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Sort by: relevance | dateSenior Parks and Landscapes Officer
The Role: This position is a senior position within the Council reporting to the City Parks Superintendent and any other employee nominated by the Chief Executive. The Senior Parks & Landscape Officer will be responsible for the efficient management of their prescribed work area within the related function. As a senior manager, they will play a key role in advancing the Local Authority’s strategic vision and objectives, working collaboratively with elected Councillors to deliver the full range of services and implement local policy decisions. They will have a strong track record of delivery in parks/landscape management and landscape design and will have proven expertise in the operation of the various IT systems available for the effective day to day management of budgets, procurement, design, and asset and tree management. Organisational innovation and continuous improvement are significant priorities for Dublin City Council as local government reform is embedded and the development and use of smart technologies are used to enhance service delivery. Managers are expected to lead service delivery, drive innovation, and manage change effectively within an environment of constrained human and financial resources. Ensuring efficient, high-quality services and demonstrable value for money remains central to the role. The Senior Parks & Landscape Officer duties include but are not limited to the following: • Lead the strategic planning and programme level management of a range of operations to maintain the highest standards for parks and landscape maintenance including recreational facilities, playgrounds, tearooms and other visitor amenities. • Lead the strategic planning, design oversight, and programme-level management of a portfolio of capital projects from initial concept through to construction encompassing parks, public realm improvements, play spaces, recreational facilities, and wider green infrastructure initiatives • Establish milestones and monitor progress against agreed targets and performance indicators to ensure effective delivery across each programme lifecycle. • Planning, procurement and management of works and operations in accordance with Regulations. • Lead and contribute to the strategic planning, development, and governance of Parks, Biodiversity and Green Infrastructure, shaping long-term priorities and ensuring alignment with organisational and regional objectives. • Provide professional landscape expertise to support the preparation and implementation of statutory planning documents including the City Development Plan, Urban Area Plans, environmental assessment processes, and Green Infrastructure strategies and prepare reports, briefings, and formal responses for Council meetings and relevant Committees. • To consider new and emerging national policy and assess implications for the Council and respond to these proposals as required. • Provide leadership and oversight of staff and resources across design, operations, and project delivery functions, ensuring effective performance management, optimal allocation of resources, and robust financial oversight of budgets. • Deputising for the City Parks Superintendent, as required. • To carry out other associated duties as may be assigned from time to time. ESSENTIAL REQUIREMENTS The Minister for Housing, Local Government and Heritage has declared that the qualifications for Senior Parks & Landscape Officer are as set out hereunder: Character Candidates shall be of good character. Health Candidates shall be in a state of health to render an efficient service. Education Candidates shall hold a qualification in Horticulture, Landscape Architecture, Arboriculture, Natural or Environmental Science (level 8 or higher on the National Framework of Qualifications). Experience, Etc. a) have not less than eight years post graduate satisfactory experience of planning, design, development and management of one or more of the following: Parks, Heritage Landscapes and Gardens, Open Spaces, Green Infrastructure, Public Realm and Urban Design, Urban Forests, Sports Grounds, Recreation and Play facilities, Burial Grounds, Community Gardens and Allotments; b) have the ability to lead and motivate multi-disciplinary teams to achieve corporate objectives; c) have well-developed interpersonal skills, demonstrating an ability to influence, communicate and network effectively; d) have proven ability to manage financial resources within a strict budgetary control framework; e) have proven ability to manage the delivery of projects on time and within budget, including dealing with procurement, contractors, professional consultants; f) demonstrate a capacity for innovation and problem solving; g) demonstrate the ability to develop policies, strategies, best practice guidance and the preparation of technical reports, as required; and h) have a good working knowledge of the legal and regulatory standards that apply to local authorities, including Health and Safety. The ideal candidate shall have the following Skills and Experience: • Have significant management experience in a professional capacity as a Landscape Architect, Horticulturist or in a landscape management context. • Have experience of preparation or assessment of relevant policies and of analysing and considering new and emerging national and/or regulatory policies and guidelines in a Parks and Green infrastructure context with a view to assessing the implications of such developments and responding to same. • Have experience of managing and leading multi-disciplinary and cross functional teams and have the ability to motivate, empower, encourage and achieve optimum results, maximum efficiency and value for money from the personnel and processes under their control. • Have an understanding of Local Authority services and structures in Ireland and Dublin City Council, particularly as they relate to the Green Infrastructure function, or have the ability to quickly acquire same. • Be capable of working in close consultation with key stakeholders and in seeking cooperation and consensus with a whole range of bodies and representative groups including taking customer feedback and ensuring any learning from same is used to enhance the operations of the organisation. • Be experienced in contributing to the operational and strategic planning processes and in the implementation of the agreed aims of same. • Have excellent interpersonal, communication, networking and influencing skills. • Have 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. • Have experience of managing finance and budgets and ensuring value for money and a track record of delivering results. • Have experience of providing information on the pattern of demand and activity and the skills to schedule/programme the carrying out of work. • Have good general ICT skills, particularly in relation to CRM, Procurement, and Arboricultural management. • Have a focus on the customer and on service improvement including taking ownership and resolving issues arising. Candidates must also: • Have the knowledge and ability to discharge the duties of the post concerned; • Be suitable on the grounds of character; • Be suitable in all other relevant respects for appointment to the post concerned; Candidates, if successful, will not be appointed to the post unless they: • Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed • Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Each candidate must, on the latest date for receipt of completed application forms, meet the above essential criteria. The Office The office is whole time, permanent and pensionable. The holder of the office shall not engage in any gainful occupation, other than as an officer of a local authority, to such an extent as to impair the performance of their duties as an officer of a local authority or in any occupation which might conflict with the interests of the local authority or which might be inconsistent with discharge of their duties as a local authority officer. Probation Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply: (i) There shall be a period after such appointments take effect during which such persons shall hold the position on probation; (ii) Such period shall be a maximum of 12 months; (iii) Such persons shall cease to hold the position at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory Salary The salary shall be fully inclusive and shall be as determined from time to time. The holder of the post 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 the post or in respect of any services, which they are required by or under any enactment to perform. Salary Scale effective from 1st February 2026: The salary scale for the position of Senior Parks & Landscape Officer is: €92,770; €95,045; €97,310; €99,586; €101,855; €104,136; Maximum, €107,565; LSI 1; €110,997 LSI 2 Salary for the post shall be in accordance with existing practice as set out in relevant circulars. Starting pay for new entrants will be at the minimum of the scale. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, 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. Rate of remuneration may be adjusted from time to time in line with Government Policy. Residence The holder of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Start Date The Local Authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than three months and if they fail to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the Local Authority shall not appoint them. Duties In accordance with Section 159(3) & (4) of Local Government Act 2001 an employee of the local authority shall perform the duties of the office and give the local authority under the general direction and control of the Chief Executive or of such other officer as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as are required for the exercise and performance of any of its powers, functions and duties and to exercise such powers, duties and functions as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by the local authority and such duties as may be required in relation to the area of any local authority. The holder of the office will, if required, act for an officer of a higher level. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 hours gross per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. Annual Leave The annual leave allowance for the position of Senior Parks & Landscape Officer is 30 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the public service, 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 sick leave circulars. Superannuation Contributions Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the local authority at the rate of 5% of their pensionable remuneration. Persons who become pensionable officers of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority 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 persons who become pensionable officers of a local authority are required, in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme, 1986, to contribute to the local authority 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. Persons who become pensionable officers of a local authority for the first time on or after 1 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.
Procurement Manager
About the role As a Procurement Manager in the Engineering Field Services & Materials category, you’ll play a pivotal role in shaping and delivering strategic sourcing initiatives that drive value across BT Sourced. You’ll be at the forefront of category management, supplier strategy, and stakeholder engagement—ensuring procurement excellence and continuous improvement. This is a high-impact role where you’ll work closely with internal teams and external suppliers to deliver cost savings, mitigate risks, and support business growth. You’ll have the autonomy to lead your own projects while collaborating with a dynamic team of procurement professionals. What you’ll be doing Strategic
Adult and Adolescent Psychiatric Nurses
Permanent Full-Time Category: Nursing Location: Dublin City, County Dublin, Ireland (Permanent full time General Adult and Adolescent contracts available) Please note your interest in either General Adult, Adolescent or both on your application. SPMHS is the largest independent, not-for-profit mental health service provider in Ireland, offering fantastic job opportunities in psychiatric nursing. The successful applicants must: All successful applicants will be placed on a panel and appointments will be made subject to operational requirements.
Professional Social Worker
About Fingal County Council Fingal is a highly attractive place to live, work, visit and do business. It comprises a geographical area of 450 sq.km stretching from Balbriggan in the north, to Blanchardstown in the west and to Howth in the east. The area is defined by the diversity of its landscape and settlement patterns with rural, urban and suburban locations all rolled into one county. There is 88kms of coastline, three large protected estuaries and salt marsh habitats and 13 major beaches. Fingal County Council is one of the county’s major local employers and currently employs approximately 1,600 staff. The Council is mandated to deliver a diverse range of functions and services which can be broadly described under the headings of the provision of physical and social infrastructure, housing, economic and tourism development, community development, recreation and amenity services and the management of the planning and environmental regulatory framework. The role of the County Council as provided for in law is to represent, lead and serve the communities of Fingal. 1. The Role The Professional Social Worker provides a range of supports to employees, which focus on their well-being, while also helping employees to engage with innovative preventative measures to avoid injury and illness and to help enhance their daily lives. They offer support, advise management on welfare policies, handle confidential issues, and bridge communication between staff and employers. The Professional Social Worker reports to the Administrative Officer, People Services, or such designated person(s) as may be assigned from time to time. 2. Duties The duties of the Professional Social Worker include, but are not limited to the following: · Act as the first point of contact for staff experiencing personal or work-related difficulties and provide confidential support to help resolve issues. · Assess employee needs and connect them with internal or external support services. · Support employees returning from long-term sick leave or difficult life events. · Promote awareness of the Council’s Staff Welfare service and actively communicate its benefits to staff. · Work with the Wellbeing Team to plan, promote and roll out wellbeing and resilience programmes across the organisation. · Provide an active outreach to staff members on long-term sick leave, where appropriate. · Advise management on strategies to improve absence management and related performance indicators. · Direct staff to appropriate external support services when required. · Liaise with external agencies and the Council’s Medical Advisors regarding the provision of information and supports on health promotion. · Collaborate with the Learning and Development team in relation to the development and roll-out of health, wellness and welfare training programmes. · Develop and maintain an annual work plan. · Ensure information on staff welfare policies and procedures is dispersed to all staff in a timely manner. · To take an interest in, and actively encourage general welfare, social and recreational activities amongst the Council’s staff. · Meet new staff members to provide information on available welfare facilities and supports. · Contribute to the development and roll out of health awareness initiatives and programmes. · Maintain up-to-date knowledge of the various state, semi-state, medical, voluntary and other agencies whose services may benefit staff. · To advise, as required, on the formulation of staff policies and to assist in the development and implementation of such policies. · Maintain appropriate records in line with confidentiality requirements. · Report to the Senior Executive Officer, People Services or their nominee and liaise with Heads of Departments and relevant external agencies as necessary in the carrying out of their duties. · Other duties and responsibilities as may be assigned from time to time. These tasks which are indicative rather than exhaustive are carried out under general supervision. 3. Qualifications and Requirements of the Post CHARACTER Each candidate must be of good character. HEALTH Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC. Candidates must on the latest date of receipt of completed application forms have: (a) hold a professional qualification in Social Work prescribed under the Health and Social Care Professionals Act 2005 (as amended): or (b) have a Letter of Validation issued by CORU/National Social Work Qualifications Board; (c) be eligible for registration with CORU; (d) possess a high standard of administrative and management experience; and (e) have a satisfactory knowledge of public service organization. The ideal candidate shall: · Have strong communication, confidentiality, and interpersonal skills. · Have a proven track record in the promotion of staff welfare. · Provide satisfactory evidence of their ability to relate well to people and to guide them towards the resolution of their difficulties with sensitivity and sound judgement. · Will have good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organization and the employee, and their application in the workplace. · Be in possession of a current unendorsed full driving licence (Category A1, A and/or B) as they may be required to drive in the course of their duties Candidates may be shortlisted based on the desirables listed above. 4. The Selection Process: Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Professional Social Worker and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council 5. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: 6. Particulars of Employment The employment is whole time, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority 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 dependent or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION (a) there shall be a period after such employment takes effect during which such persons shall hold such employment on probation, (b) such period shall be one year but the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY €55,209, €57,809, €60,432, €63,076, €65,707, €68,342, €70,979 (LSI 1), €72,357 (LSI 2) per annum. Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post 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 post or in respect of any services which they are required by or under any enactment to perform. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. Recruitment The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if they fail to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
Team Leader
Team Leader for 12 hours per week. Blanchardstown. We are looking for a dedicated and enthusiastic Team Leader to join our store at Flying Tiger Copenhagen Blanchardstown, Dublin. They get to be part of our unique concept and help us create an atmosphere that's second to none. Join us and be a part of a company that's passionate about growth, creativity, and making every day extraordinary. Must be fully flexible and available to work Monday through to Sunday working a variety of shift patterns ranging from early start to support delivery to starting later to support closing the store. Must be available to work 5 out of 7 days each week. About Us At Flying Tiger Copenhagen, we don’t design to make products look nice, we design to make people feel good. Creating products that make you smile with the real value in the experiences of when we share these products with others. We are a variety retail concept with over 800 stores across 27 countries. with over 7,000 fantastic employees. As part of a responsible community, we are committed to sustainability, including sourcing of our materials, to how we operate across our businesses. What the role is about? The rate of pay for this role is €14.75 per hour, mid-week availablity is required for this role.
Sr On-site IT Support Engineer
Sr. On-Site IT Support Engineer Reports to : IT EMEA/ASPAC Ops. Lead Glanbia Business Services Join this dynamic team focused on delivering better nutrition for every step of life’s journey The Opportunity The Sr. On-Site IT Support Engineer is responsible for providing hands-on technical support for on-site office IT infrastructure and technology as well as the oversite of On-Site IT Support Engineers at several sites across Ireland. This role involves acting as remote hands to resolve local infrastructure-related issues, handling the installation and decommissioning of both office hardware and end-user technology hardware, and ensuring the smooth operation of IT systems and equipment in office environments. They will also manage IT onboarding and offboarding processes, including the distribution and collection of end-user devices, and provide technical support for corporate events and local site-specific technology. Job Responsibilities TECHNICAL CAPABILITIES & SKILLS On Site IT Support Provides hands-on support for resolving on-site issues, including hardware troubleshooting and replacements. Hardware Installation and Decommissioning Installs, configures, and decommissions infrastructure and end-user technology hardware. Office IT Support Supports and maintains office IT infrastructure, including network devices, telephony systems, and end-user equipment. Corporate Event IT Support Ensures seamless IT and AV functionality for corporate events, including video conferencing and telephony systems. Local Site Technology Support Provides support for local site-specific technologies, such as digital signage and lab equipment. IT Onboarding and Offboarding Manages the distribution, setup, and collection of end-user devices during onboarding and offboarding processes. Collaboration with Remote Teams Works closely with remote IT teams to execute tasks and resolve issues requiring on-site presence. Governance and Compliance Ensures adherence to IT governance and compliance policies during all on-site activities and supports site-related audit information gathering activities. Documentation and Knowledge Sharing Maintains detailed records of activities, including hardware installations, decommissions, and issue resolutions. Customer Service Provides excellent technical support and customer service to end-users and stakeholders. LEADERSHIP CAPABILITIES Drive Strategic Impact Translates organizational strategy into team strategy using data-driven insights to make effective decisions and take calculated risks, while building strong customer/consumer relationships. Act with Agility Introduces change initiatives to address changing business needs by working effectively through uncertainty and with unstructured teams and environments. Empower Others Develops a future pipeline of talent by proactively assessing capabilities and creating development goals that leverage effective coaching, delegation, and autonomy. Lead Inclusively Creates a psychologically safe environment that removes divides, drives collaboration, and fosters a culture of respect and curiosity. Innovate with Courage Encourages team to build new capabilities, explore new ideas and emerging technologies, and engage in a constructive approach to lessons learned. Communicate with Purpose & Vision Delivers inspirational communications that mark progress toward archiving organizational vision, cultivate a sense of shared purpose, and build buy-in with key stakeholders. If you think you have what it takes, but don't necessarily meet every single point on the job description, please apply! Where and How You Will Work The opportunity will be based in Citywest, Dublin with hybrid working arrangements available, which allows you greater choice in how you work and live, giving you a better work-life balance. What We Would Like to Offer You The opportunity to develop your career on a global stage, continuous learning through an on-demand learning platform, and a competitive compensation package including staff discounts, health plan & competitive salary. About Glanbia Glanbia is a better nutrition company with three divisions: Performance Nutrition, Health & Nutrition and Dairy Nutrition. Collectively and with our partners we offer an incredible breadth of expertise in nutrition. We employ a team of 5,800 people, work with global food and beverage companies, and sell our award-winning and market-leading brands and ingredients in more than 100 countries worldwide. At Glanbia, we celebrate diversity, because we know that our individual strengths make us stronger together. We welcome and encourage interest from a variety of candidates. We will give your application consideration, without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status.
Senior Supervisor
Senior Supervisor – Day service Job reference - SS_TALL_0204 39 hours per week – Permanent Contract Qualifications required: Social Care/ Studies or Relevant 3rd Level Qualification at degree level i.e.; Social Work, Psychology is essential , (or relevant qualification received outside the state recognised by NARIC equivalent to Irish level 8). Skills/Abilities required of a Senior Supervisor
Board Director, Anvers Housing
Are you passionate about making a real difference in people's lives? If so, we are looking for voluntary Board members to help guide our work in delivering vital services to people living with an acquired brain injury. Anvers Housing Association (Anvers Housing) Anvers Housing Association (Anvers Housing) was founded to meet the specialised housing needs of individuals living with acquired brain injuries in Ireland. Operating as a not-for-profit, approved housing body, Anvers Housing is committed to providing secure, accessible, and supportive environments that empower residents to sustain independence and dignity. Currently, Anvers Housing oversees a portfolio of 14 high-quality, accessible housing units, encompassing a blend of independent living apartments and supported accommodation nationwide. This flexible approach ensures that placements are tailored to the unique requirements of each resident. In line with the governance standards set by the Approved Housing Bodies Regulatory Authority (AHBRA) and the Charity Regulator’s Governance Code, Anvers Housing works in close partnership with Acquired Brain Injury Ireland (ABI Ireland). Through this collaboration, Anvers Housing and ABI Ireland integrate housing provision with rehabilitation services and community engagement initiatives, delivering a holistic model of support. To respond to increasing demand, Anvers Housing is actively expanding its capacity through ongoing development projects. These initiatives are designed to enhance the availability of customised housing solutions, while upholding excellence in accessibility and resident support. ABI Ireland is dedicated to serving and empowering individuals who have experienced brain injury. Through a combination of personalised rehabilitation programmes and dedicated advocacy, the organisation supports over 1,300 brain injury survivors and their families each year, to achieve their personal goals and work towards greater independence. Services are provided across a range of environments, including in people’s own homes, community settings, group settings and assisted living homes, ensuring a holistic, biopsychosocial model of rehabilitation. ABI Ireland operates as a Section 39–funded organisation, with the majority of its income—approximately €22 million— provided through the HSE to deliver core services. Both organisations operate under a unified leadership and governance structure. This integrated approach ensures strong alignment across their activities, fosters a cohesive strategic direction, and guarantees the consistent delivery of high-quality, person-centred support for individuals living with acquired brain injury. Anvers Housing seeks experienced, values-driven professionals for two Board positions. Successful candidates will demonstrate a strong commitment to excellence, integrity, and the advancement of person-centred support for individuals living with acquired brain injury. In this capacity, Directors will provide strategic leadership and uphold robust governance, overseeing housing delivery, financial management, and the overall performance and direction of the organisation. Directors are integral to promoting transparency, accountability, and ensuring adherence to the organisation’s strategy, mission, and regulatory requirements. Experience & Background Anvers Housing welcomes expressions of interest from candidates with substantial senior-level experience in property management, finance, or the public sector. Prior Board experience is essential, and particular consideration will be given to individuals who have previously chaired Boards or committees. Candidates should bring a strong values base, sound judgment, and a commitment to advancing high-quality, person-centred housing for people living with acquired brain injury. Key Competencies Housing & Service Insight Candidates will bring a deep understanding of the housing and support landscape, including: Remuneration All work carried out by Board Directors on behalf of Anvers Housing Association will be done in a voluntary capacity. All reasonable expenses incurred in carrying out the duties of the Board Director will be reimbursed by the organisation. How to Apply All applications should be received by Friday 1st May 2026 at 5pm. For any informal enquiries, please contact: Gillian Littlefield - Executive Assistant - glittlefield@abiireland.ie For more information, please see our websites: https://www.anvershousing.ie https://www.abiireland.ie
Board Director, ABI
Are you passionate about making a real difference in people's lives? If so, we are looking for voluntary Board members to help guide our work in delivering vital services to people living with an acquired brain injury. Acquired Brain Injury Ireland (ABI Ireland) Acquired Brain Injury Ireland is dedicated to serving and empowering individuals who have experienced brain injury. Through a combination of personalised rehabilitation programmes and dedicated advocacy, the organisation supports over 1,300 brain injury survivors and their families each year, to achieve their personal goals and work towards greater independence. Services are provided across a range of environments, including in people’s own homes, community settings, group settings and assisted living homes, ensuring a holistic, biopsychosocial model of rehabilitation. ABI Ireland operates as a Section 39–funded organisation, with the majority of its income—approximately €22 million—provided through the HSE to deliver core services. ABI Ireland is dedicated to delivering exemplary services to individuals in need, consistently adhering to the highest standards of quality and professionalism. The organisation operates within robust governance frameworks, including accreditation by the Commission on Accreditation of Rehabilitation Facilities (CARF), oversight by HIQA, and compliance with the Charities Triple Lock Standard. Furthermore, ABI Ireland maintains ongoing alignment with the standards set by the HSE and the Charities Governance Code, ensuring sustained excellence and accountability throughout all aspects of service provision. ABI Ireland works in partnership with its sister organisation, Anvers Housing Association, an approved housing body, to provide a housing with support model, enhancing quality of life for individuals affected by acquired brain injury. Through collaborative initiatives, they jointly focus on delivering specialist services, providing accessible and supported housing, and facilitating community-based rehabilitation to empower those impacted by brain injury. Anvers Housing Association specialises in providing high-quality, accessible accommodation tailored specifically for people with acquired brain injury. Their housing solutions are designed to promote independent living while ensuring residents receive appropriate support. Adhering to the governance standards for AHBs (AHBRA) and the Charity Regulator’s Governance Code, Anvers collaborates closely with ABI Ireland to integrate housing provision with rehabilitation services and community engagement initiatives. Both organisations operate under a unified leadership and governance structure. This integrated approach ensures strong alignment across their activities, fosters a cohesive strategic direction, and guarantees the consistent delivery of high-quality, person-centred support for individuals living with acquired brain injury. Acquired Brain Injury Ireland invites applications from two highly experienced and values-driven professionals to join the Board. Successful candidates will demonstrate a strong commitment to excellence, integrity, and the advancement of person-centred support for individuals living with acquired brain injury. Experience & Background ABI Ireland welcomes expressions of interest from candidates with substantial senior-level experience in Public Affairs, Advocacy, Fundraising, Health, Social Care, Rehabilitation, or closely related fields. Prior Board experience is essential, and additional consideration will be given to those who have chaired Boards or Board committees. Given the organisation’s commitment to strong governance and regulatory compliance, candidates should be comfortable interpreting financial, governance, or risk information at Board or senior leadership level. Experience contributing to or overseeing structured governance processes—such as Finance & Audit, Quality & Risk, or strategic planning forums—is particularly advantageous. Successful applicants will demonstrate values-driven leadership, sound judgment, and a collaborative style consistent with the organisation’s person-centred, mission-focused ethos. Key Competencies Strategic Governance Remuneration All work carried out by the Board Director on behalf of ABI Ireland will be done in a voluntary capacity. All reasonable expenses incurred in carrying out the duties of Board Director will be reimbursed by the organisation. How to Apply All applications should be received by Friday 1st May 2026 at 5pm. For any informal enquiries, please contact: Gillian Littlefield - Executive Assistant - glittlefield@abiireland.ie For more information, please see our websites: https://www.abiireland.ie and https://www.anvershousing.ie
DML Clinical Nurse Manager III, Mental Health
Please Note: Location of post · There are currently 2 permanent/ whole-time vacancy available in the Jonathan Swift Clinic, St. James’s Hospital, Dublin. (Post Ref: CNM224381) (Night Duty) · There are currently permanent whole-time and specified purpose posts available in CAMHS, Linn Dara · There are currently permanent whole-time vacancies in Kildare West Wicklow Mental Health Services. A panel may be formed as a result of this campaign for Dublin and Midlands from which current and future, permanent and specified purpose vacancies of full or part-time duration may be filled. Informal enquiries · Oliver Mernagh- Area Director of Nursing (Mental Health) oliver.mernagh@hse.ie 0879846060 · Joseph Donohoe, Director of Nursing, Tallaght Adult Mental Health Services, joseph.donohoe@hse.ie , 086-0232203 · Isobel Donnelly, Director of Nursing, Linn Dara, CAMHS. Isobel.donnelly@hse.ie , 0868151098 · Linda Hutton, Director of Nursing, Kildare West Wicklow Mental Health Services, linda.hutton@hse.ie 0872073428
