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Sort by: relevance | dateExecutive Officer (Human Resources)
The Role: Executive Officer, Human Resources The Executive Officer’s primary role is to contribute to the delivery of an efficient and effective service to the public and to colleagues in the Adoption Authority. An Executive Officer critically analyses and uses good judgment and decision making on a daily basis. The Executive Officer is an important part of the team with some supervisory duties. The Executive Officer in the Human Resources Unit is expected to be responsible for and to take ownership of tasks and bring them to a satisfactory conclusion through the effective organisation, allocation and supervision of work. This junior management role is varied and requires the role-holder to be flexible, capable of working to tight deadlines while also being committed to delivering quality results. The purpose of the role is to provide high quality HR services in a wide range of areas including recruitment, payroll, pension, learning & development and implementation of HR policies and procedures. Duties and Responsibilities Reporting to the Higher Executive Officer in Human Resources Unit, the Executive Officer will be responsible for: • Support day-to-day HR operations activities, ensuring efficient and effective delivery of HR services; • Support the implementation of HR policies and procedures; • Respond to employee queries coming to the HR unit in an efficient and professional manner; • Provide support to the HR manager in relation to Payroll and Pensions administration, including collecting and compiling payroll data, implementing salary and pension adjustments, higher scales, increments and deductions; • Assist with recruitment processes, including liaising with external recruitment partners, setting up interviews, issuing relevant correspondence, reference checking and issuing contracts of employment etc.; • Assist with the administration of Performance Management documents; processing of all training requests; • Source and book training programmes, correspond with attendees, maintain accurate training records; • Monitor and manage time and attendance system and various leave entitlements in line with relevant circulars; • Make suggestions for improvements to activity and procedures across the HR function; • Arrange, schedule and support meetings including taking minutes and assisting the HR Team in the drafting of reports and proposals; • Provide support to Clerical Officer with general HR administration; • Any other duties as may be assigned from time to time. REQUIREMENTS Character Each candidate must be of good character. Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Essential Eligibility Criteria On the date of the closing of applications, applicants must meet both essential requirements outlined under Sections A and B below: A. Educational requirements (i) Have obtained a qualification at least Level 6 on the NFQ framework, or equivalent. B. Required experience, knowledge and skills Candidates must demonstrate that they meet all the following criteria in terms of experience, knowledge and skills. B1. A minimum of 1 year’s relevant experience working within a HR environment. And B2. Candidates must demonstrate strong written communication skills and excellent attention to detail, as evidenced by their Application Form. Desirable Criteria It is desirable that the ideal candidate would also have: • 1 year’s experience within the Human Resources in civil or public sector with payroll and Public Sector Pension. • HR qualification such as CIPD (Chartered Institute for Professional Development). Competencies Applicants must show within their application that they have all the abilities required for the role. In particular, applicants must demonstrate, by reference to specific achievements in their career to date, that they possess the qualities, skills and knowledge required for the role of Executive Officer – Human Resources as identified by Public Jobs in its Competencies Framework – please see Appendix A. These include: • People Management • Analysis and Decision Making • Delivery of Results • Interpersonal and Communication Skills • Specialist Knowledge, Expertise and Self Development • Drive and commitment to Public Sector Values It will be necessary for applicants to reach the qualifying standard in each competency in order to be deemed suitable for appointment. Note: The functions and responsibilities assigned to this position are based on the current stated role and may be changed from time to time. The person appointed requires the flexibility to fulfil other roles and responsibilities at a similar level within the AAI. Remuneration: Salary Scale: €36,343 - €61,216 per year Contract: Permanent – Full Time Attendance: Hours of attendance will be fixed from time to time but will amount to not less than 35 hours net of lunch breaks, Monday to Friday. Applicants may apply for hybrid working in line with AAI policy. Probation: This role will be on a probationary basis for a period of 12 months from the date of commencement of employment. During the period of probation, the appointee’s performance will be subject to review by the Head of HR and Staff Development to determine whether they: a) have performed in a satisfactory manner, b) have been satisfactory in general conduct, and c) are suitable from the point of view of health and, in particular, with regard to sick leave. Outside Employment: The position will be whole-time and the appointee may not engage in private practice or be connected with any outside business, which conflicts in any way with his/her official duties, impairs performance or compromises his/her integrity. 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 for the public service. 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 AAI. 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: The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Adoption Authority Ireland, at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlescheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay, different terms may apply. The pension entitlement of such appointees will be established in the context of their public service history. The key provisions attaching to membership of the Single Scheme are as follows: • Pensionable Age: The minimum age at which retirement benefits are payable is the same as the age of eligibility for the State Pension, currently 66 years. • Retirement Age: Scheme members must retire on reaching the age of 70 years. • Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and up-rated each year by reference to CPI). • Post retirement pension increases are linked to CPI. Pension Abatement If the appointee was previously employed in the Civil Service and is in receipt of a pension from the Civil Service normal abatement rules will apply. 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 Department of Health Circular 7/2010 VER/VRS which, as indicated below, renders a person ineligible for the competition) the entitlement to 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. 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. This may have pension implications for any person appointed to this position who 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 his/her employment in this position. Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007 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 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. 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 above would apply, and in addition there are implications in respect of pension accrual as outlined below: 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. Additional Superannuation Contribution This appointment is subject to the Additional Superannuation Contribution (ASC) in accordance with the Public Service Pay and Pensions Act 2017. Note: ASC deductions are in addition to any pension contributions required under the rules of your pension scheme. For further information in relation to the Single Public Service Pension Scheme for Public Servants please see the following website: https://singlepensionscheme.gov.ie Important notice: 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 candidate. Eligibility to Compete 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 has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or a 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. A candidate who is in doubt with regard to their eligibility to compete should consult the Department of Enterprise, Trade & Employment. 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.
Administrator
Role Purpose Become a key member of the DTIF team within the Client Solutions Division. The successful candidate will provide comprehensive administration, reporting and communications support services to the Department Manager and DTIF team. Key Deliverables DTIF Programme Administration and Reporting Support Services • Run the preparation, implementation, delivery and evaluation phases of the DTIF Programme by administering and organising all support components of the DTIF programme, particularly during Programme Call promotions, evaluations and grant management phases. o Create and maintain a range of suitable query and feedback options and channels for stakeholders and respond to and filter queries as appropriate. o Coordinate and organise collation and delivery of all related documentation at each phase of the execution of the Programme. o Support the preparation of internal reports, performance indicators and relevant documentation for reporting to senior management and internal committees at regular intervals. o Support the planning, preparation and reallocation of department budgets. o Organise, participate and support all DTIF meetings with a range of stakeholders, including Government Departments, client companies, external experts and other agencies. Tasks include organising all logistics, scheduling meetings, secretariat services and minute-taking e.g. for panel evaluations and other meetings as required. o Provide administration support for new Programme cycles review processes. o Create and update databases and spreadsheets to include collating, recording, processing and verifying a range of data and information into a range of IT systems to support the management and delivery of the Programme. o Set up and maintain relevant files and records for the Department and maintain all information and data in line with GDPR requirements. Promotion, Awareness and Communications Support Services • Proactively liaise, network and build relationships with a range of diverse internal and external stakeholders e.g. DETE and other Government Departments, client companies, research communities, expert panel groups, other agencies etc. • Support the organisation of DTIF-specific promotion, communications and engagement events and support the creation of awareness and promotion campaigns for the DTIF at other internal and external organisational stakeholder events. • Support the creation, development and ongoing maintenance of key communications content and channels such as the DTIF website and social media platforms. • Administer all documents and communications materials between partners and stakeholders of the DTIF to include uploading content to the front end of the consortium website and contribute to social media channels. Department Manager and Team Support Services Support the Department Manager to successfully execute the operation of the Fund and Team: • Schedule and manage calendars and appointments, handling a range of communications and channels and proactively contributing to the successful running of the Department through introducing continuous improvements and efficiencies. • Budget administration for the team including Oracle purchase requisitions and reporting. • Provide administrative support for key projects as may be assigned from time to time. • Play an active role as a key contributor to the team and the wider Client Solutions Division, as required. Functional Competencies (Key Skills and Knowledge) • Excellent administration, coordination and organisational skills and experience, coupled with a high level of accuracy and attention to detail to meet challenging deadlines, is essential. • Experience in providing project management and/or event management support is essential. • Robust IT proficiency and experience in using MS Office 365 applications including Microsoft Excel, Word, Outlook, Teams, coupled with an ability to learn new technologies and EI’s specific software systems, is essential. • Excellent oral and written English communication skills, coupled with a keen interest and skill in sourcing, researching and developing content or collateral for a range of print and digital communication platforms e.g. reports, publications, website is essential. • Demonstrated ability and/or experience to proactively build and engage in networks and relationships across a range of diverse internal and external stakeholders is essential. • Demonstrated skills and/or experience in using social media across a range of digital platforms for business communication purposes e.g. X, LinkedIn. • Experience/exposure to supporting administration activities aligned to budget management. • Broad awareness and understanding of Enterprise Ireland’s role, structures and services is desirable. • Demonstrated ability to prioritise tasks and manage work efficiently to strict deadlines. • Willingness and ability to work on own initiative and use sound judgement, professionalism, confidentiality and discretion. Enterprise Ireland Behavioural Competencies Results Focused The ability to be outcome and results focused with regard to business priorities and organisational goals, monitoring progress and adjusting approach ensuring delivery against the appropriate timescales. Innovation and Risk-Taking Actively encourages new ideas, experimentation and measured risk-taking, while always being on the lookout for opportunities to continuously improve business processes and efficiencies within Enterprise Ireland and client organisations. Problem Solving and Decision-Making The ability to be decisive and take tough decisions about clients, people and costs to deliver sustainable results, using the analysis of information and situations to make logical and sound decisions. Client Focused The ability to provide an excellent client service focusing on client needs and building and maintaining effective personal and business relationships to advance clients’ objectives and EI strategy. Communicating with Impact to Influence Others Communicates in a manner that will persuade, convince and influence their own staff and others, both internally and externally, in order to motivate, inspire or encourage them to follow a particular course of action. Teamworking Co-operates with colleagues, shares information and respects the opinions and values of staff members. Understands the skills, experience and knowledge of staff members and maximises how these can be utilised to the benefit of the department, the organisation and the client. Embracing & Leading Change Understands the business agenda of Enterprise Ireland and embraces changes for area of responsibility and for external and internal clients. Acting / Leading with Integrity Communicates the EI purpose, values and approach, acting genuinely and with integrity, in a manner that builds trust and engages and motivates others. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself & Others Creates an environment that enables you and others to excel in terms of job performance. Salary Scale €31,545 to €58,019 per annum contributory superannuation, rising to €61,817 by long service increments €30,253 to €55,266 per annum non-contributory superannuation, rising to €58,836 by long service increment Candidates should note that entry will be at the minimum of the relevant scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Subject to satisfactory performance, increments may be payable in line with current Government Policy. Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant.
Administrative Officer
Main Duties • Providing high level administrative support based on a thorough understanding of the overall workings and policies of a section/department. • Work with senior members of the team to identify action items, develop recommendations and find resolutions. • Staff supervision and management including mentoring, training, and staff development. • Making decisions in relation to service delivery daily. • Collection, analysis and reporting of management information, for example Annual Reports and monthly key performance data. • Representing The Housing Agency at a variety of meetings. • Budget preparation and management of same. • Attending inter-departmental meetings on behalf of the section to which you are assigned. • Establishing and maintaining effective working relationships with external agencies as appropriate to the activities of the section. • Continuously monitoring existing procedures to ensure they comply with best practice and the development of new/improved procedures where appropriate. • Manage key projects on behalf of their respective section/department. • Other general duties, as required by The Housing Agency from time to time. The ideal candidate shall have: • The ability to be an effective manager of teams • The ability to lead, manage performance and motivate staff • The ability to demonstrate analytical, report writing and presentation skills • The ability to communicate effectively with staff and senior management • The ability to meet deadlines and specific targets • The ability to prepare and manage budgets • The ability to effectively deal with conflict • A clear understanding of policies in relation to staff • The ability to deputise at a senior level • A satisfactory knowledge of the functions and duties of The Housing Agency • A clear understanding of Government policy issues and initiatives in relation to the Housing sector in Ireland • A working knowledge/understanding of IT systems including Microsoft Office packages • The ability to develop and maintain productive relationships with all stakeholders • The ability to demonstrate flexibility and openness to deal with a changing Housing environment • The ability to initiate and implement change • Organisational and planning skills • Experience of putting in place efficient and effective working structures and meeting objectives Personal / Educational Requirements The successful candidate must have a recognised third level qualification (to at least level 7 of the National Qualifications Framework) in a relevant discipline or a minimum of five years’ experience in a supervisory position. Desirable • Knowledge of recognised project management methodologies and/or relevant certification • Demonstrated experience or strong working knowledge of social housing policy in Ireland Competencies • Management & Delivery of Results – successfully manages a range of different projects and work activities at the same time. • Analysis and Decision Making – gathers and analyses information from relevant sources, whether financial, numerical or otherwise, weighing up a range of critical factors. • Team Leadership – leads the team by example, coaching and supporting individuals as required. • Interpersonal and Communication Skills – builds and maintains relationships with key stakeholders, working within diverse teams, preparing and presenting reports to key stakeholders. • IT Skills – a working knowledge/understanding of IT systems including Microsoft Office packages. • Specialist Knowledge – working knowledge of public sector governance, procurement and social housing policy in Ireland. Salary Scale – Administrative Officer – Grade 7 €60,011 - €61,480 - €63,194 - €64,914 - €66,634 - €68,170 - €69,745 - €71,269 - €72,790 LSI1 €75,395 LSI2 €78,015 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 is 12 noon Tuesday 28th October 2025. 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 appointed decline or, having accepted the position, relinquish it, or if any additional vacancy arises, The Housing Agency may, at its discretion, select and recommend another person for appointment on the results of the selection process.
Social Care Workers, Work Options & Le Cheile
ST. MICHAEL’S HOUSE Social Care Workers – Work Options & Le Cheile 35 hours per week – Permanent Contracts St. Michael's House is a community based organisation committed to providing a quality person centred service and high standard of living to people with an intellectual disability in the greater Dublin area. St.Michael’s House is committed to providing individualized supports to people so that they can enjoy experiences, opportunities and lifestyles similar to their peers. Vacancies now exist for Social Care Worker full-time Permanent contracts in Day Services to support individualised services in North and South Dublin. Locations include Swords, Balbriggan, Ballymun, Edenmore, Baldoyle, Finglas, Templeogue, Glasnevin and Goatstown These positions will provide exciting opportunities for the successful candidate to develop their career by providing personal support services for adults with an intellectual disability. The core values of this service will be person centeredness, community inclusion and active participation with a strong emphasis on quality. Your role will involve supporting and promoting each individual’s independence as well as enhancing their personal capacities. The successful candidates will assist in supporting individuals to develop and maintain their connections to other people and strengthen links to the local community. These are permanent positions and the successful Candidate will have the opportunity to work with a skilled and responsive staff team to deliver a high quality Day Service. We are looking for Social Care Workers with a strong person centred vision and a particular interest in the development of Educational, Vocational, Social and Recreational supports both in the centres and in the community. Essential Criteria for Applicants: St. Michael’s House is an equal opportunities employer
Head Of Media Services Compliance, Assistant Principal
About This Role Role Purpose This role supports the development and implementation of a compliance framework for media service providers to ensure the media landscape is providing a diversity of services and content to the public that is culturally relevant, inclusive, and reflects and shapes who we are. It enables Coimisiún na Meán to fulfil its regulatory responsibilities as set out in statute. About the Team/Division The Compliance & Complaints team sits in the Media Landscape division and monitors compliance by certain media service providers with codes and rules, broadcasting contracts, European Works obligations and accessibility requirements. The team also handles complaints about broadcast and video-on-demand providers relating to accessibility obligations and content standards. The team is growing in size from 8 to 12 staff in the next few months, increasing to 3 sub-units, covering Complaints & Standards, Accessibility and Media Services & Content Diversity. Key Responsibilities For queries related to the application or selection process related to this role, please contact cnam@cpl.ie Reasonable Accommodations Reasonable accommodations will be provided, if required, during the recruitment process. To discuss and request reasonable accommodations in confidence please contact Angeline McKiernan at amckiernan@cnam.ie. Closing Date: 3pm Thursday 23 October 2025
Clerical Officer
An Overview of An Garda Síochána An Garda Síochána: Ag Coinneáil Daoine Sábháilte – Keeping People Safe An Garda Síochána is the national police and security service of Ireland, comprised of approximately 14,000 Garda Members, 3,400 Garda Staff and 350 Garda Reserves. With a dual role and responsibility for the provision of policing services, and protecting the security of the State, An Garda Síochána is committed to delivering a responsive, effective and efficient service, that meet the needs of our communities. The organisation was established over 100 years ago at the inception of the state, and has a proud history of delivering community policing. In order to build upon this strong foundation, An Garda Síochána must continue to evolve, responding as a modern police and security service to the changing face of crime, vulnerability, population and citizen expectation. An Garda Síochána is charged with delivering on the key commitments made within the Programme for Government. In support of such, the organisation is growing at scale, with the effective use of Garda resources and capabilities as a key focus area. An Garda Síochána has delivered on a significant organisational transformation programme including the introduction of cutting-edge technology, new methods of working and the biggest change to its structure in its history. The introduction of a Garda Board is supporting the organisation in becoming more agile and adaptive, while a new Policing and Community Safety Authority is supporting the effective provision and continuous improvement of policing services. These developments and more mean it is a particularly exciting time to join An Garda Síochána and the organisation is determined to recruit the best talent to help deliver its ambitious programme of work. An Garda Síochána seeks to employ permanent Clerical Officers and Temporary Clerical Officers nationwide in An Garda Síochána. Following the completion of the competition, a panel will be established, which will remain in place for 2 years from the date it is first created. The responsibilities of the Clerical Officers may vary depending on the assigned department within An Garda Síochána. The role encompasses a range of administrative and operational support tasks, contributing to the efficient delivery of services across the organisation. Responsibilities Where probation is suspended, An Garda Síochána will notify you of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation, a serving member of Garda staff in An Garda Síochána immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an employee will return to a vacancy in their former grade. Hours of attendance Hours of attendance will be fixed from time to time but will amount to on average not less than 41 hours 15 minutes gross including lunch breaks, or 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Headquarters Headquarters will be such as may be designated from time to time by the Head of the Department/organisation. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to rates to be advised per the Garda Staff Handbook. Duties The employee will be required to perform any duties appropriate to the position which may be assigned from time to time. The employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with their role. Annual Leave The annual leave allowance for this position is 22 days rising to 23 days after 5 years’ service, 24 days after 10 years’ service, 25 days after 12 years’ service and 26 days after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave, is based on a five-day week and is exclusive of the usual public holidays. The annual leave for the temporary positions will be on a pro rata basis. Sick Leave Pay during properly certified sick leave will apply in accordance with the provisions of An Garda Síochána Sick Leave Policy. Where an employee is eligible for Illness Benefit (IB), they must comply with the procedures for claiming IB from the Department of Social Protection and must confirm that they have mandated the IB payment directly to An Garda Síochána. Failure to do so may result in an overpayment. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in An Garda Síochána at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered an appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history.
Visual Merchandiser
This is a permanent position offering 39hours per week. The position is based in the H&M Kilkenny store. As a Visual Merchandiser you are responsible for maintaining and creating an environment that inspires our customers to explore their personal style. Implement the visual identity, drive Routines, Selling and support theTeamdeliver a Customer First Experience. Key responsibilities: Availability 7 days fully flexible, weekends included. Benefits We offer all our employees at H&M Group attractive benefits with extensive development opportunities around the globe. All our employees receive a staff discount card, usable on all our H&M Group brands in stores and online. Brands covered by the discount are H&M (Beauty and Move included), COS, Weekday, Monki, H&M HOME, & Other Stories, ARKET, Afound. In addition to our staff discount, all our employees are included in our H&M Incentive Program – HIP. You can read more about our H&M Incentive Program here . In addition to our global benefits, all our local markets offer different competitive perks and benefits. Please note that they may differ between employment type and countries. Inclusion & Diversity H&M is a part of H&M Group. At H&M Group, we’re determined to create and maintain inclusive, diverse and equitable workplaces throughout our organisation. Our teams should consist of a variety of people that share and combine their knowledge, experience and ideas. Having a diverse workforce leads to a positive impact on how we address challenges, on what we perceive possible and on how we choose to relate to our colleagues and customers all over the world. Hence all diversity dimensions are taken into consideration in our recruitment process. We strive to have a fair and equal process and therefore kindly ask you not to attach a cover letter in your application as they often contain information that easily can trigger unintentional biases. Company Description H&M Group is a family of brands; H&M, COS, Weekday, Monki, H&M HOME, & Other Stories, ARKET and Afound. At H&M Group, our people are the driving force behind our commitment to creating meaningful growth and more sustainable lifestyles. Help us re-imagine fashion and together we will re-shape our industry. Learn more about H&M Group here . H&M is a fashion brand that offers the latest styles and inspiration, from fashion pieces and unique designer collaborations to affordable wardrobe essentials. Our business idea is fashion & quality at the best price in a sustainable way. Learn more about H&M here .
Administrative Assistant
Dublin City University (DCU) is a leading innovative European University, proud to be one of the world’s leading Young Universities. DCU is known as Ireland’s University of Impact, with a mission to ‘transform lives and societies’ and focuses on addressing global challenges in collaboration with key national and international partners and stakeholders. DCU has over 20,000 students in five faculties spread across three academic campuses in the Glasnevin-Drumcondra area of North Dublin. Thanks to its innovative approach to teaching and learning, the University offers a ‘transformative student experience’ that helps to develop highly sought-after graduates. DCU is currently No. 1 in Ireland for Graduate Employment Rate, and for graduate income (CSO). DCU is a research-intensive University and is home to a number of SFI-funded Research Centres. The University participates in a range of European and international research partnerships. DCU is also the leading Irish university in the area of technology transfer as reflected by licensing of intellectual property. As a ‘People First’ institution, DCU is committed to Equality, Diversity and Inclusion - a University that helps staff and students to thrive. The University is a leader in terms of its work to increase access to education, and is placed in the world’s Top 10 for reducing inequalities in the Times Higher Education Impact Rankings. Faculty of Engineering and Computing The Faculty comprises three Schools, namely Computing, Electronic Engineering and Mechanical and Manufacturing Engineering, each of which is managed by a Head of School. There are also several significant research institutes/centres within the Faculty. We offer degree programmes at Bachelors, Masters and PhD levels and our graduates continue to be highly sought after by industry. The Faculty is administered through a Faculty Office/Professional Support Unit for which the Faculty Manager has overall management responsibility. The administrative infrastructure that supports Faculty activity is the remit of said Professional Support Unit. Role Profile The Faculty is seeking an Administrative Assistant to be placed in its Professional Support Unit on a 6 month contract. The successful candidate will work as part of the Faculty Professional Support team and will provide comprehensive administrative support to a broad range of Faculty activities, across all areas of Faculty administration. This role involves communication with varying stakeholders, the use of multiple business systems, and close adherence to strict deadlines while advancing multiple, concurrent projects. The work packages, for which the post holder will be responsible, are multifaceted and varying. It will also include representing the Faculty on working groups and/or University operational committees to support key administrative functions, to deliver operational excellence. The successful candidate will report to the Faculty Manager or nominee(s) and will liaise closely with the Faculty Professional Support team, Heads of School, academic programme chairs, lecturers, students, colleagues in other Faculties and central University units, and external stakeholders. This will be a cross-functional role that may be adapted in line with the Faculty’s operational needs. Duties and Responsibilities The duties and responsibilities of the position include, but are not restricted to, the following: ● Provision of administrative support for Faculty strategic objectives across the teaching and learning, research, and engagement pillars. ● Validation of examination timetables and processing of examination results. ● Timely resolution of issues/queries related to examination and assessment administration, encompassing undergraduate teaching (UGT), post graduate teaching (PGT) and post graduate research (PGR) activities. ● Review of examination requirements and related data, ensuring accurate reflection in broadsheets and associated calculations. ● Generation of timetables for undergraduate and postgraduate programmes. ● Ensuring the accuracy, and taking responsibility for the extraction/analysis, of data across a range of academic activities (including UGT, PGT, and PGR). ● Production of reports for review by multiple stakeholders, maintaining an archive of records. ● Participation and engagement with ongoing academic and operational system developments. ● Provision of comprehensive administrative assistance to various Faculty Boards, Committees, or Working Groups, in addition to liaison with said bodies, to support the implementation of actions arising. ● Updating of information on relevant databases and websites. ● Supporting student recruitment and engagement activities, initiatives and events. ● Any other activities, across the teaching and learning, research, and engagement pillars, as deemed appropriate by the Faculty Manager/nominee(s). Due to the dynamic environment within the Faculty and the University, the range of duties and responsibilities attached to the post will be subject to change, in line with University and Faculty demands. Qualifications and Experience • Candidates must hold a primary degree or equivalent (NFQ Level 7) plus at least 2 years’ relevant experience. • Have a proven track record in administering multifaceted processes and operations in a complex or large-scale organisation, preferably in a higher education environment. • Have excellent written communication skills. • Demonstrate competence in the use of complex IT systems and MS Office. • Be self-motivated, well-organised, with the ability to plan, coordinate and progress tasks on their own initiative. • Be reliable and demonstrate a flexible positive attitude with a strong stakeholder service focus. • Be able to contribute to the ongoing development and refinement of administrative processes. • Demonstrate an ability to work effectively as part of a wider administrative team. • Show excellent interpersonal and communication skills. • Demonstrable dedication to high quality in their work, along with a dynamic approach. Essential Training The postholder will be required to undertake the following essential compliance training: • Orientation • Health & Safety • Data Protection (GDPR) • Cyber Security Awareness • AI Literacy Other training may need to be undertaken when required. Salary Scale: Professional 4 - €44,169 - €64,684 refer to DCU Payscales for the applicable payscale. Appointment will be commensurate with qualifications and experience and in line with current Government pay policy.
Business & Corporate Services Graduate
Purpose of Role To provide administrative support to the following departments: Business & Corporate Services within Tusla ICT Tusla has one of the largest ICT networks in the Public Service with almost 5,500 users in over 300 locations. Tusla ICT provide the innovation and systems required to support Tusla in delivering its services and achieving its business and strategic objectives. The ICT team are responsible for delivering the following functions: ICT Networks, Server and Cloud management; Application Development and Support; Data and Information Management; Cyber Security; ICT Service Delivery, ICT Systems and Business Support and ICT Programme Management. Quality and Regulation Tusla’s Quality and Regulation Directorate is concerned with promoting continuous improvement and effective risk management in services for children and families. It delivers its functions through the following teams: • Practice Assurance and Performance Systems • Performance Reporting and Information • Quality Assurance and Monitoring • Service Experience, Governance and Risk Systems • Risk and Incident Management • Children’s Services Regulation • Early Years’ Inspectorate • Alternative Education Assessment • Alternative Care Regulation • Child Safeguarding Statement Compliance Unit (CSSCU) • The Regulatory Practice & Development Team • Tusla National Research Office • Tusla Health and Safety Department Operations The Director of Services and Integration has delegated responsibility for the operational management, oversight, and accountability of specified operational services within the agency including 6 Regional & 17 Area child protection and welfare services, Children’s Residential Services, Tusla Education Support Services, Commissioning, Office of the Chief Social Worker, Separated Children Seeking International Protection Service, Adoption and Birth Information & Tracing Service and other national services. Working with senior staff and service leads across the organisation, this position serves as a crucial member of the Office of the National Director of Services and Integration, assisting the National Director in carrying out their authorized responsibilities. Finance Finance is a support function to all staff to enable effective management and operation of child & family services. Finance comes under the remit of the National Director for Finance & Corporate Services. The National Finance team are based in Brunel with Regional offices around the country. The key functions of the Finance department in supporting the Agency’s daily financial operations: • Purchasing • Payroll, Taxes and Travel & Subsistence • Procurement Cards • Compliance of Section 56/59 service providers • Cash Allowance payments • Producing the Agency’s Annual Financial Statements • Ensuring financial compliance of Tusla and funded Community and Voluntary sector partner agencies • Budget planning & allocation • Banking and Treasury • Providing support to local areas and financial oversight across all financial functions Human Resources HR comprises various dynamic teams all working together to support Corporate, National and Front-line services. The HR Directorate consists of Recruitment, Business Support, Corporate Employee Relations, Health Wellbeing including Employee Assistance Programme, Garda Vetting and Regional HR teams. Across all the HR team are various administration roles supporting the efficient delivery of HR services. And other Business and Corporate Functions as below: Data Protection, Legal, Estates, Project Management Office, Workforce Learning and Development etc. Reporting Relationship To the designated supervisor who will be assigned at the job offer stage. Duties and Responsibilities Main Duties and Responsibilities Professional • Ensure the efficient day-to-day administration of area of responsibility. • Maintain own knowledge of relevant procedures, practices and legislation to perform the role effectively and to ensure standards are met by own team. • Ensure the management and maintenance of all records in an orderly and secure manner. • Use appropriate technology to ensure work is completed to a high standard and engage in ICT developments as they apply to service administration. • Maintain confidentiality. • To plan and organise work of the department/section. • Meet the deadlines for time and attendance entry, specifically the weekly entry deadlines in a timely and effective manner. • To keep informed of relevant legislation, regulations, guidelines. • To enhance internal and external service delivery by good communications. • Provide cross cover for other Time and Attendance Super-users in the region. • Work as part of a team and to ensure that all members are treated with dignity and respect. Human Resources • Encourage and support staff through change processes. • Pay close and accurate detail to own personal work. • Support the preparation and issuing of office documentation (correspondence, reports etc.) to the highest possible standard. • Co-operate and work in harmony with other teams and disciplines. • Ensure line management is kept informed of all issues. Education and Training • To maintain continuous personal development and participate in team-based development, education, training and learning. • To complete all mandatory training. • Where appropriate, arrange for the induction and training for assigned staff, as required to maximise skill resources (to include workplace experience placements where applicable). • Where appropriate, provide supervision and assist in the development of knowledge and skills of relevant staff under your supervision. • To participate in performance evaluation/review, identifying areas for improvement and appropriate plans/measures to achieve them. • To ensure policies and procedures exist for all areas. Health & Safety • Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla protocols for implementing and maintaining these standards as appropriate to the role. • To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above Job Description 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 from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/or Experience Applicants must, by the closing date of application, have the following: • Have graduated with at least a second-class honour/merit in a degree (Level 7 or higher) on the National Framework of Qualifications in 2025. OR • Expect to graduate or to have received final year results with at least a second-class honour/merit in a degree (Level 7 or higher) on the National Framework of Qualifications by December 2025. 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. Skills, Competencies and/or Knowledge Tusla Leadership Competency Framework The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities and other characteristics that will enable colleagues, regardless of role or rank, to be effective in their work. The Tusla Leader Framework relevant for this role is Leading Self. Please access this Leading Self link to fully familiarise yourself with the impact of this Leading Self proficiency for Tusla. Other Requirements of the Role • The post holder will require access to appropriate transport as the post may involve travel. • Have awareness of children and young people’s participatory practice. Application Process Campaign Specific Selection Process – Shortlisting/Interview The online application system has a time-out facility to protect the privacy of the user. This time-out facility activates if the application has been dormant for over 60 minutes. Any work not saved will be lost if the system times out due to lack of activity. Please ensure to save your application as you work on it; any lost data cannot be recovered. It might be an idea for candidates to work on their applications outside of the system and copy and paste their answers into the online forms once fully complete and then submit. Once your application is fully submitted you will receive a confirmation email to your profile. If you do not receive this email, your application has not been submitted and received and you should log back on to submit fully. Shortlisting may be carried out on the basis of information supplied in your application. The criteria for shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore, it is very important that you think about your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the shortlisting stage (where applied) will be called forward to interview. Code of Practice The Recruitment Service Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Codes of practice are published by the CPSA and are available on www.cpsa.ie . Tusla Child and Family Agency is an Equal Opportunities Employer. Tusla Child and Family Agency recognises its responsibilities under the Data Protection Acts 2003–2018 and the Freedom of Information Act 2014. The Integrated Reform Programme is a significant initiative being undertaken by Tusla to improve the way in which we deliver our services to children and families. Tusla has designed a consistent regional structure to ensure this equitable provision of services and as part of this design Tusla is moving from 17 regions to 30 networks. It is important to note that this is an initial assignment and may be subject to change in line with the Integrated Reform process. The Integrated Reform Programme may also impact on duties of this role as structures change, and you will be notified of same as the programme progresses as appropriate to this role. This job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned. Tusla values individuals’ rights and freedoms in respect of privacy and fully complies with the requirements of the Data Protection Act 2018. All roles within Tusla carry responsibility towards the protection of personal and sensitive data. Tenure The current vacancies available are permanent/temporary and whole time/part time. The posts are pensionable. A panel may be created from which permanent and specified purpose vacancies of full or part-time duration will be filled. The tenure of these posts will be indicated at “expression of interest” stage for each individual post. The purpose of this campaign is to fill immediate urgent vacancies and it is expected that panel placements will cease if expressions are not received within the appropriate processes. Appointment as an employee of the Child & Family Agency is governed by the Child and Family Agency Act, 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The Salary scale for the whole-time equivalent of this post is: 01/08/2025: €35,609, €37,741, €38,597, €40,760, €42,740, €44,473, €46,151, €48,414, €50,059, €51,718, €53,296, €54,914 LSIs. LSIs (Long Service Increments) are represented by emboldened figures. 1st LSI is paid after 3 years on the max, the 2nd LSI after 3 years on LSI1, and the 3rd LSI after 3 years on the 2nd LSI (where applicable). The appointee shall commence on the first point of the salary scale. Incremental credit may be given on appointment for certain types of relevant experience – more information available in Appendix 5. Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if the appointee is a currently serving civil or public servant. Working Week The standard working week applying to the whole-time equivalent of this post is 35 hours. Annual Leave The annual leave associated with the whole-time equivalent of this post is 28 days per annum. Superannuation This is a pensionable position with Tusla. The successful candidate will upon appointment become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment. Probation 2. A probation period of 39 weeks, or proportion of same for fixed term/specified purpose contracts, where applicable, shall apply from the commencement of employment, during which the contract may be terminated by either party in accordance with this contract. The probationary period may be extended at the discretion of management by a further 9 weeks or proportion of same for fixed term/specified purpose contracts, where applicable. Confirmation of appointment as a permanent member of staff is subject to the successful completion of the probationary period for permanent contracts. Where you have already completed a probationary period with the Child and Family Agency, Health Service Executive, or Local Authority, and there is no break in service, no period of probation applies. Responsibilities under Children First National Guidance for the Protection and Welfare of Children (2017) The safety and welfare of children and young people is a key priority for Tusla – Child and Family Agency. All employees of Tusla are required to be vigilant to any concerns regarding the protection and welfare of children and to bring them to the attention of the Tusla Designated Person in a timely manner, in keeping with the Tusla – Child and Family Agency Child Protection policies. National Standards for Children and Family Services Employees must have a working knowledge of HIQA Standards (https://www.hiqa.ie/areas-we-work/childrens-services ) and/or the Adoption Authority of Ireland Standards as they apply to the role. All employees must be aware of their responsibilities under Children First National Guidance for the Protection and Welfare of Children (2017). Ethics in Public Office 1995 and 2001 Positions remunerated at or above the minimum point of the Grade VIII salary scale (€73,209 plus) are designated positions under Section 18 of the Ethics in Public Office Act 1995. Any person appointed to a designated position must comply with the requirements of the Ethics in Public Office Acts 1995 and 2001 as outlined below: A) In accordance with Section 18 of the Ethics in Public Office Act 1995, a person holding such a post is required to prepare and furnish an annual statement of any interests which could materially influence the performance of the official functions of the post. This annual statement of interest should be submitted to the Chief Executive not later than 31st January in the following year. B) In addition to the annual statement, a person holding such a post is required, whenever they are performing a function as an employee of Tusla and have actual knowledge, or a connected person has a material interest in a matter to which the function relates, to provide at the time a statement of the facts of that interest. A person holding such a post should provide such statement to the Chief Executive. The function in question cannot be performed unless there are compelling reasons to do so, and if this is the case, those compelling reasons must be stated in writing and must be provided to the Chief Executive. C) A person holding such a post is required under the Ethics in Public Office Acts 1995 and 2001 to act in accordance with any guidelines or advice published or given by the Standards in Public Office Commission. Guidelines for public servants on compliance with the provisions of the Ethics in Public Office Acts 1995 and 2001 are available on the Standards Commission’s website http://www.sipo.gov.ie/
Receptionist
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 looking to recruit a Receptionist at Mazars Head Office in Dublin. This is an exciting opportunity for an experienced and professional receptionist wishing to join a busy team in a professional environment. Key Responsibilities
