Jobs in Dublin
Sort by: relevance | dateSlron/- / Catering Assistant
The Catering Department in SLRON is responsible for the preparation, cooking and service of food for all patients, staff, outpatients and visitors at both the main restaurant and Highfield Cafe in St. Luke’s Hospital, Rathgar. We are dedicated to achieving excellence in both food and service. We endeavour to meet all the individual needs of our customers. These may be therapeutic and involve special diets for patients. We also provide dishes to suit our multi-ethnic range of customers. The restaurant provides a full self-service menu for staff and visitors. The choice includes a wide range of food options. We have a carvery, full salad bar, healthy options, vegetarian options and also snacks. The primary role of the Catering Assistant is to provide for the catering requirements of the patients, staff and visitors of the hospital in a professional, caring and timely manner. To be considered for this role, please submit an up to date CV to the section provided below. Consideration should be given to the eligibility criteria in the job specification. Informal Enquiries can be made to: Jackie Campbell – Catering Manager SLRON email: Jackie.campbell@slh.ie Recruitment specific queries can be directed to: Email: recruitment@Slh.ie The closing date for applications is 12:00pm on Friday 17th October 2025. Late submissions will not be accepted .
Candidate Clinical Nurse Specialist, Metabolic
Purpose of the Role The post holder in collaboration with the multidisciplinary team, the Nurse Specialist is responsible for the provision of safe and effective care to the patients attending metabolic services. This job Description will be reviewed and updated from time to time in line with service and job demands for this specific post. Ensure the provision of a high standard of care to the patient, client and families is consistent with the mission, vision, values and strategic plan of both organisations. Caseload e.g. Children - under 16 years of age. The cCNS will focus initially on the following patient groups The Metabolic Candidate Clinical Nurse Specialist requires the application of specially focused knowledge and skills, which are both in demand and required to improve the quality of patient care and meet service needs. The post holder is responsible for providing specialist; evidence-based nursing care to children and their families. The Metabolic cCNS has a pivotal role in co-ordination and management of activity and services within and outside the clinical area. The main responsibilities include having: a) A Clinical Focus (direct care) b) A Clinical Focus (indirect care) c) Patient Advocacy Focus d) Education and Training e) Audit and Research f) Professional Development g) Consultancy (National Council) Essential Criteria: Candidates must have at the latest date of application: 1. Professional Qualifications, Experience, etc. Be a registered nurse on the active Register of Nurses and Midwives held by An Bord Altranais and Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland) or be eligible to be so registered. And Be registered in the division(s) of the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) Register for which the application is being made or be entitled to be so registered. Or In exceptional circumstances, which will be assessed on a case by case basis be registered in another Division of the register of Nurses and Midwives. And Have a minimum of 1 years’ post registration full time experience or an aggregate of 1 years’ full time experience in the division of the register in which the application is being made And Have a minimum of 1 years’ experience or an aggregate of 1 years’ full time experience in specialist area of metabolic And Be required to demonstrate that they have continuing professional development (CPD) relevant to the specialist area or will be supported to obtain the required CPD. 2. Annual registration Practitioners must maintain live annual registration on the appropriate/relevant Division of the register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) for the role. And Confirm annual registration with NMBI to the HSE by way of the annual Service user Safety Assurance Certificate (PSAC). 3. Health Candidates 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. 4. Character Candidates for and any person holding the office must be of good character. Please note that appointment to and continuation in posts that require statutory registration is dependent upon the post holder maintaining annual registration in the relevant division of the register maintained by Bord Altranais agus Cnáimhseachais na hÉireann (Nursing & Midwifery Board of Ireland) by way of the Service user Safety Assurance Certificate (PSAC) Applications for this post must be accompanied by a cover letter, setting out relevant experience that illustrates how the essential criteria listed above is met. The criterion for short listing is based on the requirements of the post, as outlined in the eligibility criteria. * Please note that you must submit a cover letter with your CV, this forms part of your application and CV’s will not be accepted without a detailed cover letter. The closing date for submissions of CV’s and cover letter is Thursday 16th October 2025 by 11:45pm. Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. Applications will not be accepted through direct email or any other method. For informal enquiries for this specialty/department, please contact Maria O’Regan, Metabolic CNM3 at maria.oregan@childrenshealthireland.ie For other queries relating to this recruitment process, please contact the Recruitment Specialist Olivia Adams at olivia.adams@childrenshealthireland.ie PLEASE NOTE: CHI has transitioned to a process of a one-commencement day per month for all new employees, CHI internal transfers and Secondments. This update to our Onboarding process is aligned to changes in our monthly/fortnightly payroll and with the launch of our new corporate induction program. This process enhancement ensures that we can thoroughly prepare for your arrival and facilitate a smooth transition in your onboarding journey. It is important for you to note that if you do not have your pre-employments and mandatory training completed in time, your commencement date will be deferred to the next available date. Below, you’ll find the list of commencement dates for 2025.
Senior Psychologist, Children's Disability Network Team
Applications are invited for the following posts: Full time Senior Grade Psychologist(s) Children’s Disability Network Team Specific Purpose Contracts Maternity cover This is an exciting opportunity for a Senior Psychologist to support children and their families, presenting with complex needs arising from a combination of intellectual, physical, and/or sensory disabilities. The Senior Psychologist is a valuable member of the Children’s Disability Network Team who will provide a quality evidence based service in line with family centred practice and Progressing Disability Services (PDS) principles. Candidates must have the following essential requirements: At present we have positions available on 2 of the St. Michael’s House CDNTs – Coolock CDNT and Kilbarrack CDNT. A panel will be created for future employment opportunities across the 4 St. Michael’s House Network Teams. Informal enquiries are welcomed by Niamh Giltinan, Coolock Children’s Disability Network Manager, niamh.giltinan@smh.ie , Elaine Sweetman Kilbarrack CDNM elaine.sweetamd@smh.ie and Nicola Barry, Principal Psychologist, Nicola.barry@smh.ie Job descriptions are available from the HR Department. Only candidates shortlisted for interview will be contacted and remember to include a valid email address as this is the way you will be contacted to attend an interview. Closing date for receipt of applications is 5:00pm 9th October 2025. St. Michael’s House is an equal opportunities employer
Service Controller
Position Overview: As a Service Controller you will oversee a team of engineers and ensure an excellent customer experience by optimising the resources to meet the customer needs efficiently whilst maintaining the high standard of service delivery Job Description: Finning is the world's largest Caterpillar dealership delivering unrivalled service for 90 years. We sell, rent, supply parts, service and repair equipment and engines to customers in various industries, including mining, construction, petroleum, forestry, and a wide range of power systems applications. As a Finning Employee you will receive: Flexible working pattern between 7am – 6pm weekdays, with a potential for Saturday if required, Direct responsibility for planning, organising and despatching approx. Working Environment Office based At Finning we believe that our people are the heart and soul of our company and fundamental to our success. Our employees are rewarded with an attractive all-round benefits package including 25 days holiday, company pension scheme, healthcare, company share scheme and various flexible benefits. If you would like to be a part of a global organisation offering a competitive package, then apply online today!
Senior Staff Officer
Main Duties The main duties include: • Interpreting policy, drafting and implementing the resulting procedural change. • Providing feedback and advice on policy. • Providing policy advice to various stakeholders depending on their needs. • Project managing the delivery of a variety of projects. • Organising and delivering bespoke information and training sessions. • Analysis of information (including numeric data) including manipulation of information using Excel. • Preparing documentation and presenting to a varied audience on housing related issues. • Drafting template documentation for use by stakeholders. • Facilitating committees and groups. • Representing the Housing Agency on committees and at meetings. • General duties include: • management and supervision of staff • planning and prioritising of work • collecting and analysing information and drafting reports. • Undertaking other specific functions as required by the Housing Agency from time to time Competencies • Communication Skills – communicates in a fluent, logical, clear and convincing manner, verbally and in writing. • Delivery of Results – manages and progresses multiple projects and work activities successfully. • Decision Making – takes account of any broader issues and related implications when making decisions. • People Management – gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise • Specialist Knowledge – knowledge of the housing legislative/policy framework in Ireland and knowledge of public sector procurement processes Salary Scale – Senior Staff Officer Grade 6 (LA Scale) €57,322 - €58,689 - €60,356 - €63,491 - €65,363 LSI 1 €67,690 LSI 2 €70,030 New entrants will be appointed on the first point of the scale in line with government policy. Different terms and conditions may apply if immediately before appointment you are a currently serving civil/public servant. Eligibility to compete: Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. To qualify candidates must be citizens of the EEA by the date of any job offer. Eligible candidates must be: a) A citizen of the European Economic Area. 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 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 Switzerland and has a stamp 4 visa. Closing date for Receipt of Applications – Friday 24th October 2025 @ 12.00 noon Application Procedure Candidates must provide: a. a completed Housing Agency application form b. All sections of the application form must be completed. c. Applications should be typed and submitted via email in PDF format to recruitment@housingagency.ie d. Applicants will be short-listed based on the information supplied. e. Incomplete applications will not be considered for shortlisting. f. Applications will not be accepted under any circumstances after the closing date and time. g. Canvassing by or on behalf of the applicant will automatically disqualify. Should the person recommended for appointment decline or having accepted the position relinquish it or if any additional vacancy arises, the Agency may, at its discretion, select and recommend another person for appointment on the results of the selection process.
Procurement Specialist
JOB SPECIFICATION AHBRA seeks a Procurement Specialist to join its team and will hold a competition for the appointment of a person to this position. The post is based in our offices in Dublin 2. AHBRA operates a Blended Working Policy. Reporting to the Head of Corporate Services, the Procurement Specialist will provide professional support across the procurement function as well as oversight of outsourced providers of facilities services to AHBRA. The primary focus of the role is managing overall procurement activity, but responsibilities will also include ensuring service providers for facilities and health & safety are meeting their regulatory and contractual obligations. On the procurement side, the role will coordinate compliant, transparent and value-for-money purchasing processes, while contributing to robust contract management and supplier relationships. The role holder will play a key role in monitoring service levels, identifying opportunities for efficiencies, ensuring policies, procedures and regulatory requirements are consistently met. KEY DUTIES & RESPONSIBILITIES The duties and responsibilities of the successful candidate will include: • Co-ordinate and prioritise procurement requests to plan, monitor and manage the pipeline of procurement • Assess and manage procurement processes, tenders and procedures to ensure compliance with OGP policies and thresholds • Contribute to setting practical strategies and objectives for the procurement function • Maintain the contracts database to manage renewals, extensions and variations • Develop and maintain procurement templates and ensure robust record-keeping for audit and compliance • Promote awareness of procurement process across the organisation by providing guidance, training sessions and practical support materials • Manage and track performance of the external providers of facilities services including maintenance, environmental reporting, health and safety to ensure they are meeting their regulatory and contractual obligations. • Any other duties as directed from time to time. ELIGIBILITY CRITERIA Candidates must meet the following requirements prior to their appointment: • Minimum of 2 years’ experience in Public Procurement • Strong understanding of OGP procurement guidelines, e-tenders and contract management • Qualification (Level 7 of NFQ) or equivalent experience in a relevant field such as procurement, facilities management contract administration ESSENTIAL CRITERIA • Track record of managing financial resources within approved budgets • Skilled in effective communication and building and maintaining working relationships with various stakeholders • Ability to manage confidential information with discretion DESIRABLE CRITERIA • Previous experience in public sector or a regulated environment is advantageous • Relevant knowledge of Health and Safety compliance KEY COMPETENCIES FOR EFFECTIVE PERFORMANCE AT THIS GRADE Applicants must demonstrate, by reference to specific achievements in their career to date, that they possess the following qualities, skills and knowledge required for the role of Procurement Specialist. Interpersonal & Communication Skills Excellent communication skills with the ability to develop and maintain good working relationships and communicate effectively with a wide range of audiences including the ability to influence others to action. Teamwork Contributes to the development of operational plans and leads the development of team plans fostering a collaborative team-working environment. Delivery of Results Able to plan and prioritise work effectively while proactively identifying areas for improvement and developing practical suggestions for their implementation Analysis and Decision Making Able to assess information regarding a problem, analyse the information and propose a solution. Specialist Knowledge A high level of competency and experience in finance and compliance. PAY SCALE Senior Staff Officer Scale (Personal Pension Contribution) as of 1 August 2025 €57,322 – €58,689 – €60,356 – €63,491 – €65,363 – €67,690 (LSI1) – €70,030 (LSI2) Important Note New entrants will be appointed on the first point of the scale in line with government policy. Different terms and conditions may apply if immediately before appointment, the successful candidate is a currently serving civil/public servant. The successful candidate will hold the internal title of Corporate Services Leader within AHBRA. Eligibility to compete Eligible candidates must be: a) A citizen of the European Economic Area. 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 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 Switzerland and has a stamp 4 visa BLENDED WORKING AHBRA is committed to excellence in the delivery of our broad range of services and to the quality of our customer service. In this context, AHBRA have implemented a blended working policy while maintaining our commitment to the delivery of the highest standard of services. All employees are entitled to apply for blended working of up to 40% remote working in the probationary period and 60% once probation is successfully completed. HOURS OF ATTENDANCE The standard business hours for AHBRA are 9am to 5pm, Monday to Friday. ANNUAL LEAVE The annual leave for this role is 23 days, increasing over time depending on service. This is based on a five-day week and is exclusive of statutory public holidays. OTHER BENEFITS OF WORKING FOR AHBRA • A permanent pensionable position • Flexible working hours within defined limits • Annual leave of 23 days increasing over time depending on service. • A public sector salary with incremental pay progression (Grade 6 scale) • Personal development opportunities through employer sponsored academic education, paid study leaves and in-house training and development programmes • Dynamic and interactive work environment • Career progression opportunities • Facilitation of Tax Saver travel tickets and Bike to Work Scheme • Bike parking onsite • Modern city centre office, located near Merrion Square, Dublin 2, which is easily accessible by DART, and many bus routes SUPERANNUATION, RETIREMENT & PRIOR PUBLIC SERVANTS The minimum age at which pension is payable is 66 (rising to 67 and 68) in line with State Pension age changes. Retirement Age: will be determined in accordance with the relevant government departmental circulars.
Higher Executive Officer HR
Location The successful candidate will be based in the National Museum of Ireland, Collins Barracks, Dublin 7 or any other site as may be designated from time to time by the Director. Reporting to The successful candidate will report to the Head of Human Resources. Job Purpose The HEO will be responsible, in conjunction with the Head of HR, for providing professional support, leadership and advice to Managers/ Heads of Departments in relation to HR Operations best practice. The HEO will be responsible for the management of the HR operations functions including, recruitment and on-boarding, HR Payroll inputs, superannuation administration, NSSO liaison and instructions, audits, HR point of contact with NMI Finance dept. and reporting /returns to parent department and state bodies. The primary focus of the role is managing, supervising, and overseeing the instructions to payroll in respect of NMI staff and pensioners to the National Shared Servies payroll section, ensuring compliance with regulations, and enhancing operational efficiency. Duties and Responsibilities ▪ Co-ordinating day-to-day activities of HR Operations team, supervising staff, including allocating and monitoring workloads, overseeing and co-ordinating work, reprioritising and troubleshooting, as necessary to ensure efficient delivery of services. ▪ Promoting teamwork within the HR Operations Team, providing guidance and training to enhance skills and competencies of staff. Conduct regular team meetings and one-to-ones for direct reports ▪ Oversee the accurate and timely preparation, approving, processing, and instructions to payroll in respect of NMI staff and pensioners to the National Shared Servies payroll. ▪ Liaising with National Payroll Shared Services as necessary, ensuring the accurate and timely completion of payroll processing. ▪ Ensure compliance with all relevant circulars, legislation, regulations, and organisational policies relevant to the role. ▪ Handle complex payroll enquiries and resolve discrepancies or issues in a prompt and efficient manner. ▪ Ensure high levels of customer service and meeting timeframes for response to queries. ▪ Serve as a primary point of contact for pay and leave related queries from employees. ▪ Address and resolve employee concerns regarding payroll, benefits, or deductions. ▪ Liaise with Payroll and the Pensions Unit to administer and collate the pension data for retiring staff. ▪ Collaborate with the NMI Finance Department payroll lead to refine payroll systems, ensuring they support organisational quality standards i.e. o Identify areas for improvement in payroll processing systems and recommend enhancements to increase efficiency and accuracy. o Identify risks related to payroll processing and develop mitigation strategies including a quality review of any overpayments. o Ensure compliance with procedures, regularly undertaking quality assurance checks on all aspects of Payroll Admin work in the HR and Finance Department o Conduct and oversee audits and ensure that payroll processes meet the standards set by auditors. ▪ Contribute to the development and implementation of pay-related policies and procedures. ▪ Ensure that all payroll policies/procedures are communicated effectively to staff and are consistently applied. ▪ Keep informed of changes in legislation and ensure the organisation remains compliant. ▪ Establish and maintain a system for tracking payroll discrepancies and overpayments and ensure timely resolution. ▪ Lead initiatives aimed at enhancing the accuracy and efficiency of payroll processes. ▪ Use data-driven insights to recommend and implement changes that improve payroll quality. ▪ Reporting and providing information and statistics for Head of HR and Senior Management as required. ▪ Support the Head of HR to ensure proper implementation of the Service level Agreement. ▪ Patriciate in Quarterly meetings with NSSO to an agreed Agenda to ensure that all NMI issues/queries are fully addressed. ▪ Oversight of the Recruitment and Selection Policy. ▪ Ensure that the recruitment process, the issuing of contracts of employment and the terms and conditions of employment meet all relevant employment legislation, relevant national policies, regulations and public service policies and procedures. ▪ Provide best practice recruitment and selection advice and guidance to hiring managers, and interview board members. ▪ Administer and maintain all HR personnel files and ensure records are accurate, including salary, probation, sick, maternity, parental, annual leave and any other special leave arrangements. ▪ Develop and maintain the human resources and other management information/data. ▪ Ensure that the HR Operations Team makes the most effective and efficient use of developments in information technology for administrative support in a manner that integrates well with systems throughout the public service. ▪ Assist in the collection, interpretation and presentation of staff, data and information on NMI activities and staffing as required. ▪ Ensure compliance with the requirements of GDPR in respect of HR activities and records. ▪ Compile and ensure the timely return of specified quarterly and annual reports to the Department of Culture, Communications and Sport as required. ▪ Maintain good open constructive communications with staff. ▪ Develop and maintain a good working relationship with trade union and professional representative organisations. ▪ Participate to the HR Department Team Development Process. ▪ Assist in leading the HR Team in identifying improvements and initiatives to the service in line with best practice. ▪ Promote a culture of dignity at work, diversity and equality. ▪ Encourage a culture of continuous improvement within the team, focusing on reducing errors and enhancing service delivery. ▪ Undertake any relevant HR assignment / projects necessary and undertake any other duties as appropriate to role. Person Specification Essential Requirements: ▪ A third level qualification (at Level 8) in HRM or an equivalent related discipline or a minimum of 5 years relevant experience. ▪ Previous experience of HR payroll processes and administration in a public sector environment. ▪ A good working knowledge of public service pay and remuneration policy and procedures. ▪ Excellent numeric and accuracy skills and attention to detail. ▪ Team leader/People Management Skills and Experience. ▪ A high level of computer proficiency is required inclusive of Microsoft Windows 10 Enterprise and Microsoft Office 365, Excel and other data analytics/reporting tools and systems, SharePoint. ▪ Knowledge and understanding of employment law, industrial procedures, data protection and GDPR Regulations. ▪ An ability to maintain high levels of confidentiality. ▪ Ability to communicate clearly and with required sensitivity. Desirable Requirements (but not essential): ▪ Qualififcation and/ or previous experience in payroll administration. ▪ Previous experience of working with Natioanl Shared Service providers in respect of HR/Payroll functions. ▪ Knowledge of project management and process improvement methodologies. ▪ Committed to ongoing personal and professional development. ▪ An interest in cultural institutions and the Museum sector. Selection Process In the event that the number of applications received significantly exceeds that required to fill existing and anticipated future vacancies over the lifetime of the panel, the National Museum of Ireland may implement a shortlisting process to select a number of candidates to be invited to interview on the basis of the information contained in their application. This is not to suggest that other candidates are necessarily unsuitable, or incapable of undertaking the job, rather that, on this occasion, there are some candidates who are, on the basis of the information provided, better qualified, and /or have more relevant experience. The National Museum of Ireland does not reimburse the cost of travel to interview. Citizenship Requirements Eligible Candidates must be: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (c) A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa: or (d) 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 (e) 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 Switzerland and has a stamp 4 visa. To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. Note in respect of UK citizens: The recently concluded EU/UK Brexit negotiations have confirmed that the longstanding Common Travel Area Agreement between the UK and Ireland remains unchanged post-Brexit. Accordingly, UK citizens remain eligible to work and reside in Ireland without restriction and, as such, to make an application to compete for this competition where they meet all other qualifying eligibility criteria. Further information regarding the Common Travel Area is available here. Incentivised Scheme for Early Retirement (ISER): It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under the Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010): The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public funds. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition. Pay: The salary scale for this position is as follows, Higher Executive Officer PPC Scale (Public Service Agreement 2024-2026 - 1% Increase - 1st Aug 2025): €58,847 - €74,112 per year Subject to satisfactory performance, increments may be payable in line with current Government Policy. After 3 years satisfactory service at the maximum **After 6 years satisfactory service at the maximum Starting Salary Entry will be at the minimum of the scale - €58,847 per annum, the 1st point on the Higher Executive Officer PPC Scale (Public Service Agreement 2024-2026 - 1% Increase - 1st Aug 2025). The rate of remuneration may be adjusted from time to time in line with Government pay policy. Tenure The appointment will be in a probationary capacity for a period of one year. Subject to successful completion of the probation period, a fixed term contract of a further two years will be offered. The appointment may be terminated at any time by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 and 1991. Annual leave Annual leave will be 29 working days a year. This leave is on the basis of a Five-day week and is exclusive of the usual public holidays. Hours of Attendance Hours of attendance will be fixed from time to time in line with central agreements but will amount to not less than 43.25 gross hours per week (35 net hours per week). Flexible working hours are available in line with the National Museum of Ireland’s policy on flexible working hours. You will agree to co-operate in assisting NMI to maintain accurate records of your working hours for the purpose of Section 25 of the Organisation of Working Time Act, 1997. Duties You will be required to perform any duties which may be assigned to you from time to time as appropriate to the position. The position will be whole-time, and you will not be connected with any outside business which would interfere with the performance of official duties. You 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.
Executive Officer
The role of the Executive Officer The Executive Officer reports to and supports the Higher Executive Officer/Assistant Principal in pursuit of the operating Unit’s stated annual objectives and acts as a link between their area of responsibility and their manager. The Executive Officer is expected to take ownership of tasks through the effective organisation, allocation and supervision of work. The role is varied and requires the roleholder to be flexible, capable of working to and meeting tight deadlines and committed to delivering quality results. The general responsibilities of the Executive Officer role can include: • Assisting the Higher Executive Officer to plan, organise and monitor the work of the Unit. • Supporting the Authority’s engagement with external regulated entities. • Conducting pro-active supervisory work including investigations, on and off-site inspections, engagement meetings, thematic reviews and desk-based audits. • Analysing responses and submissions from regulated entities. • Drafting reports and procedures. • Providing Clerical Officers with on-the-job training and support to deliver on their objectives. • Carrying out detailed research on matters relevant to the work of the Authority and analysing results. • Analysing and preparing responses to non-routine issues, queries, correspondence, etc. • Taking ownership of assigned tasks and prioritising competing tasks in order to ensure that they are completed on time and to a high standard. • Dealing with members of the public, whether in person, on the phone or by email. Providing high quality customer service to both internal and external customers and consistently setting a good example to others within the team in relation to same. • Sharing information, knowledge and experience with colleagues with the purpose of assisting the team/organisation to meet its objectives. • Contributing to and carrying out project work as/when required. • Contributing to new and more effective ways of ‘how work is done’ and implementing changes to improve efficiency and effectiveness as directed. • Keeping up to date with the practices and procedures of the Authority and developing and maintaining the technical skills and knowledge required to perform effectively in the role. • Presenting material (written and oral) in a clear, concise, comprehensive and convincing manner. • Contributing to the development and implementation of management information systems. • Complying with any duties that may be assigned from time to time by the Unit Head, Directors or the Pensions Regulator. The above is intended as a guide to the general range of duties and is intended to be neither definitive nor restrictive and is subject to review. Essential skills, experience and qualifications Suitable candidates must have: • Relevant supervisory management experience. • The ability to work independently and/or cooperatively within a team environment in order to provide a customer-focused service. • The ability to effectively analyse information from a broad range of sources, to draw accurate conclusions and present findings clearly and concisely. • A proven track record of delivering results. • Good project management skills. • The ability to plan, organise and monitor work and resources in order to meet targets and objectives. • Excellent written and oral communication skills. • The ability to communicate effectively with a variety of stakeholders including members of the public, whether in person, on the phone or by email. • Excellent ICT skills and proficiency in Excel, Word and Outlook. • A flexible approach and openness to change. The successful candidate must be interested in further developing their pensions knowledge. The successful candidate may be required to complete training courses during their probationary period. Desirable skills, experience and qualifications The ideal candidate for this post will have experience of working in the pensions, regulation, compliance or financial services industry and/or hold (or be prepared to work towards) a relevant qualification, for example: • IIPM: Diploma in Pensions Management and Policy. • IIPM: Certificate in Pensions, Investments and Insurance. • LCOI: Professional Diploma in Compliance. • Professional Diploma in Financial Advice. • Certificate in Retirement Planning Advice. • QFA. • Other qualifications relevant to pensions, regulation, compliance or financial services. Working at the Pensions Authority The Authority is an equal opportunities employer. Our employees come from varied professional backgrounds in both the private and public sector and include actuaries, lawyers, accountants, regulatory specialists, data analysts, qualified financial advisors, pension administrators, investment managers, customer service support, and software and hardware engineers. A career in the Authority will give you a unique opportunity to work in pensions regulation and to develop your potential while contributing to the Authority’s vision of achieving a pensions landscape which encourages pensions savings by being secure, well managed and understandable. Day-to-day work of the Authority The day-to-day work of the Authority is carried out by our 100+ employees working together across the following Units: • Supervision and Enforcement comprising: o Defined Benefit Supervision, o Master Trust Supervision, o Defined Contribution Supervision. • Legal. • Policy. • Strategy and Change Management. • IT and Data. • Operations. Career development Through our continuous learning and development programme, we provide employees with the opportunity to develop the skills and knowledge required to efficiently and effectively carry out their roles to serve the public interest. The Authority is committed to investing in the expertise of our employees so they can progress their careers in our organisation and beyond. Each Unit works collaboratively and plays an important role in delivering the Authority’s objectives. In the delivery of our objectives there are various cross-Unit projects and business as usual activities underway at any one time in a variety of areas such as supervision; compliance and enforcement activity; data management and analysis; policy development; providing legal and technical advice; IT systems development; HR; finance; procurement and communications. Employees have the opportunity to input into and influence how the Authority does its work. These activities enable employees to gain an array of experiences from across the organisation. Benefits of working at the Pensions Authority Our modern city centre office, located on Lower Mount Street, Dublin 2, is easily accessible by DART, Luas and many bus routes. While employees are contracted to work in our Dublin 2 office, employees can currently avail of our hybrid working arrangement. Our hybrid working policy requires employees to attend the office for a minimum of two days per week and is subject to change in line with Government guidelines and the business needs of the Authority. All employees must work from the territory and jurisdiction of Ireland while working remotely with the Authority. Below are just some of the benefits that the Authority has to offer: • Public sector pay rates, pension benefits and annual leave entitlements. • Dynamic and interactive work environment. • Career progression opportunities. • Personal development opportunities through employer-sponsored academic education, paid study leave and extensive in-house training and development programmes. • Tax saver tickets, cycle-to-work scheme and bike storage onsite. • Wellbeing initiatives: lunch and learn sessions on popular topics, mindfulness classes, mental health awareness talks, provision of fresh fruit daily, health initiatives, employee networking initiatives, confidential employee assistance programme. • An active and inclusive social committee hosting varied activities. General conditions of employment Pay Entry will be at the minimum of the Executive Officer (Standard) Scale, which is €37,919 for persons appointed on or after 6 April 1995. The salary scale for the position, as per Circular 16/2025 is as follows: For persons appointed to the public service after 6 April 1995: €37,919, €39,860, €40,956, €43,094, €45,010, €46,864, €48,711, €50,519, €52,366, €54,207, €56,160, €57,469, €59,335¹, €61,216² Long service increments may be payable after three (LSI-1) and six (LSI-2) years of satisfactory service at the maximum of the scale. Increments are normally awarded annually subject to satisfactory performance; however, payment of increments and/or the rate of remuneration may be adjusted from time to time in line with Government pay policy. Tenure In the event of appointment to a permanent or temporary position with the Authority the appointee must serve a probationary period, which normally will last for nine months. If at any time during this period it appears that the appointee would not be suitable for final appointment, the probation will be terminated. Panel As part of this recruitment process, the Authority may establish a panel of successful candidates in order of merit. Any panel created will expire after a designated period from its establishment (usually nine months), or when it has been exhausted, whichever is sooner. The Authority may decide that only a certain number of candidates will be placed on any such panel. Qualification and placement on a panel is not a guarantee of appointment to a position. Candidates not appointed at the expiry of the panel will have no claim to a position thereafter because of having been on the panel. More detailed information regarding establishment of a panel (if any), duration of any such panel and placement on the panel will be provided to successful candidates. If you are placed on a panel, and are subsequently offered an assignment, you must be available to take up the post as offered. Vacancies may need to be filled with immediate effect therefore if you are not contactable, the Authority will immediately move on to the next available candidate. Candidates who wish to be considered for positions which may arise must be available for the full duration of the contract offered. Extended holiday plans during this period may affect your possible assignment. Hours of attendance Hours of attendance will be fixed from time to time but will amount, on average, to not less than 43 hours and 15 minutes gross or 35 hours net per week. Normal working hours are from 9.00am to 5.00pm, Monday to Friday, including lunch. Evening and weekend work may be required from time to time. Where extra attendance is necessary, payment or time off in lieu may be allowed in accordance with the normal regulations for the grade. Please note that hours of attendance may be subject to change from time to time in line with Government/local policy and practices.
Commercial Fuel Internship, Applegreen
Commercial Fuel Intern - Applegreen Head Office Location: Applegreen Head Office, 17 Joyce Way, Park West Business Park, Dublin 12 Duration: Full time, fixed-term, 1-year contract. Start date October/November 2025. Key responsibilities: Over the course of a 12-month internship, the successful candidate will gain broad, hands-on experience across the Commercial Fuel team, rotating between the Dealer, Retail Fuel, and Fuel Card teams. Key activities will include: Fuel Law and Regulation - Support the team in reviewing fuel cost structures and regulatory frameworks. - Assist in preparing data and insights for fuel tender negotiations. Fuel Pricing - Monitor domestic retail fuel pricing trends. - Contribute to pricing strategies that balance margin and revenue targets. Third-Party Relationship Management - Collaborate with analytics and commercial teams to understand key third-party partnerships. - Use data insights to support decision-making and improve business outcomes. Excel Reporting & Data Analysis - Respond to ad hoc reporting requests using Excel and other tools. - Manipulate and present data in a clear, timely, and informative manner. Fuel Card & Bulk Operations - Assist in managing fuel card and bulk fuel partnerships. - Gain exposure to the commercial models and operational processes behind these services. Dealer Business Development - Support the identification of potential new dealer sites. - Participate in marketing and project management activities to help bring new Applegreen Dealer locations to life. Required skills and aptitudes:
Lecturer In Textile Art And Artefact
School/Unit: School of Fine Art, Department of Applied Materials Post Title & Subject Area: Part-Time Lecturer in Textile Art and Artefact (Applied Materials) Grade: Part-Time Lecturer Hours of Work: 150 hours Post Duration: Trimester 2 January 2026 – May 2026 Contract: Specified purpose contract covering a staff member on career break Start Date: 12th January 2026 Reports to: Head of Department of Applied Materials Salary: NCAD Part-Time Lecturer Hourly Rate - €66.51 per hour The School of Fine Art within the College comprises of 5 departments: ● Department of Painting ● Department of Print ● Department of Media ● Department of Sculpture and Expanded Practices ● Department of Applied Materials The School of Fine Art supports students to develop highly individual and collaborative ways of seeing, interpreting, and acting visually in the world. Emphasis is placed on visual awareness and artistic analysis, and on acquiring and deploying appropriate skills across a spectrum of fundamental and new materials and media. School of Fine Art – Department of Applied Materials Course Philosophy The reconfiguring of pathways within NCAD has allowed for new relationships to be forged that reflect the evolving nature of art / design practices. The specialists disciplines of ceramics, glass (hard materials) and surface / manipulated textiles and textile processes can equally be understood to have emerged from the ‘craft’ field now are aligned together. Applied Materials recognizes the desire of the specialist practitioner but also shares a commonality in thinking and methodical approaches. The Applied Materials ‘space’ becomes a central interdisciplinary protagonist that bridges design principles and practices with the theoretical and participatory nature of Fine Art. Research – The research process (often but not exclusively) is manifested through drawing, encompassing huge and varied approaches. While other disciplines arguably need the same research method, the engagement with finding appropriate materials and processes becomes a key applied materials rationale. Making - The making process, choice of materials and how it is to be executed, are part of the narrative not outside or parallel to research. The engagement in ‘making’ as opposed to prediction of the ‘made’, can be a way to think, reason and rationalize. The making thinking / thinking making is often a relationship that has intuitive affinity with specific materials and or processes. For such practitioners, making is the theory that creates a discursive space for interdisciplinary approaches. This cross pollination of ideas, sources and influences of the maker’s experiential knowledge is what determines the outcomes, the manifestations of process into object, artefact and or experience connects with maker, author and user. Context – Context is often where the innovation and ‘newness’ is realized. This is a critical aspect that is constantly reappraised. The making and craftsmanship is bridged by finding relevance, ways to communicate what otherwise could not be conveyed that will reflect societal and culture expression. The students are encouraged to develop independent enquiry, analysis, judgement and critical self-awareness. PRINCIPAL DUTIES AND RESPONSIBILITIES
