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Duties The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed below, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by Waterford City & County Council. The duties of the Executive Fleet Manager will include but are not limited to: a) Maintenance of accurate vehicle records using an online platform b) Ensure fleet vehicles/ plant items are kept “in service” at all times c) Regular communication with Hire Companies and inhouse workshops to ensure that servicing, repairs and statutory inspections are completed in a coordinated and timely manner. d) Preparation of Business Case Reports and/ or similar reports justifying expenditure in relation fleet items. e) Evaluate the advantages of various procurement routes to determine the most economically advantageous approach to fleet renewal f) Procurement of vehicles/plant and other related services (for example, fuel, spare parts, etc.), which will include: - Preparing specifications / tender documentation and arranging tendering procedure. - Evaluating/making recommendations on submitted tenders. - Preparing/processing contract documentation. g) Day to day management, including performance assessment, and monitoring of contracts. h) Devising appropriate vehicle replacement programmes in line with the Council’s Climate Action Plan. i) Engagement with fleet budget holders to determine the most suitable vehicle to meet their operational needs while also achieving best value for money and lowest possible fleet related emissions. j) Analysis of vehicle usage to identify potential fleet efficiencies including opportunities to reduce fleet emissions. k) Ensuring that drivers/ operators receive adequate vehicle familiarisation training and any other training necessary to ensure that the fleet is kept in good order, this may include vehicle daily check training, eco driver training, retraining as necessary. l) Monitor compliance of daily vehicle checks on all fleet vehicles (using phone-based app), follow up with drivers & line managers where checks are not being completed. m) Engagement with drivers and line managers in the event of Accidents/ Incidents involving fleet, including coordination of response and compliance with legal, safety and insurance company requirements. n) Proactive management of all fleet issues raised during daily driver checks or adhoc problems – this will involving coordination, oversight and followup with relevant workshop or hire company. These fleet related issues should be managed through a digital or online database to ensure they are tracked and closed out in a timely manner. This database should be used to measure the performance of the workshop/ company involved in the repair. This shall be a KPI used in contract assessment. o) The Executive Fleet Manager shall produce KPIs for in house workshops for statutory inspections and servicing as well as repairs. p) Maintain an up to date record of all fleet items including all vehicle and driver data. q) Ongoing management of fleet telematics system, including the coordination of hardware installation/ removal and the customisation of reports to satisfy operational, legal and compliance requirements. r) Co-ordinating the maintenance and management of Fleet related IT systems. s) Carrying out on-going evaluation of the cost base of fleet operations including procurement arrangements, maintenance, accidents, fuel usage and so on to ensure that the Council gets best value for money. t) Ensuring that arrangements are in place to meet all statutory requirements including road tax, vehicle insurance, driving licences, vehicle testing and Health and Safety requirements. u) Ensuring compliance with Health and Safety legislation and regulations, and the Council’s Corporate Health and Safety systems. v) Be responsible for the testing and calibration of Plant and Machinery as required. w) Providing advice on all fleet related issues to senior management and local users. x) Upward reporting including preparation and presentation of reports on Fleet related matters. y) Assessing requests for new vehicles and ensuring that all requests for new fleet items align with organisational objectives and our commitments on climate action. z) Ensuring that any fleet related arrangements/agreements between the Council and other local authorities, government departments and so on are effectively implemented. aa) To be available during emergencies to respond to requests for assistance outside of normal working hours. bb) Ensure that adequate measures are put in place to ensure continuity of service during any periods of absence – ensuring that fleet issues are actioned and closed out at all times. cc) Such other duties as may be assigned from time to time. The Ideal Candidate will demonstrate: Salary: Current Salary Scale: €60,255 to €83,758 (LSI 2) The salary shall be fully inclusive and shall be as determined from time to time. The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform. Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 02/2026, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €60,255). Remuneration is paid fortnightly directly to the employee’s nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. Probation: Where a person who is not already a permanent officer of Waterford City & County Council is appointed, the following provisions shall apply:- (a) there shall be a period after such appointment takes effect, during which such person shall hold office on probation; (b) such period shall be six months but the Chief Executive may, at his or her discretion extend such a period; (c) such a person shall cease to hold office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Superannuation: The relevant Superannuation Scheme will apply. The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply. Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority as follows: 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration. The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply. New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority. Retirement Age There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy. The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other Provisions) Act 2012 is 70 years. The Council may refer staff to a medical advisor at any time to determine fitness to carry out the duties to which they have been assigned. 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. Hours of Work: The normal working hours are 35 hours per week. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Waterford City & County Council requires employees to record their hours using the CORE/TDS Clocking system. Annual Leave: The annual leave entitlement for the grade is 30 days per annum. The Chief Executive of Waterford City & County Council retains autonomy with regard to office closures, (e.g. Christmas Office Closure); any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. Residence: The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof. Drivers Licence: Executive Fleet Managers employed by Waterford City & County Council will be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance for business use and to indemnify Waterford City & County Council with the indemnity specified on the insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. Code of Conduct/Organisational Policies: Employees are to be required to adhere to all current and future Waterford City & County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. A full list of relevant policies is contained on the council Intranet. Training: Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. Location of assignment/appointment: Waterford City & County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. Commencement: Waterford City & County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month (subject to notice requirements) and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Waterford City & County Council shall not appoint them. Reporting Arrangements: Executive Fleet Manager report directly to the appropriate supervisor in the Section or to any other employee of Waterford City & County Council as the Chief Executive, Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal (PMDS) will be operated involving discussions between the employee and the line manager regarding performance and conduct. Health & Safety: Waterford City & County Council as an Employer is obliged to ensure, in so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work. Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health Training.
Laboratory Technician Apprentice
Are you looking for a patient-oriented, innovation-driven company that inspires you and promotes your career? Then take your future in your hands and become part of Takeda Bray as a Quality Control Laboratory Apprentice This role offer unique opportunity to gain hands-on experience and comprehensive training in Quality Control (QC) practices within a cutting-edge pharmaceutical environment. Joining the team allows the applicant to develop crucial technical and soft skills while contributing to Takeda’s commitment to innovation, quality, and patient-centric values. This apprenticeship fosters professional growth, teamwork, and meaningful work that impacts global healthcare. You will be trained to possess the following skills: More about us: Takeda is focused on creating better health for people and a brighter future for the world. We aim to discover and deliver life-transforming treatments in our core therapeutic and business areas, including gastrointestinal and inflammation, rare diseases, plasma-derived therapies, oncology, neuroscience, and vaccines. Takeda Ireland was established in 1997. Our story in Ireland is one of substantial growth, rapid change, and innovation. Over the past two years, Takeda Ireland has invested over €55 million in Ireland to develop our manufacturing sites. Solidifying our commitment in our people and contributing to the local economy. Takeda in Ireland has commercial operations, corporate services, and manufacturing facilities across four locations: Baggot St, Bray, Citywest, and Grange Castle. We have been certified as Top Employer for several consecutive years. How we will support you: Takeda is proud of its commitment to create a diverse workforce and to provide equal employment opportunities to all employees and applicants for employment without regard to ethnicity, color, religion, sex, sexual orientation, gender identity, gender expression, parental status, national origin, age, disability, citizenship status, genetic information or characteristics, marital status or any other characteristic protected by law. If you are living with disabilities, chronic illness, or neurodiversity, please feel free to let us know so that we can provide you with appropriate support during the application process.
Regional Manager
Background Enterprise Ireland’s remit is to accelerate the development of world class Irish companies to achieve leading positions in global markets. Our clients, employing over 220,000 people across Ireland, make a significant contribution to the Irish economy nationally and regionally. Enterprise Ireland’s (EI) forthcoming strategy, for the period 2025–2029, will focus on supporting Irish business to accelerate sustainably and increasingly contribute to economic growth. The environment in which Irish businesses operate is constantly changing and business needs to be innovative and ambitious to succeed. Our 5-year strategy sets out how we will support Irish business to START, COMPETE, SCALE and CONNECT to deliver jobs across Ireland and impact globally. We will work with our fastest growing to: • Develop leadership teams with ambition • Strengthen management and financial capability • Provide pathways to new sources of funding • Assist enterprises to connect with and realise opportunities overseas EI’s Entrepreneurship and Regions Division plays a key role in the delivery of Enterprise Ireland’s objectives across the country, working with companies and key stakeholders to accelerate development agendas which maximise regional impact. The Regional Manager will report to Regional Director, Southern Region and will primarily support activity in the Southeast but also the initiatives across the Southern Region as required. Role purpose The Regional Manager will be a catalyst for the future growth and sustainability of Irish enterprises in the region, from start-ups to scaling businesses. By empowering regional ecosystems and enabling growth engagement with both new and existing EI client companies, they will ensure a thriving business environment. Additionally, the Regional Manager will play a crucial role in fostering the ecosystem for company growth and accelerating job growth in the region. This will be achieved through strategic collaboration with partners / stakeholders in the region and EI sector teams to support regionally significant clients, making a lasting positive impact on the local economy. Key deliverables • Deep understanding of the regional strengths and gaps with respect to the EI strategy and work on strategic improvements with the regional director that will impact enterprise development • Proactively influence key stakeholder relationships in the region providing and leading a strong strategic representation agenda for the agency (e.g. Local Authorities, LEO, Elected Representatives, Regional Enterprise Plans, etc.) • Develop and manage the relationship with regional infrastructure hubs / centres, previously supported by EI, to ensure client interaction is a priority and to deliver their agreed KPI’s • Proactively engage with the regional funds team to secure relevant new regional infrastructure for the region and to ensure suitable programmes are delivered to the benefit of EI client base • Collaborate with the entrepreneurship team to work on key strategic initiatives to grow the number of start-ups in all regions, including under-represented regions • Proactively position programmes, clusters, and start-up accelerators, driven by regional hubs / centres, to the enterprise base in the region • Identify the regionally significant clients together with sector teams across all divisions and ensure their growth agendas are a focus with local stakeholders to allow clients to compete and scale their businesses • Lead regional business networking events, information sharing platforms including practical initiatives • Support regionals meet the buyer events / supply chain solutions with colleagues, ensuring good connectivity to FDI and large EI clients in the region • Ensure time is spent on the LEO engagement with respect to client identification to transition to EI through the LEO evaluation panels • Co-ordinate the county briefs and regional briefing materials / profiles and to ensure PQ’s are addressed • Work with the Regional Director to actively promote the region as a location for growth and sustainability, leveraging regional specific marketing material and ensure media representation to showcase the region. Work with EI Press team to highlight the region across all media platforms • Ensure the brand of EI is always held in high regard in the regions when representing the organisation • Manage and ensure the smooth running of Enterprise Ireland’s regional operations, where appropriate, including regional offices, regional team, local budget requirements Regional managers will be primarily aligned to the Southeast within and will support initiatives across the Southern region as required. Functional competencies (key skills and knowledge • Strong understanding of the factors that impact regional development and growth of indigenous business is essential • Significant experience of working in a client development and / or regional development role is essential • Strong commercial and strategic skills with experienced ability to identify gaps / opportunities that inhibit growth of companies is essential • Excellent communication skills, including experience in acting as a spokesperson for an organisation • Experience of engaging and influencing with key internal and external stakeholders at senior level both in private and in public fora is essential • Proven ability to manage a team is essential • Knowledge and understanding of Enterprise Ireland’s supports to industry and the ability to direct indigenous clients to appropriate programmes and financial supports • Experience of project management, including the ability to oversee / manage significant events • A third level qualification in a business-related area is desirable • Willingness and flexibility to engage with key stakeholders, clients and networks and attend relevant events requiring engagement outside of Enterprise Ireland’s business hours Enterprise Ireland Behavioural Competencies Results Focused The ability to remain 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 look-out 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 Enterprise Ireland 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 and 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 Lives the Enterprise Ireland purpose and values, acting genuinely and with integrity, in a manner that builds trust and engages and motivates others, placing the genuine needs of the client, the organisation, and staff ahead of personal agendas. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself and Others Creates an environment that enables others to excel in terms of job performance. Salary scale €82,290 to €101,065 per annum contributory superannuation Rising to €104,169 by long service increments €79,483 to €96,009 per annum non-contributory superannuation Rising to €98,963 by long service increments 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.
Store Manager
Working Pattern: 38.75 hours per week Salary: Up to £31,900 per annum (depending on experience) Do you thrive on leading teams to success? Are you passionate about health, wellbeing, and delivering an exceptional customer experience? Looking for an opportunity where your leadership drives real impact? At Holland & Barrett, our Retail Store Managers are at the heart of our mission, empowering teams, engaging customers, and shaping healthier communities every day. What you'll do:
Store Manager
Company Description JYSK is one of the fastest growing retail chains in Europe. Operating in 50 countries around the world, we have expanded from just 1 store in Denmark in 1979 to more than 3,000 stores worldwide today. At JYSK, our mission is to provide a great offer for everyone within sleeping and living. Our business concept focuses on selling quality products with a Scandinavian look and feel, at very competitive prices. JYSK’s vision is to not just be the customer’s first choice but also the employee’s first choice in the retail sector. We have ambitious growth plans in UK and Ireland over the next 5 years and are looking for confident, passionate and ambitious employees to come on that journey with us. If you bring Dedication… You will meet Possibilities. Job Description You Bring Dedication And You… Additional Information Do you want to reach your potential and grow with us as we embark on an exciting expansion journey? If so, please apply today and join our team. Full Time Role - 40 Hours Training will be done in other local Stores
Store Manager, Glasnevin
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. If you have great leadership skills and you are determined to achieve results, then this is the opportunity for you. Come and talk to us, to see what we’re all about. Please note that as part of your application you will be asked to complete a numerical and verbal reasoning test, designed to provide us with a more in-depth understanding of your skills and your potential as a member of team Lidl. What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
Store Manager
Store Hours: 42.5 Lead the way at cardfactory, where special moments come to life.As a Store Manager, you’ll be at the heart of it all — guiding a team, shaping a positive culture, and creating a space where people feel supported, valued, and inspired. You’ll coach, motivate, and celebrate wins — big and small. With a customer-first mindset, you’ll bring energy and confidence to every decision, using data to keep things on track and moving forward. The day to day You’ll take the lead day to day — building a brilliant team, setting clear direction, and creating a workplace where people thrive. From hiring and coaching to merchandising and payroll, you’ll take ownership and make things happen. You’ll also work closely with your District and Regional Managers, always looking for ways to grow, improve, and celebrate success. About You What We’re Looking For: Salary €38,847.40 Per Annum
Store Manager
Salary: Up to £31,900 per annum (depending on experience) Do you thrive on leading teams to success? Are you passionate about health, wellbeing, and delivering an exceptional customer experience? Looking for an opportunity where your leadership drives real impact? At Holland & Barrett, our Retail Store Managers are at the heart of our mission, empowering teams, engaging customers, and shaping healthier communities every day. What you'll do: Holland & Barrett is an equal opportunity employer. We welcome diverse perspectives and are committed to creating an inclusive environment for all colleagues. We understand that when our colleagues are listened to, respected and valued for who they are, we build an organisation with belonging at its heart – making health and wellness a way of life for everyone.
Store Manager, / Kildare Area
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. If you have great leadership skills and you are determined to achieve results, then this is the opportunity for you. Come and talk to us, to see what we’re all about. What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
Deputy Store Manager, M / , Area
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. Do you enjoy leading by example? This could be your next career move. Come and talk to us, to see what we’re all about. What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
