Farm Management apprentice jobs
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Key Responsibilities Under the direction of the Head of Regulation, the Regulatory Manager’s key duties and responsibilities include: Regulatory Management and Oversight The Regulatory Manager will be responsible for: • Managing a caseload: day-to-day operations of registration, the receipt of information, and making decisions and recommendations on appropriate regulatory actions, using a risk-based approach. • Monitoring statutory notifications for compliance with the Regulations, Rules and Codes of Practice under the Mental Health Act (2001). • Supporting the Inspectorate: gathering, analysing, synthesizing and trending information for the purposes of informing lines of enquiry for inspections. • Contributing to regulatory decisions/actions that are consistent with the information collected as part of compliance monitoring activities. • Drafting correspondence between MHC and mental health care providers, including enforcement actions in line with MHC policy and procedures. Communication The Regulatory Manager must: • Maintain professional relationships and demonstrate excellent verbal and written communication skills. • Gather and present information in accessible format. • Present information to management concisely to inform regulatory decisions. Other • The Regulatory Manager will also be tasked with achieving defined business plan objectives. • Undertaking other duties and responsibilities as may be determined by the Director of Regulation. This list is not exhaustive but serves to reflect the nature of the duties included in the role. Given the nature of the organisation and the need to respond to change on an ongoing basis, the role is subject to change over time. Reporting and Working Relationships The Regulatory Manager is accountable to the Chief Executive of the MHC and reports directly to the Head of Regulation. Essential Requirements The ideal candidate must possess, by the closing date, the following: • Educated to Honours Bachelor degree level (NFQ Level 8 on the Irish National Framework of Qualifications). • Minimum 2 years’ experience in a role involving the management or implementation of regulatory frameworks and/or quality assurance systems within the health or social care sector. • A working knowledge of the Mental Health Act (2001) and associated regulatory framework. • The ability to review, process and interpret regulatory information, including incident notifications and compliance plans to inform case load management. • The requisite competencies to carry out the role as outlined below. Desirable • Experience of working in a mental health service or other health and social care setting. • A relevant qualification as a health and social care professional, Public Administration, Social Policy, Mental Health, or a legal discipline. • An understanding of working with and applying risk management frameworks to complex information. Competencies The person appointed to the role of Regulatory Manager will be required to show evidence of the following competencies: Analysis & Decision Making • Gathers and analyses information from relevant sources, whether financial, numerical or otherwise, weighing up a range of critical factors. • Takes account of any broader issues, agendas, sensitivities and related implications when making decisions. • Uses previous knowledge and experience to guide decisions. • Uses judgement to make sound decisions with a well-reasoned rationale and stands by these. • Puts forward solutions to address problems. Management & Delivery of Results • Takes responsibility and is accountable for the delivery of agreed objectives. • Successfully manages a range of different projects and work activities at the same time. • Structures and organises their own and others’ work effectively. Is logical and pragmatic in approach, delivering the best possible results with the resources available. • Delegates work effectively, providing clear information and evidence as to what is required. • Proactively identifies areas for improvement and develops practical suggestions for their implementation. Demonstrates enthusiasm for new developments/changing work practices and strives to implement these changes effectively. • Applies appropriate systems/processes to enable quality checking of all activities and outputs. • Practices and promotes a strong focus on delivering high quality customer service, for internal and external customers. Team Leadership • Works with the team to facilitate high performance, developing clear and realistic objectives and addressing performance issues if they arise. • Provides clear information and advice as to what is required of the team. • Strives to develop and implement new ways of working effectively to meet objectives. Leads the team by example, coaching and supporting individuals as required. • Places high importance on staff development, training and maximising skills & capacity of team. • Is flexible and willing to adapt, positively contributing to the implementation of change. Interpersonal & Communication Skills • Builds and maintains contact with colleagues and other stakeholders to assist in performing role. • Acts as an effective link between staff and senior management. • Encourages open and constructive discussions around work issues. • Projects conviction, gaining buy-in by outlining relevant information and selling the benefits. Treats others with diplomacy, tact, courtesy and respect, even in challenging circumstances. • Presents information clearly, concisely and confidently when speaking and in writing. • Collaborates and supports colleagues to achieve organisational goals. Specialist Knowledge, Expertise and Self Development • Has a clear understanding of the roles, objectives and targets of self and team and how they fit into the work of the unit and Department/Organisation. • Has high levels of expertise and broad Public Sector knowledge relevant to his/her area of work. • Focuses on self-development, striving to improve performance. Drive & Commitment to Public Service Values • Strives to perform at a high level, investing significant energy to achieve agreed objectives. • Demonstrates resilience in the face of challenging circumstances and high demands. • Is personally trustworthy and can be relied upon. • Ensures that customers are at the heart of all services provided. • Upholds high standards of honesty, ethics and integrity. How to Apply Eligibility to Compete Candidates must, by the date of job offer, 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 has a Stamp 4* or Stamp 5 permission. Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. Selection Process The selection process will include: • Shortlisting of applications. • A competitive interview. • Completion of all relevant checks as set out below. Additional selection steps may be included. A selection board shall be established and shall use the essential requirements as referred to earlier in this candidate information booklet to shortlist candidates. Scoring at the shortlisting stage shall be based on the information contained in the application form. Therefore, it is in your interest to provide a detailed and accurate account of how your skills, personal qualities, qualifications, and experience meet the requirements of the post. While candidates may meet the eligibility criteria of the competition, if the numbers applying for the post are such that it would not be practical to progress all candidates to the next stage of the selection, which is the interview process, the MHC may decide that a certain number of candidates shall only be progressed to the next stage. Candidates will be progressed through the various stages of the selection process based on their order of merit at each stage. Following the interview stage, the MHC may produce a panel of candidates listed in order of merit. This panel may also be used to fill future temporary posts. Not all those interviewed may be placed on the panel. All offers are for immediate appointment. In applying for this competition, candidates accept that, if offered a post, they will be able to commence duties within a reasonable timeframe. Start dates are determined by business needs, and appointees will be expected to take up duty within this period once an offer is made. Prior to recommending any candidate for appointment to a position, the HR team will complete all relevant checks. Until all stages of the recruitment process have been fully completed, a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline or, having accepted it, relinquish it, the MHC may at its discretion select and recommend another person for appointment, and this will be based on the results of this selection process. The MHC is not obliged to appoint any candidate arising from this competition. Please note that any offer of employment made to a successful candidate may be subject to satisfactory: • Reference verification. • Qualification verification. • Medical Assessment. • Vetting – where applicable. At the reference verification stage, referees sought will include your current employer and your next most recent employer. Salary The Higher Executive Officer salary scale (rates effective 1 February 2026) is as follows: €59,435 - €61,173 - €62,908 - €64,640 - €66,380 - €68,111 - €69,849 - €72,353¹ - €75,788² LSI 1 after 3 years satisfactory service at the maximum. LSI 2 after 6 years satisfactory service at the maximum. This rate will apply where the appointee is an existing civil or public servant appointed on or after 6 April 1995 or is newly recruited to the MHC and is required to make a personal pension contribution. Important Note Entry will be at the minimum of the pay scale, and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Note: Salary for the purposes of calculation of superannuation benefits may differ from the above depending on individual circumstances. Payment Arrangements Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of the successful candidate’s choice. Payment cannot be made until a bank account number and bank sort code have been supplied to the MHC. Statutory deductions from salary will be made as appropriate. A staff member appointed to this post will agree that any overpayment of salary or travel and subsistence may be deducted from future salary payments due in accordance with the Payment of Wages Act 1991 (as amended). In accordance with that Act, the MHC will advise the staff member in writing of the amount and details of such overpayment and give at least one week’s notice of the deduction to take place and will deduct the overpayment, at an amount that is fair and reasonable having regard to all the circumstances, within six months of such notice in accordance with the Act. Tenure The appointment will be based on a permanent contract of employment with the MHC. The probationary period will be for a period of nine months from the date of appointment. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary period in appropriate circumstances. During the probationary period, a staff member’s performance will be subject to review by the line manager to determine whether the staff member: (i) has performed in a satisfactory manner; and (ii) has been satisfactory in general conduct. Prior to completion of the probationary period, a decision will be made as to whether the staff member will be retained. This decision will be based on the staff member’s performance assessed against the criteria set out in (i) and (ii) above. The detail of the probationary process will be explained to the staff member by the MHC on commencement of employment. Notwithstanding the preceding paragraphs in this section, the probationary period may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts 1973 to 2005. Location The usual place of work for this role will be MHC, Waterloo Exchange, Waterloo Road, D04 E5W7. The MHC reserves the right, at its discretion, to change this location to any other place within Ireland. Staff at the MHC can apply for a blended working arrangement as per the MHC Blended Working Policy. Hours of Attendance Hours of attendance will be fixed from time to time but will amount, on average, to not less than 40 hours gross of rest breaks or 35 hours net of rest breaks 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 his/her duties, subject to the limits set down in the working time regulations. This may include working evenings and weekends. Outside Employment The position will be full-time, and the appointee shall 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.
Duty Manager
Main purpose of the role: Ensure the store operates efficiently and effectively and provide our customers with the very best customer service and fresh food offering at all times in a clean, safe environment. To deliver on key store targets (sales and profitability) through effective management of people and operations. The ideal candidate will have/be:
QMS & Ops Compliance Manager
Job Overview Reporting to the QA Site Lead, based within the Quality Department, the successful candidate will be responsible for handling of quality investigations arising from identified deficiencies as reported from external and internal sources such as customer quality complaints, Out of Specification results, deviations etc. and for co-ordinating the implementation of corrective and preventative actions to address identified deficiencies. Working within the site team to implement Quality Management Systems and Continuous improvement projects within the manufacturing environment. Main Activities/Tasks The main duties of this role will include but will not be limited to the following: Contact: recruitment@norbrook.co.uk Norbrook Laboratories Limited employs a workforce with members of all sections of the community and is committed to appointing people purely on the basis of merit. In accordance with our equal opportunities policy, we would particularly like to welcome applicants from the Protestant Community.
Plumbing Apprentice
First Year Apprentice Vacancy KD Group are seeking Plumbing/Pipefitting Apprentices for the following locations:
Plumbing Apprentice
First Year Apprentice Vacancy KD Group are seeking Plumbing/Pipefitting Apprentices for the following locations:
Assistant Manager
Main purpose of the role: Ensure the store operates efficiently and effectively and provide our customers with the very best customer service and fresh food offering at all times in a clean, safe environment. To deliver on key store targets (sales and profitability) through effective management of people and operations. The ideal candidate will have/be: 2 years€,, experience in a relevant position is desirable Good knowledge of Microsoft Office (Excel, Word) Experience balancing cash/tills Excellent communication skills Good delegation skills Highly driven with a strong work ethic An understanding of how to achieve KPIs and targets Commerciality and brand awareness Passion for grocery retail Thrive in a fast-paced working environment. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Set, monitor and achieve sales targets with the team on gross profit margin, net margin, waste and other KPIs as agreed with Store Manager Implement planograms correctly and ensure the correct range is in place in store Merchandise and present the store to the highest standard Approachable and a role model who leads by example and encourages teamwork and fosters a positive attitude and atmosphere in the workplace Ability to develop and promote good communication between employees and management in a safe, respectful and inclusive environment Support Store Manager in the development and training of the team and in ensuring the smooth running of the store Manage employee performance, giving regular feedback, recognition and encouragement Deal with all customer queries efficiently, professionally and consistent with store policy Understand achieving margins in all departments Engage with new initiatives and embrace new ways of working.
Night Pack Manager
Main purpose of the role: Ensure store is fully packed, merchandised and faced off. Direct and supervise the work of the night pack team. The ideal candidate will have/be: 2 years€,, experience in a Supervisor/Manager role is desirable Good knowledge of Microsoft Office (Excel, Word) Excellent communication skills Good delegation skills Highly driven with a strong work ethic Organised Commerciality and brand awareness Passion for grocery retail. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Merchandise and present the entire store to the highest standard at all times and in accordance with relevant store planograms and guidelines Liaise with the day management on any changes to layouts and ensure changes are correctly implemented Carry out night pack check for correct labelling and that stock rotation procedures are implemented Ensure the back store is kept tidy, packed away, rubbish is disposed of and combis packed correctly Ensure all employees reporting to you are competent in any duties required and are given adequate training relevant to their tasks Engage with new initiatives and embrace new ways of working.
Relief Pharmacy Managers
Position: Relief Pharmacy Managers (Full-Time/Part-Time Permanent opportunities available) Based in various locations throughout Northern Ireland Gordons Chemists is Northern Ireland’s largest Independent Pharmacy Chain, with 55 stores throughout Northern Ireland. This is an excellent opportunity for a newly qualified pharmacist or those seeking to develop their career further to join a well-established leading Pharmacy Chain, working with experienced teams within busy dispensary and retail environments. Essential Requirements: We reserve the right to amend criteria in order to facilitate shortlisting Locations: Positions are based in various locations across Northern Ireland. The successful applicant will routinely work in a number of stores in a geographical area, however must be flexible to work outside this area if required. Other Information: This is a permanent position suitable for those seeking either Full Time or Part Time hours. Applicants must be available to work Monday to Saturday as required as per Pharmacy rota. The successful candidate will receive a highly competitive salary and benefits package including: pension, PSNI paid fees, 25 days holiday plus statutory days and 20% staff discount.
Human Resources Manager
Main purpose of job Responsible to the relevant Director or other responsible manager for the coordination and monitoring of all Human Resources (HR) and related initiatives within the departments listed below and the day-to-day management of assigned staff and resources to ensure that the business needs of these departments are met in an efficient and cost-effective manner. · Corporate Services · City and Organisational Strategy · Corporate HR · External Affairs, Communications and Marketing · Finance · Legal and Civic Services · Office of Chief Executive Provide advice and guidance to the Directors and senior managers and other staff on all human resource matters including employee relations, training and development, terms and conditions of employment, absence management, and other business issues in liaison with Corporate HR as appropriate. Assist in keeping under review new developments in the fields of human resources, and to make timely recommendations to the relevant Directors and Departmental Management Teams of the listed departments, concerning all changes to policy or procedures and training or other resource requirements necessary for the maintenance of departmental efficiency and effectiveness. Ensure the accurate and timely production of all information required for council or committee reports, official returns or for measuring departmental HR performance. Contribute to the formulation of relevant council and departmental policies, procedures, protocols and initiatives through participation in corporate and departmental project teams, working groups, user groups and consultative groups as necessary. Summary of responsibilities and personal duties 1. Responsible for the provision of advice and guidance to Directors and Departmental Management Teams of the listed departments and business support staff on all human resource issues, in liaison with the council’s Human Resources Department. This will include but is not limited to employee relations, attendance management, recruitment, grievance and disciplinary, payroll, training and development, capability, terms and conditions of employment and equal opportunities. 2. Ensure that human resources and employee relations issues for the listed departments are effectively managed in accordance with council policies and procedures and to ensure that the relevant legislative requirements are met. Undertake investigations and hearings under the council’s relevant human resources policies in relation to disciplinary, grievance, capability and equal opportunities matters and other relevant policies and procedures. 3. Responsible for the management of Corporate Services Business Support HR staff in accordance with the principles of performance management and the council’s policies concerning a total quality management approach to ensure continuous improvement in service delivery. 4. Responsible for the provision of an effective and efficient HR support service to the Directors, senior management teams, managers and officers across the listed departments. 5. Contribute to the development of relevant policies, strategies and plans across the council, working to meet corporate objectives and values, working with management teams and corporate working groups as required. 6. Oversee the effective management of sickness absence including the monitoring and compliance of the listed departments absence figures and the implementation of absence management policies and procedures. 7. Report regularly to the Departmental Management Teams of the listed department’s, on absence figures and compliance and non-compliance matters with the council’s Attendance Policy. Provide reports and performance data for the listed departments and update, monitor and review absence improvement plans as appropriate. 8. Oversee, monitor and review the coordination and management of all recruitment activities for the listed departments and assist with workforce planning and management issues as appropriate. 9. Monitor and manage the engagement of agency workers in the listed departments in compliance with the council’s Agency Framework. 10. Develop, monitor and review the listed department’s learning and development strategy, policies and procedures in liaison with the relevant Directors and senior management. 11. Responsible for the production and collation of service performance data and committee reports where required, in accordance with council policies, procedures and timetables and in liaison with senior management. 12. Contribute to the development, monitoring and review of the listed departments business plans including proposed annual objectives, work programmes and performance indicators. 13. Responsible to the Directors for the listed department’s implementation of the council’s people and organisational development strategies and associated plans. 14. Contribute to HR policy and strategic development through participation in working groups, management and consultative meetings as required and ensure compliance with the procedures of the department. 15. Oversee the development of personal development plans for the listed departments and assist the listed departments in achieving appropriate quality and improvement standards. 16. Maintain the listed departments records on the council’s relevant ICT and HR systems for the management of personnel records, time and attendance, payroll, employee relations case management and other HR functions and ensure that the information is accurate and up to date. 17. Ensure the listed department’s personnel records are maintained in line with council’s policy and procedures and that the information is accurate and up to date. 18. Responsible for monitoring and responding to appropriate requests under FOI and Data Protection legislation and to ensure compliance with such legislation. 19. Ensure that appropriate records management retention and disposal processes are in place. 20. Coordinate, attend, participate in and provide management support as required on the council’s Industrial Relations framework, including consultative meetings with trade unions and staff representatives, and in particular to consult in relation to changes in council and departmental policy and procedures, and on the implementation of change. This may involve undertaking information, consultation or negotiation exercises with staff and Trade Union representatives. 21. Maintain an up-to-date knowledge of all human resource legislation and equal opportunities best practice and associated developments including legislative changes and regulation, ensuring departmental preparation for and compliance with same. 22. Contribute to the listed department’s senior management team as required, within the postholders sphere of responsibility. 23. Represent the relevant Director or senior management as and when requested within the post holder’s sphere of responsibility. 24. Motivate and manage any staff that may be assigned to the post holder to ensure effective service delivery and to be responsible for reviewing and implementing a proper staff training and development programme. 25. Participate in all induction and in-service training provided by Belfast City Council and in the induction and support of all newly appointed staff and other human resource management policies and procedures, as appropriate, including, absence management, disciplinary and grievance procedures. 26. Participate as directed in the council's recruitment and selection procedures. 27. Act in accordance with the council and departmental policies and procedures including customer care, equal opportunities, health and safety, safeguarding and any pertinent legislation. 28. Undertake the duties of the post in such a way as to protect and enhance the reputation and public profile of Belfast City Council. 29. Undertake such other relevant duties as may from time to time be required. This job description has been written at a time of significant organisational change, and it will be subject to review and amendment as the demands of the role and the organisation evolve. Therefore, the post-holder will be required to be flexible, adaptable and aware that they may be asked to perform tasks, duties and responsibilities which are not specifically detailed in the job description, but which are commensurate with the role. Specifically, the post holder will be required to perform the duties of the post across more than one council department. Essential criteria Qualifications Applicants must , as at the closing date for receipt of application forms: · have a third level qualification in a relevant subject such as human resource management, business studies etc or an equivalent qualification; and · be a current Associate Member of the Chartered Institute of Personnel and Development (CIPD). Experience Applicants must , as at the closing date for receipt of application forms, be able to demonstrate at least two years’ relevant experience within a large and complex unionised organisation [1] in each of the following three areas: (a) effectively managing the full range of a human resources function, for a range of multi-disciplinary staff, at a middle management level; (b) providing expert professional HR advice, support and solutions on complex HR matters including recruitment, learning and development, employee relations and attendance management to senior managers, customers, and stakeholders; and (c) managing and motivating a team of employees, i.e., direct reports, in accordance with the principles of personal development and performance management. Desirable criteria In addition to the above qualifications, membership and experience, Belfast City Council reserves the right to short-list only those applicants who, as at the closing date for receipt of applications: · in the first instance, possess a CIPD Level 7 Advanced Diploma in Strategic People Management or equivalent qualification; and · in the second instance, are a current professional member of the Chartered Institute of Personnel and Development (CIPD) at Chartered Member (MCIPD) or Chartered Fellow (FCIPD) level. Special skills and attributes Applicants must be able to demonstrate evidence of the following skills and attributes which may be tested at interview: Communication and influencing skills: the ability to draft reports, letters, memorandum and advisory communications on human resource (HR) issues and the ability to address groups and meetings clearly, enthusiastically and effectively whilst listening to and addressing responses authoritatively. The ability to build rapport and maintain the engagement and commitment of others, including staff, trade unions and senior management, to secure their support in the delivery of HR services. Technical knowledge: a strong, detailed knowledge of relevant employment legislation and best practice in HR matters. The ability to develop and deliver HR policies and strategies and ensure continuous improvement and innovation in HR services. A clear understanding of equality principles and the ability to apply them when delivering services. Team leadership skills: the ability to lead and motivate team members and build and develop high levels of communication and cooperation in order to achieve objectives. The ability to ensure the effective development of people, resolution of underperformance issues and succession planning. Work planning and organisational skills: the ability to determine priorities and resource requirements, plan and manage demanding workload on the basis of available resources to ensure a constant flow of work and to work to tight deadlines to ensure effective service delivery. Partnership working skills: the ability to manage customer relations with flexibility, tact and sensitivity while supporting organisational change and dealing with resistance. The ability to broker collaborative relationships with key stakeholders to achieve customer objectives and targets. Analytical and decision making skills: the ability to analyse complex HR issues, interpret appropriate legislation, case law and views of others and exercise critical judgement in arriving at practical solutions and communicate findings clearly. Political sensitivity skills: the ability to show awareness and sensitivity in managing complex HR matters successfully within a political environment including working effectively with elected members, trade unions and external organisations. [1] Belfast City Council has 2,800 employees. A large and complex organisation will be defined as one with at least 250 staff or an annual budget of at least £25 million. Salary: £53,460 - £56,730 per annum
General Operative
Your Recipe For a Rewarding Career Starts Here! Why Dawn Farms? We can offer an excellent opportunity to be part of a world-class team offering permanent, full-time positions with set hours and plenty of opportunity for further training, development and career opportunities should you wish to progress further. Our culture is one of inclusiveness and diversity with a constant drive and focus for continuous improvement throughout our business. Our production plants are located in Naas, Co Kildare with easy access via public transport. About Us Dawn Farms is the largest dedicated supplier of cooked meat and plant-based ingredients and fermented products outside of the US supplying world leading brands across more than 44 markets from our two state of the art plant facilities based in Naas. We also have manufacturing facilities in the UK and Germany. Dawn Farms is one of the largest employers in Naas, Co Kildare with a strong culture of diversity and inclusion. Job Purpose Dawn Farms is currently seeking for General Operatives to join our Production Teams. You will play an integral part of the team in ensuring the highest level of hygiene, food safety and health and safety standards are met. Positions: Full-Time Location: Naas, Co. Kildare. Salary: €14.15 - €18.39 per hour (overtime opportunities available) Role Responsibilities & Duties
