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Sort by: relevance | dateAccount Executive - Small Business
What will you get to do in this Small Business UKI Account Executive role? As an Account Executive at HubSpot, you use outbound selling strategies to find new business and help them grow using HubSpot software. You benefit from inbound leads and partner with Business Development Reps to research prospects and create outreach strategies. You run online demos of the HubSpot software and successfully sell the HubSpot value proposition. Your target clients will largely consist of small and mid-sized businesses. This position would be based out of your home office working in an inside sales model, and it is a full closing role. We are actively hiring for a Small Business Account Executive; candidates are eligible to be office, flex or remotely located in the Republic of Ireland based on individual preference! Please check out this article for more context: The Future of Work at HubSpot: How We're Building a Hybrid Company. What are the responsibilities of a Small Business UKI Account Executive? In this role, you will get to: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Assistant Manager
This role is based in the National Apprenticeship Office and will lead the unit in implementation of actions in the Action Plan relating to the strategic development of system capacity through capital. It will involve taking the lead on various capital related tasks and projects to support the growth and maintenance of the apprenticeship system. This postholder will support the planning, delivery and operation of capital projects for all apprenticeships. The main focus of this role will be to project manage the apprenticeship capital investment programme for the National Apprenticeship Office. The postholder will ensure operational excellence by performing managerial tasks, such as continuing to develop, implement and maintain capital funding processes with adherence to the infrastructure guidelines both internally and externally with key stakeholders. The successful candidate will be expected to demonstrate strong project management skills and have experience in procurement methodology and delivery of multi stakeholder projects. The ability to engage with a wide range of stakeholders and counterparties at all levels and to lead and develop relationships are also key aspects of the role. The Assistant Manager, Capital will: ➢ Manage and support the planning, delivery and operation of apprenticeship capital projects to develop a capacity development strategy. ➢ Support the approval and delivery of targeted apprentice training facilities to expand apprenticeship capacity in collaboration with the SOLAS FET College of the Future team. ➢ Manage, where appropriate, the Approval Gate process in line with the Infrastructure Guidelines, Capital Works Management Framework and the Department of Further and Higher Education, Research, Innovation and Science (DFHERIS). ➢ Provide oversight of, and support to, ETBs through the design, planning, procurement and delivery of apprenticeship capital project resources. ➢ Liaise closely with the SOLAS FET College of the Future Unit, ETB’s, HEA and the Department of Further and Higher Education, Research, Innovation and Science (DFHERIS) on the development of capital plans for apprenticeship. ➢ Develop the programme and project corporate governance structures in partnership with DFHERIS and SOLAS ensuring clarity of roles and responsibilities between stakeholders. ➢ Lead the internal team members working on policy, templates, processes, costings and reporting as necessary during projects or in response to PQs. ➢ Develop lean internal project and programme management structures and processes. ➢ The successful applicant will work closely with internal colleagues in SOLAS particularly, the Manager with responsibility for system capacity and planning. ➢ Attend meetings and represent SOLAS as required at liaison committees, quarterly governance meetings with DFHERIS and other key project meetings. ➢ Develop a detailed understanding of DFHERIS and SOLAS oversight requirements and monitor compliance by both SOLAS and ETBs through the lifecycle. ➢ Create and manage stakeholder relationships and ensure that the integrity and reputation of SOLAS is held in high regard. ➢ Prepare and coordinate regular spending and output progress reports, recommendations, board papers and presentations. ➢ Active monitoring and reporting on programme budgets, costs and progress against schedule. ➢ Carry out any other duties deemed appropriate for the position by the Director. Requirements • Minimum of 3 years’ experience in a capital estates role and ideally within further education sector/ tertiary education system in Ireland • Knowledge of Capital Works Management Framework and the Infrastructure Guidelines. • Experience in managing programmes and other operational schemes. • Knowledge of the apprenticeship system • Strong organisational skills, capable of providing strategic input to programme planning and implementation for informed decision making • Proven track record on attention to detail and accuracy in analysis and reporting. • Excellent written and verbal communication skills, including ability to present information clearly, concisely, and confidently when speaking, and excellent report writing skills. • Strong IT skills and experience of working with social media and web content management and analytical tools. • Excellent interpersonal skills • Strong team player, who supports and collaborates with colleagues to achieve organisational goals • Ability to work well under pressure on multiple tasks and to achieve deadlines. • Experience in coordinating surveys and other feedback mechanisms • Ability to work well under pressure on multiple tasks and to achieve deadlines • Proven ability to work on own initiative and deliver assigned goals and tasks • Relevant project management qualification(s) and/or minimum 3 years relevant project management experience. • Track record in working effectively with a broad base of project stakeholders • Experience in effectively facilitating meetings both large and small, online and in-person, as well as gathering and reporting on feedback from meetings and other engagements • Ability to prioritise and delegate work to ensure timelines are met whilst ensuring quality is achieved.
Clerical Officer
Overview of the Role The key features of the role are: Clerical Officers in the Legal Aid Board carry out a range of duties which can vary with work assignment. They provide essential clerical and administrative support to the many functions of the Board. Clerical Officers are often the initial contact point for members of the public and can play a crucial role in informing the public about the Board’s services, and in directing them to other agencies that may be able to meet their needs. A Clerical Officer in the Legal Aid Board can fill many different roles including but not limited to; · General administrative work including; filing, photocopying, answering and making telephone calls, dealing with emails, reception duties, drafting letters · Supporting line managers and colleagues · Working as part of a team in delivering services · Communicating and dealing with clients e.g., responding to queries and providing information via telephone or email · Providing the highest standards of customer service · Using Information Technology on a daily basis e.g., word processing, spreadsheets, database, emails and internet · Maintaining high quality records in a thorough and organised manner · Checking all work thoroughly to ensure it is completed to a high standard · Approaching work in a careful and methodical manner, displaying accuracy at all time, even when conducting repetitive work Clerical Officer Competencies Candidates should demonstrate the skills and capabilities under the six main competencies identified for this role: · Team Work · Information Management and Processing · Delivery of Results · Customer Service and Communication Skills · Specialist Knowledge, Expertise and Self Development · Drive and Commitment to Public Service Values Candidates to be called for interview may be shortlisted on the basis of the information provided in the Application Forms. Please see Appendix I for more information on the Clerical Officer competencies. Essential entry requirements Candidates must by the closing date of the competition; · Have the requisite fluency, knowledge, skills and competencies to carry out the role · Have an appropriate level and experience of relevant ICT skills, e.g., proficiency in Word, Excel and email. · Be at least 17 years of age · Fulfil Citizenship, Garda Vetting Clearance and Reference check requirements – further information below · Ensure that they meet the criteria regarding Public and Civil Service Redundancy, Ill health Retirement Schemes · Demonstrate the skills and capabilities under the competencies identified for this role. As an Employer of Choice, the Civil Service has many flexible and family friendly policies e.g. Work-sharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation and on a case-by-case basis. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations Principal Conditions of Service General The appointment is to a position of Clerical Officer in the Legal Aid Board. Employees of the Legal Aid Board are Civil Service and are subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Pay Clerical Officer PPC Salary Scale – from 1st February 2026 605.69 - 949.31 per week The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale. Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are currently a serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy. Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. Successful candidates will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment may be to a permanent or temporary position in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. The contract for a temporary position will be for a period specified in the contract. Candidates offered a fixed term contract post from this competition will remain under consideration for any future permanent posts. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you – · have performed in a satisfactory manner, · have been satisfactory in general conduct, and · are suitable from the point of view of health with particular regard to sick leave. . Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A (2) Civil Service Regulation Acts 1956–2005 . This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you by the Legal Aid Board and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. In certain circumstances your contract may be extended and your probation period suspended. The extension must be agreed by both parties. · The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. · In relation to an employee absent on Parental Leave or Carers Leave, the employee may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation. · Any other statutory provision providing that probations shall – i. Stand suspended during an employee’s absence from work, and ii. Be completed by the employee on the employees return from work after such absence. When the probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. Unfair Dismissals Act 1977-2015 The Unfair Dismissals Acts 1977-2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed. Duties The Officer will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict in any way with the position to which the candidate is appointed. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Headquarters The Officer’s headquarters will be such as may be designated from time to time by the Head of the Department. When absent from home and headquarters on official duty, appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. Where extra attendance is necessary, overtime payments will be allowed in accordance with the Civil Service overtime regulations. Annual Leave The annual leave for this position is 22 days, rising to 23 after 5 years’ service, 24 days after 10 years’ service, 25 after 12 years’ service and 26 after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil 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. Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts directly to the Legal Aid Board. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attaching to membership of the Single Scheme are as follows: Pensionable Age: The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66. · Retirement Age: Scheme members must retire on reaching the age of 70. · Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI). · Post retirement pension increases are linked to CPI.
NHIS Systems Manager
Background The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021-2025, Health research – making an impact , ( https://www.hrb.ie/strategy-2025/ ). The NHIS Unit in the HRB manages four national health information systems on behalf of the Department of Health. These systems 1) produce data and information to assist the Department with policy and planning, 2) enable the HSE to report on its service planning processes, and 3) generate research that is relevant to both policy and practice. The systems are held on LINK, a web-enabled platform developed specifically for the HRB. Small teams of researchers and analysts work to generate reports from the data collected. Key responsibilities of the post of NHIS Systems Manager The HRB is seeking to recruit a full time, permanent LINK System Manager in the NHIS for the HRB’s LINK system. Key Accountabilities will include but are not limited to:Oversee the ongoing management and development of the NHIS systems Competencies Competencies incorporated into this role profile reflect the competency framework issued in conjunction with the Civil Service Competency Framework which has been adopted by the HRB. A comprehensive list of expected competencies ca be found at Higher Executive Officer Competency Framework Reporting relationship The Link System Manager (NHIS Unit) will report to the Head of Unit (NHIS). Salary scale: Salary Range for LINK System Manager – NHIS (Grade VII) €60,613 – €78,795 Note: this post is a permanent, full-time position. Appointment will be made in accordance with the Department of Health guidelines. New entrants to the public service will be appointed at the first point of the scale How to apply Please submit a cover letter and curriculum vitae by email to recruitment@hrb.ie . In your submissions please clearly state the appropriate components of your third level education and experience that pertain particularly in relation to the software development lifecycle. You must include the name of the post that you are applying for in the email subject line.
Employment Guidance Officer
Salary Salary – LP Officer level starting point circa €39,000 - €45,000 DOE Role Purpose The Employment Guidance Officer (EGO) is required to work as part of a staff team implementing objectives and actions as set out in Dublin City Community Local Area Employment Services’ (DCCLAES) Annual Programme of Work. The purpose of the role is to facilitate and assist clients of the service to secure employment, training, or education that matches their skills, abilities, and personal circumstances. Duties of the Role The duties of the Employment Guidance Officer (EGO) are to work as part of the DCCLAES staff team in the delivery of the Local Area Employment Service (LAES), initially in the D8 delivery centre, but with the flexibility to work across all 4 locations (D1, D8, D10 & D12) within Dublin City. The role will involve utilising adult guidance techniques to develop and plan individual career progression routes for unemployed clients which, having assessed the client’s current employability status, indicates concrete actions that need to be taken to secure employment or progress on to training and education programmes. Taking into consideration the client’s starting point from an adult guidance perspective, key duties include: • To be both creative and dynamic in reaching out to and engaging adults who are particularly distanced from labour market opportunities. • Be able to deliver bespoke employability programmes that engage and motivate young people. • To work on an individual and group basis delivering one-to-one guidance and bespoke employability and personal development supports orientated towards promoting the value of labour market participation. • To co-ordinate and manage the realisation of the client’s progression route, ensuring that the relevant agencies provide the necessary progression supports. • To manage a caseload of 100 clients, providing the appropriate support, advice, and guidance relating to employment, training, and career options. • To make and track referrals internally to programmes such as SICAP, Tús, Sláintecare Healthy Communities, and family support where required. • To identify, refer, and track referrals to external support programmes, e.g. Solas, ETB, and other vocational training programmes, support agencies, e.g. addiction services. • To source access pathways for young people into apprenticeships and traineeships. • To play an advocacy role with respect to working with job vacancies, statutory labour market programmes, training, education, and self-employment opportunities on behalf of clients. • In co-operation with the service delivery team, assist in identifying issues that arise in the course of service delivery with a view to establishing alternative progression routes into employment. • To provide an aftercare service to both clients and employers, with a focus on sustaining employment placements. • To work towards and reach set objectives, targets, and key performance indicators. • Collate, monitor, and present statistical information on participant and programme outcomes and ensure all programme participants are tracked. • Generate progression reports on an agreed basis. • Ensure all programmes and participants are registered on required CRM systems. • To effectively manage a DSP’s computerised client caseload system to ensure that the appropriate tracking mechanisms are in place. • Adhere to Professional Standards and Code of Ethics in the Company. • Undertake other duties and responsibilities as may be assigned. Person Specification Qualifications The person appointed will have a relevant third level qualification in adult guidance or a related social science discipline achieved at level 7 or above on the QQI National Framework of Qualifications. Knowledge & Expertise The Employment Guidance Officer should be able to demonstrate experience and expertise in the following areas: Essential: • Minimum of 2 years’ experience working in a relevant professional field. • Must have experience of working directly with adults in a developmental role such as adult guidance, social care, adult education, recruitment sector, or related area. • Must have knowledge and understanding of the factors impacting on unemployed individuals seeking work. • Must demonstrate an understanding and commitment to social inclusion and adult guidance practices. Desirable: • Experience in the use of assistive tools such as aptitude and interest inventories, personal development tools, e.g. Outcome Star, distance travelled tools, or similar. • Knowledge of apprenticeship opportunities, access, and support pathways. • Understanding of welfare to work financial supports. • Must have experience of establishing contact and developing referral relationships with key stakeholders, e.g. employers, ETB, HSE, health and wellbeing services, and support agencies such as women’s aid, disability and migrant support services, and other sector stakeholders. Skills & Competencies The Employment Guidance Officer should be: • Able to work sensitively and in an empowering way in an employment guidance setting. • Able to demonstrate a commitment to assuring high standards of professional practice. • Competent in group-based facilitation, delivery systems, and adult learning methodologies. • Be competent in a variety of interviewing techniques, e.g. motivational, informational, narrative, or equivalent. • Capable as a career coach and able to apply cognitive behavioural techniques to assist clients to self-progress and sustain progress. • Computer literate in dealing with standard MS Word and data processing, spreadsheet, and CRM packages. • Confident and capable in engaging with employers of a range of sizes and with varying recruitment needs. Character & Personal Qualities • Be passionate about learning, creative, and forward thinking. • Able to work in a self-directed dynamic manner and to develop good working relationships with all stakeholders. • Be flexible and be prepared to work in any of the four designated centres of delivery (D1, D8, D10 & D12). • Appreciative of the main social, economic, and environmental issues currently affecting the sector. • Fair, impartial, and open to new ideas and information. • Be a role model for lifelong learning and continuous professional development.
Executive Assistants
Background Enterprise Ireland is the Irish Government’s enterprise development agency. We invest in and support the development of Irish-owned companies on their journey to achieving greater scale and to become global leaders in their field. This provides a platform for strong economic growth and creating and sustaining jobs in communities around the country. Our teams in Ireland and across our network of 40 international offices help Irish companies to develop high-growth strategies and enter new markets with innovative and sustainable solutions. Role Purpose Enterprise Ireland is seeking to recruit Executive Assistants to provide executive assistant/administration support services to a number of departments within the Agency. The role of an Executive Assistant is to support one or more departments within Enterprise Ireland to deliver on their strategic objectives by providing a comprehensive administrative support service, ensuring that the departments’ administrative tasks are handled efficiently and effectively. The successful candidate will work closely with management and team members within the relevant departments and will be responsible for delivering a range of diverse administrative activities. The Executive Assistant’s duties will incorporate a range of the deliverables set out below depending on the departments’ requirements. Key Deliverables • Provide an executive assistant support service to the Department Manager, including diary management, filing, and organising one-to-one/team meetings. • Provide day-to-day administrative support services to colleagues within the assigned department as required. • Engage and communicate with a range of internal and external stakeholders through face-to-face and online channels, maintaining professionalism at all times. • Support the set up and maintenance of the department’s files and records. This may include creating and updating spreadsheets and databases. • Plan and organise meetings, events, and initiatives. This may include supporting the delivery of a range of Enterprise Ireland’s programmes, panels, and support schemes and may include organising and co-ordinating travel, accommodation, and other logistics with key providers as required. • Process relevant invoices and purchase orders on Oracle Fusion. • Play an active role as a key contributor to the team and provide administrative support for key projects from time to time. Functional Competencies (Key Skills and Knowledge) • Robust executive assistant/administration and organisational skills, with relevant experience, is essential. • Demonstrated evidence of strong computer literacy and typing/keyboard skills (i.e. MS Office skills including Outlook, Word, Excel, and PowerPoint) is essential, coupled with an ability to learn new technologies and use of Enterprise Ireland’s systems. • Demonstrated skills and experience in processing data and information with accuracy and attention to detail is essential. • Strong oral and written English communication skills, with an ability to engage and interact effectively with stakeholders, is essential. • Skills and experience in operating business processes and systems. • Demonstrated ability to prioritise tasks and manage work efficiently to strict deadlines. • General understanding of Enterprise Ireland’s role, structures, and services. • Sound judgement, professionalism, confidentiality, and discretion. • Willingness to take on other key projects as may be assigned from time to time. • Strong interpersonal skills and ability to positively contribute to the work of a busy team. • A relevant qualification (e.g., in secretarial, administration, office skills, or a similar discipline) is desirable. Enterprise Ireland Behavioural Competencies Results Focused The ability to remain outcome- and results-focused with regard to business priorities and organisational goals, monitoring progress and adjusting approach, ensuring delivery against the appropriate timescales. Innovation and Risk-Taking Actively encourages new ideas, experimentation, and measured risk-taking, while always being on the lookout for opportunities to continuously improve business processes and efficiencies within Enterprise Ireland and client organisations. Problem Solving and Decision-Making The ability to be decisive and take tough decisions about clients, people, and costs to deliver sustainable results, using the analysis of information and situations to make logical and sound decisions. Client Focused The ability to provide an excellent client service, focusing on client needs and building and maintaining effective personal and business relationships to advance clients’ objectives and Enterprise Ireland strategy. Communicating with Impact to Influence Others Communicates in a manner that will persuade, convince, and influence their own staff and others, both internally and externally, in order to motivate, inspire, or encourage them to follow a particular course of action. Teamworking Co-operates with colleagues, shares information, and respects the opinions and values of staff members. Understands the skills, experience, and knowledge of staff members and maximises how these can be utilised to the benefit of the department, the organisation, and the client. Embracing & Leading Change Understands the business agenda of Enterprise Ireland and embraces changes for area of responsibility and for external and internal clients. Acting / Leading with Integrity Lives the Enterprise Ireland purpose and values, acting genuinely and with integrity, in a manner that builds trust and engages and motivates others, placing the genuine needs of the client, the organisation, and staff ahead of personal agendas. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself & Others Creates an environment that enables others to excel in terms of job performance. Salary Scale: €27,577 to €45,479 per annum contributory superannuation Rising to €48,116 by long service increments €26,504 to €43,529 per annum non-contributory superannuation Rising to €46,035 by long service increments Candidates should note that entry will be at the minimum of the relevant scale, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Subject to satisfactory performance, increments may be payable in line with current Government Policy. Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant.
Executive Officer
THE ROLE The HR Unit is at the heart of bringing our organisational mission and strategy to life. We work to the NLI’s values of welcome, trust, collaboration and a progressive approach, and the Unit’s work is sited under the NLI’s strategic pillar of Innovation. Members of the NLI’s HR team are key strategy drivers and change makers, currently engaged in shaping the NLI’s workforce into the next decade. Reporting to the HR Manager, the EO in HR will be responsible for managing key components of HR service delivery in the NLI for the full employee life cycle, including recruitment and onboarding; learning and development programming; Shared Services liaison; employee and manager first point of contact for local HR; standard HR reporting; and other such duties as required within the HR Department. Building and maintaining positive stakeholder relationships, internally and externally, is a crucial part of this EO role. The role is eligible for blended working arrangements, subject to the NLI’s Blended Working Policy, of up to three days remote working per week, in line with business needs. DUTIES AND RESPONSIBILITIES The successful applicant’s duties will include the following tasks: • First point of contact for HR related queries from staff and managers; • Support the recruitment process, from point of receipt of sanction to onboarding; • Management of the probation and leaver processes; • Management of current and historic HR files in accordance with GDPR protocols, including off site storage arrangements; • Co ordination of learning and development programming for the NLI, including identification of training options and providers, scheduling and communication with staff and managers; • Liaison with NSSO (primarily HR Shared Services and PSSC); supporting staff and managers where appropriate in their NSSO interactions; responding to requests and queries from NSSO teams or referring these to Assistant Keeper in HR where appropriate; • Day to day management of the NLI’s time and attendance system; supporting staff and managers in use of the system; liaison with system provider as required; • General HR related correspondence; • Quarterly EHECS returns for the NLI; • Other standard HR reporting and projects as required; • Any other duties relevant to the grade which may be assigned by NLI management. The above is a general guide to the role and is not an exhaustive description of duties which are associated with the role or tasks which may be assigned to the role of Executive Officer in the HR Department in the NLI. QUALIFICATIONS, SKILLS AND EXPERIENCE REQUIRED Essential Requirements: • NFQ Level 5 qualification; • A minimum of three years’ experience working in Human Resources; • Demonstrated experience of managing HR operations; • Demonstrated experience working with records management and data protection protocols; • Demonstrated experience of managing full cycle recruitment and onboarding. Desirable Requirements: • Experience of working in HR in a public sector context; • Experience of coordinating Learning and Development programmes; • Demonstrated experience of people management. Person Specification • Excellent interpersonal skills including a collaborative working approach within a small team environment; • Excellent organisational and prioritising skills with ability to manage complex workloads; • Excellent IT skills, with a high level of competency in the Microsoft Office suite; • A solutions oriented approach; • Proven ability to work with tight deadlines and multiple ongoing responsibilities; • Excellent attention to detail; • Flexible and positive attitude; • Self motivated and takes ownership of tasks; • Demonstrated ability and willingness to acquire new skills; • Demonstrated ability and willingness to share skills for team learning; • Sound decision making and judgement; • Maintains discretion and confidentiality at all times; PRINCIPAL CONDITIONS OF SERVICE PAY: The payscale applicable to the position is as follows (rates effective from 1st February 2026): Personal Pension Contribution (PPC) The PPC pay scale will apply where the appointee is an existing civil or public servant appointed on or after 6th April 1995 and is required to make a personal pension contribution. It will also apply to new permanent employees and fixed term unestablished employees. *LSI 1 is Long Service Increment after 3 years on Max of scale **LSI 2 is Long Service Increment after 6 years on Max of scale Non Personal Pension Contribution (Non PPC) The Non PPC (Personal Pension Contribution) salary for the position will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. €36,843 €39,034 €39,900 €41,769 €43,586 €45,350 €47,102 €48,819 €50,556 €52,263 €54,066 €55,299 €57,069* €59,592** *LSI 1 is Long Service Increment after 3 years on Max of scale. **LSI 2 is Long Service Increment after 6 years on Max of scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Candidates should note that different terms and conditions may apply if immediately prior to appointment you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line with current Government Policy (see Public Service Stability Agreement 2021 to 2022 paragraph 5.1 for recent changes). The rate of pay offered will be payable fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until you supply an IBAN and BIC number to the HR Unit. Statutory deductions from salary will be made as appropriate. You will agree that any overpayment of salary or of travel and subsistence may be deducted from future salary payments due to you in accordance with the Payment of Wages Act 1991. You will be advised in writing of the amount and details of any such overpayment and you will be given at least one week’s notice of the deduction to take place, which will be deducted at an amount fair and reasonable having regard to all the circumstances. Tenure The successful candidate will be appointed to a permanent post, subject to successful completion of a 12 month probationary contract. This does not preclude an extension to the probationary period in appropriate circumstances. During the period of probation, the appointee’s performance will be subject to review by the relevant manager(s) to determine whether the appointee: (i) has performed in a satisfactory manner. (ii) has been satisfactory in general conduct. (iii) is suitable from the point of view of health with particular regard to sick leave. Outside Employment The position will be full time and the appointee may not engage in private practice or be connected with any outside business which conflicts in any way with their official duties, impairs performance or compromises their integrity. Location The successful candidate will initially be based at the National Library of Ireland premises in Kildare Street, Dublin 2, but can be based at any of the Library premises in Dublin. Organisation of Working Time Act 1997 The terms of the Organisation of Working Time Act 1997 will, where appropriate, apply to this position. Hours of Attendance Hours of attendance will be as fixed from time to time but will amount, on average, to not less than 41.25 gross hours per week (35 net hours per week). Annual Leave The annual leave allowance will be 23 days per annum, rising to 24 days after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years’ service and 27 days after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave and is on the basis of a five day week and is exclusive of the usual public holidays. Health A candidate and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Important notice: The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate. COMPETITION PROCESS How to Apply Applicants should submit a copy of their current Curriculum Vitae with a letter of interest by email to the Human Resources Unit of the National Library of Ireland at careers@nli.ie . Please note that all application documentation should be submitted in a single PDF document. Applicants will be shortlisted on the basis of the information contained in the application. It is the responsibility of applicants to be available for interview on the allotted time and date. The names and contact details of two referees will be required following an interview. The Library reserves the right to make such enquiries as it considers necessary in relation to an applicant before making an offer of a post to them. Closing Date Please note that the deadline for receipt of applications is 30th March 2026, at 3pm. This closing date and time will be strictly adhered to. Canvassing will disqualify.
Healthy Ireland Co-ordinator
Purpose of Role The Healthy Ireland Co-ordinator for CYPSC will co-ordinate administration of the Healthy Ireland Funding for the CYPSC initiative and support local implementation by local CYPSC. Within this role, the Co-ordinator will respond to relevant governance and financial reporting requirements pertaining to Healthy Ireland Funding, co-ordinate annual reporting on all CYPSC Healthy Ireland projects to funders and relevant others, promote quality and good governance in local implementation of CYPSC Healthy Ireland funded programmes and support the CYPSC National Office to respond to and implement Departmental policy on Healthy Ireland and ensure alignment with the CYPSC model of interagency working. Reporting Relationship The Healthy Ireland Co-ordinator for CYPSC will report to the National Co-ordinator for Children and Young People’s Services Committees. Duties and Responsibilities Main Duties and Responsibilities The Healthy Ireland Co-ordinator for CYPSC will be expected to establish relevant policies and procedures and perform the following duties: • Co-ordinate the establishment and support management of the Healthy Ireland Fund within the CYPSC National Office at Tusla. • Support local CYPSC application of the Healthy Ireland Fund in line with the stated CYPSC methodology, principles, purpose and objectives as described in CYPSC Shared Vision, Next Steps 2019 to 2024, the Healthy Ireland Framework and local CYPSC three year work plans. • Co-ordinate CYPSC monitoring and outcome measurement of the Healthy Ireland Fund, ensuring the provision, collection and reporting of relevant data and information. • Provide professional, technical and administrative assistance to relevant CYPSC national implementation structures to ensure the learning relating to Healthy Ireland Fund implementation is captured, distilled and disseminated for use locally and nationally. • Prepare reports and strategic documents as required and provide timely progress reports to Tusla and the National Co-ordinator for CYPSC, to funders, to the local CYPSC and other organisations as appropriate. • Foster and develop positive working relationships with key personnel nationally and in local counties as appropriate or required, including stakeholders within associated agencies and services. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. • Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. 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 or her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and or Experience Applicants must, by the closing date of application, have the following: • Minimum two years’ experience of co-ordinating complex multi agency initiatives, programmes or services. • Minimum two years’ experience working in or with child, youth or family support services and or in community, local development or health promotion sectors. • Knowledge of relevant computer programmes, e.g. Microsoft Office Suite including Word, PowerPoint and Excel. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. Skills, Competencies and or Knowledge Tusla Leadership Competency Framework The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities and other characteristics that will enable colleagues, regardless of role or rank, to be effective in their work. The Tusla Leader Framework relevant for this role is Leading Others. Please access the Leading Others link to fully familiarise yourself with the impact of this Leading Others proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities and criteria for this role. Other Requirements of the Role • The post holder will require a current driving licence and access to appropriate transport, as the post will involve travel. • Have awareness of children and young people’s participatory practice. Application Process Campaign Specific Selection Process Shortlisting and Interview The online application system has a time out facility. This is in order to protect the privacy of the user. This time out facility activates if the application has been dormant for over 60 minutes. Any work not saved will be lost if the system times out due to lack of activity. As such, please ensure to save your application as you work on it. Any lost data cannot be recovered. It may be advisable for candidates to work on their applications outside of the system and copy and paste their answers into the online application forms once they are fully complete and submit them. Once your application is fully submitted, you will receive a confirmation email to your profile. If you do not receive this email, your application has not been submitted and received and you should log back on to submit fully. AI generated content must not be used in your application. Tusla reserves the right to assess if content in applications is likely created by AI in part or in whole. Use of AI may result in disqualification and exclusion from the recruitment process. Shortlisting may be carried out on the basis of information supplied in your application. The criteria for shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and or knowledge section of this job specification. Therefore, it is very important that you consider your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the shortlisting stage of this process (where applied) will be called forward to interview. Code of Practice The Recruitment Service of the Child and Family Agency will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness may be applied on a principal basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Codes of Practice are published by the CPSA and are available on www.cpsa.ie . Tusla Child and Family Agency is an equal opportunities employer. Tusla Child and Family Agency recognises its responsibilities under the Data Protection Acts 2003 to 2018 and the Freedom of Information Act 2014. Tenure The current vacancies available are permanent and whole time. The post is pensionable. A panel may be created for the purpose of filling this position. Once the position is appointed, the panel will cease. Appointment as an employee of the Child and Family Agency is governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole time equivalent of this post is: 01 August 2025: €60,013, €61,479, €63,192, €64,911, €66,636, €68,176, €69,745, €71,272, €72,788, €75,397, €78,015 LSIs LSIs (Long Service Increments) are represented by emboldened figures. The first LSI is paid after three years on the maximum, the second LSI after three years on LSI1 and the third LSI after three years on the second LSI, where applicable. The appointee shall commence on the first point of the salary scale. Incremental credit may be given on appointment for certain types of relevant experience, with more information available in Appendix 5. Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if the appointee is currently a serving civil or public servant. Working Week The standard working week applying to the whole time equivalent of this post is 35 hours. Annual Leave The annual leave associated with the whole time equivalent of this post is 30 days per annum. Superannuation This is a pensionable position with Tusla. The successful candidate will, upon appointment, become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment. Probation A probation period of 39 weeks, or a proportion of same for fixed term or specified purpose contracts, where applicable, shall apply from the commencement of employment, during which the contract may be terminated by either party in accordance with this contract. The probationary period may be extended at the discretion of management by a further nine weeks or a proportion of same for fixed term or specified purpose contracts, where applicable. Confirmation of appointment as a permanent member of staff is subject to the successful completion of the probationary period for permanent contracts. Where you have already completed a probationary period with the Child and Family Agency, Health Service Executive or a Local Authority, and there is no break in service, no period of probation applies.
Lead Retail Sales Consultant
About This Role: As a Lead Retail Sales Consultant at eir, you will play a key role in bridging the gap between our Retail Sales Consultants and store management. Acting as a role model on the shop floor, you’ll take on additional responsibilities that support the daily operations and help mentor team members. This is a fantastic opportunity for those looking to advance their career within eir—providing the perfect stepping stone on a structured path toward future leadership roles. Enjoy a monthly salary along with an attractive commission structure, in a position designed for career development. Why This Role: If you're driven, ambitious, and passionate about progression, this role is for you. As a Lead Retail Sales Consultant , you’ll: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
System Support & Trails Executive
Job Purpose The System Support & Trails Executive will be a key member of the Outdoors Unit at Sport Ireland. The successful applicant will administer the National Trails Register process, including the inspection programme and the sharing of trails data. They will also support the continued development of the digital inspection system within Sport Ireland Outdoors, and ensure key stakeholders maintain a clear understanding of the system and their responsibilities. The successful candidate will work closely with the Sport Ireland Outdoors team, Sport Ireland’s panel of inspectors, trail management groups, and other outdoor recreation stakeholders to deliver these services. Reporting To: Trails & Insurance Manager Key Duties and Responsibilities The primary responsibility of this position will be to administer the National Trails Register inspection process and assist with the development of Sport Ireland Outdoors digital systems. This role will have the following principal duties and responsibilities: • Administer all trail inspections along with the overall management of Sport Ireland’s trail inspection system. • Oversee and administer records of inspection reports, trail contact lists, data feeds and content to and from Sport Ireland’s website. • Act as the operational point of contact for inspectors and trail management contacts. • Manage trail queries, ensuring clear and effective communication with a variety of stakeholders. • Support the further development and efficiency of Sport Ireland’s trail registration system. • Train and support inspectors in the use of the trail registration system. • Support stakeholders in understanding and adhering to the Trail Criteria documentation throughout the trail registration process. • Manage the flow of data between ArcGIS, Sport Ireland’s websites, and other relevant tables and databases. • Support the development of reporting and analysis tools to support the unit, Sport Ireland and external stakeholders. • Provide support in the overall development of digital systems within the unit. • Work with the team in the Outdoors Unit, as well as other units within Sport Ireland, to deliver on Sport Ireland’s policy on Sport and Physical Activity in the Outdoors. This is not an exhaustive list, and the role will include any duties required by Sport Ireland from time to time which are appropriate for the position and the needs of the organisation. Person Specification Essential: Qualifications, Experience, Knowledge, Skills and Abilities • Third-level primary degree in a relevant field. • Systematic and detailed approach to problem solving. • Strong interpersonal, presentation and communication skills, both written and verbal. • Strong adaptive communication skills, with the ability to effectively engage with a diverse range of individuals. • Excellent planning and organisation skills. • Experience in GIS, particularly with ArcGIS Online, ArcGIS Pro, and other GIS software. • Highly proficient in MS Office suite, especially Microsoft Word and Excel. • Technically competent with the ability to pick up cases quickly. • Ability to prioritise and manage conflicting workloads. • Flexible approach with a commitment to quality service. • Ability to work independently and collaboratively; use of own initiative is essential. The desired candidate will be: • Holder of a post-graduate qualification in a relevant field (an advantage). • Able to demonstrate a track record of successfully delivering across a range of different projects and work activities. • Capable of bringing innovation and expertise from previous projects to bear on existing issues, making proposals for improvements and efficiencies where appropriate. • Familiar with the operational network of trails in Ireland (an advantage). Additional Information Contract: Permanent, Full time. Salary Scale: Executive Officer Standard Scale. The appointment will be made on this scale at a point in line with current Government Pay Policy. New entrants to the public sector commence on the first point of the scale. Location: Sport Ireland, Sport Ireland Campus, Snugborough Road, Blanchardstown, D15
