Engineering Services Management apprentice jobs
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About This Role: As a Retail Store Manager at eir, you will a face of our brand, leading a passionate team that drives customer satisfaction and sales success. In this role, you will be responsible for delivering exceptional customer service while managing the day-to-day operations of the store. Your primary focus will be ensuring that both new and existing customers receive personalized broadband and mobile solutions that suit their needs. You'll play a vital role in maximizing revenue and enhancing eir’s position in a competitive retail market. Enjoy earning a competitive salary along with additional earnings from our attractive commission structure. Why This Role: This is an exciting opportunity to lead a thriving store while contributing directly to the success of the eir brand. As the Retail Store Manager, you’ll: · Manage the store’s daily operations and lead a motivated team. · Set and achieve monthly sales targets to grow the business. · Deliver exceptional service and provide tailored solutions to customers. · Foster a high-performance culture, motivating your team to hit goals and exceed customer expectations. Benefits include · Ongoing professional development and training opportunities. · A supportive and dynamic work environment where growth is encouraged. · The chance to make a real impact within one of Ireland's leading telecommunications companies. · Enhanced earning potential through various staff incentives. · Staff offer. · Free eir Wellness Programme & Employee Assistance Programme. · €500 Employee Referral Scheme. · Discounted healthcare plan. · Pension scheme contribution. · 22 days annual leave. · Generous family friendly policies, including fertility, pregnancy loss, menopause and others. · Commitment to Diversity and Inclusion. · Paid leave benefits incl. maternity and sick leave benefits. · Tax saver tickets and bike to work scheme. Salary and remuneration Monthly salary + competitive commission structure. Expectations From The Role: As a Retail Store Manager, you’ll take on key responsibilities, including: · Understanding Customer Needs: Engage with customers to identify their needs and offer tailored broadband and mobile solutions. · Achieving Sales Targets: Lead by example to ensure individual and team sales targets are consistently met and exceeded. · Customer Retention: Effectively manage customer queries, ensuring their issues are resolved promptly and efficiently to build long-lasting loyalty. · Operational Excellence: Oversee the daily operational aspects of the store, including stock control, cash management, and administrative duties. · Policy and Procedure Implementation: Responsible for the adherence to eir's policies and procedures to provide the highest level of service and operational standards. · Market Awareness: Stay current with industry trends and competitor offerings to provide customers with up-to-date and relevant information. Requirements For A Successful Application: Knowledge, skills and abilities · Strong communication skills with the ability to simplify complex products and services. · Ability to engage customers confidently, offering tailored solutions and building trust. · A passion for mobile technology and telecommunications, with a curiosity to stay up to date with the latest industry developments. Qualifications · Relevant diploma or certification is a plus, but not essential. · 2-5 years of retail or customer-facing experience preferred (life experience considered). · Industry knowledge is an advantage but not essential; we provide ongoing training to ensure you’re up to speed. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Customer Service Agent
Hours: 30 hours per week, between Monday – Sunday (shift work) Salary: 15.37 per hour About the company: Swissport is an award winning, leading provider of ground and air cargo services, dedicated to delivering efficient and reliable solutions to airlines and airports worldwide. About the Role: As a Customer Service Agent with Swissport, you will be an integral part of our commitment to delivering exceptional service to passengers and clients alike Responsibilities Key Responsibilities:
Human Resources Manager
Main purpose of job Responsible to the relevant Director or other responsible manager for the coordination and monitoring of all Human Resources (HR) and related initiatives within the departments listed below and the day-to-day management of assigned staff and resources to ensure that the business needs of these departments are met in an efficient and cost-effective manner. · Corporate Services · City and Organisational Strategy · Corporate HR · External Affairs, Communications and Marketing · Finance · Legal and Civic Services · Office of Chief Executive Provide advice and guidance to the Directors and senior managers and other staff on all human resource matters including employee relations, training and development, terms and conditions of employment, absence management, and other business issues in liaison with Corporate HR as appropriate. Assist in keeping under review new developments in the fields of human resources, and to make timely recommendations to the relevant Directors and Departmental Management Teams of the listed departments, concerning all changes to policy or procedures and training or other resource requirements necessary for the maintenance of departmental efficiency and effectiveness. Ensure the accurate and timely production of all information required for council or committee reports, official returns or for measuring departmental HR performance. Contribute to the formulation of relevant council and departmental policies, procedures, protocols and initiatives through participation in corporate and departmental project teams, working groups, user groups and consultative groups as necessary. Summary of responsibilities and personal duties 1. Responsible for the provision of advice and guidance to Directors and Departmental Management Teams of the listed departments and business support staff on all human resource issues, in liaison with the council’s Human Resources Department. This will include but is not limited to employee relations, attendance management, recruitment, grievance and disciplinary, payroll, training and development, capability, terms and conditions of employment and equal opportunities. 2. Ensure that human resources and employee relations issues for the listed departments are effectively managed in accordance with council policies and procedures and to ensure that the relevant legislative requirements are met. Undertake investigations and hearings under the council’s relevant human resources policies in relation to disciplinary, grievance, capability and equal opportunities matters and other relevant policies and procedures. 3. Responsible for the management of Corporate Services Business Support HR staff in accordance with the principles of performance management and the council’s policies concerning a total quality management approach to ensure continuous improvement in service delivery. 4. Responsible for the provision of an effective and efficient HR support service to the Directors, senior management teams, managers and officers across the listed departments. 5. Contribute to the development of relevant policies, strategies and plans across the council, working to meet corporate objectives and values, working with management teams and corporate working groups as required. 6. Oversee the effective management of sickness absence including the monitoring and compliance of the listed departments absence figures and the implementation of absence management policies and procedures. 7. Report regularly to the Departmental Management Teams of the listed department’s, on absence figures and compliance and non-compliance matters with the council’s Attendance Policy. Provide reports and performance data for the listed departments and update, monitor and review absence improvement plans as appropriate. 8. Oversee, monitor and review the coordination and management of all recruitment activities for the listed departments and assist with workforce planning and management issues as appropriate. 9. Monitor and manage the engagement of agency workers in the listed departments in compliance with the council’s Agency Framework. 10. Develop, monitor and review the listed department’s learning and development strategy, policies and procedures in liaison with the relevant Directors and senior management. 11. Responsible for the production and collation of service performance data and committee reports where required, in accordance with council policies, procedures and timetables and in liaison with senior management. 12. Contribute to the development, monitoring and review of the listed departments business plans including proposed annual objectives, work programmes and performance indicators. 13. Responsible to the Directors for the listed department’s implementation of the council’s people and organisational development strategies and associated plans. 14. Contribute to HR policy and strategic development through participation in working groups, management and consultative meetings as required and ensure compliance with the procedures of the department. 15. Oversee the development of personal development plans for the listed departments and assist the listed departments in achieving appropriate quality and improvement standards. 16. Maintain the listed departments records on the council’s relevant ICT and HR systems for the management of personnel records, time and attendance, payroll, employee relations case management and other HR functions and ensure that the information is accurate and up to date. 17. Ensure the listed department’s personnel records are maintained in line with council’s policy and procedures and that the information is accurate and up to date. 18. Responsible for monitoring and responding to appropriate requests under FOI and Data Protection legislation and to ensure compliance with such legislation. 19. Ensure that appropriate records management retention and disposal processes are in place. 20. Coordinate, attend, participate in and provide management support as required on the council’s Industrial Relations framework, including consultative meetings with trade unions and staff representatives, and in particular to consult in relation to changes in council and departmental policy and procedures, and on the implementation of change. This may involve undertaking information, consultation or negotiation exercises with staff and Trade Union representatives. 21. Maintain an up-to-date knowledge of all human resource legislation and equal opportunities best practice and associated developments including legislative changes and regulation, ensuring departmental preparation for and compliance with same. 22. Contribute to the listed department’s senior management team as required, within the postholders sphere of responsibility. 23. Represent the relevant Director or senior management as and when requested within the post holder’s sphere of responsibility. 24. Motivate and manage any staff that may be assigned to the post holder to ensure effective service delivery and to be responsible for reviewing and implementing a proper staff training and development programme. 25. Participate in all induction and in-service training provided by Belfast City Council and in the induction and support of all newly appointed staff and other human resource management policies and procedures, as appropriate, including, absence management, disciplinary and grievance procedures. 26. Participate as directed in the council's recruitment and selection procedures. 27. Act in accordance with the council and departmental policies and procedures including customer care, equal opportunities, health and safety, safeguarding and any pertinent legislation. 28. Undertake the duties of the post in such a way as to protect and enhance the reputation and public profile of Belfast City Council. 29. Undertake such other relevant duties as may from time to time be required. This job description has been written at a time of significant organisational change, and it will be subject to review and amendment as the demands of the role and the organisation evolve. Therefore, the post-holder will be required to be flexible, adaptable and aware that they may be asked to perform tasks, duties and responsibilities which are not specifically detailed in the job description, but which are commensurate with the role. Specifically, the post holder will be required to perform the duties of the post across more than one council department. Essential criteria Qualifications Applicants must , as at the closing date for receipt of application forms: · have a third level qualification in a relevant subject such as human resource management, business studies etc or an equivalent qualification; and · be a current Associate Member of the Chartered Institute of Personnel and Development (CIPD). Experience Applicants must , as at the closing date for receipt of application forms, be able to demonstrate at least two years’ relevant experience within a large and complex unionised organisation [1] in each of the following three areas: (a) effectively managing the full range of a human resources function, for a range of multi-disciplinary staff, at a middle management level; (b) providing expert professional HR advice, support and solutions on complex HR matters including recruitment, learning and development, employee relations and attendance management to senior managers, customers, and stakeholders; and (c) managing and motivating a team of employees, i.e., direct reports, in accordance with the principles of personal development and performance management. Desirable criteria In addition to the above qualifications, membership and experience, Belfast City Council reserves the right to short-list only those applicants who, as at the closing date for receipt of applications: · in the first instance, possess a CIPD Level 7 Advanced Diploma in Strategic People Management or equivalent qualification; and · in the second instance, are a current professional member of the Chartered Institute of Personnel and Development (CIPD) at Chartered Member (MCIPD) or Chartered Fellow (FCIPD) level. Special skills and attributes Applicants must be able to demonstrate evidence of the following skills and attributes which may be tested at interview: Communication and influencing skills: the ability to draft reports, letters, memorandum and advisory communications on human resource (HR) issues and the ability to address groups and meetings clearly, enthusiastically and effectively whilst listening to and addressing responses authoritatively. The ability to build rapport and maintain the engagement and commitment of others, including staff, trade unions and senior management, to secure their support in the delivery of HR services. Technical knowledge: a strong, detailed knowledge of relevant employment legislation and best practice in HR matters. The ability to develop and deliver HR policies and strategies and ensure continuous improvement and innovation in HR services. A clear understanding of equality principles and the ability to apply them when delivering services. Team leadership skills: the ability to lead and motivate team members and build and develop high levels of communication and cooperation in order to achieve objectives. The ability to ensure the effective development of people, resolution of underperformance issues and succession planning. Work planning and organisational skills: the ability to determine priorities and resource requirements, plan and manage demanding workload on the basis of available resources to ensure a constant flow of work and to work to tight deadlines to ensure effective service delivery. Partnership working skills: the ability to manage customer relations with flexibility, tact and sensitivity while supporting organisational change and dealing with resistance. The ability to broker collaborative relationships with key stakeholders to achieve customer objectives and targets. Analytical and decision making skills: the ability to analyse complex HR issues, interpret appropriate legislation, case law and views of others and exercise critical judgement in arriving at practical solutions and communicate findings clearly. Political sensitivity skills: the ability to show awareness and sensitivity in managing complex HR matters successfully within a political environment including working effectively with elected members, trade unions and external organisations. [1] Belfast City Council has 2,800 employees. A large and complex organisation will be defined as one with at least 250 staff or an annual budget of at least £25 million. Salary: £53,460 - £56,730 per annum
Naval Service (Marine Engineer) Cadet
Description What is a Naval Service Marine Engineer Cadet? The Marine Engineer Cadet will be trained fill an appointment as a ship’s Marine Engineering Officer. The Engineering Officer is responsible for everything that keeps a ship afloat, moving and habitable. This includes the hull and general structures of the ship, its main engines and all auxiliary machinery, the main electrical generators, the electrical distribution system, the air conditioning, ventilation, heating systems and cold rooms, as well as all fuel and water systems, including the control systems. The Marine Engineer Cadet will undergo a course of training of approximately twenty-one months duration. Initial training takes place in the Cadet School, Military College, DFTC, Curragh Camp and is of approximately three months duration. Subsequent training takes place in the Naval Base, Haulbowline, Co Cork and aboard ship. This training encompasses both the theory and practical application of the skills required for the officer to take their place as a fully functional member of the ships command team. Subjects covered include Navigation, Seamanship, Gunnery, Leadership and Management. A Marine Engineer Cadet shall, on successful completion of the relevant course of training, be commissioned on a 3 year Short Service Commission in the rank of Ensign or Sub-Lieutenant. After commissioning, training continues both at sea and ashore until the Officer is fully qualified to take an appointment as a Marine Engineer Officer on-board ship. When fully qualified as a Marine Engineering Officer, they may be offered a full Commission without limitation as to time. The fully trained Junior Officer spends the following years on sea/shore rotations. When at sea, they will be appointed as the ship’s Engineering Officer, while shore duties involve training or technical/administrative appointments. The Engineering Officer can avail of opportunities of further education as well as participating in a range of specialist courses applicable to the Marine Engineering profession at home or abroad. Eligibility Requirements to join the Cadetship: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Army (Engineering) Cadet
Description What is Corps of Engineers? The Corps of Engineers is responsible for ensuring that the Defence Force can live, manoeuvre and operate no matter where they may be deployed. As a combat support corps, Engineering troops are qualified soldiers, combat engineers and technicians. In addition to all-arms capabilities, they provide the essential specialist skills to build bridges, construct routes, clear obstacles, employ explosive demolitions, conduct specialist search and clearance and build fortifications and operational bases both at home and overseas, while providing essential life support capabilities such as power generation, potable water production and firefighting. The Corps of Engineers is also responsible for the maintenance of the Defence Force infrastructure such as barracks, training areas, airfields and naval installations. This includes overseeing maintenance staff, design tasks, contract and tender preparation, project management and acting as the Defence Organisation’s representative during ongoing projects. The Engineer Cadet Engineer Cadets undergo the same course of training as Army Cadets. On successful completion of the Cadetship, the Cadet will be eligible for appointment as a Commissioned Officer in the rank of 2nd Lieutenant or Lieutenant. On appointment to the Corps of Engineers, an Engineer Officer will be expected to successfully complete a Military Engineer Young Officers Course of approximately 12-15 months duration. Graduates of this course will be awarded a Master’s Degree (Level 9 of the National Framework of Qualifications). Any Engineer Officer that fails to complete the Engineer Young Officer Course will be posted to an Army Line Officer Appointment, outside of the Corps of Engineers and will revert to Rate 1 pay. Eligibility Requirements to join the Cadetship: Bachelor Degree programme at Level 8 or 9 of the National Framework of Qualifications in either Engineering, Architecture, or other Building Construction related discipline, accredited for membership by Engineers Ireland, Royal Institute of Architects of Ireland or other relevant professional body, OR a professional qualification equivalent to one of the foregoing awarded by the relevant professional body. Where an applicant has a Level 8 or higher NFQ qualification not specified above, they may seek a determination that the qualification meets the requirements subject to submitting suitable evidence of equivalence to Defence Forces Recruitment Section, Defence Forces Headquarters, Department of Defence, Station Road, Newbridge, Co. Kildare, W12 AD93, for the Director of Ordnance’s determination. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Naval Service (Electrical Engineer) Cadet
Description What is the Naval Service Electrical Engineer Department? The Electrical/Electronic Department is responsible for the technical specification, selection, installation, overhaul and maintenance for all electrical, electronic, communications, ordnance equipment and systems fitted to Naval Service ships. An Electrical Engineering Officer will be rotated between appointments allowing them to gain experience in a wide range of disciplines, ranging from power generation, communications, and information technology to advanced weapon fire control systems. An Electrical Engineering Cadet in the Naval Service will be required to undergo a course of training of approximately twenty-one months duration and they may then be commissioned on a 3 year Short Service Commission in the rank of Ensign or Sub-Lieutenant. Initial training involves Basic Military Training at the Cadet School, Military College, DFTC, Curragh Camp and later Naval Training at the Naval Base, Haulbowline, Co. Cork and aboard ship. The initial training is similar to the Operations Branch and Marine Engineering Cadets. In year two (2), the Graduate Electrical Engineering Cadet will undertake short modules in the National Maritime College Ireland (NMCI) in Ringaskiddy, Cork. The modules will introduce the Cadet to naval electrical equipment and systems. During the year, the Cadet will spend a period at sea to familiarise them with the equipment in an operational environment. While in year two (2), the non-Graduate Cadet will commence studies in either a Level 8 degree in Electrical Engineering or Electronic Engineering in Cork Institute of Technology, followed by short modules in the National Maritime College Ireland (NMCI) in Ringaskiddy, Cork. When fully qualified as an Electrical Engineering Officer, they may be offered a full Commission without limitation as to time. The Naval Service is fully committed to Continuous Professional Development. Subject to the exigencies of the service, Officers will be actively encouraged and facilitated to advance their studies in order to become chartered. Eligibility Requirements to join the Cadetship: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Naval Service (Operations Branch) Cadet
What is the Naval Service Operations Branch? Officers of the Operations Branch of the Naval Service are responsible for the efficient running of the ship. It is only from within this Branch that an officer may become Captain of a ship. The Operations Branch Officer’s responsibilities include Bridge Watchkeeping, where they are responsible for the safe navigation of the ship and the safety of the ship’s company. Operations Branch Officers also lead boarding teams in fishery protection and anti-drug running boarding operations. The Operations Branch Cadet will undergo a course of training of approximately twenty-one months duration. Initial training takes place in the Cadet School, Military College, DFTC, Curragh Camp and is of approximately three months duration. Subsequent training takes place in the Naval Base, Haulbowline, Co Cork and aboard ship. This training encompasses both the theory and practical application of the skills required for the Officer to take their place as a fully functional member of the ship’s command team. Subjects covered include Navigation, Seamanship, Gunnery, Leadership and Management. On completion of cadet training, an Operations Branch Cadet is eligible to be commissioned on a 3 year Short Service Commission in the rank of Ensign or Sub-Lieutenant. After commissioning, training continues both at sea and ashore until the Officer is fully qualified to take an appointment on board ship. When fully qualified as an Operations Branch Officer, they may be offered a full Commission without limitation as to time. The fully trained Junior Officer spends the following years on sea/shore rotations. The primary sea duties involve watchkeeping and navigation while shore duties involve training or administrative appointments. The Naval Service Officer can avail of opportunities of further education as well as participating in professional sub-specialisation courses such as Tactical and Naval Warfare Courses at home and abroad. Eligibility Requirements to join the Cadetship: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Court Messenger
1. THE ROLE The role will be to provide support to the County Registrar assigned to the County of Limerick in their capacity as Sheriff and under the terms of the Enforcement of Court Orders Act, 1926, as amended. 2. KEY RESPONSIBILITIES The appointee will be assigned duties and responsibilities commensurate with the grade. The duties of a Court Messenger include, but are not limited to: (a) Enforcement of Decrees, Execution Orders, Fi Fas and Repossession Orders by: • the collection of monies on foot of Court Judgments lodged in the Court Office • the seizure and sale of goods to realise Judgment Debts • taking possession of lands and houses on foot of Court Orders including ejectment of persons in occupation (b) Maintenance of appropriate records to include: • Responsibility for cash, cheques and drafts received, issuing temporary receipts and accounting for monies received • Recording and updating of files and issue of appropriate notices and correspondence • Use of information technology systems (c) Customer Service • Maintaining contact with relevant stakeholders • Dealing effectively and speedily with customer queries (d) Other appropriate duties as assigned by the Office Manager. In discharging the duties detailed at (a) above, the appointee shall follow all directions relating thereto issued to him/her by the County Registrar (see Section 4 and 5 of the Enforcement of Court Orders Act, 1926 for more information). In discharging the duties at (b) to (d), the appointee shall report to the Office Manager or such person within the office designated for this purpose by the Office Manager or the Courts Service. The Court Messenger, being based at Limerick Court Office, will report to the Court Office Manager in relation to all HR matters e.g. annual leave, sick leave, performance management etc and any other matters not encompassed in (a) to (d) above. Additionally, a Court Messenger, at the direction of the Courts Service, may be required to provide assistance in other counties, where for example, the permanent Court Messenger is on extended leave of absence, or the position is vacant. Note, the above is intended as a guide and is neither definitive nor restrictive. 3. ESSENTIAL REQUIREMENTS: Candidates will be expected to demonstrate the following capabilities: • Building Future Readiness • Evidence Informed Delivery • Communicating & Collaborating Applicants must have a full clean driving licence, motor insurance and their own transport as travel throughout County of Limerick is a necessary part of the duties of the Court Messenger. The successful candidate will be required to increase their motor insurance to Class 2. The Courts Service will reimburse the cost of this. The Standard Civil Service travel expenses will be paid. It is desirable that applicants have previous relevant work experience and good IT skills. 4. APPLICATION PROCESS Application should be made by logging into the advertisement link. The closing date is 12 noon on 27th February 2026. Applications received after the closing date and time will not be accepted. Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met before attending for interview. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 5. SELECTION METHODS The Selection Process will involve: • Shortlisting of candidates, on the basis of the information contained in their CV & Cover Letter • a competitive interview Assessment The Courts Service will short list to select a group for interview who, based on an examination of the CV & cover letter, appear to be the most suitable for the position. Those that demonstrate evidence at the required level will be called to interview. Skills and capabilities Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and capabilities namely: Building Future Readiness “Delivering excellent public policy and services requires us to embrace change and innovation. We strive to create an inclusive customer centric strategy and vision that keeps pace with environmental, social and technological changes. Adopting an agile and digital-first approach, we will continually upskill, change and improve how we do things to meet current and future demands.” Digital Focus • Utilises technology and digital skills to drive efficiencies and support better service delivery Openness to Change • Shows interest and openness to change, innovation and new technology or processes • Willing to try new approaches, seeking support when needed and openly sharing and learning from mistakes Innovation & Creative Solutions • Puts forward innovative ideas, creative solutions or helpful suggestions, no matter how small Building Expertise & Upskilling for the Future • Enthusiastic about development opportunities, demonstrating a positive attitude, openness to feedback and willingness to learn • Committed to improving knowledge and skills for the future • Develops specialist expertise in their area, through listening and learning from others Evidence Informed Delivery “Delivering excellent public policy and services requires us to make evidence based and well-informed judgements and decisions, prioritise objectives and effectively manage resources, using relevant information to evaluate the delivered outcome to ensure maximum benefit for the people we serve.” Delivering Excellence Managing Work Effectively • Manages, plans and prioritises workload to ensure targets and deadlines are met • Works in a systematic, organised and efficient manner • Uses their time effectively, seeking additional work or volunteering to support others during quiet periods Delivering Quality Outcomes & Service • Maintains a focus on quality, accuracy and attention to detail, even when completing routine tasks • Delivers high quality and professional customer service • Actively seeks support, checks and reviews their work to ensure high standards Attitude, Ownership & Flexibility • Takes ownership and responsibility over work, strives to become self-sufficient in their area of responsibility • Gets up to speed with new tasks or roles at an appropriate pace and asks questions to ensure correct understanding • Flexible, agile and resilient in the face of challenges or changing demands, maintaining a ‘can-do’ attitude and seeking support as necessary Handling Information, Problems and Decisions Gathering & Processing Information • Ability to gather, understand and work with information from a range of different sources • Handles all information and data carefully, particularly when dealing with sensitive or confidential matters • Checks, processes, and interprets information and data, in an accurate and timely manner Problem Solving • Identifies and solves problems in an effective and efficient manner, with support • Understands when to escalate issues, sharing all relevant information and working with others to find a solution Informed Judgement & Decision Making • Makes good judgements and decisions, considering the available information and following the relevant procedures or protocol • Makes appropriate and timely decisions on matters within own remit, seeking support and referring decisions upward, where necessary Communicating & Collaborating “Delivering excellent public policy and services requires us to work together, build relationships and collaborate enabling a joined up, whole-of-Government approach. Effective engagement and communication with our customers, clients and colleagues will enhance and build trust in our services.” Collaboration, Teamwork & Building Relationships • Utilises interpersonal skills to build positive and effective working relationships, even in a blended or hybrid working environment • Effective collaboration and teamworking skills, plays their part and works well with team members Effective Communication • Communicates in a clear, helpful and appropriate manner verbally, digitally, and in writing • Willing to communicate openly, sharing their views, thoughts and concerns • Keeps others updated, sharing all relevant details • Approaches difficult conversations with care and professionalism, seeking support when required Engaging, Including & Listening • Listens carefully to others and takes on board their views, guidance and feedback • Appreciates diversity and makes an effort to listen, include and engage with a variety of people Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 6. INTERVIEWS Interviews will take place at a location in Limerick City on the 24th, 25th or 26th March 2026. Interviews will be structured in format, with candidates asked to provide examples of the capabilities for the role as outlined in Section 5 of this document. Interview The competencies will be thoroughly and systematically assessed at interview to assess suitability for the grade of Court Messenger. The board may ask about the experiences described on the CV and cover letter or they may ask for other examples. It is anticipated the interview will last 30 minutes. Marks allocated at interview Each of the capabilities will carry equal marks of 40 therefore a total of 120 marks is available. Candidates are required to achieve 20 marks in each capability to be considered for progression to the panel. Panel Formation Following the interview process a panel will be formed for the purpose of filling a Court Messenger Position. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place until 26th March 2027 from the date of formation of the panel or until the exhaustion of the panel whichever is the earlier. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, or if an additional vacancy arises the Courts Service may, at its discretion, select and recommend another person for appointment on the results of this selection process. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: Request a Review of a decision made during the process Or Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), 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 for Public Service Appointments (CPSA) at its sole discretion. There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. Salary The salary scale for the position (rates effective from 1st February 2026) is as follows: Court Messenger – Personal Pension Contribution Salary Scale: €608.24, €668.05, €679,51, €729.21, €771.66, €808.95 (NMAX), €834.52 (LSI1), €874.52 (LSI2) The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Long service increments may be payable after 3 (LSI1) and 6 (LSI2) years satisfactory service at the maximum of the scale.
Deli Manager/chargehand
Main purpose of the role: Ensure the Deli Department operates efficiently and effectively at all times and provides our customers with excellent quality products and services. The ideal candidate will have/be:
Global Payroll Programs & Product Manager
Who we are is what we do. Deel is the all-in-one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries—helping businesses scale smarter, faster, and more compliantly. Among the largest globally distributed companies in the world, our team of 7,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers. Why should you be part of our success story? As the fastest-growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world-class companies – breaking down borders that have traditionally limited both hiring and career opportunities. We're not just building software; we're creating the infrastructure for the future of work, enabling a more diverse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries—ensuring people get paid and protected, no matter where they are. Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50, Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator’s top companies list – all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google. Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you'll tackle complex challenges that impact millions of people's working lives. With our momentum—backed by a $17.3 billion valuation and $1 B in Annual Recurring Revenue (ARR) in just over five years—you'll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work. Role Purpose The Global Payroll Programs & Product Manager is a hybrid role responsible for driving global payroll programs and serving as the technical owner for Deel’s internal payroll product from within the Payroll organization. This role bridges Payroll Operations, Product, and Payroll Technology, ensuring the Deel Payroll product is correctly configured, production-ready, and capable of supporting accurate, compliant payroll at scale. The role leads global payroll programs (audits, M&A, compliance, reporting) while partnering closely with Product and Engineering to design, prioritize, and deliver payroll system solutions rooted in real operational needs. What You’ll Do Product Subject Matter Expertise (Deel Payroll) At Deel, we’re an equal-opportunity employer that values diversity and positively encourage applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
