senior managers in delivering services to the highest standard. The post holder may represent the Local Authority on committees and at meetings, including for example Municipal District meetings, Strategic Policy Committee meetings and may be asked to report on progress in their respective section or department. The post holder will be expected to support the operations of the elected Council, the Strategic Policy Committees, Municipal Districts and other Council Structures. The job description below outlines the requirements for the position that operates within a multi-level governance environment — from municipal district and community level to national and EU levels. This is not a conventional Administrative Officer position. The postholder will be responsible for coordinating, influencing, and aligning activity across political, managerial, sectoral, and community domains, working at local, municipal district, plenary, regional, national and European levels. The positions require professionals with the ability to coordinate, influence, and lead cross-sectoral and community initiatives that address health inequalities, promote prevention, and build resilient, inclusive place within their designated Local Authority. The role will support the delivery of the emerging outcomes framework for Healthy Ireland in 2026, and the WHO European Healthy Cities Network (Phase VIII) objectives at local and regional levels. The role prioritises actions to improve the wider determinants of health through local government’s statutory and developmental responsibilities, with a strong emphasis on empowering communities, research and innovation, intersectoral collaboration, data management and evidence-informed decision-making. Role & Duties of the Post The Healthy Ireland Co-Ordinator will perform such duties as may be assigned from time to time which will involve the facilitation, implementation and promotion of the policies and objectives of Longford County Council for the advancement of the Healthy Cities & Counties Programme. Duties include inter alia: 10. Annual Leave The current annual leave entitlement for Healthy Ireland Co-Ordinator is 30 days per annum. The Chief Executive of Longford County Council retains autonomy with regard to office closures (e.g. Christmas Office Closure). Any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. 11. Driver’s Licence & Insurance Longford County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. 12. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to: Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment.
Communications Officer
The Role The Communications Executive Officer will support the implementation of The Heritage Council’s Communications Strategy and will report to the Head of Communications and Public Affairs, and work in partnership with the organisation’s professional officers and Heads of Service. This post will serve to support the Communications and Public Engagement functions with a specific function to support the delivery of the organisation’s promotional campaigns, events and public engagement activities, including National Heritage Week. The Officer will assist with the design and development of plans and projects which promote The Heritage Council’s work in all its forms. This will require extensive working across The Heritage Council’s wide network of stakeholders and the wider heritage sector. Supporting the delivery of The Heritage Council’s Communications Strategy and all communications activities are part of the function. This will include supporting the management of digital assets including the website, social media accounts and other communications tools such as digital newsletters and general communications. Main Duties and Responsibilities The main duties of the role include but are not limited to: • To support the delivery of The Heritage Council’s Communications Strategy and public/citizen engagement strategies. • To support the delivery of National Heritage Week in collaboration with the National Heritage Week Programme Manager. • To work with the Head of Communications and Public Affairs to ensure all heritage information produced by Heritage Council (e.g. guidance documents, grant application forms, circulars, leaflets, website content) is easily understood and accessible to the public. • To manage social media, website development, and contribute to The Heritage Council’s existing and emerging work in cultural, natural and built heritage. • To support the coordination of Heritage Council events and to support a professional approach in event planning, management and delivery. • To coordinate the development and management of the annual Heritage Council communications diary to outline all planned events, press launches, press releases and other activities that may arise. • To manage The Heritage Council’s website in collaboration with the Head of Communications and Public Affairs and contractor. • To develop and distribute digital communications (i.e. e-zine, Mailchimp notifications etc.) for communication with national and sectoral stakeholders. • To manage The Heritage Council’s social media channels. • To administer and manage all information, file management and data management as it relates to all communications functions. • To provide administrative support for budgetary and financial management for the Communications function. • Support the delivery of other Heritage Council programmes, schemes and other tasks that may be assigned from time to time. • To assist with the maintenance of the publications database. And other duties as may be assigned by the line manager or CEO. The responsibilities outlined in this job description should not be regarded as comprehensive in scope and may be added to or altered as required, in line with the requirements of The Heritage Council. Education, Training, Experience, etc. Essential Criteria Each candidate must, on the latest date for receipt of completed application forms have: • At least 5 years relevant experience. • Excellent written and oral communication skills, with experience of delivering projects through social media. • Demonstrable experience of engagement with external groups and stakeholders to support communication project delivery. • Budget management and financial literacy. • Knowledge of office software, internet, and IT systems. • Full unendorsed category B driving licence and full-time access to a car, or for candidates who are unable to drive, full time access to transport. Desirable Criteria • A level 7 qualification or above in a relevant discipline. • Good understanding of information management policies and requirements, including sound knowledge of formal e-record-keeping protocols and procedures. • Demonstrated ability to work as part of a team and on own initiative. • Excellent time management skills and ability to work to deadlines. • The ability to communicate through the Irish language, both verbal and written. Reporting The successful candidate will report to the Head of Communications and Public Affairs or any other person as may be determined from time to time by the CEO. Competencies for the Role • People Management • Analysis and Decision Making • Delivery of Results • Interpersonal and Communication Skills • Specialist Knowledge, Expertise and Self Development The successful candidate must be able to demonstrate that they possess the requisite competencies required for this middle management position. The required competencies for an Executive Officer are set out in Appendix 1. Citizenship Requirements Eligible candidates must be, on the latest date for receipt of completed application forms: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. To qualify candidates must be eligible by the date of any job offer. Conditions of Service Tenure The post is a whole-time, pensionable, 2-year fixed-term contract to cover a secondment. Secondment will be considered from serving public servants. Salary The position is analogous to the Civil Service Grade of Executive Officer. The (PPC) salary scale, including the required pension contribution, is set out below. Point 1 €37,919 Point 2 €39,860 Point 3 €40,956 Point 4 €43,094 Point 5 €45,010 Point 6 €46,864 Point 7 €48,711 Point 8 €50,519 Point 9 €52,366 Point 10 €54,207 Point 11 €56,160 Point 12 €57,469 *Long Service Increment 1 €59,335 **Long Service Increment 2 €61,216 *After three years’ service at Point 7. **After three years’ service at Long Service Increment 1. (Pay scale as of 1st August 2025) Candidates should note that entry will be at the minimum of the salary scale and the rate of remuneration, including incremental progression, will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are currently a serving civil or public servant. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post shall pay to The Heritage Council any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their employment or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. It is the individual responsibility of former public or civil servant candidates to ensure their eligibility to apply. In particular, potential candidates who participated in a voluntary severance/redundancy or early retirement programs, received a redundancy payment or are in receipt of a public sector pension, should familiarize themselves with their individual conditions pertaining to public sector re-employment and declare same if applying. Annual Leave The annual leave entitlement for this role (based on a full-time role) is 23 days per year, rising to 24 days after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years' service and 27 days after 14 years' service. Place of Work The place of work will be The Heritage Council headquarters, Áras na hOidhreachta, Church Lane, Kilkenny. However, the successful candidate may initially be requested to work remotely in line with Public Health restrictions. Please note: Subject to request and approval, successful candidates may be eligible for remote or blended working arrangements. Any such arrangements will be considered on a case-by-case basis, taking into account the business needs of the organisation and in line with The Heritage Council’s Blended Working Policy. The Heritage Council reserves the right, at its discretion, to review and revise working arrangements at any time. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 43 hours 30 minutes gross per week. The standard working week is 37.5 hours, 09.00 – 17.30 Monday to Friday. The successful candidate will be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties subject to the limits set down in the working time regulations.
Creative Communities Engagement Officer
Louth County Council is the authority responsible for local government in Louth. The county of Louth is divided into the three municipal districts of Drogheda, Ardee and Dundalk. There are five electoral areas in Louth: Ardee, Drogheda Rural, Drogheda Urban, Dundalk-Carlingford and Dundalk South. There are 29 elected county councillors and an annual operating budget of €184 million in 2025. The Council provides a diverse range of services across a large geographic area. Key services areas include housing delivery, planning and development, emergency services, infrastructural upgrades and projects (road improvements, public realm), community services and facilities (community/leisure centres, libraries and parks), encouraging economic development through FDI (foreign direct investment), and supporting existing and new business. Context Local Government has undergone a very significant reform process in line with the proposals in “Putting People First”. The programme sets out a wide range of actions to deliver reform in order to address weaknesses, enhance effectiveness and accountability and improve performance across the entire system. The Local Government Act 2014 provided the necessary legislative basis to give effect to many of the reform measures set out in the Action Programme. The Act, together with the Action Programme, provide the broad policy context within which the successful candidate will work and a focussed agenda which he or she will be required to lead and deliver on, as directed by the Chief Executive. The Creative Ireland Programme is an all-of-government initiative committed to enhancing access to, engagement with, and enjoyment of Ireland’s culture and creativity. Within the broad range of available definitions, creativity is considered as a set of innate abilities and learned skills; the capacity of individuals and organisations to transcend accepted ideas and norms and by drawing on imagination to create new ideas that bring additional value to human activity. The vision of the Creative Ireland Programme 2023–2027 is to mainstream creativity in the life of the nation so that individually and collectively, in our personal lives and in our institutions, we can realise our full creative potential thereby promoting individual, community and national wellbeing. The Creative Ireland Programme delivers through collaboration and partnership. It promotes understanding of the value of creativity in all its forms – whether through the arts, culture, heritage, creative industries. The Creative Communities Engagement Officer will be a key member of the Culture and Creativity team responsible for engaging proactively with relevant directorates and personnel, internal and external. The person will report to the Creative Ireland Coordinator in Louth County Council. The position may from time to time require work to be conducted/completed outside of normal office hours. The position will involve day-to-day administrative duties. Louth County Council is currently inviting applications from suitably qualified persons for the above competition. Louth County Council will, following the interview process, form a panel for the post, from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Planning and Local Government. This panel will exist for 12 months and may only be extended at the discretion of the Chief Executive. Essential Criteria 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, Training, Experience Each candidate must, on the latest date for receipt of completed application forms – Have obtained a qualification at level 7 on the National Framework of Qualifications. Have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and Have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) or Have obtained a comparable standard in an equivalent examination, or Hold a third level qualification of at least degree standard. The Ideal Candidate In order to demonstrate that they can deliver the key responsibilities of the post, each candidate must, on the latest date for receipt of completed application forms – Have significant work experience working in a role relevant to this position in the public sector or independent creative sector. This may involve for example experience from the arts, heritage, libraries, community development, or sustainable economic development. Have demonstrable knowledge of relevant national, regional and local policies and strategies of relevance to culture and creativity in local government, or ability to acquire same. Satisfactory knowledge and understanding of County Louth and its socio-economic make up. Leadership skills and experience in collaborating and working cross functionally with other teams and stakeholders and the ability to interact with staff at all levels in the organisation. Have excellent interpersonal, communication, presentation and organisational skills. Have strong understanding of the importance of systems, process and structures in enabling efficient delivery of an effective team with the ability to prioritise and multi-task. Be able to demonstrate competence in influencing and negotiating, delivering quality outcomes and the ability to work in direct contact with a diverse range of stakeholders including agencies/bodies, voluntary groups, creative/heritage organisations, libraries and artists. Satisfactory ICT skills with comprehensive working knowledge of office productivity tools. Experience of budget preparation and management. Hold a current, full, unendorsed Class B Drivers Licence and have access to own car. Assessment Procedure Candidates will have to demonstrate from their application form to the satisfaction of a short-listing board that they possess sufficient skills and experience in the competencies listed below in order to be called for interview. Relevant Knowledge and Experience Delivering Results Personal Effectiveness Leading, motivating, and managing performance Candidates short-listed for interview will then be assessed at the interview under the competencies listed above using some/all of the following indicators within each competency. Relevant Knowledge and Experience Has knowledge and understanding of local government structure including service requirements. Understands key challenges facing the local government sector and Louth County Council. Understands the role of a Creative Ireland Engagement Officer. Knowledge & Experience of operating ICT systems. Good social media and communication skills. Delivering Results Plan and prioritise work and resources effectively. Establish high quality service and customer care standards, particularly with local communities. Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. Create opportunities or overcome obstacles by rethinking or reconceptualising practices or procedures e.g. ensuring harder to reach communities participate in programmed initiatives. Personal Effectiveness Takes initiative and seeks opportunity to exceed goals. Manages time and workload effectively. Maintains a positive, constructive and enthusiastic attitude to the role. Leading, Motivating, and Managing Performance Lead, motivate and engage employees and local communities to achieve quality results and to deliver on operational plans. Effectively manage Team Performance. Lead by example demonstrating through your own behaviour a clear sense of quality service delivery. Duties The key responsibilities of the post include, but are not limited to: Working with Louth County Council Arts Office to deliver the strategic priorities in Louth County Council Culture and Creativity Strategy 2023–2027 and Cruinniú na nÓg, through an annual programme. Liaison with local creatives, artists, organisations and staff across relevant directorates within the local authority to manage the development and delivery of a programme of projects and events. The aim is to encourage increased participation in creative and cultural activities locally. Liaison with local creatives, artists, organisations and local authority staff involved in the delivery of Cruinniú na nÓg, the national day of creativity for children and young people. Support the Creative Ireland Coordinator and Culture and Creativity Team in their objectives including: broadening creative engagement locally; enhancing the strategic role of culture and creativity within local government; supporting collaborative actions and links to wider local authority policies of relevance to wellbeing, social cohesion and economic development. Support engagement between the local authority and the Creative Ireland Programme centrally including via the Creative Ireland portal. Arrange and manage yearly schedule of meetings for the Culture and Creativity Team. Attend relevant Creative Ireland Programme quarterly meetings and others as they arise. Provide data, briefing and updates to senior managers in [insert local authority] and the Creative Ireland Programme officials as requested. Local citizen engagement campaigns through marketing and social media platforms to ensure greater understanding of Creative Communities programme locally. These duties are indicative rather than exhaustive and are carried out under general guidance. Persons employed will be required to work in any location within the Louth County Council administrative area. Salary The salary shall be fully inclusive and shall be as determined from time to time. The holder of the office shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to and received by him/her by virtue of his/her office or in respect of services which he/she is required by or under any enactment to perform. The salary scale for the position of the Creative Communities Engagement Officer is: €51,722 – €61,865 (LSI 2) gross per annum. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Planning and Local Government. In accordance with Departmental Circular Letter EL.02/2011, a person who is not a serving local authority employee on or after 1st January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy.
Administrative Officer
The Competition Mayo County Council invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which future relevant vacancies for Administrative Officer (Grade VII) may be filled. Mayo County Council will, following the recruitment and interview process, form three separate panels of suitably qualified candidates to meet the requirements agreed nationally of the ratio of posts to be confined to the Local Authority Sector, Open and those confined to Mayo County Council Staff. Panel A – Confined to the Local Authority Sector This will comprise of successful candidates in order of merit serving in a Local Authority or Regional Assembly (where applicable). Panel B – Open This will comprise of all successful candidates in order of merit and may include candidates serving in a local authority, regional assembly and external applicants. Panel C – Confined to current employees of Mayo County Council This will comprise of successful candidates in order of merit who are currently working in Mayo County Council. 50% of posts filled will be confined to employees of the Local Authority Sector (Panel A), 30% will be filled by open recruitment (Panel B) and 20% will be confined to employees of Mayo County Council (Panel C). The Role The Administrative Officer is a middle management supervisory position in Mayo County Council and is assigned responsibility for the development, management, and day to day operations of one or more departments or services within the Council. The Administrative Officer is the primary point of contact and liaison with other sections in relation to service delivery for their area of responsibility. The Administrative Officer is also a contributor to the strategic and policy making decisions of the Council and will be expected to contribute to the development and implementation of forward-thinking strategies within the local authority and to work closely with senior management, elected representatives, external agencies, and relevant stakeholders in delivering services to the highest standard. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. The Administrative Officer is responsible for the efficient management, direction, and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include planning, economic and enterprise development, community and social development, housing, recreation, amenity and cultural services, environmental services, transportation and infrastructure, and emergency services. Qualifications 1. Character Candidates shall be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Training, Experience Each Candidate must, on the latest date for receipt of completed application forms: (i) a) Have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and b) Have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) or Have obtained a comparable standard in an equivalent examination, or Hold a third level qualification of at least degree standard and, (iv) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organization and control of staff. (Confined Competition (Panels A and C only) (a) To be a serving employee in a Local Authority or Regional Assembly and have at least two years’ satisfactory experience in a post of Clerical Officer or an analogous post, and (b) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organization and control of staff. In the event that an offer of employment is made, the candidate will be required to submit all relevant Educational Qualifications to meet the requirements above. 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. 4. Citizenship Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Particulars of the Post 1. Position A panel will be formed from qualified candidates from which permanent and temporary appointments may be made . This is a pensionable whole-time position on the basis of a 35-hour 5-day week. 2. Salary The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services, which are required by or under any enactment to perform. SALARY SCALE: €60,011, €61,480, €63,194, €64,914, €66,634, €68,170, €69,745, €71,269, €72,790, €75,395 , LSI I (after 3 years satisfactory service at maximum), LSI II, €78,015 (after 6 years satisfactory service at maximum). The starting pay for new entrants will be at the minimum of the scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. 3. Duties The duties of the post are to give to the local authority, and a) such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts 2001 and 2014, is Chief Executive, and b) to any other local authority or body with which an agreement has been made by the local authority, or by any of the authorities or bodies mentioned in subparagraph (a) of this paragraph under the general direction and supervision of the Chief Executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties to exercise such powers, functions and duties as may be delegated to him / her by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body. The post holder will, if required, act for an employee of a higher level if qualified to do so. The following are among the principal duties envisaged: a) To be responsible for the management and administration of one or more sections or departments within the Council, including the management of staff and the planning and prioritising of work programmes. b) To implement the strategic and policy decisions of the Council by ensuring that work programmes within their area of responsibility are implemented to deliver on the Council’s corporate and operational plans. c) To develop and maintain productive working relationships with all external agencies, bodies, elected representatives, committee members and other stakeholders including providing information and assistance when required. d) To communicate and liaise effectively with employees, managers in other sections, senior managers, customers and elected representatives and other stakeholders in relation to operational matters for their section(s). e) To research, analyse and communicate information on specific issues and policies as appropriate, including compiling, preparing, and presenting reports, presentations, correspondence, etc. f) To represent the local authority on committees and at meetings and to report on progress in his or her respective section or department as required. g) To provide support and administrative assistance in the delivery of projects as required. h) To be responsible for the day-to-day financial management of capital and operational expenditure in the department or section, including preparation of budgets and maximising funding opportunities where appropriate. i) To identify opportunities for improvements in the service delivery, value for money and other efficiencies within the relevant areas of responsibility and to use performance indicators effectively as appropriate. j) To communicate, implement and manage change management initiatives within the relevant area of responsibility. k) To manage and supervise employees in supporting roles, including assigning duties and workload, providing on-going support, handling day to day issues and identifying training and development requirements as appropriate. l) To ensure that department or section operations are complying with all Council policies, procedures, practices, and standards and in compliance with the principles of good governance, legislative requirements and Department of Housing, Planning and Local Government circulars and guidance. m) To assist in the understanding and interpretation of the Council’s policies and procedures to employees in their area of responsibility and to customers and other stakeholders as appropriate. n) To participate in corporate management activities and responsibilities appropriate to the grade. o) To comply with Health and Safety legislative requirements, policies and procedures and safe systems of work. p) To deputise for the line manager or equivalent as required. q) To undertake any other duties of a similar level and responsibility, as may be required or assigned from time to time. The above 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 him/her from time to time and to contribute to the development of the post while in office. 4. Competencies Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. Strategic Management & Change · A clear understanding of Health and Safety Policy and Procedures. 5. Residence Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 6. Annual Leave Annual leave entitlement is 30 days per year. 7. Travel Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive. 8. Shortlisting Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, the shortlisting process can take the form of:- · Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). · Other written, oral or practical tests appropriate to the position. · Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or · Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. 9. Right to Information and Review Mayo County Council is committed to offering meaningful feedback to candidates who request it, and to dealing with such requests in a timely and efficient manner, in accordance with Mayo County Council Interview and Selection Review Procedure. Please see our website for full details of procedure www.mayo.ie/careers/current-vacancies . 10.Appointmen t Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The life of the panel will be one year from the date of its establishment. The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. 11.References and documentary evidence Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. 12.Superannuation As an employee of Mayo County Council, you will be assessed in terms of which Pension Scheme is applicable to you. You will become a member and contribute to the relevant scheme as outlined below: 1) Persons who become pensionable employees of a local authority under the Single Public Service Pension Scheme will be required in respect of their superannuation to contribute 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension Contributory payable at the maximum rate to a person with no adult dependant or qualified children). 3) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 may be required to contribute to the Dependants Pension Scheme. In order, to qualify for a pension, they must have served a minimum of two years (24 months) employment in an approved public body. 13.Retirement Age CLASS A PRSI Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ (from 1st April, 2004 and before January 2013) to the Public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The minimum age at which a person may retire is 65. As a ‘New Entrant’ to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a New Entrant to the public service, as defined in the Public Service Superannuation (miscellaneous provisions) Act 2004, who has joined before 1st April 2004, is subject to a compulsory retirement age of 70 as per CLS2/2019 but can retire from 60 years of age. CLASS D PRSI Minimum retirement age will be 60 years with compulsory retirement age of 70 years. 14.Base Assignment of base shall be at the absolute discretion of Mayo County Council.
Assistant Manager
Salary: €15.60 per hour, 25% colleague discount, 30-days annual leave pro rata THE JOB Are you passionate about customer service? Keen to continue your career with the largest UK Health and Wellness Retailer? As an Assistant Retail Manager, you'll support the day-to-day management of the store and become a brand ambassador for Holland & Barrett. You'll partner with the Store Manager to build a high performing team by recruiting, coaching, training, and setting clear expectations. You will act as a role model for world class customer service, drive financial performance with sales targets, maintain stock accuracy, set-up store promotional plans and ensure full compliance with health and safety. To become a Health & Wellness specialist you'll embark on a training programme that includes our “Qualified to Advise” and “Healthy Expert” qualifications which are accredited by our awarding body to Level 2 and Level 3. THE PERSON To be successful, we'd like you to show us that you have:
