Jobs
Sort by: relevance | dateAdministrator Clerical Officer
Location of Post This post is based in Limerick. The CRC has locations in Clontarf, Clondalkin, Waterford and Limerick. Details of Service The post holder will have responsibility for providing administration support as allocated by ATSS, Department Manager. Reporting Relationship: The post holder will report to the Coordinator of Admin and Manager of Assistive Technology Specialised Seating. Key Working Relationships: The post holder will: 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 to him/her from time to time and to contribute to the development of the post while in office. Terms and Conditions Hours of Work: 35 Hours
Warehouse Operative
Overview Warehouse Operative Lir Chocolates, Navan, County Meath We’re looking for someone enthusiastic about working in a warehouse environment. No previous warehouse or forklift experience is required but any exposure to this type of work would be a bonus. You’ll thrive in this role if you’re keen to learn, bring a positive and reliable attitude, and are comfortable working in a physically active environment. Strong attention to detail is essential, as accuracy is key to keeping our operation running smoothly. Position type: Permanent Full-Time Hours: 40 Shift Pattern: Monday - Friday, 06:30 - 15:00 Pay range: €14.57 per hour Breaks: 30 minutes paid, 30 minutes unpaid Closing date: Friday 13th February 2026 Responsibilities
Clerical Officer
SECTION 1: THE ROLE The purpose of the position of Clerical Officer is to provide clerical back-up for a Department or Section within Cork County Council. Clerical Officers are key frontline people who deliver a range of services to the public and internally within the Council. Notwithstanding the requirements of the post, successful applicants may be assigned at any time to any service area/role within the Cork County Council’s administrative area. SECTION 2: DUTIES The duties may include but are not limited to the following and the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. SECTION 5: TENURE The position is permanent and fulltime. The post is pensionable. A panel may be formed to fill any vacancies for Clerical Officer which may arise during the lifetime of the panel. SECTION 6: SALARY The Salary scale for the post is: €31,619 - €48,924 per annum €31,619 - €33,368 - €33,802 - €34,674 - €35,952 - €37,231 - €38,501 - €39,439 - €40,492 - €41,711 - €42,578 - €43,789 - €45,006 - €47,297 (Maximum), €48,924 (1st LSI) (after 3 years satisfactory service on the Maximum) Applicants should note that entry point to the salary scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, & Heritage. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. The awarding of increments is subject to satisfactory service. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of any services which they are required by or under any enactment to perform. In accordance with EL02/2011 persons who are not serving Local Authority employees must be placed on the minimum of the scale. The rate of remuneration may be adjusted from time to time in line with government policy. SECTION 7: ASSIGNMENT / LOCATION OF POST Cork County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or compensation. SECTION 8: WORKING HOURS The working hours at present provide for a five day, 35 hour working week. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Flexitime Policy. SECTION 9: ANNUAL LEAVE The current annual leave entitlement is 27 days per annum. Cork County Council’s leave year runs from 1st January to 31st December. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended).
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.
Garden Center Manager
Responsibilities for the successful candidate will include, but are not limited to, the following:
Retail Team Leader
Our Story Co-Op Superstores is the retail division of Dairygold Co-Operative Society Ltd which now operates 26 retail stores across Munster stretching across counties Cork, Limerick, Tipperary, and Clare. In addition to being Munsters largest supplier of Farm Inputs, our stores offer an extensive range of Building Supplies, Agri Supplies, DIY, Paint, Fuel, Electrical, Household, Garden, Pet & Equine and Workwear.Dairygold Co-Operative Society Ltd is Irelands largest farmer-owned co-operative. With headquarters in Mitchelstown, Cork and operations in other locations in Ireland, Europe and worldwide, Dairygold processes 1.41 billion litres of milk a year, with an annual turnover of 1.4 billion euro. The society is structured across three imperative divisions; food ingredients, agri business including retail, that drive and support our farmers and business. Role Profile/About the Opportunity With a focus on community and support network behind them, our employees feel confident and motivated to challenge themselves and grow with the business.As the successful candidate you will report into the site manager. Responsibilities for the successful candidate will include, but are not limited to, the following:
Warehouse Operator
Gem Oils are currently seeking a Warehouse Operator. The role of a warehouse operator is a customer facing role with responsibilities for ensuring all goods are picked, checked, and packed ready for delivery to customers whilst ensuring maximum efficiency. Key Responsibilities: Based in Cavan with a nationwide service, Gem Oils has a long tradition of offering quality lubricants. Our team of talented and highly skilled professionals undertake to specify and deliver the most cost-effective lubrication solution for your business. We continue to promote excellence through the delivery of highly technical and proven products for the Automotive, Commercial, Construction, Agricultural, Marine and Industrial markets. Gem Oils is an equal opportunities employer. All applications will be treated in the strictest confidence.
Clerical Officers
Job Summary The purpose of this role is to provide high-level administrative support to Waterford and Wexford Education and Training Board (WWETB). The successful candidate will assist in the delivery of quality services, in line with the organisation's remit, working collaboratively with colleagues across WWETB and the wider community, including schools and Further Education and Training Centres. WWETB is committed to continually improving the quality and effectiveness of its services and systems, spanning multiple functions, including Schools, Further Education and Training Centres, Finance, Human Resources, and Corporate Services. The responsibilities of this role will support these efforts, as detailed below. Key Responsibilities The Clerical Officer plays a vital role in providing administrative support and ensuring the smooth operation of the assigned area. Working closely with line managers and colleagues, the successful candidate will contribute to the delivery of services and the achievement of organisational goals.
Music Development Officer
Mayo, Sligo, Leitrim Education and Training Board (MSLETB), as Lead Partner for Mayo Local Music Education Partnership, seeks to employ a Music Development Officer to implement its plans for the provision of performance music education for children and young people in Co. Mayo. We are seeking a skilled professional with significant experience in music development and/or music education or a relevant artistic field, who has a combination of initiative, rigour, excellent interpersonal and leadership skills and a passion for music. This position requires a hard-working and efficient individual with a demonstrable track record of achievement and delivering results. The ideal candidate will have a breadth of experience and understanding of performance music education across a range of ages, genres of music and contexts, and must have quantifiable and relevant management and financial experience in project planning/delivery and/or developmental initiatives. There is the potential, subject to qualifications and experience, and the needs of the role, for the Music Development Officer to be involved in the delivery of some programmes; however this is not mandatory. The role of Music Development Officer offers a unique opportunity for someone dynamic to join MSLETB at a time of exciting change in the music education landscape in Ireland. ESSENTIAL CRITERIA To qualify for appointment candidates must have: A professional qualification in music or music education and/or a relevant Level 7 qualification (e.g. music degree, arts management, business management, etc.) and/or a proven track record of at least three years’ experience in music development, music education management, or another relevant artistic field. Experience of leading and developing musician/artistic and administrative teams. Management experience in project planning and delivery and/or developmental initiatives. Full current Driving Licence with access to own transport. DESIRABLE CRITERIA Candidates should have: An excellent understanding of performance music education, music, arts and education policies and the local music/music education sector. A track record of playing a key role in actively developing and sustaining strategic partnerships. An understanding of or experience in working in a large public sector organisation would be an advantage. Management and administration experience, including strong financial and budget management. Experience of preparing reports, statistical information, and meeting other reporting requirements. Excellent communication skills, including written, verbal, and digital. CORE COMPETENCIES REQUIRED Leadership, Initiative and Managing Teams ADDITIONAL REQUIREMENTS Garda Vetting Garda Vetting will be sought in accordance with the National Vetting Bureau Act, 2016 and there being no disclosure of convictions which MSLETB considers would render the candidate unsuitable to work with children/vulnerable adults. This process will commence prior to appointment. Driving Licence Candidates must hold a full current driving licence with access to own transportation. TERMS & CONDITIONS OF EMPLOYMENT Tenure 5 year Fixed Term whole-time contract. Hours of Work Attendance will be 35 hours per week, required during normal ETB office hours and at such other times as are necessary for the delivery of the Music Generation Mayo. Initial Location The role of Music Generation Mayo Development Officer will be primarily based in the Further Education and Training Centre, Lucan Street, Castlebar, Co Mayo. Mayo, Sligo and Leitrim Education and Training Board reserves the right to assign you to any other location or base that is under the control of Mayo, Sligo and Leitrim Education and Training Board, as the need arises. Any change in location or base by Mayo, Sligo and Leitrim Education and Training Board will not be deemed as redeployment as provided for under the Public Service Agreements. Salary The current salary scale for the Music Development Officer post is – Rate from 01/02/2026: €57,896 €59,278 €60,960 €64,125 €66,016 €68,365* €70,731** IMPORTANT NOTICE RE: SALARY: As per DEY guidelines, new appointees who are entering this grade for the first time will start at the minimum point of the scale. Incremental credit may only apply, if, immediately prior to appointment, the appointee is already a serving Civil or Public Servant. Rate of remuneration may be adjusted from time to time in line with Government pay policy. Starting Salary is not subject to negotiation. Recruitment Selection shall be by means of a competition based on an interview conducted by or on behalf of MSLETB. Recruitment to posts within MSLETB is on the basis of merit as assessed at interview and supported by references. A shortlisting process may be undertaken to identify candidates who most closely meet the criteria for the post. Candidates invited for interview may be required to give a verbal presentation outlining their approach to the role of Music Development Officer and their ideas regarding further development of the Music Generation Mayo programme. The first interview may reduce the initial short list and remaining candidates may be invited for a subsequent interview. Probation The successful candidate shall serve a probationary period in accordance with the terms set out in MSL ETB’s Probationary Policy. Annual Leave The annual leave allowance for the position of Music Generation Development Officer is 27 days p.a. This allowance is subject to the usual conditions regarding the granting of annual leave in MSLETB, is based on a five-day week and is exclusive of the usual public holidays. 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 relevant legislation and Department of Education & Youth sick leave circulars. Start Date MSLETB shall require a person to whom an appointment is offered to take up such appointment within a period of not more than 6 weeks and if they fail to take up the appointment within such period or such long period as the MSLETB in its absolute discretion may determine, MSLETB shall not appoint them. Business Travel When absent from home and headquarters on duty appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil Service regulations. Superannuation Contributions Persons who become pensionable officers of MSLETB who are liable to pay Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to MSLETB at the rate of 5% of their pensionable remuneration. Persons who become pensionable officers of MSLETB, who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to MSLETB at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (I.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). All person who become pensionable officers of MSLETB are required, in respect of Spouses and Children Contributory Pension Scheme 1986, to contribute to MSLETB at the rate of 1.5% of their pensionable remuneration or net pensionable remuneration, whichever is relevant and in accordance with the terms of the Scheme. Person who become pensionable officers of MSLETB for the first time on or after 1st January 2013 are liable to pay the Class A rate of PRSI contribution and are required in respect of superannuation to contribute at the rate of 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children) plus 3% of pensionable pay. IMPORTANT NOTICE: The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and condition of employment which will be set out in the employment contract to be agreed with the successful candidate.
Climate Action Officer
Climate Change is now a major consideration in all policies and actions of Local Authorities who are increasingly being given a critical role in the embedding and enabling of Climate Action across the diverse range of their functions and activities. The National Adaptation Framework was published in 2018 and this together with the Low Carbon and Climate Development Act 2015 provide the context within which Local Authorities are obliged to prepare Climate Action Plans. The Climate Action Regional Offices (CARO) were formed to link and bring together the expertise and capacity in the Local Authorities to achieve this objective while also proving a focus for linkages with Central Government Departments, Regional Assemblies, Public Representatives, and other relevant stakeholders. Offaly County Council seeks to take a significant leadership role in this area and having established a Climate Action Team in 2023 to lead and coordinate activities within the County Council and to link with the CARO and other Sectoral adaptation strategies as appropriate. The recently issued (Nov. 2026) Sectoral Capital Plan for the Department of Climate, Energy and the Environment outlined indicative allocation of €50m - €100m for Local Authority Climate Action over 2026 – 2030. Reporting under the general direction of a Director of Service, Senior Engineer Climate Action/Environment, to the Climate Change Coordinator, the Climate Action Officer be responsible for managing internal change and building climate action awareness and readiness across the local authority. This is a challenging and exciting position and requires a broad technical knowledge of climate change, the risks and possible adaptation strategies, and a strong organisational, networking, and communication skill set. The Climate Action Officer will work as part of a multi disciplined team and provide support across the service area. The appointee will need good knowledge of the operation of local authorities and their role and interactions with Government Departments in terms of governance, finance, and reporting structures. Climate Change funding can be made available through a variety of European and national funding streams and knowledge of those funding streams and of the processes involved in applying for such funding will also be important. Climate Change is now a major consideration in all policies and actions of Local Authorities who are increasingly being given a critical role in the embedding and enabling of Climate Action across the diverse range of their functions and activities. Offaly County Council has prepared the Offaly County Council Climate Action Plan 2024-2029, to create a low carbon and climate resilient County, by delivering and promoting best practice in climate action, at the local level. This is aligned to the Government’s overall National Climate Objective, which seeks to pursue and achieve, by no later than the end of 2050, the transition to a climate resilient, biodiversity rich, environmentally sustainable and climate neutral economy. This is set out in the Climate Action and Low Carbon Development (Amendment) Act 2021, which also frames Ireland’s legally binding climate ambition, to delivering a reduction in greenhouse gas emissions of 51% by 2030. This will place the country on a trajectory to achieving climate neutrality by the end of 2050. ESSENTIAL REQUIREMENTS FOR THE POST The person appointed will be able to clearly demonstrate the key competencies as set out in this Booklet. In addition, the successful candidate will possess the following: • Good knowledge, or the ability to quickly acquire good knowledge, of local government functions, services and activities particularly in relation to climate change and action; • An ability to work within teams, including multi disciplinary teams; • Good planning, operational and project management skills; • Good communication/presentation and interpersonal skills; • An ability to work under pressure and to think laterally, maintaining a solution orientated mind set in dealing with a wide range of issues; • Good report writing skills and strong IT skills; • An ability to achieve delivery of competing demands within prescribed timelines and deadlines; • The ability to work well with Local Representatives and the public; • Be capable of building strategic relationships and working in close consultation and collaboration with key partners and stakeholders at all levels including local, regional and national. Candidates should also demonstrate: ▪ An understanding of the aims and objectives of the National Climate Action Plan 2021 and 2023 and the Climate Action and Low Carbon Development Act 2021 together with knowledge of key Local Authority climate action areas e.g. Energy, Decarbonisation Zones, Retrofitting, Sustainable Mobility (active travel and modal shift), Sustainable Energy Communities, Citizen Engagement, Just Transition, Land Use and Development, Biodiversity and Natural Environment. ▪ A good understanding of climate change adaptation and mitigation challenges relevant to Local Authority functions. ▪ Strong judgement and problem solving skills and effecting or influencing behavioural change. ▪ Experience of dealing with multiple stakeholders. ▪ Knowledge of health and safety legislation and regulations, and their application in the workplace. ▪ Competence and experience of financial and budget management. ▪ Strong communication skills and diversification of communication techniques. ▪ Proficiency in report writing, collating and analysing data, information and research and presentation of content. The following skills will also be advantageous to the role: ▪ Proficiency in social media content creation, social media engagement, social media clips/video production a distinct advantage. ▪ Good understanding of public engagement, communication channels, messaging, positioning and marketing. ▪ Energetic approach and capacity to engage with a broad cohort, generate initiatives and be innovative. QUALIFICATIONS 1. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: a) Hold a third level qualification (Level 8 in the National Framework of Qualifications) or equivalent professional qualification in Planning, Engineering, Environmental Science, Architecture, Climate & Environmental Sustainability or another relevant discipline. b) Have at least five years’ satisfactory relevant experience. c) Have technical competence in the Climate Change/Action area or related area. d) Have relevant experience in supporting the formulation and implementation of strategies, plans, policy/action formulation, research studies and processes including stakeholder engagement. e) Hold a full driving licence, EU Model for Class B Vehicles and must have access to an appropriately insured and licensed car for the purpose of the duties of the position. Copies of qualifications must be attached to support this application. Failure to provide qualifications will deem this application invalid. 2. Citizenship Candidates for any of the above panels must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 3. Character Candidates shall be of good character. 4. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 1. The Post: The post is temporary, whole time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a period of time at the discretion of the Chief Executive. The panel will be used to fill appropriate positions that may arise for its duration. Positions will be offered in order of merit as per the panel. 2. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €59,658 - €82,929 LSI 2. 3. Duties: The duties of the post are to give to the local authority, and a) such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts 2001 and 2014, is Chief Executive, and b) to any other local authority or body with which an agreement has been made by the local authority, or by any of the authorities or bodies mentioned in subparagraph (a) of this paragraph under the general direction and supervision of the Chief Executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as may be required by any local authority or body herein before mentioned in the exercise and performance of any of its powers, functions and duties to exercise such powers, functions and duties as may be delegated to him/her by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body. The post holder will, if required, act for an employee of a higher level. The post holder may be required to work outside his/her normal job description from time to time. Alongside supporting the Climate Action Coordinator in the design, development and delivery of Offaly County Council’s Climate Action Plan and additional relevant climate action initiatives and policies, the Climate Action Officer will have responsibilities including, but not limited to, the following: • Drive organisational change initiatives particularly in the area of climate change mitigation and adaptation. • Support the implementation of the Local Authority Climate Action Plan (LACAP) across all departments in the local authority. • Support the Climate Action Coordinator in designing and delivering climate action strategies and policies. • Assist in defining the desired values and behaviours for the local authority and articulate how these translate into actionable behaviours at all levels. • Develop and assist in the roll out of programmes and campaigns which promote climate action amongst management, elected members and staff. • Provide support and advice to all departments on climate action related matters. • Support project teams and elected members in ensuring all local authority level activities are climate proofed. • Provide assistance to the Climate Action Coordinator in developing and implementing climate action strategies, plans and policies across the local authority. • Support the Climate Action Coordinator and the CARO to monitor and communicate the performance of the local authority. • Work with the CARO, national government and relevant state agencies to assist in the development and roll out of programmes and campaigns to promote climate action to local authority staff, elected members and local authority stakeholders. • Active participation in the implementation of programmes and projects across all service areas. • Work with the Energy Engineer / Energy Team on energy initiatives, support the implementation of the ISO 50,001 Energy Management System. • Undertake any other duties of a similar level and responsibility as may be required, or assigned, from time to time. Essential Skills and Experience: The ideal candidate for the position shall have: • Satisfactory experience in the area of climate change together with a broad technical knowledge within the climate change area. • The ability to work under pressure (both independently and as part of team). • The ability to work with multidisciplinary teams. • The ability to self motivate to achieve good performance. • The ability to motivate, empower, encourage and achieve maximum efficiency and value for money from the personnel and processes under his/her control. • A track record of delivering results. • An understanding of Local Authority services and structures in Ireland or have the ability to quickly acquire same. • Excellent interpersonal, communication and influencing skills. • A good knowledge and awareness of statutory obligations of Health and Safety Legislation, the implications for the organisation and the employee, and their application in the workplace. • The skills to schedule/programme the carrying out of work. • An understanding of the role and duties of managers in safety management in the workplace. • Good general ICT skills. • A focus on the customer and on service improvement including taking ownership and resolving issues arising. • Demonstrate knowledge and experience of working innovatively with the public and in particular communities to deliver projects and other interventions, including experience of working with all forms of media. 4. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. 5. Working Hours: The working hours at present provide for a five day, thirty five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy.
