South dublin jobs in South dublin
Sort by: relevance | dateStaff Development Facilitator Acute Floor
Inquiries to Ciara Nother | CNM3 ED/Acute Floor Email: CiaraNother@mater.ie The role of the Staff Development Facilitator (SDF) – Acute Floor, is pivotal in enhancing improvements in delivery of nursing care to patients. The SDF for the Acute Floor works across the Acute Medical Assessment Unit and the Acute Medical Short Stay Unit, whilst also assisting the Emergency Department, as required. This is achieved through the provision of practical assistance and support of nursing staff in their acquisition of knowledge and skills so that they can competently identify expected patient outcomes, develop care plans, evaluate conditions and actively engage in individualised care and treatment plans.
Staff Development Facilitator Trauma Reception Emergency Department
Inquiries to Ciara Nother | CNM3 ED/Acute Floor - Email: CiaraNother@mater.ie The role of the Staff Development Facilitator – Trauma Reception, is pivotal in developing a critical mass of experienced, trained staff with appropriate skill mix to enhance the delivery of nursing care to Trauma Patients presenting to the Emergency Department / Trauma Service. This will be achieved through the provision of practical assistance and support of nursing staff in their acquisition of specific knowledge and skills so that they can competently identify expected patient outcomes, evaluate conditions and actively engage in individualised care and treatment for trauma patients. This role will be closely aligned with the existing Staff Development Facilitator and Post Graduate Course Coordinator roles within the department, collaborating to provide comprehensive and structured education and develop competencies for all nursing staff in the care of trauma patient.
Clinical Nurse Manager, Bank Unit
The Nursing Bank Unit Clinical Nurse Manager (CNM) 3 manages the fluctuating additional nursing staffing needs of the Mater hospital. The CNM 3 will be part of the Clinical Nurse Management team. The post holder will directly manage the day to day operational management and professional responsibility of the Nursing Bank Unit (NBU). This will include professional responsibility of the Nursing Bank Team (NBT), Safe Staffing Facilitator, and Clinical Support Co-Ordinator; recruitment, professional development, performance and retention; as well as Hours as Required (HAR) staff. The post holder will also develop close working relationship with external nursing agencies providing leadership to both HAR and Agency staff. The post holder, in partnership with the Clinical Nurse Management team and the NBT, will advise and respond to the daily temporary staffing needs of the hospital through resource management, coordinating shifts, ensuring cost-effective service, maintaining quality care standards, and facilitating communication. This role supports the broader nursing management team in ensuring safe, efficient, and evidence-based patient care through effective workforce planning and support. The post holder will provide the strategic direction to continually progress the service function of the NBU in partnership with stakeholders. Informal Inquiries to Kelley Nimmo ADON Lead Workforce Planner Email: knimmo@mater.ie
Social Care Leader
Avista is a person-centred, rights-based organisation that is dedicated to improving the lives of children and adults with disabilities. We provide a wide range of services including Day, Residential and Respite supports to both children and adults in various locations across Dublin, Limerick and North Tipperary. Avista is looking for candidates who are committed to supporting people with Intellectual Disabilities and their families, in a person-centred, community based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: SOCIAL CARE LEADER- TEES Day Service Dublin 15 and Dublin 7 PERMANENT PART-TIME CONTRACT of 37 HRS PER WEEK Salary: €56,915-66,465 LSI * *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. Req: 96151 Essential: Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ Informal enquiries to Claire Durkan TEES Service Manager 087 1080905 Closing date for receipt of applications: 27THof April 2026 Avista reserves the right to close the competition early should a sufficient number of applications be received. “A panel may be formed from which future positions may be filled across the St Louise’s service.” Avista is a public body and subject to Freedom of Information and Data Protection Requests. Avista is an equal opportunities employer.
Cyber Delivery Enablement Manager
Cyber Delivery Enablement Manager Apply now » Date: 10 Apr 2026 Location: Dublin, IE, IE Company: Allied Irish Bank At AIB, our values guide how we work and how we support each other. We’re looking for someone who puts Customer First , takes initiative and Owns the Outcome , and is always looking for ways to Eliminate Complexity . You’ll treat colleagues and customers with fairness and Show Respect , and you’ll thrive in a culture built on collaboration where we Be One Team to deliver meaningful impact. Role: Cyber Delivery Enablement Manager Location: Central Park, Dublin 18 (Hybrid – 3 days onsite) If you are not sure about your suitability based on any aspects of the role advertised, we encourage you to please contact the Recruiter for this role, Sarah Lyons, at careers@aib.ie for a conversation. AIB is an equal opportunities employer, and we pride ourselves on being the first bank in Ireland to receive the Investors in Diversity Gold Standard accreditation from the Irish Centre for Diversity. We are committed to providing reasonable accommodations for applicants and employees. Should you have a reasonable accommodation request please email the Talent Acquisition team at careers@aib.ie Disclaimer: Unsolicited CV’s sent to AIB by Recruitment Agencies will not be accepted for this position. AIB operates a direct sourcing model and where agency assistance is required, the Talent Acquisition team will engage directly with our recruitment partners. Application deadline : 24th April 2026 Job Segment: Information Security, Recruiting, Risk Management, Cyber Security, Banking, Human Resources, Technology, Finance, Security Apply now »
Trainee Buyer Programme
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. With over 7,000 colleagues across our stores, warehouses and offices in Ireland and Northern Ireland we are a big and ambitious team. We know our people are our greatest asset and our success is down to the commitment and dedication of our team. At Lidl, we recognise that our people are our greatest asset and that our success is hugely attributable to the commitment and dedication of our workforce. Career development and training are of major importance to us. All employees are provided with the training and support they need to reach their full potential and to progress within the company. Structured, on-the-job training is the foundation of our training concept, giving our employees the opportunity for further development both professionally and personally. At Lidl we believe that training is the most important investment we can make in our people. As part of the Trainee Buyer Programme in this fast-paced and exciting area of our business, you will be given a structured and comprehensive training plan which will enable you to develop the skills required in order to assist in the development and management of product categories through detailed market and consumer behaviour analysis. This will involve continuously sourcing new suppliers, promoting product innovation and ensuring a top-quality offering at the lowest possible price for our customers. Start date: September 2026 Duration: 12 Months What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
PSYCHOLOGIST
Avista is a progressive organisation, providing a wide range of services including Day, Residential and Respite supports to both Children and Adults in various locations across 3 Regions. This post is being recruited for the Children’s Disability Network Team (CDNT): Cabra Grangegorman and Blanchardstown. The successful candidate is required to work as part of an Interdisciplinary Team that provide services to 0-18 year old children and young people with complex needs arising from a disability, in a family centred model in accordance with our core values and ethos underpinned by quality, best practise and research. Avista has 3 Children and Young People Disability Network Teams, and the candidate may be required to work across any these 3 teams if and when the need arises. . JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: PSYCHOLOGIST CHILDREN’S SERVICES, DUBLIN PERMANENT FULL-TIME CONTRACT (35 Hours Per Week). Salary: €61,976 - €106,101* (lsi) *Salary subject to Relevant Public Sector Experience. REF: 96108 Essential: · Have a university degree or diploma (QQ1 level 8 equivalent) obtained with 1st or 2nd class honours in which Psychology was taken as a major subject and honours obtained in that subject. · Have an Irish post-graduate professional psychology qualification accredited by the Psychological Society of Ireland in Clinical, Counselling, or Educational Psychology Or · An equivalent qualification from another jurisdiction validated by the Department of Health. Application for this post must be inclusive of letter of validation. · Demonstrate competence in the area of working with children with disabilities. · Demonstrate an understanding of interdisciplinary working, family centred practice and a high standard of suitability for the proper discharge of the office. Desirable: · Experience of working with Children with complex needs and their families. · Experience delivering group work and parent training programme. Why work with us? Excellent Career Progression Opportunities. Comprehensive Pension Scheme Supportive and innovative working environment. Generous annual leave entitlement Paid Maternity Leave & Sick Pay scheme Bike to work Scheme Tax Saver Travel Scheme Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ Informal enquiries to Vivienne Finn, Children’s Disability Network Manager, email ; Vivienne.finn@avistaclg.ie Closing date for receipt of applications 24th April 2026. Avista reserves the right to close the competition early should a sufficient number of applications be received. “A panel may be formed from which future positions may be filled across the Dublin service.” Avista is a public body and subject to Freedom of Information and Data Protection Requests. Avista is an equal opportunities employer.
Cleaning Area Manager
We are currently looking to recruit a strong, experienced and dynamic Area Cleaning Manager to oversee the running of our cleaning operations across multiple sites. These sites demand an Area Cleaning Manger with the right attitude, determination and experience to deal with a position of this magnitude. As the Area Cleaning Manager, you will be fully accountable for all aspects of the operation including the management of a large team. The role requires a high level of interaction and communication on the ground including attending regular meetings with the clients communication skills are essential. Working hours: Applicants will be expected to complete necessary security clearance to be considered for the role. A full driving license is a pre-requisite for this position Due to the number of applicants Mount Charles receives, we only respond to short-listed applicants. If you have not been contacted within six weeks of the closing date, you have not been selected for interview.
Community Development and Culture Manager
Summary: The Community Development & Culture Manager plays a central role in ensuring the GDA delivers an inclusive, socially equitable, culturally rich, and community centred urban regeneration project that brings real social and economic benefits to local communities. The role focuses on advancing community engagement, inclusion, and access to opportunities by building on established GDA programmes. It supports pathways to employment, training, enterprise and family development helping to build community capacity and reduce barriers to participation. The role also leads community engagement across arts, heritage and histories, ensuring diverse voices and identities shape the areas ongoing development. Grade: Higher Executive Officer Starting Salary: €59,435 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. Pension: Public Service Pension Scheme Employing Authority: Grangegorman Development Agency Office Location: Floor 4, Park House, 191 North Circular Road, Dublin 7 Working Hours: 35 hours per week Blended / Agile / Remote Working: Blended Working Policy in place, available subject to role requirements Annual Leave: 29 days Tenure: 5-year Fixed Term Contract Other Benefits: • Professional development and supported learning opportunities • Annual health check and flu vaccination • Employee wellbeing initiatives • Tax-efficient travel schemes (Bike to Work and TaxSaver) • Team development events The Community Development & Culture Manager plays a central role in ensuring the GDA delivers an inclusive, socially equitable, culturally rich, and community centred urban regeneration project that brings real social and economic benefits to local communities. The role focuses on advancing community engagement, inclusion, and access to opportunities by building on established GDA programmes. It supports pathways to employment, training, enterprise and family development helping to build community capacity and reduce barriers to social and economic participation. The role also leads community engagement across arts and cultural development, heritage and histories, ensuring diverse voices and identities are reflected in the areas ongoing development. These cultural dimensions complement the community development work by supporting a strong sense of place, celebrating diverse cultural identities and contributing to a vibrant and socially cohesive environment. Reporting to the Head of People & Engagement, this role will enhance existing work and lead the delivery of an integrated Community Development, Arts, Culture & Heritage Engagement Strategy, positioning social cohesion, community capacity, cultural vibrancy, and local heritage at the core of the GDA’s long term objectives. Key Responsibilities Strategic Leadership & Vision • Lead the development, implementation and continuous evolution of a holistic Community Development, Arts, Culture & Heritage Engagement Strategy aligned to the next phase of the Grangegorman Development. • Partner with key stakeholders to develop community, arts, culture, and heritage initiatives that support inclusive engagement, strengthen place identity, and deliver meaningful public value. • Identify emerging societal, demographic, cultural and community needs to shape strategic priorities and future initiatives. Community Development & Participation • Maintain and strengthen existing community development engagement structures, ensuring the community’s voice remains central to planning and decision-making. • Support the development of sustainable, resilient communities around Grangegorman, enabling them to thrive throughout the next phase of the development and beyond. • Deepen relationships and partnerships with surrounding communities, fostering trust, transparency and long-term collaboration. • Further embed community benefit principles across all community engagement and delivery activities. • Strengthen a sense of shared ownership and belonging in the emerging Grangegorman Urban Quarter. • Support and coordinate the work of the Build to Last Forum (BTLF) acting as secretary and ensuring effective communication and follow through. • Represent the Agency on the Grangegorman Area Based Childhood (ABC), supporting early years and family initiatives in the neighbourhood and participate in other groups as required. • Engage with the Community Liaison Committee to promote awareness of community benefits and to share updates on the work of ABC and BTLF. • Lead and coordinate community-focused events such as business breakfasts, meet the contractor events, apprenticeship information events and other initiatives that support local participation and opportunity. • Design inclusive, evidence-based engagement methods that enable participation from diverse, underrepresented, or marginalised communities. • Promote and coordinate community benefits arising from the Grangegorman regeneration, piloting new initiatives that enhance the social and economic inclusion. Cultural, Arts & Heritage Development • Work in close collaboration with Grangegorman Histories Working Group and the Public Art Working Group, ensuring alignment with GDA priorities and community needs. • Coordinate, support and enable the work of both working groups, ensuring effective communication, shared planning, timely reporting, and alignment with GDA priorities, governance requirements and community needs. • Act as the primary link between the GDA and the existing arts and histories governance structures, ensuring that decision-making, resourcing and project delivery are cohesive, transparent and well-managed. Research, Evidence & Narrative Stewardship • Commission, edit, and publish updated editions of Joining Up the Dots (socio-economic and demographic profile), establishing a data baseline for strategic development. • Oversee research, consultation, and knowledge gathering that supports community and cultural planning. • Continue to lead the implementation of the Grangegorman Employment Charter and refine it in response to emerging community and project priorities. Governance, Coordination & Stakeholder Management • Coordinate and act as secretary to the Build to Last Forum, ensuring clear governance processes, timely reporting, and effective communication. • Map community, arts, culture and history related activities across the Agency and integrate them into a coherent, cross functional framework. • Develop and maintain strong, collaborative relationships with all Grangegorman stakeholders. Events and Engagement Programming • In collaboration with GDA communications and relevant working groups organise and lead community development, cultural and heritage activities—both in person and virtual. • Ensure that programming reflects diversity, accessibility and high-quality public engagement. Communications & Representation • Work closely with the GDA Communications Team to ensure clear, consistent, and compelling communication of community and cultural activities and events. • Produce high quality reports, briefing materials, submissions and updates for internal and external audiences. • Represent the GDA at community and cultural public events, conferences, seminars and stakeholder forums. Performance Management, Evaluation & Reporting • Develop KPIs, monitoring tools and evaluation frameworks that measure both community impact and cultural value. • Prepare milestone reports documenting progress, learning, and the evolving methodologies that guide strategic delivery. • Ensure that evaluation processes reflect quantitative, qualitative, and cultural impact measures. Financial & Procurement Management • Manage assigned budgets, including procurement and contract management of consultants, artists, researchers and service providers. • Ensure compliance with GDA procurement procedures and public-sector standards. The functions and responsibilities assigned to this position are based on the current stated role and may be changed from time to time. The person appointed requires the flexibility to fulfil other roles and responsibilities at a similar level within the GDA. Candidate Requirements Candidates shall on the latest date for receipt of completed application forms have the following: Eligibility to compete and certain restrictions on eligibility Eligible Candidates must be: • A citizen of the European Economic Area. The EEA (European Economic Area) consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or • A citizen of the United Kingdom (UK); • A citizen of Switzerland pursuant to the agreement between the EU (European Union) and Switzerland on the free movement of persons; or • A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or • A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State because of family reunification and has a stamp 4 visa; or • 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. Candidates who are not citizens of the aforementioned countries must have the necessary permissions to work in Ireland. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility) and the Minister’s consent will have to be secured prior to employment by any Public Service body. 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 that Scheme are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Qualifications and Essential Requirements • A Level 8 qualification (or equivalent) on the National Framework of Qualifications in community development, cultural/arts management, social sciences, heritage/arts administration, public administration, or a related discipline. • Alternative pathway: Candidates without an NFQ Level 8 qualification may be considered if they have a minimum of eight years of relevant professional experience in community development or related area. • A minimum of five (5) years relevant experience in community development, cultural development, public engagement, or a related field, including experience in a coordination or leadership role within a multi stakeholder environment. • Experience collaborating with, motivating and supporting multi-disciplinary teams. • A proven track record of building effective partnerships with diverse agencies and community stakeholders. • Strong skills in managing complex stakeholder relationships, including governance groups and community forums. • Exceptional communication, negotiation and interpersonal skills, including confidence and sound judgement in managing sensitive issues, competing perspectives, and community expectations. • Project management experience in planning and delivering multi stream programmes. • Experience designing or using monitoring, evaluation, and impact measurement tools. • Budget management experience and familiarity with public sector procurement. • A strong commitment to inclusive practice, social equity and cultural sensitivity. Desirable Requirements • A relevant postgraduate qualification would be an advantage. • Experience with public art commissioning or cultural programming. • Experience delivering heritage projects, interpretive work or community history initiatives. • Knowledge of creative placemaking, cultural policy or urban cultural development. Salary Entry will be at the minimum of the scale and increments may be awarded subject to satisfactory performance and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally. The rate of remuneration may be adjusted from time to time in line with Government pay policy. PPC (Personal Pension Contribution) Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). Higher Executive Officer Standard Scale – PPC €59,435 – €61,173 – €62,908 – €64,640 – €66,380 – €68,111 – €69,849 – €72,353 LSI1 – €75,788 LSI2 A different rate will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. Other pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant.
Chief Medical Scientist Blood Transfusion/haemovigilance Specified Purpose | FULL - TIME |, P/W
Chief Medical Scientist Blood Transfusion/Haemovigilance Specified Purpose (1 yr Maternity Cover) | Full- time | 35 hours p/w (immediate start) The Blood Transfusion Department, which is accredited to ISO 15189, processes more than 28,000 tests annually, providing services to NOHC and an external Private Hospital. The Department is well equipped with technology/instrumentation; Winpath LIS, Q-Pulse, IH500 and Bloodtrack. The NOHC Laboratory operates a multi-disciplinary on-call service and multi-disciplinary extended working day. The National Orthopaedic Hospital Cappagh (NOHC) has 34 Orthopaedic Surgeons and is Ireland’s largest dedicated Orthopaedic centre, the national referral centre for post-prosthetic joint infections, Ireland’s primary referral centre for bone and soft tissue tumours, and the dedicated surgical centre for the National Sarcoma Service. NOHC also provides orthopaedic oncology, rehabilitation, rheumatology and paediatric services, and sports and exercise medicine. Home to the National Bone Bank, the Hospital is affiliated with RCSI, UCD and DCU as a teaching establishment. Moreover, we undertake exciting research in collaboration with academic partners, peers, scientists, engineers and industry. Applicants should: · Hold qualifications for the post as stipulated by the Health Service Executive. · Supply evidence of Registration with CORU with the application · Have 7 yrs experience in a Blood Transfusion Laboratory, as a medical scientist, with two years spent in a promotional post. For details on the particulars of qualifications and experience and a job description, please contact Aoife Sunderland Aoife.Sunderland@nohc.ie ___________________________________________________________________ Informal enquiries are welcome to Ms Marese Mullins (Laboratory Manager), on 01 8140386 or email marese.mullins@nohc.ie Interested candidates should apply via Rezoomo with a copy of their Curriculum Vitae and a cover letter. Closing Date for receipt of Applications is 5 pm on Friday 24th April 2026. -Shortlisting will take place -Your application must be your own work and reflect your own experiences, competencies and skills. Do not use AI to complete the application form -Pay and conditions as per Department of Health guidelines. -The National Orthopaedic Hospital Cappagh is an equal opportunities employer. - Data Protection: Please refer to https://nohc.ie/privacy-policy/ to learn more about how we handle your personal data and the rights that you have during the recruitment cycle.
