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Sort by: relevance | dateDigital Business Development Executive
The Role The Digital Business Development Executive (UK&I) is a hands-on sales role focused exclusively on selling OASIS Group’s digital solutions within the UK&I market. Sitting within the UK&I sales organisation, the role operates as part of the Digital Pod and works in a matrix alongside the group digital team, led by the Head of Digital Growth. The role is responsible for proactively generating, qualifying and closing digital opportunities, working closely with regional sales colleagues to embed digital solutions into broader client conversations. This role is suited to a commercially driven hunter who is comfortable creating demand, engaging new prospects through outbound activity, and converting digital interest into revenue through structured, consultative selling. Why This Role This role plays a critical part in accelerating OASIS' digital growth agenda. It offers the opportunity to work at the forefront of OASIS' digital evolution, combining proactive new business development with consultative selling and close collaboration with product and digital leadership. The role provides clear scope to grow, develop and make a tangible impact on digital revenue performance within a major European services business. Key Responsibilities Digital Opportunity Creation & Ownership • Proactively identify, target and engage new prospects through outbound activity, building a strong pipeline of self-generated digital opportunities. • Own digital sales opportunities end-to-end within the UK&I pipeline, from initial engagement through to close. • Lead discovery and qualification conversations to understand client needs, pain points and digital requirements. • Position OASIS’ digital solutions clearly and credibly, supported by product and digital specialists where required. Pipeline & Deal Progression • Drive consistent prospecting activity across agreed target sectors, accounts and client types. • Progress opportunities through the sales funnel, maintaining momentum, clear next steps and effective qualification. • Work closely with regional sales teams to embed digital propositions into wider client discussions and opportunities. • Maintain accurate and up-to-date pipeline, activity and opportunity data within CRM systems. Collaboration & Enablement • Operate as an active member of the Digital Pod, working alongside the Head of Digital Growth and other digital specialists. • Share insight from client conversations to help refine digital propositions, messaging, use cases and sales materials. • Contribute to the development of repeatable digital sales approaches and best practice across the wider sales organisation. • Support regional colleagues by increasing confidence and capability in digital conversations through collaboration and example. Sales Performance • Deliver against agreed digital revenue and pipeline targets within the UK&I market. • Focus on high-quality opportunities aligned to OASIS’ digital strategy and target client profiles. • Demonstrate disciplined sales execution, strong follow-up and consistent prospecting activity. Candidate Profile • Proven experience in a sales or business development role, ideally within B2B services, solutions or technology-enabled environments. • Demonstrated experience in outbound prospecting and self-generating new business opportunities. • Comfortable owning opportunities and engaging directly with clients in discovery-led conversations. • Experience using CRM systems (e.g. Salesforce) preferred. • Commercially driven, proactive and results focused. • Confident and credible communicator, able to engage clients in structured, consultative discussions. • Tenacious and resilient, comfortable with high levels of outreach and persistence required to build pipeline. • Curious and motivated to develop expertise in digital solutions and technology-enabled services. • Collaborative mindset, comfortable working within a matrix team environment. • Organised and disciplined, with strong pipeline management and follow-through.
Electrical Apprentice
First Year Apprentice Vacancy Eirteck energy partners LTD specialise in the electrical installation, operations and maintenance of wind Turbines. Our teams have managed and work along side some of the leading manufactures and Installation contractors throughout Ireland, UK, Europe and East Asia Due to our continued growth and expansion of our company, We are seekingmotivated individuals to join our team with a number of roles available: -First Year electrical apprentices (Solas Irish electrical apprenticeship) -General Operatives technicians’ mechanical installation and electrical installation -Service and maintenance technicians Previous experience is not a necessity as specific training will be provided. Interested candidates must be willing to travel both in Ireland and overseas with fixed rotations. Candidates must hold a full drivers licence. Join our team and be a part of a dynamic and fast-growing environment in the renewable wind energy sector.
Retail Sales Advisor
Want to do the best work of your life and earn up to €39k a year? Join our team as a Retail Advisor based in Portlaoise Shopping Centre, Green Road. You’ll earn €30,785 as a basic salary with uncapped commission. On average, you can earn €39,000 by supporting our customers and smashing targets. Our people make Sky a truly exciting and inclusive place to work – a place where you can be yourself and let your skills shine. What you’ll do as a Retail Advisor: Inclusion : Recognised as an ‘Inclusive Top 50 Employer’ and a ‘Times Top 50 Employer for Women’, we’re working hard to ensure we’re a truly inclusive place to work. This means we don’t just look at your CV. We’re more focused on who you are and the potential you’ll bring to Sky. We’ll do everything we can to support you during your application. If you need us to make any adjustments to our recruitment process, speak to our recruitment team who will be happy to support you. Just so you know: if your application is successful, we’ll ask you to complete a criminal record check. And depending on the role you have applied for and the nature of any convictions you may have, we might have to withdraw the offer. Why wait? Apply now to build an amazing career and be part of a brilliant team. We can't wait to hear from you. To find out more about working with us, search #LifeAtSky on social media. A job you love to talk about. Just so you know: if your application is successful, we'll ask you to complete a criminal record check. And depending on the role you have applied for and the nature of any convictions you may have, we might have to withdraw the offer.
Court Messenger
THE ROLE The role will be to provide support to the County Registrar assigned to the County of Laois in their capacity as Sheriff and under the terms of the Enforcement of Court Orders Act, 1926, as amended. 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 or 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 Portlaoise Court Office, will report to the Court Office Manager in relation to all Human Resources matters for example annual leave, sick leave, performance management and any other matters not encompassed in (a) to (d) above. Additionally, a Court Messenger, at the direction of the Courts Service or County Registrar, may be required to provide assistance to Court Messengers 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. ESSENTIAL REQUIREMENTS Candidates will be expected to demonstrate the following capabilities: • Building Future Readiness • Evidence Informed Delivery • Communicating and Collaborating Applicants must have a full clean driving licence, motor insurance and their own transport as travel throughout County of Laois 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 Information Technology skills. APPLICATION PROCESS Application should be made by logging into the advertisement link. The closing date is Monday 13th March, 2026 at 12pm. 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. SELECTION METHODS The Selection Process will involve: • Shortlisting of candidates, on the basis of the information contained in their Curriculum Vitae and Cover Letter • A competitive interview Assessment The Courts Service will shortlist to select a group for interview who, based on an examination of the Curriculum Vitae and 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 and Creative Solutions • Puts forward innovative ideas, creative solutions or helpful suggestions, no matter how small Building Expertise and 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 INTERVIEWS Interviews will take place at a location in Portlaoise on the week commencing Monday 20th April, 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. 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 Curriculum Vitae 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 Síochána 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, 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 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 Commission for Public Service Appointments expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. MATTERS RELATING TO ELIGIBILITY TO APPLY Citizenship Requirements Eligible candidates must be: (a) A citizen of the European Economic Area. The European Economic Area consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom; or (c) A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons; or (d) A non European Economic Area citizen who has a stamp 4 permission or a Stamp 5 permission. Please note that a 50 TEU permission, which is a replacement for Stamp 4 EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify candidates must be eligible by the date of any job offer. 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 Irish Congress of Trade Unions 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 to 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. Incentivised Scheme for Early Retirement It is a condition of the Incentivised Scheme for Early Retirement 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. PRINCIPAL CONDITIONS OF SERVICE The appointment is subject to the Civil Service Regulation Acts 1956 to 2005, the Public Service Management Recruitment and Appointments Act 2004 and any other Act for the time being in force relating to the Civil Service. Appointees will be subject to the Civil Service Code of Standards and Behaviour. The appointment is to a permanent position in the Civil Service. 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 National Maximum, €834.52 Long Service Increment 1, €874.52 Long Service Increment 2 The Personal Pension Contribution 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 or 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. 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 years Long Service Increment 1 and 6 years Long Service Increment 2 satisfactory service at the maximum of the scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line with current Government Policy. Salary is payable weekly in arrears by Electronic Funds Transfer into a bank account of the appointee’s choice. Payment cannot be made until an appointee supplies a bank account number and bank sort code to the Human Resources Unit of the Courts Service. Statutory deductions will be made from salary as appropriate by the Courts Service. You will agree that any overpayment of salary, allowances or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances and Expenses Overpayments made to Staff Members, Former Staff Members or Pensioners. Duties Appointees will be expected to perform all acts, duties and obligations as appropriate to this position which may be revised from time to time. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of twelve months from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor or supervisors to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956 to 2005. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you by the Courts Service and you will be given a copy of the Department of Public Expenditure and Reform guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts 1973 to 2005. In the following circumstances your contract may be extended and your probation period suspended: • The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. • In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation. • Any other statutory provision providing that probation shall: (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employee’s return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. In the event that an appointee is not considered as suitable to the position of Court Messenger having been assessed against stated criteria, the appointee will be notified in writing of the action to be taken. Hours of Attendance This is a full time post and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week. Appointees will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations. Annual Leave This post is a permanent post. The annual leave entitlement for this post is 22 working days per year. Headquarters The appointee’s headquarters will be at the Portlaoise Court Office, County Laois. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro rata basis, in accordance with the provisions of the governing sick leave circulars. Officers paying Class A rate of Pay Related Social Insurance will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts to such office as will be directed by the Courts Service and payment during illness will be subject to the appointee making the necessary claims for social insurance benefit to the Department of Social Protection directly within the required time limits. Unfair Dismissals Act 1977 to 2015 The Unfair Dismissals Acts 1977 to 2015 will not apply to the termination of an appointee’s employment by reason only of the expiry of the probationary period of this contract without it being renewed.
Court Messenger
THE ROLE The role will be to provide support to the County Registrars assigned to the Counties of Kilkenny and Carlow in their capacity as Sheriff and under the terms of the Enforcement of Court Orders Act, 1926, as amended. 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 or 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 either Kilkenny Court Office or Carlow Court Office, will report to the Court Office Manager in relation to all Human Resources matters for example 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 or County Registrar, may be required to provide assistance to Court Messengers 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. ESSENTIAL REQUIREMENTS Candidates will be expected to demonstrate the following capabilities: • Building Future Readiness • Evidence Informed Delivery • Communicating and Collaborating Applicants must have a full clean driving licence, motor insurance and their own transport as travel throughout Counties of Kilkenny and Carlow 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 Information Technology skills. APPLICATION PROCESS Application should be made by logging into the advertisement link. The closing date is Friday 13th March, 2026 at 12pm. 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 himself 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. SELECTION METHODS The Selection Process will involve: • Shortlisting of candidates, on the basis of the information contained in their Curriculum Vitae and 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 Curriculum Vitae and 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 and Creative Solutions • Puts forward innovative ideas, creative solutions or helpful suggestions, no matter how small Building Expertise and 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 and 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 and 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 and 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 and 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 and 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 and 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 and 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. INTERVIEWS Interviews will take place at a location in Kilkenny on the week commencing Monday 13th April, 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. 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 Curriculum Vitae 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, 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 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 Commission for Public Service Appointments expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. MATTERS RELATING TO ELIGIBILITY TO APPLY Citizenship Requirements Eligible candidates must be: (a) A citizen of the European Economic Area. The European Economic Area consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom; or (c) A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons; or (d) A non European Economic Area citizen who has a stamp 4 permission or a Stamp 5 permission. To qualify candidates must be eligible by the date of any job offer. 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 Irish Congress of Trade Unions 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 to 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. Incentivised Scheme for Early Retirement: It is a condition of the Incentivised Scheme for Early Retirement 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. PRINCIPAL CONDITIONS OF SERVICE The appointment is subject to the Civil Service Regulation Acts 1956 to 2005, the Public Service Management Recruitment and Appointments Act 2004 and any other Act for the time being in force relating to the Civil Service. Appointees will be subject to the Civil Service Code of Standards and Behaviour. The appointment is to a permanent position in the Civil Service. 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 National Maximum, €834.52 Long Service Increment 1, €874.52 Long Service Increment 2 The Personal Pension Contribution pay rate applies when the individual is required to pay a Personal Pension Contribution in accordance with the rules of their main or 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. 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 years and 6 years satisfactory service at the maximum of the scale. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of twelve months from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor or supervisors to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave. Hours of Attendance This is a full time post and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week. Appointees will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations. Annual Leave This post is a permanent post. The annual leave entitlement for this post is 22 working days per year.
Court Messenger
THE ROLE The role will be to provide support to the County Registrars assigned to the Counties of Kilkenny and Carlow in their capacity as Sheriff and under the terms of the Enforcement of Court Orders Act, 1926, as amended. 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 or 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 either Kilkenny Court Office or Carlow Court Office, will report to the Court Office Manager in relation to all Human Resources matters for example 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 or County Registrar, may be required to provide assistance to Court Messengers 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. ESSENTIAL REQUIREMENTS Candidates will be expected to demonstrate the following capabilities: • Building Future Readiness • Evidence Informed Delivery • Communicating and Collaborating Applicants must have a full clean driving licence, motor insurance and their own transport as travel throughout Counties of Kilkenny and Carlow 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 Information Technology skills. APPLICATION PROCESS Application should be made by logging into the advertisement link. The closing date is Friday 13th March, 2026 at 12pm. 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 himself 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. SELECTION METHODS The Selection Process will involve: • Shortlisting of candidates, on the basis of the information contained in their Curriculum Vitae and 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 Curriculum Vitae and 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 and Creative Solutions • Puts forward innovative ideas, creative solutions or helpful suggestions, no matter how small Building Expertise and 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 and 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 and 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 and 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 and 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 and 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 and 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 and 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. INTERVIEWS Interviews will take place at a location in Kilkenny on the week commencing Monday 13th April, 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. 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 Curriculum Vitae 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, 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 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 Commission for Public Service Appointments expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. MATTERS RELATING TO ELIGIBILITY TO APPLY Citizenship Requirements Eligible candidates must be: (a) A citizen of the European Economic Area. The European Economic Area consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom; or (c) A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons; or (d) A non European Economic Area citizen who has a stamp 4 permission or a Stamp 5 permission. To qualify candidates must be eligible by the date of any job offer. 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 Irish Congress of Trade Unions 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 to 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. Incentivised Scheme for Early Retirement: It is a condition of the Incentivised Scheme for Early Retirement 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. PRINCIPAL CONDITIONS OF SERVICE The appointment is subject to the Civil Service Regulation Acts 1956 to 2005, the Public Service Management Recruitment and Appointments Act 2004 and any other Act for the time being in force relating to the Civil Service. Appointees will be subject to the Civil Service Code of Standards and Behaviour. The appointment is to a permanent position in the Civil Service. 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 National Maximum, €834.52 Long Service Increment 1, €874.52 Long Service Increment 2 The Personal Pension Contribution pay rate applies when the individual is required to pay a Personal Pension Contribution in accordance with the rules of their main or 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. 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 years and 6 years satisfactory service at the maximum of the scale. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of twelve months from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor or supervisors to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave. Hours of Attendance This is a full time post and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week. Appointees will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations. Annual Leave This post is a permanent post. The annual leave entitlement for this post is 22 working days per year.
EHS Advisor
We have an exciting opportunity for an EHS Advisor to join Suir Engineering. This position is within our EP&R sector and will be based in Ballinakill, County Laois . Here in Suir Engineering we are a leading international provider of innovative Mechanical, Electrical and Instrumentation Engineering Solutions. Our core sectors are Energy, Power and Renewables, Pharma, Food & Beverage, and Data Centres. We provide best in class contracting solutions with in-house, flexible resources capable of delivering a personable and consistent service to our customers. Over the past 40 years we have delivered projects for Irish and multinational clients across the globe. We are currently expanding significantly, and are delivering large scale projects across Ireland, the U.K, Germany, Denmark and Sweden. What you will be doing?
Senior Forest Ranger
Imagine stepping away from the desk and having 400 acres of beautiful forest as your office? The Grounds Services Team is responsible for managing and maintaining our forest landscape, including wildlife and biodiversity surveys. Our expert teams are extremely passionate about the natural environment at Center Parcs, which our guests love to see. SENIOR FOREST RANGER (fixed-term) | €17.35 per hour You will be responsible for supporting the Ground Services Manager in the effective management and supervision of the department in accordance with the company and legislative requirements, ensuring efficient and disciplined working practices, and the highest level of guest care is provided at all times. You will oversee all aspects of forestry and estate work as detailed within our forest management plan and ongoing maintenance programme. You will also carry out and manage your own key task areas under the guidance of the Ground Services Manager. This role also requires you to participate in the department’s call-out rota as the senior representative of the department as required. You must be prepared to attend for additional duties during periods of adverse weather conditions. HOURS OF WORK Please note this is a fixed-term contract until 15th January 2027 You will be contracted to work 150 hours per 4-week period on a flexible basis. This means that your days and hours of work could vary each week, but you will always receive at least your contracted hours each period. As our village is open 365 days of the year, your working hours will include weekends, public / bank holidays and during Christmas and / or New Year on a rota basis with a premium rate of pay for hours worked on a Sunday. ABOUT YOU You will have experience in both forestry and estate work and ideally you will have previous supervisory experience. Essential requirements: If this sounds like your ideal job, then we’d love to see your application. Closing date: 11th March 2026
Store Manager
Intersport Elverys is a recognised market leader and innovator in sports retail and our retail network in the Irish market now stands at 44 stores. The Intersport Elverys brand is one of the biggest supporters of Irish sport – championing participation at every level, from grassroots clubs and community events to elite teams and athletes on the national stage. In addition to our title sponsorship of Mayo GAA, we are proud retail partners to the IRFU, Connacht Rugby, Tipperary GAA, VHI Women’s Mini Marathon, Basketball Ireland, Sligo Rovers, and St Patrick’s Athletic. Our commitment goes beyond sponsorship; it’s about helping to build a healthier, more active Ireland by supporting the communities where sport lives and grows. Job Scope: Our Store Managers are responsible for the overall operations and sales performance of our stores and ensuring that the right people and product are in place to achieve and exceed Company expectations. Key Responsibilities : · Every aspect of day-to-day operations in the store, including sales, staff, customer experience, security, health & safety, stock and resources management. · Meet and exceed store targets and Key Performance Indicators (KPIs). · Recruit, train, coach and manage staff in line with company policies, ensuring fairness and consistency to all. · Manage all cash, wage costs, budgets and systems administration as required (TMS, SAP, etc). · Drive excellent Visual Merchandising in store to engage, inspire and educate the consumer. · Ensure all in-store services are suitably staffed and promoted, e.g. Safesize, Assisted Selling, etc. · Be security conscious within the store and stock rooms – monitor potential shoplifters and follow security guidelines to deter pilferage and protect stock. · Responsible for overall Health & Safety in store. Ensure all staff are fully trained and following company policies and procedures with regard to Health & Safety. · Identify current and future customer requirements & develop additional non-direct business. · Ensure successful implementation of projects in line with company expectations. · Deliver excellent store standards consistently in line with business audit requirements. · Key holder and main call out person in the event of alarm activation. · Provide cover for other stores as required. · Any other activities as required in order to ensure the successful operation of the store. Qualifications, skills and experience: · 2/3 years retail management experience (dependent on store grade). · Excellent interpersonal, communication, people management and leadership skills. · Passionate about the delivery of an excellent customer experience with an understanding of how this drives sales and affects the bottom line. · Experience in Visual Merchandising desirable. · Strong product knowledge. · Proficient IT knowledge including Excel, Email, SAP. · 3rd Level Business/Retail Management Qualification beneficial but not essential. Additional Benefits include; · Employee in-store discount · Learning & Development (Online training platform, Next Gen Management Programme, Education Assistance, Study & Exam Leave) · Service Awards · Employee Assistance Programme · Company Sick Pay Scheme/Maternity/Paternity Top Up commensurate with experience · Employee Referral Programme · Momentous Life-Events/Life Milestones acknowledgement Note: This job description is not a static document and doesn’t propose to cover every aspect of this role. Duties and responsibilities of this role may vary in the future.
Key Holder
We are so passionate about sport we have made it our business! We have created a retail experience that is fun, thanks to our incredible team. There are lots of reasons to work for Intersport Elverys, but really, it is our employees that make us great. If you are a sports enthusiast or enjoy a fun working environment, then Intersport Elverys is the place for you. At Intersport Elverys we pride ourselves on our excellent customer service as much as we celebrate our passion for sport. Candidates must be fully flexible as the role incorporates both midweek and weekend rostering. This is an ideal opportunity for an experienced Sales Assistant seeking progression. Job Scope: To assist the management team in the daily operations of the store, and responsible for the day to day running of the store in the absence of management. Key Responsibilities: · In the absence of management, responsible for opening and closing the store, end of day recovery, deliveries, stock management and cashing up at the end of the day. · Assign tasks to staff and ensure correct procedures are followed · Ensure every customer to our stores gets a personal and positive service experience. · Have a full knowledge of our product catalogue ( www.elverys.ie ) and current promotions. · Engage with and profile our customers to offer the best products for our customer’s needs and optimise sales. · Lead by example in implementing and maintaining excellent Visual merchandising standards in store using all the tools provided. · Use all the tools we have in the store including Assisted Selling, Safesize, e-receipts, radio systems etc. · Coordinate and forward cash, stock, financial reports and other administration to the relevant personnel in the absence of the management team. · Responsible for processes associated with daily deliveries and adequate stock management procedures. · Responsible for ensuring end of day recovery is carried out completely and to the standard as set out by the Company. · Carry out other retail duties expected of all staff e.g. sales, customer experience, recovery, deliveries, etc. · Operate till and handle financial transactions. Deliver a great last impression to our customers. · Be security conscious within the store and stock rooms – monitor potential shoplifters and follow security guidelines to deter theft and protect stock. · Back-up call out person in the absence of store management in the event of alarm activation. · Take responsibility for personal development and actively seek opportunities for improvement. Carry out training as required. · Carry out other duties as and when required. Qualifications, skills and experience: · Minimum of two years retail experience required. · A warm, friendly and engaging personality is essential. · Great communication skills – outgoing, energetic, and focused on delivering a great customer experience. · Strong product knowledge. · Experience in Visual Merchandising desirable. · Ability to manage workload and delegate tasks. · Must be trustworthy and honest. · Proficient computer skills; particularly excel, word and email. · Available to work and provide adequate cover at least one Sunday in four. · Initiative to undertake additional tasks as required. Additional Benefits include; · Employee in-store discount · Learning & Development (Online training platform, Next Gen Management Programme, Education Assistance, Study & Exam Leave) · Service Awards · Employee Assistance Programme · Company Sick Pay Scheme/Maternity/Paternity Top Up commensurate with experience · Employee Referral Programme · Momentous Life-Events/Life Milestones acknowledgement Note: This job description is not a static document and doesn’t propose to cover every aspect of this role. Duties and responsibilities of this role may vary in the future.
