Jobs in Dublin
Sort by: relevance | dateExecutive 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
Senior Medical Scientist Quality
The Coombe Hospital, Dublin is a national tertiary referral centre for specialised services including maternal and fetal medicine, neonatology, gynaecology and anaesthesia. The Hospital has a substantial academic portfolio in terms of multidisciplinary education, research and training. The Hospital hosts two University Departments of Obstetrics and Gynaecology, the National Cervical Cytology Training Centre and the Hub Centre for continuing Midwifery education in the Greater Dublin area; the Research Laboratory in the hospital campus is a leading European Centre for molecular biology research. The Hospital is now inviting applications for the following post: · Senior Medical Scientist Quality - Permanent Full-Time 1.0WTE Candidates must be CORU registered and your registration number must be submitted with your application. Qualifications, regulations and Salary Scale for the above post are as stipulated by the Health Service Executive. Please review the job description for full list of requirements and duties. Intending applicants must submit a copy of their Curriculum Vitae together with a Cover Letter on the link below, not later than 12pm on Friday 24th October 2025.
Clinical Nurse Specialist
For informal enquiries, please contact Steven McDermott | Head of Nursing (Palliative Care) | 01 491 2534 | smcdermott@olh.ie A detailed Job Description & Person Specification is available to download below or from the Human Resources Department | hr@olh.ie Latest date for receipt of applications is Wednesday 22nd October 2025 at 12pm (noon)
Junior Buyer
Junior Buyer As a Junior Buyer at Applegreen, you will play a pivotal role in the overall management of specific Food & Packaging categories. You will be a member of the Commercial Food Team including buyers and analysts, implementing strategic initiatives that align with our business growth. This position requires strong analytical abilities, negotiation skills, and the aptitude to foster collaborative relationships both internally and externally. Key Responsibilities: As Applegreen expands, the responsibilities will evolve and change over time. The core responsibilities will centre around the following areas:
Consumer Contacts Executive (Executive Officer)
Starting Salary: €37,919 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. Employing Authority: Competition and Consumer Protection Commission (CCPC) Office Location: Bloom House, Railway Street, Dublin 1, D01 C576 Working Hours: 35 hours per week Hybrid / Agile / Remote Working: You will be required to attend the office at least 40% of your time and can avail of remote working up to 60% of your time, subject to business requirements. The CCPC generally operates on a fully remote basis during the month of August and fully remote over the Christmas period. This arrangement is subject to business requirements. Closing Date: 3.00pm, Monday, 20th October 2025 Annual Leave: 23 days per annum Tenure: Wholetime, Permanent The Role The CCPC is seeking to recruit a Consumer Contacts Executive, at Executive Officer (EO) Grade, reporting to the Consumer Contacts Manager, at Higher Executive Officer (HEO) Grade. This role is one of three Consumer Contacts Executives who provide expert support and guidance to our helpline provider and support the Consumer Contacts Manager to manage all aspects of the Contacts and Analysis work. The Successful Candidate We are seeking a dedicated professional with experience in call centre or information services. The ideal candidate will have a strong background in complaint handling, helpline operations, and quality control. They should demonstrate exceptional communication skills, empathy, and a strong commitment to resolving customer issues efficiently. The successful candidate will be proactive, detail-oriented, and capable of working in a fast-paced environment. They will have a strong focus on continuous improvement and delivering against workplans. In addition to the immediate appointment from this campaign, an order of merit may be established. This may be used to fill any future vacancies at the same level within this or other Divisions of the CCPC where roles have similar responsibilities and/or similar skills are required. Key Responsibilities
Seasonal Guides / Information Officers
OPW Areas of Responsibility The Office of Public Works is a State body with responsibility for the protection of Ireland’s built heritage. This is achieved through the conservation, presentation and management of National Monuments, National Historic Properties and Government buildings. Our diverse portfolio consists of 780 sites from all periods of our history encompassing sites from prehistoric to late medieval periods of our history. Seasonal Guide / Information Officer About the position: Visitor Services of the Office of Public Works currently seek enthusiastic people to join their dedicated Guide Teams at National Monument/National Historic Property Sites under their remit. This competition will be used to fill a range of temporary/seasonal posts over the next year. The duration of seasonal employment may vary, depending on the local operational requirements. The hours, commencement dates and completion dates of the season may also vary for the same reasons. The role of the seasonal guide/information officer will include: Protection of the site • Ensuring that any rules for visitor are observed • Being responsible for security and safety at the site • Supervising visitors so as to maintain order and prevent interference with the site • Assist in the development and implementation of educational activities • Assist in the development of exhibitions and running events, if required Visitor reception & related issues • Welcoming visitors to the site • Introducing visitors to the site and its facilities • Administering admission tickets and receipts • Selling literature, postcards and posters • Counting money and reconciling receipts • Counting stock • Keeping reception area and other site facilities clean and tidy • Operating audio visual or other appropriate equipment • Dealing with phone enquiries • Handling bookings for the site • Dealing with enquiries about the area and its visitor facilities • Assisting in the operation of the online booking management system for both individual and business (Tour Operator) visitors - where applicable • Collation and production of statistics on visitor numbers Promotion and interpretation of the Site • Familiarisation with all aspects of the importance and story of the site • Developing own tour commentary in conjunction with supervisor and other guides • Giving guided tours • Adapting a guided tour to suit a particular group • Dealing with detailed enquiries about particular features of the site • Outdoor duties to include but not limited to Park Stewarding • Invigilating duties • All candidates must be capable of carrying out all duties associated with the post In addition, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. Conditions of Service General information for Employment as a Seasonal Guide / Information Officer Rate of Pay Candidates should note that entry will be at the minimum point of the Guide scale and will not be subject to negotiation. The rate of remuneration may be adjusted from time to time in line with Government policy (€15.28 – €23.80 per hour). Working Week Full time seasonal guides, unless otherwise indicated, are required to work on a roster (five days over seven days per week including weekends and public holidays). Flexibility in attendance is required, including evening attendance as and when required. Sunday Pay Time + Time for hours actually worked. Annual Leave Entitlement Seasonal Guide / Information Officer will have their annual leave allowance determined by a pro-rata amount of the 25-day maximum which is the full year allowance. Because of the seasonal nature of the position, certain restrictions may apply to when Guides take leave during their seasonal employment. Where applicable, pay in lieu of leave is paid at the end of the working period. Hours of Attendance Hours are not fixed and can vary from site to site. The actual hours of attendance will be arranged according to local management requirements during the period of your employment. Physical Work Environment and Candidate Capabilities Undertaking tours and dealing with visitor groups requires extensive vocal work. Outdoor work in inclement weather, work in confined spaces, at heights and on uneven ground are factors at certain sites. Please note that some sites have terrain that is challenging. By applying for the position, the applicant is confirming that there is nothing on the grounds of health which would preclude the applicant from meeting the requirements of the position in a consistent and satisfactory manner and the applicant is fully competent, fully capable and available to undertake the duties of the post. Appointees will be required to complete an online health questionnaire and will also be required to declare, before appointment, that they are fully capable of undertaking the duties and responsibilities attached to the position. Employment in the position will be subject to the appointee remaining fully capable of meeting the requirements of the position. If a candidate wishes to request any workplace accommodation, adaptation or facilitation, upon receiving an offer of appointment, the candidate can identify any accommodations on the obligatory ‘Staff Census Form’ to be returned to the OPW Disability Liaison Officer (DLO) as part of their pre-employment undertakings. Dress Code You are required to observe a neat code of dress during working hours. A guide uniform is provided at certain sites. Otherwise, a guide uniform allowance may be payable where it is a management requirement that guides adapt a colour coded clothing regime. Superannuation For a Seasonal Guide / Information Officer recruited before 1 January 2013 superannuation benefits are provided in accordance with the terms of the Non-Contributory Superannuation Scheme for Non-Established Civil Servants. Membership of the scheme is compulsory. The minimum retirement age at which pension is payable for members of this Scheme is 65 and compulsory retirement age is 70. This pension is integrated with the Dept. of Social Protection, State Pension (Contributory) which is currently payable with effect from Age 66. The public service pension paid under this Scheme is based on the assumption that the individual will also receive the State Pension (Contributory), at the maximum personal rate on retirement. Where this does not happen, a Supplementary Pension may be payable, on application by the retired member (there is no automatic entitlement and the onus is on the individual to apply). Staff appointed between 1 April, 2004 and 31 December, 2012, do not have a maximum retirement age. Staff appointed after 1 January, 2013, unless they have previously been members of a Public Service Pension Scheme and have not had a break in service of greater than 26 weeks, will be automatically enrolled in the Single Public Service Pension Scheme. The minimum retirement age for Scheme members is in line with the age of eligibility for the Contributory Old Age State Pension, currently Age 66. Membership of the scheme is compulsory. Retirement is compulsory on reaching 70 years of age. Spouses’ and dependant children’s pensions are granted under the terms of the Contributory Scheme for the Spouses and Children of non-established Civil Servants. Membership of the scheme is compulsory. At the time of being offered an appointment, the employing Department/Office will, in the light of the appointee’s employment history, determine whether he or she is a ‘new entrant’ or not. Candidates are advised to consult Section 2 of the Public Service Superannuation (Miscellaneous Provisions) Act 2004 in relation to the definition of “new entrant”. The text of Section 2 and of the Act is available on the website www.oireachtas.ie Appointees will be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment. Other Employment Appointees cannot be employed by another public service body during the period of appointment with the OPW. Candidates who are on approved absences from other employment must ensure they are not impinging on their terms of absence by taking up a position with the OPW; proof of these terms must be supplied to OPW. Candidates engaged on community employment schemes must determine, and supply proof, of their eligibility for the position, by their provider. Eligibility and Employment Conditions The candidate is responsible for ensuring that she/he meets the eligibility requirements and is capable of taking up and meeting the requirements of this position. Failure to meet any of the eligibility requirements and conditions attached to the position will result in the candidate having their Contract of Employment terminated should one have been issued. GENERAL INFORMATION Deeming of Candidature to be withdrawn Candidates who do not attend for interview where and when required by the Office of Public Works, or who do not, when requested, furnish such evidence, as the Office of Public Works require, in regard to any matter relevant to their candidature, will have no further claim to consideration. Garda Clearance/Security All candidates in determining their suitability will be required to take part in Garda Vetting in advance of being awarded a Seasonal Contract of employment. Candidates who are deemed suitable for a Seasonal Contract will be sent a Garda Vetting application form (NVB a1) via email. Candidates will be required to present in person, to the nominated OPW site manager with the completed form along with original documentation to verify proof of their Photographic Identification and proof of current address. Once this information is received in our Head Office, the candidate will be sent an email to complete a more detailed application for the National Vetting Bureau. Please note: Any costs associated with this process will be at the candidates own expense. In some cases costs may be substantial where clearance is required from other countries, however, once a person has clearance from whatever country they have resided in this can then be used in any Garda Vetting process they may wish to engage in going forward. Overseas Clearance (Police Certificate) If you lived outside the Republic of Ireland or Northern Ireland while you were over 18 years old for a period of 6 months or more you are required to provide an Overseas Clearance for each of the countries in which you have resided. Your security clearance must be dated after you departed that country and cover the entire period of your residency. Seeking clearance from other countries is the responsibility of the applicant and all expenses incurred in the process are at the expense of the applicant. It is a process that can take an amount of time. We recommend that the applicant retains the original of this document. For OPW purposes an applicant’s Garda Vetting will not be considered completed, where applicable, until we receive the relevant Overseas Clearance. Documentation associated with your Garda Vetting will not be retained by OPW for more than 1 year. Citizenship Requirements Applicants must 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 has a stamp 4 or a Stamp 5 visa Please note: that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. Non-EU/EEA Applicants Under the Employment Permits Act 2003, as amended, all Non-EU/EEA citizens must hold a valid work permit/visa/permission before they can be considered eligible for potential employment in the OPW. Failure to produce documentary evidence of a valid work permit or where the evidence provided proves to be invalid will lead to the offer of employment being rescinded. Please do not submit an application form for these positions unless you hold a valid work permit/visa/permission. The Importance of Confidentiality We would like to assure all applicants that protecting confidentiality is a main priority. Each applicant can expect, and we guarantee, that all enquiries, applications and all aspects of the proceedings are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in that aspect of the process. Quality Customer Service We aim to provide an excellent quality service to all our customers. If, for whatever reason, applicants are unhappy with any aspect of the service received from us, we urge them to bring this to the attention of the unit or staff member concerned. This is important as it ensures that we are aware of the problem and can take the appropriate steps to resolve it. Procedures where a candidate seeks a review of a Decision taken in relation to their application A request for review may be taken by a candidate should they be dissatisfied with an action or decision taken by the Office of Public Works (OPW). The OPW will consider requests for review in accordance with the provisions of Section 7 of the Code of Practice Appointments to Positions in the Civil and Public Service published by the Commission for Public Service Appointments (Commission). When making a request for a review, the candidate must support their request by outlining the facts they believe show that the action taken or decision reached was wrong. A request for review may be refused if the candidate cannot support their request. The Commission recommends that, subject to the agreement of the candidate, where the office holder (in this instance the Office Holder of OPW) considers the matter could be resolved they should first seek to engage on an informal basis, before making use of the formal review procedure. Please refer to www.cpsa.ie for procedures on both Informal and Formal Reviews under a Section 7 Appeal, please be aware strict timelines apply in each case. Complaints Process A candidate may believe there was a breach of the Commission’s Code of Practice by the OPW that may have compromised the integrity of the decision reached in the appointment process. The complaints process enables candidates (or potential candidates) to make a complaint under Section 8 to the Office Holder of the OPW in the first instance, and to the Commission for Public Service Appointments subsequently on appeal if they remain dissatisfied. • Allegations of a breach of the Code of Practice should be addressed in writing, and within a reasonable timeframe, to the Office Holder in the first instance. The complainant must outline the facts that they believe show that the process followed was wrong. The complainant must also identify the aspect of the Code they believe has been infringed and enclose any relevant documentation that may support the allegation. A complaint may be dismissed if the complainant cannot support their allegations by setting out how the OPW has fallen short of the principles of this Code. • On receipt of a complaint the OPW may determine to engage with the complainant on an informal basis. For further information on the complaints process please see the Code of Practice for Appointments to Positions in the Civil Service which is available on the website of the Commission for Public Service Appointments, www.cpsa.ie There is no obligation on the OPW to suspend an appointment process while it considers a request for a review. Please note that where a formal review of a recruitment and selection process has taken place under Section 7 of this Code of Practice, a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission at its sole discretion. Requests for Feedback/Test Rechecks Feedback in relation to the selection process is available on written request. There are no specific timeframes set for the provision of feedback or for carrying out rechecks. Please note that the Review Process as set out in the Code of Practice is a separate process with specified timeframes that must be observed. Receipt of feedback is not required to invoke a review. It is not necessary for a candidate to compile a detailed case prior to invoking the review mechanism. The timeframe set out in the CPSA Code cannot be extended for any reason including the provision of feedback and/or the outcome of rechecks. Candidates' Obligations Candidates should note that canvassing will disqualify and will result in their exclusion from the process. Candidates must not: • knowingly or recklessly provide false information • canvas any person with or without inducements • impersonate a candidate at any stage of the process • interfere with or compromise the process in any way Any person who contravenes the above provisions or who assists another person in contravening the above provisions, is guilty of an offence. A person who is found guilty of an offence is liable to a fine/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: • where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and • where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment. Data Protection By submitting an application form for the purpose of applying for recruitment to a seasonal guide position within the Office of Public Works, candidates give consent for the personal data submitted to be processed as part of the selection process and administration of that competition. When your application form is received, we create a record in your name, which contains much of the personal information you have supplied. This personal record is used solely in processing your candidature and should you be successful certain information you provide will be forwarded to HR and local management for employment administration purposes. Such information held is subject to the rights and obligations set out in the Data Protection Acts and Regulations. To make a data protection access request, please submit your request in writing to: Guide Recruitment Visitor Services, Unit 20 Lakeside Retail Park, Claremorris, Co. Mayo, describing, in detail, the records you seek.
Senior Manager Internal Comms & Culture
Senior Manager Internal Comms & Culture Never has there been a more exciting time to join a team of open, honest and passionate employees Three is forward thinking, you can’t stagnate in this job, and you’ll be part of a charming bunch of people that will become lifelong friends. There’s an energy here that’s infectious; we defy convention and we’re always looking at ways to shake up the industry and to surprise and delight our customers. You can be yourself here, and you’ll get to build strong relationships with colleagues across the business. Join us, us our Senior Manager Internal Communications & Culture We are seeking a dynamic Senior Manager – Internal Communications & Culture to lead the strategy, design and delivery of our employee communications and cultural storytelling. This role will shape how we communicate with our people, strengthen our employer brand, and bring our purpose and values to life through engaging narratives. You will work at the intersection of culture, communications, and employer branding — ensuring our employees feel informed, inspired, and connected, while also telling our story externally to attract and retain top talent. What else it involves Internal Communications There’s a lot more to us than meets the eye. You may think you know us, but we’re full of surprises. Intrigued? Join us and Be Phenomenal . Apply now at: https://www.three.ie/careers #Jobs At Three, we are committed to diversity and inclusion. As Ireland’s largest mobile telecommunications provider, we provide a better connected life for our diverse customer base, and want our teams to reflect this. We welcome and celebrate all identities and strive to create a culture of belonging where employees can thrive as their authentic selves. If you do not ‘tick every box’ in this job description, you likely have other valuable skills that would make you a great fit for one of our teams. If you feel this role is for you, then please apply! If you require reasonable adjustments for your interview, please let us know when scheduling your interview, or alternatively, please email aoife.omeara@three.ie Apply now at Three, a Phenomenal career awaits!
WD Prudential & Financial Risk, Manager
Description Our collective blend of expertise and experience makes PwC a great place to work. PwC Ireland welcomes top talent from all backgrounds to join us at the start of what will be your lifelong journey of development and discovery. Let's see where your talent could take you. Line of Service Assurance Industry/Sector Not Applicable Specialism Assurance Management Level Manager Job Description & Summary A career within our Prudential & Financial Risk team will provide you with the opportunity to contribute to a variety of risk and regulatory analyses to design solutions that address our clients’ complex challenges, as well as their broader business issues. The environment we operate in is governed by strict regulation and legislations. As a Manager within our Prudential & Financial Risk Group, you will be joining our growing team in a key role to support our clients in the ever-challenging environment. You will have strong experience in developing and strengthening prudential and/or financial risk frameworks, policies, interpreting laws, rules, and regulations, and understanding regulatory expectations on key areas across those risk types. You will apply your previous experience in the financial services industry to generate value, bringing industry insights to our clients. You will be a highly motivated professional who can apply your knowledge and experience to new and developing situations by providing innovative solutions and practical insights. You will have experience leading projects and developing junior staff, including technical training and coaching. You will need to be adaptive and proactive in keeping up to date with emerging best practices while also contributing to thought leadership. You will have strong interpersonal skills and an ability to develop strong client relationships. This role is not expected to provide support to Audit clients. The Role: Unlock your potential with PwC Ireland We believe that challenges are better solved together. We’re inspiring and empowering our people to change the world. Powered by the latest technology, you’ll be a part of amazing teams encouraged to collaborate and innovate in a way that creates powerful solutions and makes a positive impact. This purpose-led work, and our continuous development and encouragement, will help unlock your potential and take your career to the next level. Enjoy PwC’s perks We reward your impact, and support your wellbeing, through a competitive compensation package, inclusive employee benefits and flexibility programs that will help you thrive in work and life. Learn more about us at Life@PwC. (https://www.pwc.ie/careers-ie/life-at-pwc.html). Being appreciated for being you Our most valuable asset is our people and we recognise you for it - ensuring you feel like you belong and that you are valued and rewarded for the great work you do everyday. PwC is an equal opportunities employer and creating a diverse workforce that is representative of the communities we serve is hugely important to us. We believe this so much that we have signed up for the Business in the Community Inclusive Workplace Elevate Pledge. (https://www.bitc.ie/the-leaders-group-on-sustainability/inclusive-workplace-pledge/) Our Inclusion First strategy puts inclusion at the heart of our culture - supporting an environment where individuality is embraced, diversity is celebrated and inclusion is valued. Check out our culture of belonging and explore our range of inclusive programmes, initiatives, employee resource groups and more at www.pwc.ie. Avoid the confidence gap; you do not have to match all the listed requirements exactly to apply, we’d love to hear from you! We will ensure that everyone is supported throughout and, if required, provided with reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please email us for more information. Education (if blank, degree and/or field of study not specified) Degrees/Field of Study required:Degrees/Field of Study preferred: Certifications (if blank, certifications not specified) Required Skills Optional Skills Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Anti-Bribery, Anti-Money Laundering Compliance, Business Ethics, Coaching and Feedback, Code of Ethics, Communication, Compliance and Governance, Compliance and Standards, Compliance Auditing, Compliance Frameworks, Compliance Program Implementation, Compliance Reporting, Compliance Review, Compliance Risk Assessment, Compliance Training, Controls Compliance, Creativity, Cybersecurity Risk Management, Data Analysis and Interpretation, Data Protection Management (DPM), Disability Support {+ 35 more} Desired Languages (If blank, desired languages not specified) Travel Requirements Available for Work Visa Sponsorship? Government Clearance Required? Job Posting End Date PwC Ireland is committed to creating an environment that promotes equality and dignity at work. Working together in an inclusive environment enables us to harness the collective and complementary skills, knowledge, background, and networks of our people. Job ID: 668653WD Location: Dublin Line of Service: Assurance Specialism: Assurance
