Jobs in Laois
Sort by: relevance | dateGeneral Manager
Maxol Portarlington are recruiting a General Manager Location: Maxol Portarlington. Portarlington, Co. Laois R32 N4FD Duties Job Type: Full-time Salary: commensurate with experience and includes bonus pay Work Location: In person
Chefs
Irish-owned cafés & bars in Belgium, Europe looking for friendly, creative, and motivated Chefs with experience in a fast-paced environment. Applicants should have a basic knowledge of hygiene protocols/kitchen procedures and a passion for creativity and high standards of presentation. What we offer : - Highly competitive net salary - Reasonably priced accommodation within a short distance of the bar is provided by us. Own room in a shared apartment with rent at +/- €400 per month. - The language barrier in our bars is not an issue as English is generally spoken by our clients and all our staff, but we can also provide access to subsidised French lessons - Regular professional training are given to all our staff. We want our people to be the best at their trade! - Access to full health care provided - We help all our staff set up bank accounts and apply for their Belgian id card - We will pay for your transport costs over and will also provide you with 1 free flight home per year - We work with a core of Irish staff in each of our bars in order to provide a "home away from home feel" Only serious applicants with a mind to having a future in the hospitality sector and the ambition to succeed need apply. Within a year, you can really evolve in your position with us while enjoying a good standard of life in a warm and safe environment.
Bartenders
Irish-owned cafés & bars in Belgium, Europe looking for friendly, creative, and motivated bartenders with experience in a fast-paced environment. Applicants should have a basic knowledge of hygiene protocols/bar procedures and a passion for creativity and high standards of presentation. What we offer : - Highly competitive net salary - Reasonably priced accommodation within a short distance of the bar is provided by us. Own room in a shared apartment with rent at +/- €400 per month. - The language barrier in our bars is not an issue as English is generally spoken by our clients and all our staff, but we can also provide access to subsidised French lessons - Regular professional cocktail training and barista courses are given to all our staff. We want our people to be the best at their trade! - Access to full health care provided - We help all our staff set up bank accounts and apply for their Belgian id card - We will pay for your transport costs over and will also provide you with 1 free flight home per year - We work with a core of Irish staff in each of our bars in order to provide a "home away from home feel" Only serious applicants with a mind to having a future in the hospitality sector and ambition to succeed need apply. Within a year, you can really evolve in your position with us, becoming very talented at mixology and barista, French-speaking, and enjoying a good standard of life in a warm and safe environment.
Deli Team Member
Deli Team Member -Applegreen Midway As a Bakewell Team Member at Applegreen, you will be a crucial part of our front-line operations. If you’re looking for a fulfilling role where you can make a difference every day and build lasting relationships, we’d love to hear from you! Apply now to join the Applegreen family and become part of a company that values community, teamwork, our customers. What will I be doing as a Bakewell Team Member at Applegreen? INDHP
General Operative
Principle Objective Reporting to the Yard Supervisor, the General Operative will be responsible for the upkeep and organisation of the yard and warehouse area. Working effectively as part of a team in which you'll make sure our customers can rely on a timely, friendly and dependable service. Knowledge & Experience
Dispenser / Trainee
We have an excellent opportunity for a Part Time Dispenser / Trainee Dispenser to work in our Clear Pharmacy, Castletown branch. Working 4 hours per week, from 9am to 1pm on Saturdays. Applicants must be fully flexible to work according to the rota. Additional hours may be required from time to time. Working as part of a team duties can include; sales of over the counter medicines, providing customers with information on symptoms and products, prescription receipt and collection, date checking, and the ordering, receiving and storing of pharmaceutical stock. Applicants must have excellent communication skills and have the ability to work accurately with attention to detail. Essential Criteria
Driver
The Role: The main duties and responsibilities of the role will include the following:
Project Intergration Support Worker
THE COMPETITION Laois County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel for the role of Project Integration Support Worker from which specific purpose, fixed term, temporary and where applicable Acting-up vacancies may be filled. THE ROLE Working with service providers and local communities the work of the resettlement support programme will be divided into three phases: Phase One : To support refugees in the first weeks post arrival in the community Phase Two : To develop programmes and activities to promote participation and inclusion in society Phase Three : To develop mechanisms that promote self- sufficient and independent living. Phase One: In the first 4 months the Project Integration Support Worker (PISW) will ensure that the resettled refugees move seamlessly into their new homes, that they are linked with the local service providers and that they have a point of contact should issues arise. In the short term the majority of the activities will involve making linkages with service providers and ensuring that the refugees are in receipt of their rights and entitlements. The activities will include (this list is not exhaustive) · Ensuring that programme refugees are linked to mainstream service providers in the immediate period post arrival. · Providing immediate support to recently arrived programme refugees resettled in the local community. · Ensuring that each family receive information with regard to the running of their new home and monitoring progress on a weekly basis for the first month. · Building on the cultural orientation programme provided on arrival thus ensuring that the programme refugees are aware of their rights and entitlements and are in receipt of same in a like manner to an Irish citizen. · Identifying other services available locally and making the necessary introductions and linkages. · Liaising with mainstream service providers in their efforts to identify and provide services such as childcare dental and optical services, medical appointments, linkages to sporting and other local activities. · Ensuring that service providers are made aware where issues arise with regards to service provision. · Monitoring and reporting racism and discrimination wherever it is found · Making appropriate provision for persons with special needs, including working with mainstream service providers with regard to accessing appropriate services outside of the area. · Liaising with LOETB with regard to English Language learning provision. · Implementing a programme of activities designed to support the newly arrived refugees Phase Two: During this part of the resettlement programme, the PISW will develop a range of actions and activities such as after schools programmes, women’s groups, weekly community meetings and drop in clinic, youth activities, will make linkages with sports clubs and promote participation by refugees at a local level. The PISW will monitor how each family is coping with their new environment and begin the process of linking the newcomers with the local community, promoting independence and creating awareness with regards to their responsibilities. This will involve: · Visiting each family on a 4-6 week basis to identify issues arising and to monitor household management. · Referring refugees to mainstream service providers including information services and providing advice on how the refugee should access these services – i.e. building capacity in the refugee community rather than doing it for them. · Responding to issues arising – by identifying where additional support/training is required, identifying the appropriate service provider, making the necessary arrangements for support and training to be provided and monitoring progress. · Monitoring, recording and evaluating the quality of services delivered to refugees on a continuous basis. · Developing findings and actions taken into periodic reports for dissemination to Laois County Council, the Local Authority Integration Team, Laois Resettlement Interagency Working Group , and the IRPP. · Develop intercultural competencies among service providers to ensure refugees are enabled to access services independently and appropriately. · Supporting the refugees to actively engage with local sporting, social cultural and religious organisations. · Monitoring engagement – particularly with regard to young adults – and supporting them to participate. · Organising training and information events for the refugees. · Building linkages that will enable the development of mentoring and support structures. · Networking with facilitators in other resettlement communities to identify and transfer models of good resettlement practices at a local level. · Identifying in consultation with the programme refugees any training programmes needed to prepare them for entry into the labour market and to liaise with the mainstream service providers to encourage participation in such programmes. Phase Three After 6 months the refugees should be in a position to begin to manage their lives independently. During this period: · The PISW will be in a position to identify the most vulnerable cases and refer them to the mainstream support services and to monitor follow up. · In consultation with refugees and service providers the PISW will identify issues arising with regard to service provision. In consultation with the service providers the PISW will develop strategies for addressing same and report on same to the Inter-Agency Working Group. · The PISW will focus on community development with a view to preparing the community to represent themselves. · The PISW will prepare interim and annual reports and manage and report on budgets and spending to the Inter Agency Working Group. · The PISW has a role in motivating encouraging and facilitating refugees to live independently. · The PISW will identify other resources that will promote the long term integration of the group · The PISW will not replace mainstream service provision but will identify where gaps arise and should guide the refugees in how to access mainstream services. THE QUALIFICATIONS 1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render an efficient service. Successful candidates will be required to undergo a pre-employment medical examination carried out by the Council’s Occupational Medical advisor prior to appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 3. EDUCATION, TRAINING AND EXPERIENCE ETC.: It is a requirement that each candidate will, on the latest date for receipt of completed Application forms : · Have at least 3 years work experience in a diverse developmental role or one years’ experience working in an intercultural environment or at least 5 years work experience in a developmental role in a community development context. Desirable: · Hold a Third Level or other professional qualification in Community Development: Development Education or a Social Science discipline. It is also a requirement for this post that the successful candidate will hold a full clean drivers licence and have access to a vehicle. The Ideal Candidate: THE PRINCIPLE TERMS AND CONDITIONS 1. PARTICULARS: The Council reserves the right to, at any time, re-assign an employee to any department now or in the future. This is an 18 month fixed term contract position. 2. PROBATION: Where a person who is not already a permanent employee of this local authority is appointed, the following provisions shall apply: (a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation; (b) Such period shall be ten months but the Chief Executive may, at his/her discretion, extend such period; (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 3. SALARY: The salary shall be fully inclusive and shall be as determined from time to time. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The rate of pay relevant for this position is €58,006 (3rd point of the Grade VI Payscale in line with EL 02/2024) 4. WORKING HOURS: The standard working week will be 35 hours. The role may require flexible working hours and may occasionally include evening and weekend work for which overtime will not be paid but time-off-in-lieu will be available. 5. ANNUAL LEAVE: 30 days per annum. 6. RESIDENCE/LOCATION The holder of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. Laois County Council reserves the right to assign the successful candidate to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to travel to and from work at their own expense. 7. CITIZENSHIP Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 8. GARDA VETTING: Garda vetting may be sought in respect of individuals who come under consideration for appointment. 9. EQUAL OPPORTUNITIES The Council shall work to promote a culture of equality and to develop equality and recruitment policies and procedures to ensure that all candidates are selected on merit. The Council shall endeavour to ensure that the selection process does not provide unjustifiable advantage or disadvantage to any particular candidate or group of candidates. The recruitment and selection process shall embrace genuine equality of opportunity, and this will be integral to the process by which appointments are made. 10. RECRUITMENT Selection of candidates for appointment shall be by means of a competitive interview. a) Shortlisting Process The local authority may decide, by reason of the number of persons seeking admission to a competition, to carry out a shortlisting procedure. 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. The local authority may at its discretion, decide that such shortlisting will be based on qualifications, relevant experience and information submitted on the application form.In that regard, candidates should ensure they provide detailed and accurate information in completing the form. Alternatively, the local authority may at its discretion decide to shortlist by way of preliminary interview. b) Competitive Interview Selection of candidates for appointment shall be by means of a competitive interview. The competitive interview shall be conducted by or on behalf of the local authority. The Council is committed to a process of selection on merit, based on fair and open competition. The criteria for judging suitability and ranking will be related directly to the qualification, attributes and skills required to undertake the duties and responsibilities to the standard required in the post. c) Panels Following completion of interviews, panels may formed, the duration of which is at the discretion of the Council. While a panel remains in force, offers of temporary or permanent employment may be made subject to confirmation of qualifications and satisfying clauses in relation to health, character, or other requirements of the particular post. Persons to whom an offer of employment is made must take up duty within 1 month from the date of offer, or such extended period as the Council may agree, otherwise, the Council may decide not to appoint them. d) References/Documentary Evidence Each candidate may be required to submit as references the names and addresses of two responsible persons to whom he/she is well known but not related. Candidates may be required to submit documentary evidence to the local authority in support of their application. 11. COMMENCEMENT 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 one month and is he/she fails to take up the appointment within such period or such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her.
Grocery Department Manager
We are Ireland’s largest retailer providing fashion, homewares and food for our loyal customers. We operate 134 stores across Ireland, Northern Ireland, and Spain, as well as a growing online store. Our guiding principle is to deliver excellent quality products at competitive prices and we are constantly developing our product ranges. The primary job function of the Grocery Department Manager is to take accountability for their department, ensuring the delivery of exceptional customer care and operational standards to maximise sales and profitability whilst maintaining costs. Inspiring performance of team through coaching to deliver outstanding results and customer service The successful candidate will have the following responsibilities: Key Responsibilities: If this sounds like the job for you, please apply now and tell us why you would be perfect for this challenging and rewarding role! Dunnes Stores is an Equal Opportunities Employer
MRHP-- - EOI Consumer Affairs Manager
Consumer Affairs Manager, Grade VI Grade Code: 0574 Staff from across HSE divisions who are permanently employed at the grade advertised are eligible to apply for this EOI, but should only do so subject to having your line manager’s approval and confirmation from the service manager that you will be released from your post if successful. (Please note, approval is discretionary and you may be refused.) Reassignment will be on a grade to grade basis and current remuneration will apply. Location of Post Midlands Regional Hospital Portlaoise The successful candidate may be required to work in any service area within the vicinity as the need arises. Please note that no panel will be formed as a result of this recruitment campaign. This campaign will be used to fill the listed post/s only and no additional jobs will be offered to candidates successful at interview. Once the post/s are filled the candidate pool will be disbanded. Informal Enquiries Mary Fitzpatrick Grade VII – Quality & Patient Safety HSE, Midland Regional Hospital at Portlaoise Email: mary.fitzpatrick5@hse.ie Phone: 057 86 96043 Geraldine Britton Patient Safety Manager, Email: Geraldine.Britton@hse.ie Phone:057 8696095 Accessibility DMHG is committed to providing information and services which are accessible to all, if you require accessibility assistance throughout any stage of the recruitment process, please contact: HR Point of Contact: Hermaye Paza HR Recruitment Officer Dublin Midlands Hospital Group Email: hermaye.paza@hse.ie Tel: 087 125 9086 Purpose of the Post To provide expert guidance in complaints management to QPS Manager and hospital management, ensuring compliance with national KPI’s, management of Complaints management system. To provide support for hospital management and staff in the management of legal issues, assisting with preparation with statements and preparing documentation as required for legal processes. Post specific Requirements
