Jobs in Cork
Sort by: relevance | dateSpa Therapist
The Maryborough Hotel is now recruiting for a Spa Therapist . The ideal candidate will be a dedicated therapist who is passionate about delivering the highest standards of customer care that exceeds the expectations of our guests. This is a fantastic opportunity for a committed, ambitious professional to join our exciting and vibrant team. KEY AREAS OF RESPONSIBILITIES:
Deputy GM, F&B Operations
The Maryborough Hotel is currently looking for a Deputy General Manager to join the team. The Deputy GM will be focused on all areas of F&B (Restaurant, Cafe Bar and Functions) The successful applicant must have previous hotel experience at an operations or deputy role. Full flexibility with work hours is an absolute requirement for this role. This role and is based on a 5 over 7 day working week, which will include weekends. Key Duties and Responsibilities
Team Member
CAN YOU FOLLOW IN THE COLONEL’S FOOTSTEPS? So, think you’ve got what it takes to join us? If you answer ‘ YES ’ to this question then you might just be right… Are you a team player? The ‘not-so’ secret to success is teamwork. Working in a KFC restaurant is all about working together to give our guests the best service. You’ll need to be up for meeting new people and be ready to get involved, help your team, our guests and keep cool when it gets busy. We’re not looking for years of experience or a degree in Guest Service, we’re just looking for real people up for getting stuck in, making a difference for our guests and being part of our awesome team. Don’t worry about the rest, we’ll teach you all you need to know. And if you needed any more persuasion, we also offer free meals , 25% discount , flexible shifts and educational development opportunities up to degree level to all of our Team Members as standard. WHO WE ARE Take one man with a big idea (and some serious style), add 11 herbs and spices, 1,009 rejections, buckets of grit, ambition and southern hospitality and you’ve got KFC. It’s simple, we’re a people business that sells chicken and chips (and some other pretty epic stuff too). OUR RESTAURANT CULTURE We do things the right way. It isn’t always easy, but it’s always better. We lead with our hearts, work hard and play hard and we welcome everyone into our big KFC family. It doesn’t matter who you are, where you’re from, or what your shoe size is – everyone has a place at the Colonel’s table. All we ask is that you roll up your sleeves, get stuck in and treat our team like family and our guests as friends. It’s what the Colonel would do. That got you cluckin’ excited? Apply now - there might just be a seat for you at the Colonel’s table…
Clinical Nurse Manager Theatre Recovery, University Hospital
Details of Service Cork University Hospital (CUH) has approximately 800 beds and this will increase further to 1,000 beds on completion of the transfer of additional services to the CUH campus. CUH currently employs approximately 4,571 (WTE) staff of multiple professions and is the primary teaching hospital for the Faculty of Health and Science in University College Cork (UCC). UCC is the Academic partner of the South/South West Hospital Group. CUH has very strong relationships with each of the six schools within the Science Faculty of UCC and this is a key area for future development to maximise the opportunities for both the service and academia. CUH is a recommended Major Trauma Centre for the Republic of Ireland due to the wide range of specialties delivered by the hospital – including Neurosciences, Cardiac Services, Orthopaedics, General Surgery, Renal, Internal Medicine, Vascular, Ophthalmology, Urology, Plastic Surgery, Maxillary-Facial, Paediatrics, Intensive Care, Oncology, Haematology, Obstetrics, Gynaecology, Neonatology and Emergency Medicine. CUH is JAG accredited and is a Magnet4Europe Hospital. CUH is the tertiary referral centre for the HSE Southern area, and the supra regional area of Limerick, Clare, Tipperary, Waterford and Kilkenny. CUH therefore acts as a regional centre for secondary and tertiary care for the catchment population of approx. 550,000 served by the HSE Southern area and a supra-regional centre for a total a population of 1.2 million. Theatre Complex and Surgical Hub The Theatre Complex and Surgical Hub in CUH will ensure the provision of elective and emergency surgical procedures in the specialist theatre environments of Cardiothoracic, General, Vascular, Orthopaedic, Neurosurgery, Pancreatic, Colorectal, Plastics, Trauma, Urology, Renal, Hepatobiliary, Gynaecology and day procedures for adults and children. The Theatre Complex works on a 24/7 basis. There are a total of 13 theatres and 15 recovery bays. The Surgical Hub at Cork University Hospital (CUH) will be a dedicated facility designed to enhance day-case surgery and ambulatory capacity, addressing public waiting lists in advance of the development of regional elective hospitals. It will be located on the CUH campus, a Model 4 hospital, and will operate under the governance of CUH’s surgical/perioperative directorate. Purpose of the Post The post of CNM 2 has a pivotal role in service planning, co-ordinating, and managing activity and resources within the clinical area. The main responsibilities are quality assurance, resource management, staffing and staff development, practice development, facilitating communication and professional / clinical leadership. Theatre Recovery The Post Anaesthetic Care Unit (PACU) is a specialised area designed to care for patients in the immediate postoperative period. There is 24-hour nursing cover provided in this unit. The cases can range from low-complex, uncomplicated cases to high dependency intensive care level patients requiring 1:1 nursing care. The post holder must have competence in basic airway management skills. All patients in the PACU must be closely observed during the immediate postoperative period and their condition evaluated and stabilised with an emphasis on anticipating and preventing complications resulting from anaesthesia and surgery. The post holder should be proficient in managing the specific post-operative care required for all the above-mentioned specialties. The post holder will be capable of carrying out duties such as: · Day-to-day management and coordination of patient flow through PACU · Escalation of any issues to the CNM3 as required · Excellent communication skills for interaction with all members of the MDT The post hold will work across all relevant areas of the CUH campus including the Theatre Complex and Surgical Hub. Informal Enquiries We welcome enquiries about the role. Contact Noreen O’ Leary (Assistant Director of Nursing) 086 7872340 or Email : noreen.oleary@hse.ie - for further information about the role Contact Tamara Broderick- People Resourcing, Tamara.broderick@hse.ie – for enquiries relating to the recruitment process
Pastry Chef
Job Title: Pastry Chef To become a member of our pastry crew we require at least 1 year of previous experience in a similar working environment. Our dedicated pastry section work to the very highest of standards and are looking for a team member who can add creativity, originality, concepts, professionalism and together become a pastry section of excellence reporting to our Executive Chef. The aim of your role will be to provide support and guidance to the pastry section of the kitchen operation. Requirements for Pastry Chef: Inclusion and diversity are key to us. All our team members have the opportunity to thrive with an equal opportunities employer
Candidate Clinical Nurse Specialist
Cork University Maternity Hospital (CUMH) is a 144 bedded Tertiary Referral Centre for Maternity, Neonatology and Gynaecology located on the campus of Cork University Hospital. CUMH incorporates the Obstetric, Gynaecology and Neonatology Services within the Health Service Executive South West region. CUMH has approximately 7, 000 births per annum and is a tertiary referral centre. Services at CUMH are delivered within the South West Region which is based on the principles of partnership and integration and strongly supports the involvement of the multidisciplinary team in service provision. CUMH is the site for clinical placements for student midwives and student nurses in undergraduate and postgraduate programmes delivered in partnership with University College Cork. CUMH Services incorporates the use of the MN-CMS (Maternal Newborn Clinical Management System) into care delivered at CUMH. The Group’s Primary Academic partner is University College Cork. A wide range of educational programmes and research is conducted within all hospitals in the Group. Six Health Regions have been established within the HSE, on the basis of the geographical boundaries agreed by the Government in July 2019 and they will be operational from 2024. Each Health Region will be tasked with population specific planning resourcing and delivery of health and social care services for the needs of its unique population. This will result in improved accountability and governance in terms of finance and performance, while also bringing decision-making closer to the frontline. Health Regions will enable and empower staff to provide services that are: • Integrated, locally planned and delivered • Easier to access and navigate • Available closer to home Health Regions are geographically-based units with clearly defined populations. They align community and hospital services within specific areas. The HSE will retain a strong but leaner central organisation, with more service provision developed at a local level. The HSE South West health region will manage and deliver all public health and social care services in Cork and Kerry. HSE South West includes all hospital and community healthcare services in the region. This includes: • South / South West Hospital Group S/SWHG • Cork Kerry Community Healthcare CKCH The Department of Population and Public Health is also now aligned with this health region Services in the South West health region: HSE Services working within this region include: • Acute Hospitals • Primary care services • Community services • Social care services • Health and social care professionals • Voluntary sector services Purpose of the post The cCNS post holder will deliver care in line with the five core concepts of the role set out in the Framework for the Establishment of Clinical Nurse/Midwife Specialist Posts, 4th edition, National Council for the Professional Development of Nursing and Midwifery (NCNM) 2008. Caseload The cCNS will focus initially on the following service user groups: any patient requiring Chronic Pain Support in the Endometriosis Service. The concepts are: o Clinical Focus (Direct and Indirect Care) o Service user/client Advocacy o Education and Training o Audit and Research o Consultancy (including leadership in clinical practice) Endometriosis and Chronic Pelvic Pain To deepen clinical understanding of chronic pelvic pain and endometriosis, highlighting diagnostic challenges, multifactorial nature, treatment pathways, and the broader biopsychosocial impacts on women. Endometriosis affects at least 1 in 10 women globally, with significant underdiagnosis and misdiagnosis. Chronic Pelvic Pain (CPP) can be defined as either cyclic or non-cyclic pain lasting >6 months, localized to the pelvis, abdomen, or lower back, and has multiple causes. Endometriosis, defined as the presence of endometrium-like tissue outside the uterus, is one cause of CPP. Direct Care: · Pathophysiology- Ectopic endometrial tissue causes inflammation, fibrosis, and neuropathic pain. · Hormone fluctuations lead to cyclical exacerbation of symptoms. · Symptomatology- Severe dysmenorrhea, premenstrual pain, dyspareunia, dyschezia, dysuria. · Infertility; 30% of women with endometriosis have fertility issues and 50% of women attending fertility clinics have endometriosis. · Pain is often disproportionate to the extent of the disease · Diagnostic challenges- Average delay to diagnosis: 7–9 years. · Previous reliance on laparoscopy for definitive diagnosis, current guidelines advocate a presumptive or working diagnosis based on patient symptoms · Limitations of imaging and biomarkers; endometriosis can be under-or overcalled by different imaging modalities. Advanced transvaginal ultrasound is more commonly utilised currently · Treatment modalities- Medical: NSAIDs, hormonal therapies (COCP, progestins, GnRH analoguess). Surgical: ablation, excision of endometriosis / endometriomas, oophorectomy, hysterectomy where there is adenomyosis and in cases refractory to more conservative treatments · Multidisciplinary: Pain management, physiotherapy, fertility support. Indirect Care: · Psychological Burden- High rates of depression, anxiety, and emotional distress. Impact on body image, sexual health, and self-esteem. · Social & Occupational Functioning- Absenteeism, reduced productivity, and career disruption. Strained relationships and social isolation. · Economic Costs-Direct costs: diagnostics, medications, surgeries. Indirect costs: lost income, disability claims, long-term care. · Healthcare System Strain- Repeated GP visits, referrals, and emergency presentations. · Need for specialist-led care pathways and early intervention protocols. The application of speciality-focused knowledge and skills of the cClinical Nurse Specialist (CNS) (hereafter referred to the CNS) will provide for the care and on-going management of patients with conditions relating to chronic pelvic pain in endometriosis patients. The post holder will be required to work as a key member of the endometriosis team in the hospital providing physical, psychological and emotional support to the woman and their families/carers throughout their disease trajectory. The post holder will act as a liaison between Services for women with complex gynaecological conditions, Primary Care, community services and other agencies. The appointment of the cCNS is an essential element in the provision of effective, high quality, seamless integrated care for women complex health care needs with a multidimensional and multidisciplinary input for women in this cohort. The person holding this post is required the support the principle that the care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree. Maintain throughout the hospital awareness of the primacy of the patient in relation to all hospital activities. Performance management systems are part of the role and participation in the Group’s performance management programme. We welcome enquiries about the role. Katie Bourke Director of Midwifery, CUMH Email: Katie.Bourke@hse.ie Telephone: 086-8231188 Lorraine O’Connor Assistant Director of Nursing Email: lorraine.oconnor4@hse.ie Tel: 021-4920756 For enquires about the recruitment process please contact meagan.mcglynn@hse.ie
ESB Networks Electrical Apprenticeship Programme
ESB Networks DAC serves 2.3 million domestic and business customers in Ireland providing a safe and reliable electricity supply. The ESB Networks Electrical Apprenticeship Programme provides you with: Science* can be replaced by Technology, Art, Craft & Design, Technical Graphics, Metalwork, Material Technology (Wood) Design Communication Graphics, Construction, Engineering, Home Economics, Ag Science, Biology, Physics, Chemistry CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Retained Firefighter
QUALIFICATIONS Character Each candidate must be of good character and the successful applicant may be subject to Garda Vetting prior to any appointment being confirmed. Age Each candidate must be at least 18 years of age on 1 May 2026. Retirement age for Retained Fire fighters is 55 years of age (up to 62 years of age subject to conditions). Health Each candidate must be free from any defects which would render that person unsuitable to perform the duties of the post and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. For the purpose of satisfying this requirement, it will be necessary to undergo at the candidate’s own expense an initial medical examination by a qualified medical practitioner to be nominated by Cork County Council. Note the requirement to complete and pass the Chester Step Test detailed below. On taking up appointment, the expense of the medical examination will be refunded to the candidate. Retained Fire fighters will be required to undergo regular and ad hoc medical examinations at any time. Given the strenuous nature of fire fighting duties, the medical examination will be of a very thorough nature. Please note that the following disabilities will render an applicant unsuitable for fire fighting duties and will lead to disqualification at the examination. History of epilepsy Alcohol or drug dependency Obesity Chronic bronchitis or asthma or other disabling disease of the lungs Organic disease of the cardiovascular system Diabetes mellitus Unaided vision less than 6/12 in either eye Inability to hear a forced whisper or conversational voice separately in either ear at 20 feet Evidence of labyrinthine disturbance A history of vertigo or an illness which would affect sense of balance History of mental instability Please note that it is recommended that Retained Fire fighters be vaccinated against the Hepatitis B Virus and in this connection the vaccine will be made available free of charge to successful candidates. Fitness Test Part of the pre employment medical examination includes completing the fitness test. Candidates successful at interview must successfully complete the fitness test prior to employment being offered. The fitness test at the recruit medical is the Chester Step Test. The Chester Step Test measures aerobic capacity and fitness and entails a moderately vigorous level of physical activity. The level of fitness needed to pass this test requires regular exercise and the test pass level is difficult to achieve if the candidate does not already have a good level of physical fitness prior to the test. Medical examiner advice is that fitness needed for this test does not come overnight; realistically it takes at least a few weeks and often longer to appreciably improve your fitness level. Candidates who fail the initial Chester Step Test will be offered one further fitness test only. This may be a Chester Step Test or a Shuttle Run test, as determined by Cork County Council. No further retests will be offered. Residence and Availability Only applicants from competent persons who reside and work within 2 miles of the fire station of the relevant unit and whose ordinary activity does not take them away from the town in which a brigade is located will be considered. On receipt of a fire or other emergency call you should be in attendance at the station within five minutes. Unemployed persons are not precluded from applying, provided that they satisfy the residence and availability requirements. Licence Each applicant must hold a full current Category B European Community Model Driving Licence free from endorsement. Garda Vetting Candidates successful at interview will be required to undergo Garda Vetting, which will be directly arranged by Cork County Council. PARTICULARS OF EMPLOYMENT The employment is part time. Panels may be used to fill permanent and temporary vacancies. New entrant retained fire fighters who commence on or after 1 January 2013 will be members of the Single Public Service Pension Scheme (SPSPS), as established by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. The Single Scheme does not provide for a Retained Fire fighters gratuity. New entrants will pay superannuation contributions each quarter, with SPSPS pension lump sum and pension payable on retirement, subject to certain conditions. Retained Fire fighters must retire (on their birthday) upon reaching the age limit for the employment (currently 55 years of age and up to 62 subject to conditions). A successful candidate will only be offered employment on a probationary basis as a Retained Fire fighter subject to satisfactory completion of the following courses. (a) Firefighting Skills Course This course is a full time three week course which will be held in Ireland and will involve staying away from home on a Monday to Friday basis for the three weeks. (b) Breathing Apparatus Course This course is of a full time nature, of two weeks duration and is held outside the county. (c) Compartment Fire Behaviour Training Course This course is of one week duration, normally held outside of the county. (d) Occupational First Aid Course This course is of a full time nature, normally three days duration and is held within the county. (e) Class C HGV driving licence. The above does not preclude the Council from offering temporary employment but failure to complete either of the above courses satisfactorily will result in termination of employment. Subject to compliance with the conditions of item 4 above, the employment is subject to a probationary period of one year and will be terminable by the giving of one week’s notice by either side during that period. After the employment has been confirmed, it will be terminable at any stage on the giving of the required notice by either side under the Minimum Notice and Terms of Employment Act 1973, or without notice in circumstances justifying immediate dismissal. Please note that due to the requirement for firefighters to wear Breathing Apparatus, all facial growth below the line of the upper lip must be removed, for example beards. Retained Fire fighters must be prepared to attend other courses which may be held in Ireland or the United Kingdom. Availability Based on an annual 52 weeks, excluding 4 weeks annual leave, Retained Firefighters will be required to be available and attend alerts 24 weeks in the year on a week on and week off basis. Across the 24 weeks where a Retained Firefighter is rostered off they can, if they so wish, attend incidents. In the event of occasional unavoidable absence of one rostered member for part of his or her week, it is the responsibility of the rostered member to arrange cover for the period of his or her absence with an available off duty member. This agreement has to be notified and agreed with by the Station Officer or Sub Station Officer in advance. This is to guarantee that the Station Officer is in a position to ensure that the minimum manning levels for each station are met before any cover arrangement can be approved. Retained Firefighters must normally reside and work in the town where the Brigade is located and in such a proximity to the Fire Station which will allow him or her to respond within the turnout time set by the Chief Fire Officer (current requirement is a target timeframe of five minutes for the first appliance to leave the station). It is necessary that he or she be released from his or her normal employment on the occasions that attendance at incidents demands such release. Changes of residence or workplace must be notified in writing to the Chief Fire Officer. Failure to do so may result in termination of employment as a Firefighter. Any change of residence or place of work that puts the Firefighter at a distance or turnout times more than that permitted by the Chief Fire Officer from the Fire Station, or to a location unacceptable to the Chief Fire Officer, will result in termination of employment as a Firefighter. The Council may at its discretion, prior to employing any qualified candidate, seek appropriate evidence as to the availability of such person to fulfil the duties of this position. Annual Leave Four weeks annual leave per annum in addition to the annual payment of the retainer. Furthermore, payment for annual leave is confirmed as being 8 percent of earnings. These earnings will be calculated on the basis of the previous year’s earnings excluding the retainer, clothing allowance and payment for annual leave and public holiday leave in the previous year. The payment for annual leave will be made when employees take annual leave as part of the fortnightly pay cycle. Members of brigades shall be subject to such rules and regulations as may be issued from time to time. It should be particularly noted that Retained Fire fighters must, in the matter of drills, attendance at fires or in other emergencies, comply strictly with the orders and discretion of the Station Officer, or in his absence such other Brigade Member as may be in charge. Any Retained Fire fighter guilty of infringement of this regulation will be dismissed. Generally, members of all brigades will be under the general control and supervision of the Chief Fire Officer, Senior Assistant Chief Fire Officer, Senior Executive Fire Officer, Assistant Chief Fire Officer, Assistant Fire Officer or other appropriate officer as the case may be. While on duty, Retained Fire fighters shall use the clothing and personal equipment provided by the Council and the same shall be left in the station immediately after the cessation of duty. Retained Fire fighters may not use such clothing and equipment save while on duty. Retained Fire fighters must comply fully with safety policy and directives in force from time to time. Rostering of Retained Fire fighters will take place at the Council’s discretion. Rate of Pay €16,852 - €20,251 per year. Attendance at Incidents An annual review will be undertaken in December each year to identify stations with low incident mobilisation. Where such levels fall below 75 hours in a calendar year, an adjustment payment will be made to each firefighter to provide for a minimum annual payment of 75 hours. This payment will be calculated on a pro rata basis for any new entrants in a calendar year. Attendance at Drills Drills take place on station three times a month at regular intervals (36 drills annually) and are of two and a half hours duration. There is an obligation on firefighters to attend 85 percent of drills annually. The retaining fee will not normally be paid to any member who has failed to attend at least 85 percent of drills during the quarter, the decision on which if appropriate is at the discretion of the Chief Fire Officer. The Council reserves the right to alter the frequency and duration of drills at its discretion.
Candidate Clinical Nurse Specialist University Maternity Hospital
Cork University Maternity Hospital (CUMH) is a 144 bedded Tertiary Referral Centre for Maternity, Neonatology and Gynaecology located on the campus of Cork University Hospital. CUMH incorporates the Obstetric, Gynaecology and Neonatology Services within the Health Service Executive South West region. CUMH has approximately 7, 000 births per annum and is a tertiary referral centre. Services at CUMH are delivered within the South West Region which is based on the principles of partnership and integration and strongly supports the involvement of the multidisciplinary team in service provision. CUMH is the site for clinical placements for student midwives and student nurses in undergraduate and postgraduate programmes delivered in partnership with University College Cork. CUMH Services incorporates the use of the MN-CMS (Maternal Newborn Clinical Management System) into care delivered at CUMH. The Group’s Primary Academic partner is University College Cork. A wide range of educational programmes and research is conducted within all hospitals in the Group. Six Health Regions have been established within the HSE, on the basis of the geographical boundaries agreed by the Government in July 2019 and they will be operational from 2024. Each Health Region will be tasked with population specific planning resourcing and delivery of health and social care services for the needs of its unique population. This will result in improved accountability and governance in terms of finance and performance, while also bringing decision-making closer to the frontline. Health Regions will enable and empower staff to provide services that are: • Integrated, locally planned and delivered • Easier to access and navigate • Available closer to home Health Regions are geographically-based units with clearly defined populations. They align community and hospital services within specific areas. The HSE will retain a strong but leaner central organisation, with more service provision developed at a local level. The HSE South West health region will manage and deliver all public health and social care services in Cork and Kerry. HSE South West includes all hospital and community healthcare services in the region. This includes: • South / South West Hospital Group S/SWHG • Cork Kerry Community Healthcare CKCH The Department of Population and Public Health is also now aligned with this health region Services in the South West health region: HSE Services working within this region include: • Acute Hospitals • Primary care services • Community services • Social care services • Health and social care professionals • Voluntary sector services Purpose of the post The purpose of this post is to provide a high-quality, evidence-based nursing service within the specialty area. The post holder will work as part of a multidisciplinary team to deliver care, promote patient safety, and support service development. The cCNS/MS (Gynae Oncology) will contribute to patient care through clinical expertise, education, audit, research and consultancy The cancer services cCNS/MS Gynaecology Oncology will be part of a consultant-led multidisciplinary team within the hospital responsible for the overall care of patients with gynaecological cancer. Patients with cancer often require complex multi-disciplinary care, incorporating surgery, radiation and medical oncology. The post holder will demonstrate a caring competent manner to instil patient confidence and contribute to an environment that is centred on the needs of cancer patients and their families. They will demonstrate an ability to interpret and promote evidence based practice within the field of oncology/haematology, as this is an area of nursing which is rapidly changing We welcome enquiries about the role. Niamh Spillane, Clinical Nurse/Midwife Manager 3 Email: niamh.spillane@hse.ie Phone: 021 – 4920691 Lorraine O’Connor Assistant Director of Nursing Email: lorraine.oconnor4@hse.ie Tel: 021-4920756 For enquires about the recruitment process please contact meagan.mcglynn@hse.ie
Deputy Store Manager, Togher
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. 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.
