Jobs in Dublin
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Staff Grade Psychologist Full time, Permanent – 35 hours per week and Part-time roles Based in CRC Lead Agency Children’s Disability Network Teams The CRC Children’s Disability Network Teams (CDNT) will be providing intervention to children from the age of 0-18 years, presenting with complex developmental needs requiring inter-disciplinary intervention . Our services are based upon a Family Centered Practice Model in line with the Progressing Disability Services. This is an exciting opportunity to work as part of a dynamic team. We currently have vacancies on our CRC Children’s Disability Network Teams, across all our Dublin locations. CDNT Balbriggan; CDNT Clondalkin; CDNT Clontarf and CDNT Swords. During 2024 the CRC has embarked on a programme of organistional transformation. Partnering with the Virginia Mason Institute world leaders in supporting healthcare organisations through continuous improvement and transformational change. We would love to hear from you if you are excited about the chance to become part of our forward-thinking children's teams and contribute to implementing lean healthcare practices. The successful candidate will have the following essential requirements: · A University Degree or Diploma obtained with first or second class honours in which Psychology was taken as a major subject and honours obtained in that subject. · A recognised postgraduate qualification in Clinical or Educational Psychology · One year’s post-qualification experience working with children with disabilities · Experience of completing standardised cognitive assessment with children. · Excellent report writing skills · Excellent communication, initiative and time management skills · Flexibility and teamwork skills which are key to this role Desirable requirements: · Experience working with children with Autism Spectrum Disorder · Experience of working with children with physical disabilities · Experience of working with children with intellectual disabilities · Experience completing Assessment of Need · Full driver’s license and access to car It must be clearly demonstrated in your CV and supporting statement how you meet the required skills, competencies and knowledge for the post. Department of Health Salary Scale apply, Psychologist (€61,976 - €106,101). Please apply through the ' Apply Now' button. Please specify the CDNT team/s you wish to join. Informal enquires to hr@crc.ie, please specify the CDNT team you are enquiring about. A panel may be created from this campaign from which current and future permanent, specified purpose, whole-time and part-time posts for CRC Children’s Disability Services will be filled. Data Protection: Please refer to crc_job_application_privacy_notice.pdf to learn more about how we handle your personal data and the rights that you have during the recruitment cycle. This role is subject to HSE Approval. We reserve the right to close this competition early if we receive a very high volume of applications. #CR
Kaizen Lead
Kaizen Lead Based in CRC, Clontarf 2 Year Fixed-Term Contract, Full-Time (35 hours per week) The “Kaizen Lead will be a critical leadership figure responsible for championing and embedding a robust, people-focused culture of continuous improvement across the Central Remedial Clinic (CRC). This role is vital for enhancing service quality, operational efficiency, and staff empowerment, directly aligning all improvement efforts with the CRC's Strategic Plan and core values. The ideal candidate is a highly accomplished Black Belt with extensive experience in process optimisation, strategic implementation, and training across diverse, service-based industries, specifically leveraging experience in healthcare and transactional environments. We are looking for someone who is aligned with our core organisational values and is passionate about making a meaningful difference in the lives of people with disabilities. The successful candidate will: A full Job description is attached. Department of Health Salary Scales for Grade VII (Salary code 0582) apply, €60,013 – 78,015 (Inc. 2 LSI’s) Informal enquiries to HR email: hr@crc.ie Applicants must submit a CV and Cover Letter (including a supporting statement to demonstrate how they meet the required skills, competencies, and knowledge for the post). Applications should be submitted via the ‘Apply Now’ button, on or before Sunday 21st December 2025 . A recruitment panel may be created as part of this recruitment process. Data Protection: Please refer to crc_job_applicant_privacy_notice.pdf to learn more about how we handle your personal data and the rights that you have during the recruitment cycle. This role is subject to HSE approval. #CR
Senior Occupational Therapist
Senior Occupational Therapist Full time, Permanent – 35 hours per week and Part-time roles We currently have vacancies on our CRC Children’s Disability Network Teams, across all our Dublin locations. CDNT Balbriggan; CDNT Clondalkin; CDNT Clontarf; and CDNT Swords The CRC Children’s Disability Network Teams (CDNT) will be providing intervention to children from the age of 0-18 years, presenting with complex developmental needs requiring inter-disciplinary intervention . Our services are based upon a Family Centered Practice Model in line with the Progressing Disability Services. This is an exciting opportunity to work as part of a dynamic team in Balbriggan. During 2024 the CRC has embarked on a programme of organistional transformation. Partnering with the Virginia Mason Institute world leaders in supporting healthcare organisations through continuous improvement and transformational change. We would love to hear from you if you are excited about the chance to become part of our forward-thinking children's teams and contribute to implementing lean healthcare practices. The successful candidate will have the following essential requirements: Desirable requirements: Experience working with children with Autism Spectrum Disorder Experience working with children with physical disabilities Experienced working with children with intellectual disabilities Experience completing Assessment of Need It must be clearly demonstrated in your CV and supporting statement how you meet the required skills, competencies and knowledge for the post. Department of Health Salary Scale apply, Senior Occupational Therapist 3301 (€63,912- €75,254). Please apply through the 'Apply Now' button. Please specify the CDNT team/s you wish to join. Informal enquires to hr@crc.ie, please specify the CDNT team you are enquiring about. A panel will be created from this campaign from which current and future permanent, specified purpose, whole-time and part-time posts for CRC Children’s Disability Services will be filled. Data Protection: Please refer to crc_job_application_privacy_notice.pdf to learn more about how we handle your personal data and the rights that you have during the recruitment cycle. This role is subject to HSE Approval. We reserve the right to close this competition early if we receive a very high volume of applications. #CR
Clinical Nurse Manager: Specialist, Endocrine
Purpose of the Role The post holder in collaboration with the multidisciplinary team, the Nurse Specialist is responsible for the provision of safe and effective care to the patients attending the Endocrine. This job Description will be reviewed and updated from time to time in line with service and job demands for this specific post. Ensure the provision of a high standard of care to the patient, client and families is consistent with the mission, vision, values and strategic plan of both organisations. Candidates must have at the latest date of application: 1. Professional Qualifications, Experience, etc. i) Be a registered nurse/midwife on the active Register of Nurses and Midwives held by An Bord Altranais and Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland) or be eligible to be so registered. And ii) Be registered in the division(s) of the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) Register for which the application is being made or be entitled to be so registered. Or In exceptional circumstances, which will be assessed on a case by case basis be registered in another Division of the register of Nurses and Midwives. And (iii) Have a minimum of 1 years’ post registration full time experience or an aggregate of 1 years’ full time experience in the division of the register in which the application is being made And (iv) Have a minimum of 1 years’ experience or an aggregate of 1 years’ full time experience in acute paediatrics and experience in Endocrine Care. And (v) Be required to demonstrate that they have continuing professional development (CPD) relevant to the specialist area or will be supported to obtain the required CPD. 2. Annual registration (i) Practitioners must maintain live annual registration on the appropriate/relevant Division of the register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) for the role. And (ii) Confirm annual registration with NMBI to the HSE by way of the annual Service user Safety Assurance Certificate (PSAC). 3. Health Candidates 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. 4. Character Candidates for and any person holding the office must be of good character. Please note that appointment to and continuation in posts that require statutory registration is dependent upon the post holder maintaining annual registration in the relevant division of the register maintained by Bord Altranais agus Cnáimhseachais na hÉireann (Nursing & Midwifery Board of Ireland) by way of the Service user Safety Assurance Certificate (PSAC) How to Apply & Informal Enquiries Applications for this post must be accompanied by a cover letter, setting out relevant experience that illustrates how the essential criteria listed above is met. The criterion for short listing is based on the requirements of the post, as outlined in the eligibility criteria. * Please note that you must submit a cover letter with your CV, this forms part of your application and CV’s will not be accepted without a detailed cover letter. The closing date for submissions of CV’s and cover letter is Wednesday 31st December 2025 by 11:45pm. Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. Applications will not be accepted through direct email or any other method. For informal enquiries for this specialty/department, please contact Anne Rynne at anne.rynne@childrenshealthirealnd OR Sarah Maidment at sarah.maidment@childrenshealthireland.ie For other queries relating to this recruitment process, please contact the Talent Acquisition Specialist - Olivia Adams at olivia.adams@childrenshealthireland.ie PLEASE NOTE: CHI has transitioned to a process of a one commencement day per month for all new employees, CHI internal transfers and Secondments. This update to our Onboarding process is aligned to changes in our monthly/fortnightly payroll and with the launch of our new corporate induction program. This process enhancement ensures that we can thoroughly prepare for your arrival and facilitate a smooth transition in your onboarding journey. It is important for you to note that if you do not have your pre-employments and mandatory training completed in time, your commencement date will be deferred to the next available date. Below, you’ll find the list of commencement dates for 2026:
Supervisor
GET TO KNOW US Our culture is often described as a rare mix of family values with a high-performing public company. This unique mix translates into a caring, collaborative and compassionate workplace that is also demanding – with a competitive spirit that is a powerful source of motivation. Above all else, there is a focus on long-term, sustainable growth which engenders loyalty and commitment from internal and external stakeholders. “The company operates like a family," says Fabrizio Freda, President & CEO. "Families are, in fact the most caring and demanding of environments. Our culture is a unique combination of nurturing and challenging, respectful of our roots and inspired to envision the future. KNOW THE ROLE Estee Lauder in our Arnotts, Dublin store are currently looking for a Supervisor to join their team on a Permanent basis. Your proven retail sales ability, customer service skills and capacity for hard work, combined with your personality and excellent grooming could be just the right ingredients to help you embark on a worthwhile career. One that can take you as far as your talents can stretch. KNOW HOW WE WORK Experience is our business : Our customer engagement sets the bar in service and experiential retail, giving our customers something to love every time. We Are More Than Shops: We create enjoyable places, to excite, where people socialise, discover, learn and are inspired, and where local communities are enriched. We are Curators: Our unique range of product and services are key to the sense of excitement that Brown Thomas Arnotts is renowned for, whether for a special day or every day, things that make our customer’s lives better. We Care for Our People: We believe a great customer experience starts with a great people experience. That is why we promote a culture where talent is nurtured and where creativity and learning are valued. We Succeed by Working Sustainably: We are community-focused and our aim is to cultivate retail environments that are conscious, considerate and commercial. Back Share Apply Now
Slron///, Radiation Therapist
To be considered for this campaign, please complete the attached application form and submit it to the space provided below. The closing date for applications if 12:00pm on 12th January 2026. Late submissions will not be accepted.
Slron/- / Physicist, Principal
St. Lukes Radiation Oncology Network (SLRON) HSE Dublin & Midlands There is currently one permanent whole time post available in the SLRON Physics Department, The successful candidate may be required to work in any service area within the vicinity as the need arises. The Physics Service for delivery of radiation oncology services in Dublin is delivered by a network model and posts may be located in one or more of the following locations: To be considered for this campaign, please complete the digital application form attached to this campaign. Please note that due to the nature of this campaign, you may be called to interview at short notice. The closing date for applications is 12:00pm on Monday 5th January 2026. Late submissions will not be accepted.
Candidate Clinical Nurse Specialist, Neuromuscular
Purpose of the Role The cCNS post holder will be enabled to deliver care in line with the five core concepts of the role set out in the Framework for the Establishment of Clinical Nurse Specialist Posts, 4th edition, National Council for the Professional Development of Nursing and Midwifery (NCNM) 2008. Caseload The cCNS will focus initially on the following service user groups attending the Neuromuscular service. The cCNS clinical role is based on the core concepts and associated competencies for the CNS (adapted from NCNM 4th edition 2008). The concepts are: · Clinical Focus (Direct and Indirect Care) · Service user/Service User Advocacy · Education and Training · Audit and Research · Consultancy (including leadership in clinical practice) As outlined in this job description, the cCNS pathway will facilitate the post holder to be supported to professionally and clinically develop the skills and knowledge required to achieve the competencies of the CNS. Candidates must have at the latest date of application: 1. Professional Qualifications, Experience, etc. Be a registered nurse on the active Register of Nurses and Midwives held by An Bord Altranais and Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland) or be eligible to be so registered. And Be registered in the Children’s division(s) of the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) Register for which the application is being made or be entitled to be so registered. Or In exceptional circumstances, which will be assessed on a case by case basis be registered in another Division of the register of Nurses and Midwives. And Have a minimum of 1 years’ post registration full time experience or an aggregate of 1 years’ full time experience in the division of the register in which the application is being made And Have a minimum of 1 years’ experience or an aggregate of 1 years’ full time experience in specialist area of Neuromuscular Care Or If the applicant does not possess the relevant specialist experience, they will be supported to attain one year’s clinical specialist experience And Have successfully completed a post registration programme of study, as certified by the education provider which verifies that the applicant has achieved a Quality and Qualifications Ireland (QQI), National Framework of Qualifications (NFQ) major academic Level 9 or higher award (equivalent to 60 ECTS or above) that is relevant to the specialist area of care and in line with the requirements for specialist practice as set out by the National Council for Nursing and Midwifery 4th ed (2008). Alternatively provide written evidence from the Higher Education Institute that they have achieved the number of ECTS credits equivalent to a Level 9 or higher standard (60 ECTS or above), relevant to the specialist area of care and in line with the requirements for specialist practice as set out by the National Council for Nursing and Midwifery 4th ed (2008). Insert Name of care prior to application* (See **Note below). Or If the applicant does not possess the relevant QQI NFQ Level 9 qualification, the applicant will be supported to undertake the required postgraduate education, at QQI NFQ level 9 qualification (equivalent to 60 ECTS or above) relevant to the specialist area. And Be required to demonstrate that they have continuing professional development (CPD) relevant to the specialist area or will be supported to obtain the required CPD. **Note: For Nurses who express an interest in CNS roles and who currently hold a level 8 educational qualification in the specialist area (equivalent to 60 ECTS or above), this qualification will be recognised up to September 2026. The clinical experience requirements for this cohort of nurses remain consistent with the DoH (2019) policy, i.e. a minimum of 1 years’ experience in practice and a minimum of 1 years’ experience in the specialist area and they could be supported to progress on a candidate CNS Pathway. Please refer to Appendix 1 of the Additional Campaign Information for details on funding and support. All of the above must be achieved within 2 years for this pathway. Have the ability to practice safely and effectively fulfilling his/her professional responsibility within his/her scope of practice 2. Annual registration Practitioners must maintain live annual registration on the appropriate/relevant Division of the register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) for the role. And Confirm annual registration with NMBI to the HSE by way of the annual Service user Safety Assurance Certificate (PSAC). 3. Health Candidates 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. 4. Character Candidates for and any person holding the office must be of good character. Please note that appointment to and continuation in posts that require statutory registration is dependent upon the post holder maintaining annual registration in the relevant division of the register maintained by Bord Altranais agus Cnáimhseachais na hÉireann (Nursing & Midwifery Board of Ireland) by way of the Service user Safety Assurance Certificate (PSAC). How to Apply & Informal Enquiries Applications for this post must be accompanied by a cover letter, setting out relevant experience that illustrates how the essential criteria listed above is met. The criterion for short listing is based on the requirements of the post, as outlined in the eligibility criteria. * Please note that you must submit a cover letter with your CV, this forms part of your application and CV’s will not be accepted without a detailed cover letter. The closing date for submissions of CV’s and cover letter is Thursday 1st January 2026 by 11:45pm. Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. Applications will not be accepted through direct email or any other method. For informal enquiries for this specialty/department, please contact Sarah Maidment - ADON sarah.maidment@childrenhealthireland.ie For other queries relating to this recruitment process, please contact Talent Acquisition Specialist – Olivia Adams at Olivia.adams@childrenshealthireland.ie PLEASE NOTE: CHI has transitioned to a process of a one commencement day per month for all new employees, CHI internal transfers and Secondments. This update to our Onboarding process is aligned to changes in our monthly/fortnightly payroll and with the launch of our new corporate induction program. This process enhancement ensures that we can thoroughly prepare for your arrival and facilitate a smooth transition in your onboarding journey. It is important for you to note that if you do not have your pre-employments and mandatory training completed in time, your commencement date will be deferred to the next available date. Below, you’ll find the list of commencement dates for 2026 for your information.
Health Care Assistant
HEALTH CARE ASSISTANT All Programmes (Permanent, Full Time) Applications are invited for the above post from suitably qualified persons. Overview of the role · The Healthcare Assistant at the NRH, works as an active member of the Interdisciplinary Team providing nursing support, clinician and therapy assistance to deliver an effective rehabilitation programme following the patients journey in accordance with the mission, values, policies and standards of the National Rehabilitation Hospital. · Works under the direction of qualified staff in the performance of a variety of tasks and use own initiative, to support the efficient running of the Hospital, this includes time management. · Works with patients individually or in a group setting under direct and indirect supervision, facilitating their independence with activities of daily living, with the aim of enabling patients to their home/appropriate setting. · Ensures required paperwork, stock and equipment are maintained, reviewed and ordered to facilitate service delivery with patients. The candidate must, on the latest date for receiving completed application forms for the office, possess: Essential Qualifications and Knowledge/Experience/Skills · Hold a QQI Level 5 qualification or comparable relevant equivalent qualification of at least level 5 on the National Qualifications Framework maintained by Qualifications and Quality Ireland, (QQI) specifically Health Care Assistant, Rehabilitation, Physiotherapy/Occupational Therapy/ Speech and Language Therapy Assistant. · Manual handling and patient handling training certificate recognised by the National Rehabilitation Hospital or have the ability to attain same. · Minimum 4 years’ experience as a Healthcare Assistant in an Irish setting. · Experience working in Rehabilitation; Spinal Injury; or Neurosurgical or Neuro-disability Nursing is advantageous. · Applicants must be able to communicate effectively in English, both spoken and written. · Demonstrate strong competencies in the following areas: Teamwork, Planning and Organising, Patient / Customer Focus, Self and Professional Development, Initiative, Problem Solving. This is a permanent full-time vacancy within the Nursing Department. Salary for this post is aligned with HSE Health Care Assistant PayScale. Applicants for the above post should submit their Curriculum Vitae and letter of application via Rezoomo no later than 11:59 pm Sunday 4th January 2026. Shortlisting will be carried out on the basis of the information supplied in your CV. The criteria for Shortlisting are based on the requirements of the post as outlined above. Failure to include information regarding these requirements may result in you not being called forward for the next stage of the selection process. We are an Equal Opportunities Employer and support a smoke-free workplace policy.
Director of Talent Acquisition
Overview of An Garda Síochána An Garda Síochána is the national police and security service of Ireland, comprised of approximately 14,300 Garda Members, 3,600 Garda Staff and 300 Garda Reserves. An Garda Síochána is a community focused organisation with a mission of “Keeping People Safe”. With a dual role and responsibility for the provision of policing services, and protecting the security of the State, An Garda Síochána is committed to delivering a responsive, effective and efficient service that meet the needs of our communities. The organisation was established over 100 years ago at the inception of the state and has a proud history of delivering community policing. In order to build upon this strong foundation, An Garda Síochána must continue to evolve, responding as a modern police and security service to the changing face of crime, vulnerability, population and citizen expectation. An Garda Síochána is charged with delivering on key commitments made within the Programme for Government. In support of such, the organisation is growing at scale, with the effective use of Garda resources and capabilities a key area focus. An Garda Síochána has most recently delivered on a significant organisational transformation programme in the context of “A Policing Service for Our Future”. Further far reaching change is well underway, including the completion of the Divisional Operating Model rollout and commencement of the Policing, Security and Community Safety Act 2024. The latter provides for the Commissioner as Chief Executive of the organisation, further strengthens governance and accountability, introduces new regulations and supporting policy, in addition to a new employment model for Garda Staff. To support the organisation through this change period and to ensure delivery of a fit for purpose and future proofed enabling service, key strides are being made to build the capability of the People and Development Department, in particular investing in professionalisation and specialisation. The People and Development function of An Garda Síochána is entering into an exciting and transformative phase. Our organisation is to be a policing and security service that embraces modern methods in fulfilling a historic purpose, every day, for every person, in every community. In support of such, the strategic goals for People and Development 2025 to 2027 include: • Build leadership capability and talent pipeline • Grow capacity and build capability • Enable a learning organisation • Develop a modern People and Development function • Foster a diverse and inclusive culture • Communicate an attractive employee value proposition EVP About this Role The Garda Commissioner now wishes to appoint a suitably qualified and experienced person to the role of Director of Talent Acquisition. As a member of the People and Development Senior Management Team, the role holder will play a pivotal role in organisational delivery by leading on Talent Acquisition. Through our Strategic Plan 2025 to 2027, An Garda Síochána has prioritised the task of building and scaling up our capabilities. By delivering on our overarching human resources strategy, the role holder will ensure that we can attract, recruit and retain the right people for our service. Effective leadership of the Talent Acquisition function is crucial to delivering on the efficiency and effectiveness of the organisation. The Director of Talent Acquisition will play a key role in delivering on strategic objectives of the Leadership Team of An Garda Síochána in relation to building the capacity and capability of the organisation by ensuring that the right skills are secured for the right roles at the right time. An Garda Síochána is growing at scale and has ambitious plans to grow the Garda member workforce, aligned to targets set out in the Programme for Government. In addition, there are significant plans to grow the capacity and capability of Garda Staff with talent acquisition programmes directed at key professional skills sets to enable future success including the job families of technology, data science, legal, human resources and financial management. It is an exciting time for change, with many opportunities for current and future personnel to build long term future careers with the organisation. Job Specification The Director of Talent Acquisition will report directly to the Executive Director, People and Development. This is a newly created role, responsible for designing and leading on the Talent Acquisition strategic action plan for An Garda Síochána. Responding to market insights and organisational need, the Director of Talent Acquisition will deliver a modern sourcing and selection approach, invest in talent acquisition and selection, communicate an attractive employee value proposition and enhance the candidate experience through to onboarding. Success in this role will be measured against the Programme for Government, namely recruiting 5,000 Gardaí, increasing to 1,000 Garda Reserves and continued recruitment of Garda Staff at pace. In support of the Commissioner as Chief Executive of the organisation, accountable for resourcing, the Director of Talent Acquisition will ensure resourcing priorities are met whilst delivering the workforce plan within budgetary constraints. Responsibilities The Director of Talent Acquisition will have responsibility for: • Developing the strategies, approaches and plans to position An Garda Síochána as an employer of choice in the market, attracting diverse talent from Ireland and internationally to meet our current and future needs • Developing and implementing short to long term talent acquisition plans, growing the organisation at scale and meeting the commitments of the HR Strategy • Attracting and recruiting Garda Members and Garda Reserves to meet the current and future needs of the organisation, ensuring that the candidates are effectively engaged and supported through the full life cycle of the recruitment experience from application through vetting to commencing their training programme • Attracting and recruiting people with specialist skills from the external market, ensuring active engagement with management to understand the unique needs and subsequently crafting the recruitment plan to optimise success in the market • Managing internal selection competitions with best in class processes that are fair, transparent and effective in delivering organisational needs • Introducing early career talent acquisition programmes including specialist graduate entry, apprentice programmes and workplace opportunities, creating pathways for talented people to join the organisation once they have completed formal education • Leading the Talent Acquisition team, building specialist expertise, recruiting and developing internal capacity and ensuring Talent Acquisition is recognised as a professional and specialist service that delivers for An Garda Síochána, enhancing the People and Development brand • Supporting the annual budgetary process and delivery of the Workforce Plan, ensuring adherence to funded levels and thorough appointment prioritisation • Delivering on key performance indicators and providing strategic reports for the audiences of inter alia the Garda Executive and Board • Partnering with Senior Management, understanding organisational needs, advising on complex resourcing requirements, building a resourcing framework and organisational standards • Representing Garda Management with partners on delivery of talent acquisition, for example with publicjobs, government departments and key external stakeholders • Sourcing appropriate third party providers of services and managing key relationships, analysing data, deriving insights and understanding key trends, informing decision making and opportunities for continuous improvement • Securing the talent advantage informed by strategic analysis of the relevant landscape including competition, candidate expectations and other key factors • Delivering a compelling Employee Value Proposition, partnering with relevant communications teams to deliver a multifaceted and tailored communications and outreach approach, proactively targeting talent market segments • Championing and delivering inclusive hiring practices, ensuring An Garda Síochána is representative and inclusive of all of the communities we serve • Leading on a root and branch reform of attraction, recruitment, selection and onboarding processes, delivering best practice methodologies and novel entry routes with campaigns that are open, fair, transparent and compliant with relevant legislation and codes of practice • Driving the digital transformation of talent acquisition processes, using the best tools and technologies available, optimising the candidate experience from application to onboarding and driving internal efficiencies Eligibility Criteria Essential: Professional Qualifications, Experience, Requirements, Skills The suitable candidate must have a third level qualification minimum Level 8 on the National Framework of Qualifications in a relevant discipline or disciplines commensurate with the role. AND Significant progressive leadership experience in a Senior Human Resources role in a large and complex organisation with experience of leading on Talent Acquisition. The successful candidate must also have: • Professional credibility as a Talent Acquisition leader with a proven ability to deliver on complex and innovative resourcing solutions • Track record of proactive leadership of a large Talent Acquisition or Recruitment Team with evidence of delivery against key performance indicators • Demonstrated experience of developing and implementing a talent acquisition strategy or action plan • Political awareness necessary to deal with sensitive resourcing related policy and operational issues • Ability to work in a fast paced and sometimes ambiguous environment, identifying key priorities and driving just in time solutions • Significant experience of driving talent acquisition reform and change within a highly complex Industrial Relations environment • Deep understanding of the talent acquisition environment, for example talent markets and competition, use of technology to drive change with modern and progressive sourcing approaches and methodologies • Communication, interpersonal and stakeholder management skills and the capacity to influence and work effectively with a broad range of internal and external stakeholders in a constructive manner • Ability to rapidly understand and adapt to the unique governance and oversight requirements of Public Bodies, in particular the Code of Practice for the Appointment to Positions in the Civil Service and Public Service, risk and compliance standards and public procurement • Strategic awareness and management of key talent acquisition and succession planning risks • Resilience, confidence and strong personal impact grounded in a record of achievement in a similar role Desirable Accreditation by an appropriate professional body. Key Skills and Competencies for effective performance as a Director of Talent Acquisition Leadership and Strategic Direction • Leads the team, setting high standards, tackling any performance problems and facilitating high performance • Facilitates an open exchange of ideas and fosters an atmosphere of open communication • Contributes to the shaping of Departmental and Government strategy and policy • Develops capability and capacity across the team through effective delegation • Develops a culture of learning and development, offering coaching and constructive and supportive feedback • Leads on preparing for and implementing significant change and reform • Anticipates and responds quickly to developments in the sector and broader environment • Actively collaborates with other Departments, Organisations and Agencies Judgement and Decision Making • Identifies and focuses on core issues when dealing with complex information and situations • Assembles facts, manipulates verbal and numerical information and thinks through issues logically • Sees the relationships between issues and quickly grasps the high level and socio political implications • Identifies coherent solutions to complex issues • Takes action, making decisions in a timely manner and having the courage to see them through • Makes sound and well informed decisions, understanding their impact and implications • Strives to effectively balance the sectoral issues, political elements and the citizen impact in all decisions Management and Delivery of Results • Initiates and takes personal responsibility for delivering results and services in own area • Balances strategy and operational detail to meet business needs • Manages multiple agendas and tasks and reallocates resources to manage changes in focus • Makes optimum use of resources and implements performance measures to deliver on objectives • Ensures the optimal use of ICT and new delivery models • Critically reviews projects and activities to ensure their effectiveness and that they meet organisational requirements • Instils the importance of efficiencies, value for money and meeting corporate governance requirements • Ensures teams are focused and act on business plan priorities, even when faced with pressure Building Relationships and Communication • Speaks and writes in a clear, articulate and impactful manner • Actively listens, seeking to understand the perspective and position of others • Manages and resolves conflicts and disagreements in a positive and constructive manner • Works effectively within the political process, recognising and managing tensions arising from different stakeholders’ perspectives • Persuades others, builds consensus and gains cooperation from others to obtain information and accomplish goals • Proactively engages with colleagues at all levels of the organisation and across other Departments and Organisations and builds strong professional networks • Makes opinions known when they feel it is right to do so Specialist Knowledge, Expertise and Self Development • Develops and maintains skills and expertise across a number of areas that are relevant to their field and recognised by people internal and external to the Department or Organisation • Keeps up to date with key departmental, sectoral, national and international policies and economic, political and social trends that affect the role • Maintains a strong focus on self development, seeking feedback and opportunities for growth Drive and Commitment to Public Service Values • Consistently strives to perform at a high level • Demonstrates personal commitment to the role, maintaining determination and persistence while maintaining a sense of balance and perspective in relation to work issues • Contributes positively to the corporate agenda • Is personally trustworthy, honest and respectful, delivering on promises and commitments • Ensures the citizen is at the heart of all services provided • Is resilient, maintaining composure even in adverse or challenging situations • Promotes a culture that fosters the highest standards of ethics and integrity Candidates should note that admission to the competition does not imply that they meet the eligibility criteria. Therefore, candidates should satisfy themselves that they meet the eligibility criteria for this competition. Terms and Conditions Tenure The appointment is to a permanent position in An Garda Síochána and is subject to the Policing Security and Community Safety Act 2024, the Public Service Management Recruitment and Appointments Act 2004 and any other Act for the time being in force relating to An Garda Síochána. Remuneration The post is offered at Director level. The PPC Personal Pension Contribution salary scale annually for this position, with effect from 1st August 2025, is as follows: €114,104 – €118,801 – €123,522 – €128,232 – €132,248 – €136,482¹ – €140,713² Plus a Director allowance of €15,668.66 per increment. ¹ Long Service increment LSI 1 may be payable following 3 years satisfactory service at the maximum of scale. ² Long Service increment LSI 2 may be payable following 6 years satisfactory service at the maximum of scale. Personal Pension Contribution The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution otherwise known as a main scheme contribution in accordance with the rules of their main or personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme or the Additional Superannuation Contributions ASC. A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually subject to satisfactory performance. Personal Pension Contribution The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution otherwise known as a main scheme contribution in accordance with the rules of their main or personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme or the Additional Superannuation Contributions ASC. A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually subject to satisfactory performance.
