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Sort by: relevance | dateHealthy Ireland Coordinator
About Fingal County Council Fingal is a highly attractive place to live, work, visit and do business. It comprises a geographical area of 450 sq.km stretching from Balbriggan in the north, to Blanchardstown in the west and to Howth in the east. The area is defined by the diversity of its landscape and settlement patterns with rural, urban and suburban locations all rolled into one county. There is 88kms of coastline, three large protected estuaries and salt marsh habitats and 13 major beaches. Fingal County Council is one of the county’s major local employers and currently employs approximately 1,600 staff. The Council is mandated to deliver a diverse range of functions and services which can be broadly described under the headings of the provision of physical and social infrastructure, housing, economic and tourism development, community development, recreation and amenity services and the management of the planning and environmental regulatory framework. The role of the County Council as provided for in law is to represent, lead and serve the communities of Fingal. The Role Healthy Ireland is a Department of Health funded initiative located within local government with a concerted focus on improving the health and well-being of everyone living in Ireland preventing illness; enabling wellbeing environments, reducing health inequities and empowering people and communities to better look after their own health and wellbeing. More specifically, the programme highlights the important role and responsibility that local government has in enhancing community wellbeing outcomes. Healthy Ireland promotes a whole-of-local-government approach and seeks to demonstrate how coherent actions across the wider determinants of health and wellbeing areas of local government activity can produce benefits across broader development objectives and many other related policy areas. This alignment of health and wellbeing activity alongside other local government initiatives with shared objectives is important in driving coherence and collaboration across local government. The programme has a formal governance arrangement within the LCDC structure which gives it a strong platform from which to build collaborative effort and support high level goal efforts within Local Economic and Community Plans and aligns with Healthy Ireland, A Framework for Improved Health and Wellbeing 2013 – 2025 which is the national framework for action to improve the health and wellbeing of the people of Ireland The Healthy Ireland Coordinator is an Administrative Officer grade post and the successful candidate will initially be assigned responsibility for the delivery of the Healthy Fingal Programme. At any stage the Healthy Ireland Coordinator may be reassigned to a comparable grade post (Administrative Officer) within the local authority. A Healthy Ireland Fund secured from the Department of Health is provided to each Local Authority to help leverage activity in specific outcome areas. The fund is used to lever support for projects in specific outcome areas and its management and administration forms part of the overall work programme of the Coordinator. The primary work of the Coordinator is a collaborative and networking role to encourage implementation of key wellbeing determinant objectives within local government, explore resource and partnership opportunity locally, regionally, nationally and internationally through EU funding streams to influence resource allocation flows to the Local Authority for wellbeing outcome focused projects, and seek out opportunities from a European perspective considering the WHO European Healthy Cities Network approach and relevant EU programme activity. The Coordinator is the primary point of contact and liaison with other sections in relation to all operational matters for the Healthy Ireland Programme for which they are responsible and other assigned duties/functions. The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The Coordinator is responsible for management of the day-to-day operations of the relevant programme and is a contributor to the strategic and policy making decisions of the local authority. They will be expected to contribute to the development and implementation of policies and strategies and to work closely with the elected Councillors, Oireachtas members and senior managers in delivering services to the highest standard. The post holder may represent the Local Authority on committees and at meetings, including for example Local Area Committee meetings, Strategy Policy Committee meetings, Local Community Development Committee meetings and may be asked to report on progress in their respective section or department. The post holder will be expected to support the operations of the elected Council, the Strategic Policy Committees, Local Area Committees and other Council structures. The job description below outlines the requirements for the position that operates within a multilevel governance environment—from municipal district and community level to national and EU levels. This is not a conventional Administrative Officer position. The postholder will be responsible for coordinating, influencing, and aligning activity across political, managerial, sectoral, and community domains, working at local, municipal district, plenary, regional, national and European levels. The position requires a professional with the ability to coordinate, influence, and lead crosssectoral and community initiatives that address health inequalities, promote prevention, and build resilient, inclusive place within their designated Local Authority. The role will support the delivery of the emerging outcomes framework for Healthy Ireland in 2026, and the WHO European Healthy Cities Network (Phase VIII) objectives at local and regional levels. The role prioritises actions to improve the wider determinants of health through local government’s statutory and developmental responsibilities, with a strong emphasis on empowering communities, research and innovation, intersectoral collaboration, data management and evidence-informed decision-making Duties The duties of the post of the Healthy Ireland Coordinator include, but are not limited to: • Work intensively with communities of interest and place to co-design, develop, and implement locally tailored wellbeing initiatives. • Apply principles of empowerment, participation, social justice, and equality in all aspects of planning and delivery. • Work with relevant Healthy Ireland partners to ensure integrated and improved delivery of health and wellbeing initiatives and support programmes across the County Council. • Use and gather relevant local datasets to target communities experiencing the greatest health inequities and build evidence case for resource allocation or intervention. • Develop and deliver the County Healthy Ireland Plan based on local needs and priorities and ensure that findings inform key policies including the Local Economic and Community Plan (LECP). • Engage with local communities to establish their needs through innovative and participatory community engagement and needs assessment exercises to develop and implement Annual Action Plans comprising of Healthy Ireland Fund or similar funding to action local priorities. • Participate in Regional Healthy Ireland Coordinator Cluster and National Network fora. • Map, align and leverage local authority activities that influence the wider determinants of health and include within relevant Healthy Ireland data gathering exercises. • Advise elected members and senior executives on relevant policies and programmes related to health and wellbeing and deliver relevant upskilling/enabling opportunities. • Facilitate Local Authority wide/Regional Health and Wellbeing Networks and support the development of local wellbeing forums, and wellbeing leadership initiatives within communities. • Work confidently and sensitively with elected representatives, senior executives, and cross sectoral leaders to address determinants of health activity within the local authority. • Act as a catalyst and connector across directorates and sections (e.g planning, transport, housing, environment, community) to align activity with health and wellbeing objectives. • Champion whole-system, place-based, preventative approaches to health and wellbeing, working across local authority directorates and with external partners to create enabling environments that foster wellbeing for all. • Promote awareness of and drive Health Ireland agenda in the relevant Local Authority context. • Explore resource mechanisms across all Government Departments and at EU level to address local community priorities. • Provide networking events and shared learning opportunities for all programme stakeholders. • Leverage research, data, innovation, and WHO/EU collaboration to encourage local government leadership in improving health and wellbeing outcomes. • Develop or contribute to funding bids where appropriate in conjunction with communities to resource local priority initiatives. • Capacity to influence, align, and coordinate across internal directorates and external stakeholders and demonstrate partnership management and stakeholder engagement skills. • Use local data, research, and evidence to shape decisions and measure outcomes. • Represent the Local Authority in regional and national networks and participate in international platforms such as the WHO European Healthy Cities Network. • Drive whole-of-local-government, whole-of-community and whole-of-place approaches to wellbeing, focusing on the social, economic, environmental and cultural determinants of health. • Plan, implement, oversee, and report on funding assigned to the post in line with agreed priorities. • Any other duties that may be assigned to the post to promote lifelong health and wellbeing in the community. These tasks which are indicative rather than exhaustive are carried out under general supervision. Persons appointed will be required to work in any location within the Fingal administrative area. Qualifications and Requirements of the Post CHARACTER Each candidate must be of good character. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC. Candidates must on the latest date of receipt of completed application forms have: (a) A third-level degree (NFQ Level 8 or higher) in a relevant field such as community/sports development, youth work, social sciences, public health, social policy, public administration, planning, or related discipline. (b) A minimum of 2 years’ relevant experience in any of the following: • Local government, public sector, or similar roles involving strategic planning, project coordination, or community engagement. • Work with disadvantaged communities or target populations to address social exclusion or inequality. • Cross-sectoral coordination or partnership development. • Policy development, research, or evaluation related to the determinants of health. • Operating effectively within political, community and policy-making environments, demonstrating ability to work across boundaries of role, sector and geography. • Project management and delivery, budgeting and performance-monitoring experience. The ideal candidate shall have: • Knowledge and understanding of Sláinte care Reform, Healthy Ireland Outcomes Framework. • Strong leadership and project management skills. • Experience of building, managing and nurturing partnerships and relationships across a wide range of key stakeholders. • An understanding and/or experience of local government structures and political environment. • Ability to work at both strategic and operational levels. • Facilitation and group-work skills. • Understanding of those who experience health inequalities. • Experience of report writing, strategic planning and funding application processes. • Experience in leveraging EU funds or managing European projects. • Excellent communication skills, including written communications and social media skills. • Excellent IT, data management & administration skills, including MS Word, Excel & Power Point. • Experience in financial administration, budgetary management and processing payments. • An understanding and/or experience in gathering qualitative and quantitative data, analysis, research and evaluation to policy and practice. • Understanding of multi-level governance and/or experience of working across local, regional, national and European contexts. Candidates may be shortlisted based on the desirables listed above. The Selection Process Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Healthy Ireland Coordinator (Grade VII) and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: ➢ Standard working day is 9-5 ➢ Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Worksharing ➢ Opportunities for promotion and career development ➢ Employee Assistance and Wellbeing Programme ➢ Pension Scheme ➢ Blended Working available - up to 2 days per week ➢ Ongoing training and higher educational support ➢ Cycle to Work Scheme Particulars of Employment The employment is whole time, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION (a) there shall be a period after such employment takes effect during which such persons shall hold such employment on probation, (b) such period shall be one year but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY €60,011 – €61,480 – €63,194 – €64,914 – €66,634 – €68,170 – €69,745 – €71,269 – €72,790 – €75,395 (LSI1) – €78,015 (LSI2) per annum. Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. CITIZENSHIP Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa.
Senior Staff Officer
Main Duties • Support the delivery of the Housing Agency’s HR strategy and talent management initiatives, ensuring alignment with organisational goals. • Manage end-to-end recruitment campaigns, including advertising, shortlisting and interviewing, and maintain an effective induction programme for all new hires. • Contribute to the development of the Housing Agency’s workforce and succession plans and assist in reporting to the Department of Housing on HR matters, including seeking sanction for new and replacement posts. • Foster positive employee relations through the promotion, implementation and ongoing development of talent management initiatives (both existing and new). • Support colleagues working remotely and contribute to the ongoing development and implementation of the Agency’s hybrid/remote working strategy. • Lead on the management of grievance and disciplinary issues, advising and supporting managers on best practice, ensuring that HR policies and procedures are followed, and participating in meetings as required. • Provide timely, practical advice and guidance on employment law and HR best practice to managers and staff. • Manage, review and update the Housing Agency’s performance management system (PMDS), supporting line managers in its effective use and ensuring completion for all relevant staff. • Oversee and ensure the timely completion of probation for all employees, providing guidance and support to managers where necessary. • Ensure HR policies and procedures are up to date, in line with best practice, and compliant with relevant legislation. • Oversee the management of sick leave and other leave types, supporting the HR team and line managers with effective leave administration. • Manage employee communication and feedback channels. • Monitor and help shape the Agency’s culture so that it supports the attainment of organisational goals and promotes employee engagement and satisfaction, contributing to making the Housing Agency a great place to work. • Conduct regular HR audits on HR SharePoint to ensure employee files, policies and procedures are current, accurate and complete. • Manage and maintain HR administration systems, including salaries and increments, leave, probation and training records. • Mentor and coach line managers on HR matters, including employee relations, performance, and training and development. • Promote the Agency’s vision, mission and values through day-to-day actions, training, communications and leading by example. • Manage the performance and day-to-day workload of assigned staff within the HR department, providing direction, support and feedback. • Carry out any other duties as may be assigned from time to time. Knowledge and Experience Essential • At least 3 years’ experience in HR management or a generalist HR role, including responsibility for HR strategy and policy implementation, recruitment, training and development, performance management and employee relations. • Strong and up-to-date knowledge of employment law. • Demonstrated experience of leading recruitment processes and conducting interviews. • Proven ability to manage a significant and varied workload, with well-developed interpersonal, leadership, communication and IT skills. • Experience of HR policy development and implementation. • Demonstrated proficiency in MS Office applications. • Experience working with SharePoint or a similar document management system. Desirable • HR experience within a similar public sector organisation. • Working knowledge of payroll processes. • Experience in the management of public sector sick leave. Competencies • Communication Skills – communicates in a fluent, logical, clear and convincing manner, verbally and in writing. • Delivery of Results – manages and progresses multiple projects and work activities successfully. • Decision Making – takes account of any broader issues and related implications when making decisions. • People Management – gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise. • Specialist Knowledge/IT Skills – knowledge of recruitment practices, performance management, employee relations, demonstrable experience in MS Office, Adobe and SharePoint or similar document management system. Salary Scale – Senior Staff Officer Grade 6 (LA Scale) €57,322 – €58,689 – €60,356 – €63,491 – €65,363 LSI 1 €67,690 LSI 2 €70,030 New entrants will be appointed on the first point of the scale in line with government policy. Different terms and conditions may apply if immediately before appointment you are a currently serving civil/public servant. Eligibility to Compete Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. To qualify, candidates must be citizens of the EEA by the date of any job offer. Eligible candidates must be: a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a Stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA Member State or Switzerland and has a Stamp 4 visa. Closing Date for Receipt of Applications Wednesday 28th of January 2026 @ 12 noon Application Procedure Candidates must provide: a. A completed Housing Agency application form. b. All sections of the application form must be completed. c. Applications should be typed and submitted via email in PDF format to recruitment@housingagency.ie d. Applicants will be short-listed based on the information supplied. e. Incomplete applications will not be considered for shortlisting. f. Applications will not be accepted under any circumstances after the closing date and time. g. Canvassing by or on behalf of the applicant will automatically disqualify. Should the person recommended for appointment decline, or having accepted the position relinquish it, or if any additional vacancy arises, the Agency may, at its discretion, select and recommend another person for appointment on the results of the selection process.
Administrative Officer Specialist
The Role The Administrative Officer (AO) is the main graduate recruitment grade for the Civil Service and provides successful candidates with the opportunity to progress to middle management. In DETE, AOs play a pivotal role in shaping and implementing national and EU-level policies that support enterprise, trade, innovation, employment rights, and economic development. They contribute to policy development, legislative drafting, stakeholder engagement, and strategic analysis across a wide range of divisions. Principal Duties and Responsibilities The Department is organised into divisions and successful candidates from this competition will be assigned to areas within these divisions. The key duties and responsibilities for an AO Specialist in DETE will largely be determined by the area to which they are assigned and may include any of the following: Shortlisting and Selection Process The number of applications received for a position generally exceeds that required to fill existing and future vacancies. While a candidate may meet the eligibility requirements of the competition, if the numbers applying are such that it would not be practical to interview everyone, publicjobs may decide that a smaller number will be invited to the next stage of the selection process. publicjobs provides for the employment of a shortlisting process to select a group who, based on an examination of the application forms, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who, based on their application, appear to be better qualified and/or have more relevant experience. During shortlisting, an expert board will examine the application forms against agreed shortlisting criteria which are based on the requirements of the position. The standard of content of each application submitted may also be assessed during this process. Where a competition attracts a large number of eligible candidates, the shortlisting process will apply a scored assessment of the information provided on the application form. A rank order of candidates will then be created and based on that ranking candidates will be invited to the next stage of the process in groups/batches, with those candidates ranked highest invited initially. Subsequent groups/batches may be invited to the next stage of the selection process over the lifetime of the competition on a demand led basis, if required. The shortlisting criteria may include both essential and desirable criteria specified for the position, and it is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The onus is on candidates to complete the application form fully and accurately. For certain competitions, candidates may be required to undertake online assessment tests and will be shortlisted in accordance with their ranking in these tests. Applicants must successfully compete and be placed highest on the order of merit to be considered for advancement to the next stage of a multistage selection process, which may include a shortlisting exercise as described above. The number to be invited forward at each stage will be determined from time to time by publicjobs. Pre-Employment Checks Should your place on the panel be reached and you come under consideration for a position, several pre-employment checks must be completed before a candidate is deemed suitable for appointment. These checks are carried out to satisfy publicjobs that the candidate satisfies all necessary requirements. Prior to assigning/recommending a candidate for appointment to a position, publicjobs will make all such enquiries necessary to determine the suitability and eligibility of that candidate. These checks include an evaluation of Citizenship, Health & Character, Garda Vetting & Security Clearance and Reference Checks. Where Citizenship, Health & Character, Garda Vetting and Reference Checks are unsatisfactory or cannot be obtained, publicjobs reserves the right to disqualify a candidate from any further consideration for appointment or termination of your employment where an appointment has already been made. Candidates with Disabilities Attracting candidates from all sectors of society to ensure accessible routes to career opportunities is a key priority of publicjobs. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodations made during the selection process (e.g. for interview, assessments or exercises), we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equitable opportunity for this competition. We can provide accommodations for any stage of the process, including online assessments, interviews or exercises. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. Should you be successful, the disclosure of a disability for this stage of the process will not be passed onto the employing Department unless you request that we do so. If you indicate on your application form that you require reasonable accommodations, you will have the following option: A. If you have been provided with reasonable accommodations from publicjobs in the last three years, you should input the details of the most recent competition for which you were assigned accommodations along with your Candidate ID OR B. You will need to upload a psychologist/medical report as part of your application, which details your disability/requirements. We require a report to better understand your disability and requirements. The report, in addition to your request, helps us determine what accommodations may be suitable for you in the selection process. The reports will only be shared with our Assessment Services Unit. In the reports, it is useful for us to see the outcome of any diagnostic tests conducted by your psychologist/doctor, and their summary of recommendations in relation to your requirements. You may redact (block out) parts of medical reports/psychologist’s reports that you feel are sensitive or unnecessary for the decision to make reasonable adjustments.
Analyst, Offshore Division
As a Senior Analyst in the Offshore Division, you now seeking candidates with a minimum of 1 years’ relevant experience working in the offshore or energy sector around renewables, electricity, utilities, consulting or other relevant roles The CRU is developing a regulatory framework and supporting regulatory policies for the new offshore electricity transmission grid to support the Government’s ambition. These policies include but are not limited to: • offshore wind grid connection and access policy; • grid connection charging and cost allocation; • the economic regulation of the offshore TSO and asset owner; • licensing and authorisation; • offshore network planning and standards Successful candidates will have the opportunity to perform work in areas such as policy, economic, technical and regulatory activities of the CRU. Duties and Responsibilities The successful candidate will be involved in a varied role working to tight deadlines in a dynamic environment. CRU Analyst roles typically include activities such as:
Senior Analyst, Decarbonisation Division
As a Senior Analyst in the Decarbonisation Division, the successful candidate(s) will be involved in a varied role working in areas such as policy, economic, technical and regulatory activities. Key to the role is the ability to analyse complex challenges/data, provide insights to management, work to tight deadlines in a dynamic environment. Duties and Responsibilities
Administrative Officer
The Ireland-United States Commission for Educational Exchange (www.fulbright.ie) is seeking to appoint a fulltime (5 days per week) Administration Officer for a 6-month contract period from February 2026. Background The Ireland-United States Commission for Educational Exchange is a bilateral partnership supported by the U.S. Department of State and the Irish Government’s Department of Foreign Affairs and Trade, as well as the Department of Rural and Community Development and the Gaeltacht, Its funding is derived from Irish and U.S. governments, higher education institutions, public agencies, organizations, and donations. The Commission annually awards grants for Irish citizens to study, research, or teach in the U.S. andfor Americans to do the same in Ireland. The primary grant program that the Commission manages is the Fulbright Program, whose purpose, since 1946, is to increase mutual respect and understanding between people of the United States and people of other countries through educational and cultural exchange. The Position Reporting directly to the Executive Director, the successful candidate must: • Have a minimum of four years’ experience in an AO or equivalent role • Have excellent communication (written and spoken), administration, and interpersonal skills • Have excellent IT skills with strong Microsoft Office skills • Have some bookkeeping / finance experience • Enjoy working in a fast-paced, creative environment, collaborating in a small team, and effectively responding to tasks and requests • Empathise with Fulbright’s purpose • Be legally eligible to work in the Republic of Ireland The following are desirable: • In-depth experience with CRM systems • Experience of office management • Knowledge of the Irish and U.S. higher education systems Principal Duties and Responsibilities The following duties and responsibilities are indicative, but not exhaustive. They may change over time to reflect the Commission’s changing context, priorities, and activities. Administration: • Assist with administrative duties of the Executive Director • Manage supplier payments for approval by the Executive Director • Assist with sponsor credit control with the Executive Director • Administer office requirements • Provide administrative support for award programs as needed • Provide administrative support for orientation and cultural programs / events for awardees as needed • Provide support for awards and communications programs at peak activity times • Other duties as assigned by the Executive Director Board Meetings / Events: • Provision of administrative support for Commission Board meetings and events (e.g. Board papers, catering arrangements). General Administration: • Assisting with file and diary management, office administration, telephone reception, etc. • Monitoring and ordering office supplies Remuneration and Benefits Contract Tenure: A six-month contract with effect from February 2026 is being offered initially. A one-month probation period will apply. Contract may be renewed after initial 6-month period. Salary: Commensurate with experience Pension: The Commission operates a contributory pension scheme. Other benefits: The Commission operates a death-in-service scheme. Leave: 11 days for the contract period (including U.S. Independence day) Location: Commission employees work from the main office on Merrion Square and can agree to work, in part, from a home office.
Store Manager, Area
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. If you have great leadership skills and you are determined to achieve results, then this is the opportunity for you. Come and talk to us, to see what we’re all about. Please note that as part of your application you will be asked to complete a numerical and verbal reasoning test, designed to provide us with a more in-depth understanding of your skills and your potential as a member of team Lidl. What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
Digital Assistant FTC
OCO’s Communications Team The OCO is seeking to recruit a Digital Assistant on a three-year fixed term contract who will work with the Communications team to support our digital design, content creation and online communications. The successful candidate who will be a member of the OCO Communications Unit, will report to the Digital and Events Office and will work closely with the rest of the Communications Team as well as across the Office. This role will be based at our Offices in Dublin 1. This is a hybrid role with at least two days in the office and more depending on business need. The successful candidate will be required to attend OCO events with occasional weekend work and travel (this will be agreed in advance with time in lieu). THE ROLE The OCO invites applications from interested candidates for the position of Digital Assistant. Key Responsibilities Desirable · Proficiency in Irish. Building Future Readiness · Maximises the use of technology and digital skills to drive efficiencies and support better service delivery. · Shows interest and openness to change, innovation and new technology or processes, actively exploring the practicalities and providing feedback or suggestions. · Willing to try new approaches, seeking support when needed and openly sharing and learning from mistakes. · Actively puts forward innovative ideas, creative solutions, or helpful suggestions. · Enthusiastic about development opportunities, demonstrating a positive attitude, openness to feedback and willingness to learn. · Committed to improving knowledge and skills for the future. · Aware of own strengths and development areas. Evidence Informed Delivery Delivering Excellence · Manages, plans, and prioritises workload to ensure targets and deadlines are met. · Works in a systematic, organised, and efficient manner. · Has good oversight of their teams work and puts procedures in place to track quality and productivity. · Ensures they have a sufficient workload, seeks additional work, and uses appropriate initiative to take on other tasks. · Delivers high quality standards with excellent attention to detail and accuracy. · Ensures high quality, professional customer service, resolving complex issues or queries and prioritising customer experience. · Demonstrates ownership, initiative, and responsibility over work, becoming self-sufficient in their own area of responsibility. · Maintains resilience and a ‘can-do’ attitude when learning new skills or working under pressure, seeking support when needed. · Flexible, agile, and resilient in the face of challenges or changing demands. Managing information, problems, and decisions · Can gather, understand, utilise, and analyse information from a range of different sources. · Manages all information and data carefully, particularly with sensitive or confidential matters. · Correctly processes and interprets verbal information, in a timely manner. · Accurately evaluates numerical information and data, in a timely manner. · Identifies and solves complex problems, with the support of their team if needed. · Escalates issues appropriately, communicating all relevant information and suggesting possible solutions. · Makes balanced judgements and decisions, considering the available information, previous learnings and following the relevant procedures or protocol. · Makes appropriate and timely decisions on matters within own remit, seeking support and referring decisions upward, where necessary. Leading and Empowering Leading, Supporting, and Developing · Leads, supports, and motivates the team to achieve set goals. · Works well with diverse teams, ensuring their colleagues are included, heard, supported, and valued. · Offers coaching, guidance, and feedback to others to support their development. · Empowers their team and colleagues by delegating tasks and showing trust. · Works with integrity, honesty, and accountability. · Prioritises wellbeing for self and others, showing consideration, empathy, and support. · Makes an effort to be self-aware and manage own emotions and behaviour, particularly in challenging situations. Leading with Specialist Insight · Develops specialist expertise and knowledge in their area. · Committed to Continuous Professional Development, engaging in relevant courses and activities to keep knowledge up to date. · Builds their expertise through listening and learning from others. · Contributes to discussions and decisions by sharing insights and evidence. · Promotes their own area of expertise and understands the value it brings. · Finds opportunities to share or showcase their specialist knowledge. · Comfortable working independently in their area, but also engages with other groups outside of their direct work or team. · Quickly learns what work needs to be done and how to do it, seeking support or guidance when necessary. Communicating and Collaborating · Utilises interpersonal skills to build positive and effective working relationships, even in a blended or hybrid working environment. · Strong collaboration and teamworking skills, plays their part and works well with colleagues within and outside of own team. · Communicates in a clear and appropriate manner verbally, digitally and in writing, adapting approach to · at all levels, openly sharing their views, thoughts, and concerns. · Manages difficult conversations with professionalism, respect, and sensitivity, seeking support when required. · Listens to, consults, and engages with relevant stakeholders, keeping them informed as necessary. suit the audience. · Shares the appropriate level of detail and communicates information in an accessible and understandable format. · Willing to communicate with colleagues · Appreciates diversity and makes an active effort to listen, consult and engage with a variety of people More information on the capabilities relevant to the role and grade can be found HERE CONDITIONS OF SERVICE General: The appointment is to an Executive Officerpost on a permanent contract and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004, the Ombudsman for Children Act 2002 and any other Act for the time being in force relating to the Civil or Public Service. The selection process will include capability-based interviews. €37,919 - €61,216 per year Additional Benefits: Staff of the OCO can avail of a number of other benefits as a member of the OCO staff. These include: · Flexi leave: staff can work and avail of up to 11.5 hours flexitime each month; · Time off in lieu: staff can avail of time off in lieu for agreed hours worked outside normal working days · Bike-to-Work Scheme: staff can apply to avail of this scheme through the OCO · Tax Saver Public Transport Card · Training and Development: staff can apply to undertake training and development courses related to their role in the office. Where approved, the OCO will pay the reasonable cost of such training and development · Well-Being Initiatives: the OCO has a Well-being and Work Culture Committee that organises relevant initiatives and activities for staff. These include health checks, social events and a well-being month involving various well-being and social activities and information sessions. Citizenship Requirement Eligible candidates must be: a. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b. A citizen of the United Kingdom (UK); or c. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d. A non-EEA citizen who has a Stamp 4 vis1a1; or e. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or f. A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a Stamp 4 visa. Tenure: This is a 3-year fixed term contract role. The appointee will be required to serve a 3-month probationary period. Location: The appointee for this role will be based in the Ombudsman for Children’s Office at 52-56 Great Strand Street, Dublin. When absent from home and place of employment on official duty, the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations/public sector regulations. Hours of attendance: Hours of attendance will amount to not less than 35 hours gross. The appointee will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations. Rest Periods: The terms of the Organisation of Working Time Act, 1997 will apply to this appointment. Annual Leave: In addition to the standard 10 public holidays and Good Friday, the annual leave for this position is 23 days per annum. Sick Leave: Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars. PRSI: Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts directly to the OCO. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits. Superannuation and Retirement: The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the OCO at the time of being offered an appointment. In general, and except for candidates who have worked in a pensionable (non-single scheme terms) public service job in the 26 weeks prior to appointment (see paragraph d below), this means being offered appointment based on membership of the Single Public Service Pension Scheme (“ Single Scheme ”). Key provisions attaching to membership of the Single Scheme are as follows: Pensionable Age: The minimum age at which pension is payable is 66 (rising to 67 and 68) in line with State Pension age changes. a) Retirement Age: will be determined in accordance with the relevant government Departmental circulars. b) Pension Abatement o If the appointee was previously employed in the Civil Service or in the Public Service please note that the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 includes a provision which extends abatement of pension for all Civil and Public Servants who are re-employed where a Public Service pension is in payment. This provision to apply abatement across the wider public service came into effect on 1 November 2012. o This may have pension implications for any person appointed to this position that is currently in receipt of a Civil or Public Service pension or has a preserved Civil or Public Service pension which will come into payment during their employment in this position. Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007 o The Department of Education and Skills 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 documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person’s 60th birthday, whichever is the later, but on resumption, the pension will be based on the person’s actual reckonable service as a teacher (i.e. the added years previously granted will not be taken into account in the calculation of the pension payment). Ill-Health Retirement o Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill-health their 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. c) Prior Public Servants While the default pension terms, as set out in the preceding paragraphs, consist of Single Scheme membership, this may not apply to certain appointees. Full details of the conditions governing whether or not a public servant is a Single Scheme member are given in the Public Service Pensions (Single Scheme and other Provisions) Act 2012. However, the key exception case (in the context of this competition and generally) is that a successful candidate who has worked in a pensionable (non-single scheme terms) capacity in the public service within 26 weeks of taking up appointment, would in general not become a member of the Single Scheme. In this case such a candidate would instead be offered membership of the pension scheme for non-established civil servants (“Non-Established State Employee Scheme”). This would mean that the abatement provisions at (c) above would apply, and in addition there are implications in respect of pension accrual as outlined below: d) 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 would 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. e) Additional Superannuation Contributions (ASC) ASC was introduced on 1 January 2019 replacing Pension Related Deduction (PRD), which had been in existence since 1 March 2009. ASC is provided for under Part 4 of the Public Service Pay and Pensions Act 2017. Whereas PRD was a temporary emergency measure, ASC is a permanent pension contribution payable in addition to existing pension contributions and attracting tax relief at the marginal rate. In general, ASC liabilities are lower than the previous PRD liabilities. The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidates.
Executive Personal Assistant
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. With over 7,000 colleagues across our stores, warehouses and offices in Ireland and Northern Ireland we are a big and ambitious team. We know our people are our greatest asset and our success is down to the commitment and dedication of our team. What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
