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Sort by: relevance | dateExecutive Officer
Required Knowledge and Experience Candidates for the position of Executive Officer must: • provide evidence that they can manage work effectively by making evidence-based and well-informed judgments and decisions, prioritise objectives, meet deadlines and deliver to a high-quality standard. • show evidence of developing, supporting, leading and sharing knowledge with others, a track record of working independently and accepting responsibility for projects. • have excellent IT and digital skills, are open to change and innovation and are committed to improving knowledge/skills for the future with the capacity to question and challenge information and data. • demonstrate that they have excellent verbal and written communication skills, excellent collaboration skills and are strong team players who can build relationships and identify opportunities for improvement within a team. In addition, the following are desirable requirements: • Higher Education Qualification, preferably at NFQ level 8 or above • Knowledge and interest in Further and Higher Education policy and development • Experience in research and analysis • Project management experience • Knowledge and experience of public sector administration • Strong written and spoken Irish language skills. Principal Conditions of Service Part 1 (Conditions which particularly apply to this position) Pay The salary scale for this position is as follows: €39,490, €41,672, €43,672, €45,424, €47,118, €49,406, €51,062, €52,762, (LSI 1) €54,366, (LSI 2) €56,015 (1) After 3 years satisfactory service at the maximum. (2) After 6 years satisfactory service at the maximum. Increments may be awarded subject to satisfactory service 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. Salary: The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New Entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. Different pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Blended Work: QQI operates a blended working policy where our employees split their time between attending the workplace and working remotely. It is important to note that access to blended working arrangements is subject to fulfilling certain criteria that is set out in the blended working policy. Annual Leave: Annual Leave will be 24 working days. This leave is exclusive of public holidays. Hours of Attendance: Working hours will be in accordance with the standard arrangements in QQI and will equate to no less than 35 hours (net of rest breaks) per week. No additional payment will be made for extra attendance as the rate of remuneration payable covers any exceptional extra attendance liability that may arise from time to time. Part II (Other conditions which apply generally to appointees to this position) 1. Tenure: The successful candidate will be appointed on a permanent basis in QQI. The appointee must serve a probationary period, which normally will last up to 9 months. Should the appointee’s services be satisfactory as regards health, conduct and efficiency generally during the probationary period, the appointee, on completion of the period will be finally appointed. If the appointee’s services be unsatisfactory, the appointment may be terminated at any time during the period of probation. The probationary period may be extended up to 12 months if deemed necessary by management at QQI. If an appointee who fails to satisfy the conditions of probation has been a serving member of staff immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, the staff member will return to a vacancy at their former grade. 2. Duties: The appointee will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time). 3. Outside Employment: The position is whole-time and the appointee must avoid involvement in outside employment/business interests in conflict or in potential conflict with the business of QQI. Clarification must be sought from management where any doubt arises. 4. Sick Leave: Sick leave with full pay may be allowed at the discretion of Quality and Qualifications Ireland in accordance with established procedures and conditions for the public service generally. 5. Retirement and Superannuation: The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in QQI depending on the status of the successful appointee: a) In general, an individual who has no prior pensionable Public Service history in the 26 weeks prior to appointment will be a member of the Single Public Service Pension Scheme (Single Scheme) which commenced from 1 January 2013 (Section 10 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 refers); b) An individual who is on secondment will remain a member of the parent organisation’s pension scheme and the pensionable remuneration will be based on his/her substantive grade i.e. the grade at which the individual is employed in his/her parent organisation; c) An individual who was a member of a “pre-existing public service pension scheme” as construed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and who does not qualify for membership of the Single Scheme will be a member of the QQI’s Staff Superannuation Scheme and Associated Spouses and Children’s Scheme; d) At the time of being offered an appointment, QQI in consultation with the Department of Further and Higher Education, Innovation and Science and the Department of Public Expenditure and Reform if necessary, will, in the light of the appointee’s previous Public Service (and/or other) employment history, determine the appropriate pension terms and conditions to apply for the duration of the appointment. Appointees will be required to disclose their full public service history. Details of the appropriate superannuation provisions will be provided upon determination of appointee’s status; e) In accordance with the provisions of the Superannuation (Miscellaneous Provisions) Act, 2004 staff may not retire before their 65th birthday unless it is on grounds of ill-health. Different retirement arrangements apply to staff employed in the public service prior to the aforementioned 2004 Act; f) The following points should be noted: • Pension Accrual: A 40-year limit on total service that can be counted towards pension where a person has been a member of more than one existing public service pension scheme will apply. This 40-year limit, which is provided for in the Public Service Pensions (Single Scheme and other Provisions) Act 2012 came into effect on 28 July 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment. • Pension Abatement: The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 extended pension abatement so that a retiree’s public service pension is liable to abatement on re-entering public service employment, even where the new employment is in a different area of the public service. However, if the appointee was previously employed in the Civil Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER) or the Health Service Executive VER/VRS which, as outlined below, render a person ineligible for the competition) the entitlement to payment of that pension will cease with effect from the date of reappointment. Special arrangements will, however, be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. • Department of Further and Higher Education, Innovation and Science, Early Retirement Scheme for Teachers Circular 102/2007: The Department of Further and Higher Education, Innovation and Science, introduced an Early Retirement Scheme for Teachers. 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, 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 cesser 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 taken into account in the calculation of the pension payment). • Ill-Health Retirement: Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill-health his/her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. 6. Pension Related Deduction: This appointment is subject to the pension-related deduction in accordance with the Financial Emergency Measures in the Public Interest Act 2009. For further information in relation to public service superannuation issues please see the following website: http://per.gov.ie/pensions 7. Eligibility to compete and certain restrictions on eligibility Citizenship Requirements. Eligible Candidates must be: 1. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or 2. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or 3. A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or 4. 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 5. 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. Note in respect of UK citizens: The concluded EU/UK Brexit negotiations have confirmed that the longstanding Common Travel Area Agreement between the UK and Ireland remains unchanged post-Brexit. Accordingly, UK citizens remain eligible to work and reside in Ireland without restriction and, as such, to make an application to compete for this competition where they meet all other qualifying eligibility criteria. 8. 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 debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. 9. 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, after which time any re-employment will require the approval of the Minister for Public Expenditure, National Development Plan Delivery, & Reform. People who availed of either of these schemes are not eligible to compete in this competition. 10. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28 June 2012 to Personnel Officers introduced, with effect from 1 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. Thereafter the consent of the Minister for Public Expenditure, National Development Plan Delivery, & Reform will be required prior to re-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. 11. Declaration of previous public service employment history: The successful candidate will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. It 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. Competition Process How to Apply Recruitment Plus will be managing this recruitment competition. Applications should be made by completing and sending the official application form to Ms Hazel Whelan, Director, Recruitment Plus at qqi@rplus.ie no later than 15:00 on 9 October 2026. The successful candidate will be required to provide a declaration as outlined in paragraph 11. Applications will not be accepted after the closing date and time. Selection Methods The selection may include shortlisting of candidates on the basis of the information contained in their application. • QQI reserves the right to require candidates to attend a second interview and may carry out psychometric testing – if deemed appropriate. • Satisfactory references (referees will not be contacted without the candidate’s prior agreement). • Satisfactory health declaration assessment Shortlisting Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While a candidate 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, QQI may decide that a number only will be called to interview. In this respect, QQI will provide for the employment of a short-listing process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position. An expert board will examine the application forms against pre-determined criteria based on the requirements of 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 based on their application, appear to be better qualified and/or have more relevant experience. It is therefore in your own interest to provide a detailed and accurate account of your qualifications/ experience in your application. Confidentiality Subject to the provisions of the Freedom of Information Act, 2014 as amended, applications will be treated in strict confidence. Other important information QQI will not be responsible for refunding any expenses incurred by candidates. The admission of a person to a campaign, or invitation to attend an interview, is not to be taken as implying that QQI are satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet these essential entry requirements but nevertheless attend for interview you will be putting yourself to unnecessary expense. Prior to recommending any candidate for appointment to this position, QQI will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed, a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it or if an additional vacancy arises QQI may, at its discretion, select and recommend another person for appointment on the results of this selection process. Candidates' Obligations Candidates should note that canvassing will disqualify and will result in their exclusion from the process. Candidate must not: • knowingly or recklessly provide false information • canvass any person with or without inducements • interfere with or compromise the process in any way A third party must not personate a candidate at any stage of the process. Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: • where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and • where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment. Deeming of candidature to be withdrawn Candidates who do not attend for interview or other test when and where required by QQI, or who do not, when requested, furnish such evidence as QQI requires in regard to any matter relevant to their candidature, will have no further claim to consideration. Quality Customer Service We aim to provide an excellent quality service to all our customers. If, for whatever reason, you are unhappy with any aspect of the service you receive from us, we urge you to bring this to the attention of the unit or staff member concerned. This is important as it ensures that we are aware of the problem and can take the appropriate steps to resolve it. QQI assesses all applicants fairly based on the requirements for the role. Due to the high volume of applications, we receive for positions, we are unable to provide feedback to candidates who are not shortlisted for interview. If you are short-listed for interview, and are subsequently unsuccessful, you can request verbal feedback.
Associate Librarian
Job Responsibilities: • Leadership and Strategic Planning o Member of the library senior management team. o Working collaboratively with the Director of Library Services (DoLS), Associate Librarian Library Services Delivery (ALLSD) to ensure library services and resources are aligned with, and support RCSI strategy. o Contributing to overall library strategic direction and policy setting. o Leading on the strategic development of library services in the areas of education, research and clinical support. o Making a positive contribution to all aspects of the library service. • Provision of Consistently High Standard Service o Articulating the vision, scope and effective delivery of services according to best or established practice in health sciences environments for three key areas: ▪ Education support, including the delivery of teaching & learning sessions and support for RCSI courses, as well as more generic training and support services including on library services, search resources and techniques, referencing techniques and software, critical thinking and appropriate use of AI. ▪ Research services including the operation and development of the RCSI Repository, promotion and training on Open Access, advice and support for Open Access agreements, research impact and metrics, copyright and open publishing; training, organisation and support for research data management and FAIR data; advanced search support for systematic reviews. ▪ Clinical Library Services, focusing especially on teaching and search support, and effective promotion of services to hospital staff. o Overseeing and assisting proactive liaison by the ERC team with departments and research centres in support of effective awareness and delivery of library services. Manage the planning, development and evaluation of effective approaches to academic liaison. o Maintaining knowledge and experience of emerging technologies & practices used to support the provision of innovative, high quality Library support for research, education and clinical activities o Liaising closely with ALLSD & LRC Manager RCSI Bahrain, to share knowledge and best practice in the development of collections and services for user communities o Benchmarking against sector good practice and developing new ideas to ensure the library’s services are responsive and reflect the changing needs of users o Evaluating the effectiveness and quality of services in the context of quality assurance o Providing usage statistics and management information as required Team Management o Managing & directing the work, including continuing professional development and professional development planning (PDP) evaluation, of the assistant librarians responsible for: ▪ Teaching & Learning ▪ Open research ▪ Research data management ▪ Systematic review support ▪ Clinical Library Services o Leading and developing the team, engendering a creative, supportive, and innovative team culture o Working with the ALLSD to establish and ensure cross-team communications and working relationships at all times o Promoting a work culture than enables individuals and teams to perform enthusiastically and consistently at high level o Providing inspiration, motivation and encouragement to all the team o Keeping accurate & appropriate HR records o Promoting equality of opportunity and supporting diversity and inclusion as well as working to support the University’s environmental and sustainability agenda and practices o Complying with statutory legislation and rules and requirements in furtherance of your own and general staff welfare and safety • Relationship Management & Development o Building and maintaining strong strategic & working relationships with academic, research and clinical stakeholders at the appropriate level. o Building and maintaining strong collegial and operational working relationships within the library department at all levels o Developing and maintaining relationships with peers in similar institutions and roles • Advocacy and representation o Coordinating with the ALLSD to raise awareness of the Library’s expertise and services to support the teaching, learning, clinical and research activities of RCSI e.g. Open Research, Research Data Management, Information/Digital Literacy, e-resources integration etc o Representing the Library on Faculty/School/Departmental and other committees as appropriate with delegated authority from the Chief Librarian o Representing the Library at national and international levels as appropriate QUALIFICATIONS ▪ Post-graduate qualification in library or information science or equivalent ▪ Evidence of commitment to CPD EXPERIENCE ▪ Significant experience of planning & managing delivery of library services in an academic setting or for health professionals ▪ Staff management ▪ Change management ▪ In-depth experience of at least one of the areas of responsibility KNOWLEDGE ▪ Significant familiarity with best practice in academic and health science libraries in general and specifically in relation to: • Curriculum and instructional support • Systematic review level literature searching • Research support including institutional repositories & open research • Relevant and emerging technologies such as GenAI and their impact and potential in teaching, learning and research SKILLS ▪ Excellent communication skills ▪ Team leadership & motivation ▪ Project management ▪ Strong delegation skills and ability to achieve results through others ▪ Excellent ability to build relationships, allies and influence within the library team, across the University and with external stakeholders ▪ Collaborative and cooperative working with internal and external stakeholders to achieve joint goals
General Manager
Remuneration The Salary scale for the post is General Manager €87,471 €89,679 €93,178 €96,703 €100,200 €103,706 €108,804 (01.06.2026) New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies. Location of Post The appropriate line manager is open to engagement as regards the expected level of on-site attendance required at one of the below hubs, in the context of the requirements of this role and the HSE’s Blended Working Policy. Technology & Transformation currently have a number of offices throughout Ireland and it is expected that the successful candidate will work from one of these digital hubs: • Dr. Steevens’ Hospital, Dublin Ospidéal Dr Steevens’, Baile Átha Cliath • Bective Street, Kells, Meath Sráid Bheigthí, Ceanannas, Co na Mí • Feehily’s Business Centre, Duck Street, Sligo Ionad Gnó Uí Fhithcheallaigh, Sráid na Lachan, Sligeach • Aras Slainte Chluainin, Manorhamilton, Leitrim Aras Slainte Chluainín, Manorhamilton, Leitrim • Áras Sláinte, Wilton Road, Cork Áras Sláinte, Bóthar Wilton, Corcaigh • Dublin Road, Lacken, Kilkenny Bóthar Bhaile Átha Cliath, Cill Chainnigh • Merlin Park Hospital, Galway Ospidéal Pháirc Mheirlinne, Gaillimh • 98 Henry Street, Limerick 98 Sráid Anraí, Luimneach • Scott Building Midlands Regional Hospital, Arden Road, Tullamore, Offaly Ospidéal Réigiúnach Lár na Tíre, Tulach Mhor, Uíbh Fhailí • Southgate Shopping Centre, Colpe Cross, Drogheda, Meath Ionad Siopadoireachta Southgate, Crois Cholpa, Droichead Átha, Co. na Mí • University Hospital Kerry, Tralee, Kerry Ospidéal Ollscoile Ciarraí, Trá Lí, Ciarraí • Hale Street, Ardee, Louth Shráid Héil, Bhaile Átha Fhirdhia, Có Lú • St. Luke’s Hospital, Western Road, Clonmel, Co Tipperary, HSE, Ospidéal Naomh Lúcás, Bóthar an larthair, Cluain Meala, Contae Thiobraid Árann A panel may be created for the post from which permanent and specified purpose vacancies of full or part time duration may be filled. Purpose of the Post The purpose of this role is to drive digital transformation across the Health System, building a digitally literate workforce, enabled by the right culture, leadership, capabilities and workforce strategy. The person will be responsible for developing and implementing a robust, action-oriented workforce plan for digital within the HSE, aligned to the HSE Digital for Care 2030 strategy and HSE People Strategy. Principal Duties and Responsibilities The scope of the role covers all digital staff within and funded by the HSE to drive excellence across the digital community to enable delivery of Digital for Care 2030. Key pillars that this role will be responsible of: • Recruitment & Onboarding, working with NRS • Employee Relations • Learning, Engagement & Capability Development • Strategic Workforce Planning & Management • People Data, Analytics and Governance The core objectives of the role are to: 1. Support NRS with recruitment and oversee onboarding for priority digital roles, identifying priorities and pathways to attract the right skills into the digital community. 2. Provide Human Resourses guidance and support on employee relations matters for digital staff, ensuring managers and staff are supported in line with HSE policies, procedures and employee relations frameworks. 3. Support digital workforce development, engagement and capability planning, identifying current and future skills needs and working with key stakeholders to access existing learning, development, and talent supports. 4. Develop and maintain a clear workforce plan for the digital workforce, ensuring staffing needs, workforce risks and capability requirements are understood and aligned to Digital for Care 2030. 5. Use people data and workforce insights to support decision-making, providing visibility of workforce priorities, risks, progress and actions across the digital workforce. 6. Work in partnership with National Human Resources to implement existing and future Human Resources policies, processes and operating models. In performing their duties, the Head of People (Digital) must operate within the relevant HSE policies, procedures, operating models and governance arrangements and financial guidelines, including those laid down by National Human Resources and the T&T COO. Recruitment & Onboarding • Lead the recruitment strategy for Digital workforce, anticipating talent needs aligned to digital transformation roadmaps. • Engage with the COO and Digital leaders to define critical roles and build compelling employer value propositions for critical positions. • Work with NRS to develop innovative recruitment approaches including talent pipelines, graduate programs and specialist recruitment campaigns to compete for digital talent in a competitive market. • Track recruitment progress, identify delays or risks and escalate issues as required. • Oversee onboarding and induction processes for new joiners, ensuring they receive appropriate access, information, equipment and support. • Monitor the effectiveness of onboarding and offboarding processes, identifying improvements to support retention, compliance and early productivity. Employee Relations • Provide leadership and coordination on employee relations matters across digital workforce, working in partnership with national people function and line managers. • Support managers in relation to performance management, attendance, conduct, leave, long-term absence, parental leave, workplace behaviours, promotions and relocations. • Ensure employee relations matters are managed in line with HSE policies, procedures, legislation and best practice. • Work with national people function to support consistent interpretation and application of employee relations frameworks across digital teams. • Engage with trade unions and staff representative groups as required, in conjunction with National Human Resources. • Support managers to identify and address Human Resources-related risks in a timely and appropriate manner. • Promote a positive, inclusive and respectful working environment. • Monitor employee relations themes and trends and provide insights to digital leadership to inform decision-making. Learning, Engagement & Capability Development • Lead the coordination of learning, engagement and capability development activity, ensuring alignment with digital workforce priorities and workforce needs. • Work with leaders to identify current and future skills and capability requirements across teams. • Support the development of learning pathways, training plans and capability-building initiatives for digital staff. • Coordinate with relevant HSE learning and development teams to support delivery of agreed training requirements. • Track progress against learning and capability development plans, identifying risks, gaps and dependencies as required. • Maintain appropriate records and reporting in relation to learning activity, training completion and capability development priorities. • Support continuous professional development across the digital community. Strategic Workforce Planning & Management • Lead the development and delivery of a comprehensive digital workforce strategy aligned to Digital for Care 2030 and HSE priorities. • Assess current and future workforce requirements across digital staff, including clinical, technology, digital, transformation, programme, operational and corporate roles. • Develop and maintain workforce plans covering staffing levels, skill mix, capacity requirements, talent pipelines and critical workforce gaps. • Provide workforce insights and analytics to senior leaders to support decisions on staffing models, investment and role requirements. • Establish consistent workforce planning processes across digital community, including planning assumptions, role requirements, capacity needs and prioritisation of critical roles. • Support alignment of role expectations, personal objectives and workforce plans with digital strategies and plans. • Provide workforce insights and advice to senior leaders to support decisions on staffing models, workforce investment and role requirements People Data, Analytics and Governance • Oversee the development and maintenance of workforce reporting and analytics across digital community. • Ensure workforce data is accurate, timely and suitable to support planning, reporting and decision-making. • Develop and monitor key workforce metrics, including workforce profile, vacancies, recruitment progress, onboarding status, skills gaps, training completion and employee relations themes. • Provide regular workforce insights to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data. • Work with Human Resources and relevant teams to ensure workforce information is appropriately managed and protected. Organisation Design, Ways of Working and Change Support • Support Change team in relation to workforce implications of organisational design, operating model changes and team structures. • Provide input into role clarity, accountabilities, reporting lines and workforce requirements across digital teams. • Work with Change team and relevant stakeholders to assess people impacts arising from organisational change. • Support comms team in engagement and communication with staff where workforce or structural changes are being implemented. • Identify risks and issues relating to people change and agree appropriate mitigations. Management and Administration • Provide leadership and direction for the digital people function, ensuring alignment with digital strategy, HSE priorities and the objectives of the T&T COO function. • Liaise with senior management across National Human Resources, Digital, Finance and other relevant HSE functions on workforce and Human Resources-related matters. • Develop and maintain an annual people Plan, setting out key workforce, recruitment, onboarding and employee relations priorities. • Prepare reports, briefings and updates for the T&T COO and senior leadership on progress, risks, issues and decisions required. • Support the T&T COO and digital leadership with overall delivery of people priorities across the function. • Ensure appropriate governance, documentation and escalation routes are in place to support delivery of Human Resources-related activity. • Monitor workforce-related risks, issues and dependencies, initiating remedial or mitigating actions as required. • Oversee the collection and use of workforce data and insights to support planning, reporting and evidence-based decision-making. • Provide regular workforce insights and briefings to the T&T COO and senior leadership team. • Identify opportunities to improve the quality and consistency of Human Resources data across digital community. Governance & Accountability • Maintain strong working relationships with national Human Resources colleagues, supporting professional accountability to the Chief People Officer • Ensure that the agreed Human Resources standards, practices, policies and procedures are in operation across the service in line with Government Policy, the Health Services Human Resources Strategy and the wider civil and public sector reform • Contribute to the national agendas on Human Resources matters as appropriate • Act as a spokesperson for the organisation, as required, in line with the organisation’s Communication Plan • Demonstrate pro-active commitment to all communications with internal and external stakeholders. Risk Management, Quality, Health & Safety • Adequately identifies, assesses, manages and monitors risk within their area of responsibility. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc. and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Education & Training • Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Applicants must, at the latest date of application, clearly demonstrate, all of the criteria listed below as relevant to the role: Candidates must have at the latest date of application: • Hold a relevant third level qualification in Human Resources, Business, Organisational Development, Health Service Management, Public Administration or a related discipline. Or • Demonstrate significant business-related experience in a similar Human Resources environment as relevant to the role And Demonstrate as relevant to the role; • Extensive experience at a senior level in a Human Resource role within a civil or public service environment or, a comparable and relevant business environment of equivalent complexity • A proven record of successful and innovative leadership in the development and delivery of Human Resources projects • A proven track record of delivering and achieving through collaborative working in a cross functional environment, with multiple internal and external stakeholders. And Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role, as post will require the holder to travel to attend meetings at various sites • Flexibility in working hours to meet the needs of the service. Additional eligibility requirements: Citizenship requirements Eligible candidates must be: (i) EEA, Swiss, or British citizens OR (ii) Non-European Economic Area citizens with permission to reside and work in the State Read Appendix 2 of the Additional Campaign Information for further information on accepted Stamps for Non-EEA citizens resident in the State, including those with refugee status. To qualify candidates must be eligible by the closing date of the campaign. • Read more about Department of Enterprise, Trade & Employment Work Permits. Skills, competencies and/or knowledge Professional Knowledge and Experience Demonstrates: • Significant experience in Human Resources strategies which should include change management, performance and service improvement. • Detailed knowledge of the issues, developments and current thinking on best practice in relation to programme / project management / quality improvement in complex, adaptive systems. • Awareness of the HSE’s Digital Health Strategic Implementation Roadmap, Digital of Care 2030 and Sláintecare • Significant knowledge and experience of multidisciplinary working as relevant to the role • Significant experience of engaging at Senior Management Team Level, as relevant to the role • Significant experience and a proven track record of planning, leading and delivering major organisational change or quality improvement programmes/initiatives to successful outcomes in a distributed and highly complex organisation, as relevant to this role. Leadership and Delivery of Change • A track record as an effective leader with a can-do attitude who has led, organised and motivated staff in times of rapid change in a complex environment. • Remains fully informed in a dynamic environment, while at the same time having a clear view of what changes are required in order to achieve immediate and long-term service objectives. • Understands the challenges of leading large-scale change programmes that involve changes to work practices, clinical / business processes, new technology impacting individuals, teams and cross service working. • A capacity to balance change with continuity – continually strives to improve change delivery, to create an environment that encourages creative thinking and to maintain focus, intensity and persistence, even under increasing complex and demanding conditions. • The ability to adequately identify, assess, manage, and monitor risks within their area of responsibility. • A capacity to operate successfully in a challenging environment. • The ability to be a positive driver for change. Managing and Delivering Results (Operational Excellence) • The ability to adequately identify, assess, manage and monitor risks within their area of responsibility • The ability to develop / implement strategic action plans and programmes. • Commits a high degree of energy to well directed activities and looks for and seizes opportunities that are beneficial to achieving organisation goals. • Persevere and see tasks through. • Champions measurement on delivery of results and is willing to take personal responsibility to initiate activities and drive objectives through to a conclusion • The ability to develop strategies/policies • Places strong emphasis on achieving high standards of excellence. Working With and Through Others - Influencing to Achieve • A track record of building and maintaining key internal and external relationships to energise critical mass of change leaders across the system. • Ability to work independently as well as work with a wider multidisciplinary / multi- agency team in a rapidly changing environment. • Is persuasive and effectively sells the vision for change inspiring confidence. • Sets high standards for the team and understands the importance of context and alignment between the work of the team and the wider system. • Is committed to working co-operatively with and influencing senior management colleagues to drive forward the health service improvement / innovation agenda. • Ability to influence, reframe and negotiate, working with teams/services to openly address conflict, find common interests, explore solutions, and seek resolutions. • Ability to deal with uncertainty and work with various organisational systems, particularly where other services/organisations might be affected by the change. Critical Analysis and Decision Making • Places strong emphasis on achieving high standards of excellence. • Looks critically at issues to see how things can be done better. • The ability to analyse and evaluate, in a rational objective, consistent and systematic manner, a range of complex information to identify the core issues and arguments that are most salient to the situation at hand • Has the ability to rapidly assimilate and analyse complex information; considers the impact of decisions before taking action; anticipates problems. • Makes timely decisions and stands by those decisions as required. • The ability to challenge effectively and to maintain the highest levels of professional integrity in challenging circumstance
Maternal Medicine Fellow
Applications are invited for a one year fulltime maternal medicine fellowship commencing July 2027. Duties will include running the maternal medicine service along with our midwifery, obstetric, anaesthetic and physician consultant colleagues; organising the weekly maternal medicine MDT meeting; reviewing antenatal and postnatal patients on the wards and attendance at our maternal medicine and preterm clinics. Professional Qualifications, Experience etc. The successful candidate must hold appropriate Irish Medical Council registration on the General Division of the Register of Medical Practitioners maintained by the Medical Council in Ireland. Skills/Abilities/Knowledge & Understanding: · The successful candidate should ideally have spent two years in fulltime Obstetrics & Gynaecology and have MRCPI as a minimum. · Would require the general confidence and support of consultant colleagues and management. · Must demonstrate strong leadership skills · Computer literacy in work processing, presentation and maintenance of databases would be advantageous, in addition to having a genuine interest in research. · Must demonstrate the ability to liaise with colleagues on a range of issues and work effectively within a team · Has a deep knowledge and understanding of the services provided by the NMH · Is knowledgeable of current professional quality and audit issues/accreditation process. · Must demonstrate the ability to plan and organise effectively. · Must demonstrate strong communication, influencing and interpersonal skills, including the ability to build and maintain relationships. · Must show resilience and composure. · Must demonstrate an openness to change. · Must demonstrate integrity and ethical stance.
Registrar In Neonatology
Applications are invited from suitably qualified candidates for Registrar posts in Neonatology at the National Maternity Hospital Dublin. This is offered as a fixed-term contract of employment from January 2027 Salary & conditions of employment will be as per Department of Health & Children regulations. This is a fixed term contract, full-time post. The following professional qualifications and experience shall apply to this appointment:
Assistant Support Worker
Job Summary Nua Healthcare Services is one of Ireland’s leading Care Providers. We provide Residential, Supported Living, Day Services and Community Outreach Services to both Children and Adults with a range of complex support requirements. Benefits of joining Nua Healthcare! CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Executive Officer
The Purpose of the Role Trinity Business School (TBS) seeks to recruit an Executive Officer who will join our Programmes team which is responsible for providing a comprehensive support service to TBS students and those who deliver our programmes. This is a busy role with a specific focus on delivering a world-class experience in relation to programme administration. The position will therefore allow the successful candidate to play an integral role in enhancing the Trinity Business School student experience through a streamlined, customer-focused service. Context Trinity Business School is at an advanced stage of a transformative high growth strategy which began in 2016. Since then it has been one of the fastest growing Business Schools in the developed world and has grown by 150%. It has AACSB, AMBA and EQUIS accreditations, placing it amongst a select 1% of business schools in the World who are triple accredited. The delivery of the Trinity Business School strategy involves growth driven primarily through the development of new degree programmes and the expansion of executive education activity. Business Schools operate in a very competitive marketplace and it is critical the Trinity Business School provides a student experience that is in line with international standards. The successful candidate will report to the School Manager and will work closely with members of the Programmes team to ensure we offer a distinctive, high quality student support service. Main Responsibilities • Provide an exceptional customer service to the School’s undergraduate and postgraduate students. • Develop a thorough understanding of the School’s programmes, regulations, process and policies in order to provide accurate information to students as well as staff who require assistance throughout the year. • Support the administration of the School’s programmes which includes: o preparation of examination papers and materials for Courts of Examiners; o administration of examination results for Annual and Supplemental examination sessions; o maintenance of class lists; o liaising with external lecturers and External Examiners; o production of transcripts; o maintenance of MAPs (module assessment patterns) and SITS (student portal) module records; o administration of the module evaluation process. • Respond to student and staff queries via telephone, over email and in person in a professional manner. • Act as Committee Secretary for Programme Committees as required. • Provide students with relevant, accurate and appropriate information relating to the support services that are available to them. • Report any problems or issues that emerge to the School Manager and Administrative Directors. • Ensure that displayed information (both literature and digital display) is up to date. • Work collaboratively with colleagues in the Programmes team, providing support during busy periods such as orientation and examination periods. • Maintain the School’s general email accounts. • Carry out day-to-day administrative tasks. • Perform other duties that will arise from time to time and as directed by the School Manager. Person Requirements The role-holder will require the following knowledge, skills and attributes for successful performance in the role. Qualifications • Hold a European Computer Driving Licence (ECDL) or equivalent. Knowledge and Experience • Knowledge of College’s administrative processes and professional services provisions (desirable). • Experience in the provision of high caliber customer support (essential) preferably in higher education (desirable). • Experience of using MS Office applications (essential). Skills & Competencies • Excellent interpersonal skills and service-mindedness with the ability to interface collegially and effectively with others and foster good working relationships (essential). • Proficient computer skills with a high-level of competency in MS Office packages (essential). • The ability to work as an active, efficient and helpful team player in a busy work environment (essential). • Ability to operate flexibly within a busy work environment and be able to shift focus when required. • Has a ‘can-do’ attitude and is committed to the aspirations of TBS. Salary: This appointment will be made on the Executive Officer Merged Salary Scale (€34,363 - €52,754 per annum) at a point in line with current Government pay policy. monthly/weekly payscales. (tcd.ie)
Marketing Executive – Content Creator and Editor
Forvis Mazars in Ireland is a leading professional services firm with ambitious growth plans and over 1000 staff based in Cork, Dublin, Galway and Limerick. We are an integral part of Forvis Mazars Group, an internationally integrated partnership with over 40,000 professionals operating in over 100 countries and territories around the world. Our strategic framework drives positive and meaningful impact for our people, the environment and local communities while delivering unmatched client experience to our clients. Why join us Our people are ambassadors and leaders and have a bold entrepreneurial spirit to shape the future of our industry and the communities within which we serve. We empower and develop our teams to become professionals of the highest calibre in technical and client excellence. Our people first approach offers our teams a caring work environment which promotes belonging and inclusivity of all cultures and perspectives. The Position We are seeking a Marketing Executive to join our team. The successful candidate will support the delivery of Forvis Mazars’ marketing and business development activities through the creation of high-quality visual, video and digital content. This role will focus primarily on designing, creating and editing content for social media, digital campaigns, websites, events and employer branding initiatives. Working alongside the graphic designer, digital marketing team and wider marketing function, the successful candidate will help bring marketing campaigns to life through compelling creative assets and engaging visual storytelling. The role also provides support across events, campaign delivery and general marketing activities, making it an excellent opportunity for someone looking to develop a broad marketing skillset while specialising in content creation and creative production. Key Responsibilities Create engaging content and creative assets
Senior Occupational Therapist: Acute In-patient Services
Purpose of the Role The post-holder will be a member of the Occupational Therapy Service which provides acute inpatient OT services across a number of clinical multidisciplinary teams. The department is currently looking to fulfil a number of upcoming roles across various CHI sites: · Haematology/oncology service (Permanent/ CHI at Crumlin site) · Cardiology Service (including work across neonatology & TCU services) (Permanent/ CHI at Crumlin site) · General Medical and Surgical Service Caseload (including Neurology caseload) (Specified Purpose Contract/ CHI at Crumlin) The post-holder will discharge the duties of a senior Occupational Therapist as outlined in the job description. The therapist will work within the structure of the OneCHI Occupational Therapy Department and will contribute to quality improvement initiatives and service developments as required. Details about each service: HAEMATOLOGY/ONCOLOGY: The Senior Occupational Therapist will provide specialised assessment and treatment of patients under the care of Haematology and Oncology services who have complex needs providing expert advice, guidance and information to carers, health and social care professionals to ensure optimum delivery of care. This involves operating across inpatient, day-case and transplant services. CARDIOLOGY: The Cardiology service operates for infants, children and young people under the care of- the Cardiology service, and has close ties with neonatology service. Caseload includes infants admitted for surgery, medical investigations/management and developmental concerns but also children and young people attending for cardiac investigations, interventions or cardiac events. Interventions can include rehabilitation, seating provision, family education/support, developmental input and supporting discharge home. Liaison with community teams is a key part of this role. GENERAL PAEDIATRICS : Within OT structures the umbrella term of General Medical in CR involves In-patient care of key specialities such as neuro-disability, general paediatrics, general surgical, neurology; it excludes any children that are under the care of consultant teams that have other dedicated OT teams. The General Medical caseload is thus very varied to support the inpatient stay of children to support ward based activities, rehabilitation, occupational performance, equipment provision and discharge planning. Please note a panel of senior therapists will be formed for nine months and further appropriate opportunities may be offered within this time frame. The successful candidate may be required to work across CHI sites and services in line with organisational requirements and the development of the new children’s hospital and associated services. Essential Criteria: · Be registered as an Occupational Therapist by the Occupational Therapists Registration Board at CORU with the registration number listed on the CV. Or Applied and awaiting CORU registration (to be documented on application). · Have evidence of at least 3 years’ full time (or an aggregate of 3 years’ full time) post qualification experience in a relevant clinical area (s). · Relevant experience working within paediatrics · Demonstrate evidence of recent formal continuing professional development relevant, in the form of post-graduate qualifications or relevant courses 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 are met. Please indicate which job (s) you are interested in applying for in your cover letter! 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 CVs and cover letter is Tuesday, 6th October 2026 by 23:45 pm. 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 Colette Slevin, Professional Lead for the Occupational Therapy Service, Colette.slevin@childrenshealthireland.ie , 01 8784440, 0871727028 For other queries relating to this recruitment process, please contact Talent Acquisition Specialist Victoria.Gsamelova@childrenshealthireland.ie PLEASE NOTE: CHI has transitioned to a process of a one commencement day per month for all new employees and Secondments. This update to our Onboarding process is aligned to changes in our monthly/fortnightly payroll and with the 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 & 2027 for your information. · 7th December 2026 · 4th January 2027 · 8th February 2027 · 8th March 2027 · 5th April 2027 · 10th May 2027 · 14th June 2027 · 5th July 2027 · 9th August 2027 · 6th September 2027 · 4th October 2027 · 1st November 2027 · 6th December 2027
Clinical Nurse Specialist In Child And Adolescent Mental Health
Purpose of the Role: 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 e.g. Children - under 16 years of age. The CNS will focus initially on the following patient groups: Child and Adolescent Mental Health service Essential Criteria: Be a registered Psychiatric 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 division(s) of the Childrens Nursing with the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann 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 Child and Adolescent Mental Health 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). 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. AND Have the ability to practice safely and effectively fulfilling his/her professional responsibility within his/her scope of practice. 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 Tuesday the 29th of September 2026 at 23:45pm. 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 Sonja Fitzpatrick: Sonja.Fitzpatrick@childrenshealthireland.ie For other queries relating to this recruitment process, please contact Talent Acquisition Specialist – Evgeniya.Byvakina@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.
