Limerick jobs
Sort by: relevance | dateSection Officer Human Resources Department
Job Title and Grade Grade VI Section Officer Human Resource Department Grade Code 0574 Location of Post Human Resources Department, HSE Mid-West Acute and Older Persons Services, Houston Hall, Ballycummin Ave., Raheen Business Park, Limerick The vacancies available are permanent and whole-time. Purpose of the Post The post holder will provide comprehensive administrative and organisational support to the Human Resources Dept., HSE Mid-West Acute and Older Persons Services. The role will involve working in a fast paced work environment. The post holder(s) must be able to maintain a high level of tasks while interacting with a variety of stakeholder(s), including senior management, line manager and candidates. The post holder will provide HR expertise, support and advice to staff and managers and will take a lead role in relation to their area of responsibility, encompassing both managerial and administrative responsibilities. Informal Enquiries Sophie McCann Grade VII HR Business Manager sophie.mccann@hse.ie Recruitment enquiries: UHLRecruitment@hse.ie
Store Manager
Maxi Zoo is part of the Fressnapf Group, the European market leader in pet product with 2,700+ shops across Europe. Maxi Zoo is Ireland’s largest pet retailer and has over 30 shops in Ireland. Maxi Zoo Ireland is driven by the desire to make the life of pets and pets owners simpler, better and happier. To achieve this, we work hard, accept responsibility and seek every opportunity to learn about pets and customers. We are currently recruiting for a Store Manager in our Limerick Store. The Store Manager is a leader who is responsible for overseeing the daily operations of their store, making sure it runs smoothly and effectively. The Store Manager reports to the District Manager, and together they provide a smooth and profitable operation by driving revenue and managing costs while creating a culture based on the highest quality pet care and exceptional customer service. What you will do: · Operational Store Excellence - Drive operational excellence in your store by ensuring adherence to store processes andguidelines within the framework of the Corporate Centre Standards. Utilise operational store analytics to optimize efficiency, streamline processes, and drive informed decision-making for enhanced store performance. · Operational Store Analytics – Exceed company KPI’s, Cash & Stock Management Audit, management of store personnel costs and sales performance. · Leadership - Empower your team's growth and success through supportive leadership, training, and a culture of trust and respect. Champion engagement and continuous learning, ensuring every team member thrives and contributes to our shared success. · Merchandise and Inventory - Curate an enticing shopping experience with impeccable availability, planogram implementation and ensuring accurate inventory management. · Customer Engagement - Driving customer engagement through exemplary service, while ensuring the entire team upholds the standard. · Brand Integrity - Ensuring that the animals entrusted to us are well cared for at all times, and that the welfare of the animal comes first. What you will bring: · Proven successful experience as a retail Store Manager · Proven track record in achieving KPI’s · Powerful leadership skills and business acumen · Strong customer service and organisational skills · Excellent communication and interpersonal skills What we offer : · Competitive Salary · Certified with GREAT PLACE TO WORK · Store Manager KPI based bonus · Employee Discount - we offer employee discount of up to 40% in our stores and 20% in our Salon · Paid leave- Sick leave, annual leave and bank holidays, maternity/paternity leave · Refer a friend scheme · Advancement Opportunities – At Maxi Zoo we believe in promoting from within as much as possible and developing our team to have a career path. · Community- A chance to work in an environment where employees and customers share the same passion for animals · Educational Opportunities -you will get great training in store, through our training programs, and through company-wide training & meetings. We also provide further management training to give you the key skills to be able to motivate/engage your store team and take your career to the next level. · Annual leave - starting at 21 days and rising to 23 days at year 6. · Cycle to work Scheme · Free Uniform
Community Safety Warden
The Position Limerick City and County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which temporary vacancies for Local Community Safety Partnership Community Safety Warden may be filled throughout the lifetime of the panel. The establishment of a Community Safety Warden Scheme in Limerick City & County Council is an innovative proposal to support uniformed Gardaí with a high visibility presence of Community Safety Wardens. The intention is that these community champions will be the conduit in facilitating safer communities by ensuring that everyone feels safe as their visible presence deters crime and supports the creation of a safe and resilient City Centre community. Our wardens will not replace Gardaí, but by building relationships between the community stakeholders, visitors to our City will see increased vibrancy and reduced anti-social behaviour. The scope of the Community Safety Wardens will be to provide a visible presence, foster communication with stakeholders and signposting of relevant services to the community. This Scheme will promote community, business, State agency and voluntary sector engagement on safety and to reimagine a pro social space that is safe for all users of the space. The Wardens have no enforcement capacity and will report any criminal activity observed to An Garda Síochána and keep a record of the report and the response time. The scheme will establish effective grassroots communication with state and community services, including detached youth workers, An Garda Siochána, local drug and alcohol programmes and Limerick City & County Council in its management. This will allow for effective and time critical management of community relevant safety issues as they arise. The aim of the Community Safety Wardens scheme is to contribute to a reduction in negative community incidents, crime and the fear of crime by reassuring residents and visitors to Limerick, initially through their highly visible presence but also through a proactive approach in managing issues that traditionally give rise to anti community activity, leading to a perception of being unsafe or engaging with other staff and agencies with the relevant skills to deal with the issues that may present. The Local Community Safety Partnership brings together statutory services, the voluntary and community sector, the Mayor of Limerick, local Councillors, local government officials and community members to work together to identify and tackle community safety issues locally. The Community Safety Warden may be required to support and attend stakeholders' events and support Local environment events/groups and promote and work with community groups to ensure Community safety is promoted and facilitated. Community safety is a broad concept that goes beyond just policing and crime. It is about people being and feeling safe in their communities, and it includes everything from visible Gardaí to safe places for children to play. Community safety needs a multi-agency approach, where services work together to deliver on the needs of individual communities. Key Tasks and Responsibilities of Community Safety Warden Terms and Conditions 1. The Post: Subject to the availability of suitably qualified candidates, a panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Director General. The panel may be used by Limerick City and County Council to fill positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. 2. Annual Leave The successful candidate will have 25 days annual leave inclusive of Good Friday. 3. Salary: Salary scale: €1,525.56 to €1,571.76 per fortnight, inclusive of LSIs. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €1,525.56 per fortnight). 4. Location: Limerick City and County Council reserves the right to assign the successful candidate to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to travel to and from work at their own expense. 5. Hours of Work The working hours at present provide for a five day, thirty-nine hours working week, hours may vary from time to time. The Council reserves the right to alter the number of hours worked each day/each week and/or the times at or the days on which the hours are to be worked. The position requires flexibility in terms of working hours as the duties will involve working outside of normal hours as required, including weekends, evenings, nights, bank holidays etc. The provisions of Limerick City and County Council’s Time and Attendance Policy is applicable to this grade at the current time 6. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 7. Superannuation: The Local Government Superannuation Scheme applies. 8. Travel: Holders of the post should hold a full driving licence for class B vehicles and shall be required drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Local Authority Travel and Subsistence Policy. Limerick City and County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. 9. Residence: The holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. 10. Safety and Welfare: The holder of the post shall co-operate with the terms of Limerick City and County Council’s Safety Statement and Major Emergency Plan. The successful candidate shall make themselves aware of the safety rules and procedures and make proper use of all safety, clothing and equipment. 11. Training: It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. 12. Taking Up Appointment: The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of four weeks and if they fail to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint them. 13. Garda Vetting : The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Limerick City and County Council to ensure that ‘any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to or contact with children or vulnerable persons will be subject of Garda Vetting’. 14. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: (a) There shall be a period after such appointments take effect, during which such person shall hold such post on probation. (b) Such period shall be set by the Director General and this period may be extended at their discretion. (c) Such person shall cease to hold the post at the end of the period of probation, unless during such period, the Manager has certified that the service of such person is satisfactory. 15. Citizenship: Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 16. References: Applicants are required to advise the names of two responsible persons to whom they are well known but not related (at least one of the referees should be an existing or former employer). In advance of any offer of employment, Limerick City and County Council reserves the right to seek references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The Council reserves the right to determine the merit, appropriateness and relevance of such references and referees.
Trainee Optical Assistant
Are you a caring individual looking to start your career as an Optical Assistant? You’ve come to the right place. We aren’t looking for people with years of experience and heaps of qualifications, just passionate, hard-workers ready to confidently welcome and help customers as they walk through our doors. And once you’ve found your feet as a Trainee Optical Assistant, you don’t just have to stop there. We have plenty of professional training and development in other business areas, as well as the support of experienced Opticians and Technicians supporting you on your journey. So whatever you want your career to look like, you can bring it to life at Specsavers. Our store Based in Limerick Crescent, our store has great career progression opportunities! What’s on offer? As well as all the support you need and great training and development opportunities, we have a whole load of benefits on offer for you to enjoy. These include: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Optometrist
Amazing Salary Package of up to €90,000 OTE!! Working hours: Full Time or Part Time - Flexible working available Experience level: You must be a CORU registered Optometrist Specsavers in Limerick are looking for an ambitious Optometrist. We’re a community-focused store dedicated to ensuring that every one of our customers receives an excellent patient experience. We’re seeking an Optometrist ready to use their passion and knowledge to help us build on our ever-growing and loyal customer base. Join us at Specsavers in Limerick, where we deliver the very best in customer care. What’s on Offer? Specsavers in Limerick is a very experienced store with many of their staff members being there for over 20 years. They are a very supportive store and will help each individual reach their full potential. You will have access to test rooms which all have phoropters so you will have the ability to use the most up to date equipment during testing. The store Is also actively promoting OCT with over 60% up take! What we’re looking for You’ll need to be a qualified and ideally already CORU registered Optometrist with the drive, passion and the willingness to build upon our customer-focused culture. As part of our team, you’ll need to be able to provide a unique blend of customer care and professional excellence. You’ll need to demonstrate good attention to detail along with a passion for the community. Teamwork also forms a big part of our culture, so the ability to work well with others is essential. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Manager
Highly competitive salary, monthly bonus of 10% if sales targets achieved (with the potential of 20% if stretch targets achieved), generous employee discount, annual jewellery uniform allowance and other excellent benefits! We are currently seeking an organised, pro-active and results driven assistant store manager to join the team in our store. If you thrive on taking the lead on retail operations, inspiring a high performing team to beat their targets and provide a world-class service, then we'd love to have you join us! In the UK, we are very proud to have recently been recognised in the Sunday Times ‘Best Places to Work 2023’, one of only 11 in the ‘very large’ employers category. The role The assistant store manager is our brand ambassador and responsible for the day-to-day operational running of the store. You will report to the store manager and be their biggest support - ensuring the commercial success of the store - and be responsible for running the operational aspects of a high-performing store. About Pandora The largest jewellery company in the world, we give a voice to millions of people’s loves every day. We sell three pieces of our hand-crafted jewellery every second and have the largest network in the industry, with almost 7,000 points of sale around the globe and a strong online business. We pursue sustainability In everything we do and have set ambitious and measurable targets across every touchpoint of our business, from sourcing through to the materials we use and the marketing of our products. Our people Our global workforce is made up of over 33,000 passionate people who, in 2023, helped Pandora record the highest earnings to date, led by a refreshed long-term growth strategy. The pace of our progress has created an energising, ambitious culture where we are empowered to be ourselves and equipped to deliver our very best. As we continue to grow, we also continue to invest in our talent. We’re looking for people who share our values and can help us bring our ambitions to life. What to expect from the role CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Supervisor
Competitive hourly rate of pay, bonus scheme, generous employee discount, annual jewellery uniform allowance and other excellent benefits! We are currently seeking a pro-active, results driven supervisor to join the team in our store. If you thrive on taking the lead on retail operations, inspiring a high performing team to beat their targets and provide a world-class service, then we'd love to have you join us! In the UK, we are very proud to have recently been recognised in the Sunday Times ‘Best Places to Work 2023’, one of only 11 in the ‘very large’ employers category. The role The supervisor is our brand ambassador and in this role, you will over-see the running of the busy sales floor, motivating the team of sales assistants to drive sales and excel in customer service and support them in creating special memories for our customers. Enjoying a fast-paced, sometimes high-pressured retail environment is essential. Day to day, you will share your Pandora product knowledge with the wider team, run shop floor coaching sessions to unlock the team’s sales potential, and make sure store operations are running smoothly. Supervisors will lead by example, so will be set their own personal KPIs and sales targets. What to expect from the role Sales floor CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Qualified Accountant
Responsibilities: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Staff for Ladies Department
We are looking to hire Part Time Staff for our Ladies Department of our Limerick Store located in Delta Retail Park, Ballysimon Road. Become a member of Irelands leading Golf Retailer and work with the best brands in golf. Full systems training will be provided. Flexible mid week and weekend hours. Salary - Based on experience, discussed at interview CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Higher Executive Officer
1. PREAMBLE Mary Immaculate College is an autonomous, university-level, Catholic College of Education and the Liberal Arts. Founded in 1898, and linked academically with the University of Limerick, MIC is the oldest higher education institution in Limerick. Significant expansion in recent decades has seen the College’s offerings expand across two modern campuses, one based in Limerick City and one in Thurles, Co. Tipperary. The student community consists of more than 5,000 learners, participating in fifteen undergraduate degree programmes and several postgraduate programmes extending to PhD/Doctoral level. Academic staff engage in a wide range of academic research areas, and research underpins all teaching and learning at MIC.MIC seeks to prepare its students for professional excellence and to nurture their capacity to lead flourishing lives. MIC seeks to prepare its students for professional excellence and to nurture their capacity to lead flourishing lives. 2. CANDIDATE PROFILE & SCOPE OF THE POSITION Mary Immaculate College wishes to fill the position of Higher Executive Officer – Awards and Registry on a fulltime, permanent basis. The Higher Executive Officer – Awards and Registry will proactively draw together the administrative strands of the various functions in Student Academic Administration and provide a high level of administrative advice and support to advance the academic development of the College. The post-holder will be the escalation point for questions, queries and concerns regarding the application of the College’s policy and procedure to identify potential solutions. The post holder will be required to have a high degree of professionalism and motivation to work in a busy fast-paced environment, focused on delivering an excellent service. Strong leadership, interpersonal and communication skills are essential for this role. Essential Qualifications, Experience & Skills: 1. a) A qualification at level 7 or higher on the National Qualifications Framework and a minimum of 3 years relevant experience working in a student records management/administration role in a third level institution; Or (b) A minimum of 6 years’ relevant experience in an administration role in a third level institution; 2. Knowledge of the academic regulations, processes, structures and procedures throughout the student lifecycle from enrolment to graduation. 3. Aptitude for process management and implementation through creation of standard operating procedures and best practice standards; 4. Report writing and technical writing skills with the ability to gather and examine information from a variety of sources to inform clear, timely and well-grounded decisions, in the context of Student Academic Administration requirements; 5. Administrative and organisational skills with the ability to prioritise and complete tasks, delivering results within specified timeframes; 6. IT skills with a high degree of proficiency in Microsoft Office, with experience of using it to support management reporting and decision making; 7. Supervisory management experience and process management skills with the ability to provide guidance and direction to others; 8. Interpersonal and communication skills, both written and verbal, with the ability to establish effective working relationships and work collaboratively with a range of internal and external stakeholders; 9. Experience of working with a student record system and associated reporting. Cuirfear fáilte roimh iarratais ó dhaoine go bhfuil dearcadh dearfach acu i leith na Gaeilge. Applications are welcome from people who have a positive outlook to Irish. 3. JOB DESCRIPTION Reporting Relationship The appointee is required to carry out the duties attached to the post, under the general direction of the Director of Academic Administration, to whom they report, and to whom they are responsible to for the performance of these duties in the first instance. The appointee will also have a reporting relationship to the Vice President Academic Affairs. The appointee will report through the Director of Academic Administration and Vice President Academic Affairs, to the College President and/or to such other College Officers as the President may designate fromtime to time. The appointee will liaise with the Deans of Arts and Education, Heads of Departments, Course Leaders and other College personnel and with relevant College bodies in carrying out the duties attaching to the post. The reporting relationship is subject to review and may be altered from time to time, in line with service needs and developments in the College. The duties of the Higher Executive Officer – Awards and Registry post include the following: • To manage the delivery, development and co-ordination of the College Awards workflow ensuring compliance with institutional goals and institutional strategic priorities in line with requirements of the University of Limerick as MIC Awarding Body and other statutory requirements. • Maintenance of Online Awards Schedule and Award Lifecycle Management. • To ensure Compliance and Quality Assurance for all awards in line with institutional policies, regulations and external arrangements. • To engage and collaborate with the University of Limerick (UL) to ensure regulatory alignment of academic programmes and policies. • To develop a Quality Management System in relation to the mapping of key processes and the development of a managed system for the creation of Standard Operation Procedures • To ensure the institution's academic offerings align with regulatory standards and strategic goals by assisting with academic programme development, programme accreditation, monitoring of compliance and stakeholder engagement with the Academic Programme Appraisal Committee Structure. • To organise / provide administrative support to the Vice President for Academic Affairs (VPAA) to ensure efficient operation of academic functions (Diary management, report writing, minuting, briefings). • To report and provide information on the services and operation of the Student Academic Administration Office as required from time to time. • To participate on committees, working groups and other informal groups, representing and/or supporting SAA contributing to a range of projects and developments enhancing the student experience and other objectives of the College. • To build and maintain effective and productive working relationships between Student Academic Administration and other college departments to promote awards and associated organisation of formal events • To maintain an up-to-date knowledge of higher education sector related issues and developments in administrative functions at other HEIs. The list of duties and responsibilities as detailed is not exhaustive. The performance of the entire range of duties is not necessarily confined to any one individual, as the work requires that the staff function in a flexible manner, and work together as a team. The College retains the right to assign new duties and/or to re-assign staff to other areas of the College, in response to service needs. 4. TERMS AND CONDITIONS OF EMPLOYMENT General All persons employed will sign an appropriate contract, which will contain terms and conditions of the employment. A job description is given to all applicants for employment and this will form part of the contractdocumentation. Place of Work The appointee’s normal place of work will be Mary Immaculate College, Limerick. The College reserves the right to require the appointee to work from any other location. It is a requirement of the College that the appointee must reside within a reasonable distance of the College. MIC operates a blended working policy, which offers scope for the post holder to combine office attendance with remote working, subject to the provisions of the policy. Exclusivity of Service and Outside Work The person appointed will be required to devote their full-time attention and abilities to their duties during their working hours in the College and to act in the best interest of the College at all times. Therefore, for as long as the successful applicant is working in the College, they may not, without the prior written consent of the Vice President Administration and Finance (VPAF), be actively engaged or concerned in any way, either directly or indirectly, in any other business or undertaking where this is or is likely to be in conflict with the College’s interests or the performance of the duties that the person has been employed for. The appointee will not, during their tenure of office, undertake paid outside work unless they have received the permission of the VPAF of Mary Immaculate College to undertake such work on the terms and conditions as agreed for the particular undertaking in question. In every case, it is the duty of the appointee to seek in writing the prior permission of the VPAF. It is also the duty, in every case, of the appointee to inform the person or body for whom the work is being undertaken, that the work is being conducted in a private capacity and that the College cannot in any circumstances be responsible for such work. Probationary Period The appointment is subject to satisfactory completion of the standard 6-month probationary period. The probationary period may be extended at the discretion of the College but will not in any case exceed 11 months. Absences during the period of probation will extend the probationary period. Performance and conduct during the probationary period will be reviewed through a process of assessment meetings. Termination of the appointment during the probationary period, for any reason or no reason, will be at the discretion of the College. The disciplinary procedure will not apply to a dismissal during probation where the probationary employee has been employed by MIC for less than 12 months. Hours of Attendance The full-time working hours are 35 hours per week. The normal hours of duty are Monday to Thursday, 9:00 am to 5:00 pm, with a 1-hour unpaid lunch break each day and Friday, 9.00 am to 4.45 pm with a 45-minute unpaid lunch break. However, the duties attaching to the position are such that the post holder may be required to work evenings/weekends on occasion to accommodate service needs. Subject to College policy, the post holder may avail of “Time-Off-In-Lieu (TOIL)” or overtime where working hours exceed the contract hours per week. The College reserves the right to adjust starting and finishing times or days of duty to meet service needs. Salary The Salary scale for this position has been approved by the Department of Further and Higher Education, Research, Innovation and Science and the Higher Education Authority in line with Government Policy on Public Sector remuneration. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. This post is at Higher Executive Officer grade. With effect from 1st March 2025 the annual salary scale for Higher Executive Officer (Grossed up) is: €58,266, €59,968, €61,668, €63,367, €65,069, €66,770, €68,470 €70,927(LSI 1) and €73,377(LSI 2) Increments are awarded in line with national pay agreements. Salary will be paid on a monthly basis on the 25th of each month, or the previous Friday if 25th falls on a weekend, using the Paypath facility. Payment of salaries and wages are subject to statutory deductions, i.e. Income Tax (PAYE), Superannuation Contributions, Pay Related Social Insurance (PRSI) and Universal Social Charge (USC). Increments are awarded in line with national pay agreements.
