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Sort by: relevance | dateSummer Student Employment Scheme
Longford County Council is currently accepting online applications from third-level students for our 2026 Summer Student Employment Scheme. The Summer Student Employment Scheme is open to third-level students and will provide not only an opportunity to gain valuable work experience in the Local Authority but also a chance to see the wide range of services and future career opportunities offered by Longford County Council. The Summer Student Employment Scheme will offer successful applicants an eight-week placement from 06 July to 28 August 2026. Placements will be primarily office-based, though some field-work opportunities may exist in Environment or Community Outreach roles. The closing date and time for receipt of completed applications is 4:00pm Friday 01 May 2026. Late applications will not be accepted. It is the responsibility of the applicant to ensure that their application is submitted on time. Applications for the 2026 Summer Student Employment Scheme will only be accepted via the official online Application Form. Applications via email or hard copy will not be considered. Do not attach or include your CV – your CV will not be accepted as an application or as part of your application. Essential Criteria Applicants for the Summer Student Employment Scheme must: Particulars of Summer Student Employment Scheme Successful applicants will be offered an eight-week temporary appointment to a whole-time post (35 hours per week) and will be required to start employment on 06 July 2026. If they fail to take up the appointment on this date, or on another date as determined by the Council in its absolute discretion, they will be deemed to have withdrawn their interest in the Summer Employment Scheme, and the Council will not proceed with their appointment. Working Hours The current working hours are 35 hours per week, Monday to Friday. Longford County Council reserves the right to alter the hours of work from time to time in line with Government Circulars. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. Reporting Students employed on the Summer Student Employment Scheme will be assigned to a Section and will report directly to their designated line manager, or to any other employee of Longford County Council as the Director of Services or the Chief Executive may designate for this purpose. Probation A system of regular appraisal will be in place for the duration of the temporary employment, which will include discussions between the employee and the line manager regarding performance and conduct. Tenure of employment for the duration of this temporary appointment is subject to satisfactory performance, attendance, and conduct. Employment may be terminated at any point during this temporary appointment if performance, attendance, and/or conduct is deemed unsatisfactory by the Chief Executive. Remuneration On appointment, successful candidates will be paid at the gross rate of €525.00 per week via PayPath directly to the nominated bank account. Payment will be made fortnightly. Remuneration is subject to all statutory deductions, for example PAYE, PRSI, and pension. Annual Leave The temporary contract provides four days paid annual leave over the eight-week period of employment, in addition to the paid Public Holiday on 03 August 2026. Employees should not avail of annual leave without prior consent and approval of their Line Manager. Approvals will have regard to work demands and operating requirements of the Section. Annual leave may be suspended during periods of exceptional work demands. Code of Conduct / Organisation Policies All employees will be required to adhere to all Longford County Council codes of practice (including the Code of Conduct of Employees and the Confidentiality Clause) and all other organisational policies (including Health & Safety, Communications, Data Protection, Equality, Attendance Management, and Use of Electronic Equipment, etc.). Training Employees are required to attend and participate fully in training programmes as may be decided by the Council for the duration of the appointment and to apply their learning throughout their daily working activities. Safety, Health & Welfare of Employees Longford County Council, as an employer, is obliged to ensure, as far as reasonably practicable, the Safety, Health & Welfare at Work of all its employees. Under the Safety, Health & Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health & Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour, or do anything which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work. Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health training.
Sales Consultant
Salary: €14.15 per hour We are passionate about making people feel special by delivering world class luxury shopping experiences to our customers.We’re not here to simply sell a product. We’re here to connect with our customers and create lasting memories. We impress them with exceptional knowledge of our exclusive product ranges and premium brands.If you have a passion for delivering outstanding customer experiences and would like to work with some of the world’s most prestigious jewellery, diamond and watch brands, we have an exciting opportunity for you. ABOUT YOU
Housing Welfare Officer
Offaly County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which permanent and temporary vacancies for a Housing Welfare Officer may be filled throughout the lifetime of the panel. Duties The duties of the post will include but will not be limited to the following: · The provision of Social Work and welfare services to housing applicants and housing tenants with particular emphasis on key target groups including but not limited to Homelessness & HAP claimants, Older persons, Travellers, Disability cases (Intellectual, Physical, Sensory & Autism) including Children’s Disability cases, Mental Health etc…The role is to support clients of Social Housing Supports in attaining and sustaining tenancies with strong emphasis on inter- agency working to support the Housing client. · Visits as required and as necessary to housing applicants and tenants residing in local authority accommodation, and to other housing applicants as assigned by the line manager. · Undertake needs assessments for housing applicants and housing tenants, including the key target groups, seeking accommodation supports. · Make recommendations on allocations of social housing (include AHB nominations) with particular emphasis on the key target groups, as outlined above. · Support the Homeless Team in managing social housing and homelessness services, working directly with individuals experiencing or at risk of homelessness. · Ensure that tenancy agreements are being observed and report issues arising, to relevant personnel or appropriate agencies. · Ensure other support needs are referred to the relevant provider/service if identified. · Liaise with other agencies, both state and NGOs and attend inter agency meetings and case conferences as required. · Refer child protection concerns to the appropriate agency in accordance with the Children First Guidelines and Council policy. · Attend and present at meetings of the Housing Strategic Policy Committees and any other meetings, as requested by the line manager. · Assist tenants to engage with other sections of the local authority or government departments from which they may need assistance or advice. · Participate in the review of policies and assist in implementation. · Assist in the implementation of new and existing initiatives on all housing related matters. · Participate in the review of the statutory Traveller Accommodation Plan and all other Plans and Strategies relevant to Offaly County Council’s Housing Services. · Keep clear and concise reports of referrals and supported tenancies. · Have excellent knowledge of Excel, Microsoft and PowerPoint. · Undertake additional training and continued professional development as required. · Ensure the maintenance of service user and data confidentiality. · The post holder may be designated as a Nominated Contact Person under the Children First Act 2015 and may be required to fulfil related statutory responsibilities in accordance with Children First guidance. · Deputise for other employees of the Council when required. · To undertake any other duties as assigned. ESSENTIAL REQUIREMENTS FOR THE POST The ideal candidate for the post will have an ability to work effectively within a team to achieve a common goal, ensuring standards are adhered to and maintained whilst also being capable of working on their own initiative. It is desirable that candidates demonstrate through their application form and at the interview the following: • Possess excellent professional experience, knowledge and skills • Experience of social work within a housing context • Knowledge and experience of crisis intervention • Knowledge and experience of a range of social work models/interventions • Experience of working with vulnerable adults • Experience in relation to child protection • Experience in engaging with a diverse range of stakeholders and maintaining good working relationships • Experience in project management • Experience in dealing effectively with conflicting demands • Demonstrated ability to work under pressure to tight deadlines • Experience in liaising with (external) agencies • Demonstrate excellent communication and interpersonal skills • Demonstrate ability in leadership and decision-making skills • Demonstrate ability to work independently or within multi-disciplinary teams • Demonstrate problem solving skills • Demonstrate planning and organisational skills • Demonstrate proficiency in ICT and presentation skills • Demonstrate a good understanding of safety management in the workplace including Health & Safety legislation and regulations. COMPETENCIES FOR THE POST Key Competencies for the post of Housing Welfare Officer (Professionally Qualified Social Worker) include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Understanding Purpose & Change Political Awareness · Has knowledge and understanding of local authority functions and structures. Knowledge of Local Government · Understands key challenges facing the local authority sector and Offaly County Council. Networking and Representing · Develops and maintains positive and beneficial relationships with a range of stakeholders. Builds networks of technical and professional contacts. Promotes and sustains an appropriate, positive, and cohesive image for the organisation they represent. Bringing about Change · Demonstrates flexibility and an openness to change. Role of Housing Welfare Officer (Professionally Qualified Social Worker) · Understands the role of Housing Welfare Officer (Professionally Qualified Social Worker) within a Housing context. Delivering Results Problem Solving and Decision Making Performance through People - Communicating Effectively Leading and Motivating · Motivate others individually and in teams to deliver high quality work and customer focused outcomes. Develops the competence of team members and helps them meet their full potential. Leads by example in terms of commitment, flexibility and a strong customer service ethos. Managing Performance · Effectively manages performance including underperformance or conflict. Empowers and encourages people to deliver their part of the operational plan. Communicating Effectively · Recognises the value of communicating effectively with all employees. Actively listens to others. Has highly effective verbal and written communication skills. Presents ideas effectively to individuals and groups. Personal Effectiveness – Personal Motivation and Initiative Relevant Knowledge · Keeps up to date with current developments, trends and best practice in their area of responsibility. Demonstrates the required specialist knowledge, understanding and training for the role. Has strong knowledge and understanding in relation to statutory obligations of Health and Safety legislation and its application in the workplace. Resilience and Personal Well Being · Demonstrates appropriate and positive self-confidence. Remains calm under pressure and operates effectively in an environment with significant complexity and pace. Integrity · Behaves in an honest, trustworthy and respectful manner and is transparent, fair and consistent in dealing with others. Personal Motivation, Initiative and Achievement · Be enthusiastic about the role and sets challenging goals to achieve high quality outcomes. Is self-motivated and persistent when faced with difficulties. Engages in regular critical reflection in order to identify how own performance can be improved. QUALIFICATIONS 1. Education, Training, Experience, etc. Essential Requirements: Candidates shall: (a) Hold a professional qualification in Social Work prescribed under the Health and Social Care Professionals Act 2005 (as amended); (b) Have a Letter of Validation issued by CORU/National Social Work Qualifications Board; (c) Be eligible for registration with CORU* (d) Possess a high standard of administrative and management experience; and (e) Have a satisfactory knowledge of public service organisations. *Successful candidates will be required to satisfy the Local Authority that they are registered with CORU before a formal offer of employment will be made. Desirable (but not essential): (a) Possess satisfactory knowledge and experience of social housing policy and legislation. (b) Previous experience in client management in a housing context * Copies of qualifications must be attached to support this application. Failure to provide qualifications will deem this application invalid. 2. Citizenship Candidates for any of the above panels must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa: or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa: or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 3. Driving Licence The Holder of the Post of shall hold a full driving licence for Class B vehicles free from endorsement/disqualification. When required to do so, holders of office shall drive a motor car in the course of their duties and for this purpose provide and maintain a car to the satisfaction of the local authority. 4. Character Candidates shall be of good character. 5. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. * Non Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. PARTICULARS OF OFFICE 1. The Post: The post is permanent, whole-time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a period of time at the discretion of the Chief Executive. The panel will be used to fill appropriate positions that may arise for its duration. Positions will be offered in order of merit as per the panel. 2. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €55,761 - €73,081 (LSI 1) 3. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. 4. Working Hours: The working hours at present provide for a five day, thirty-five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy. 5. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended) 6. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 7. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply. 8. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012 : New members joining the Public Sector on or after 1st January 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 3% of their pensionable remuneration plus 3.5%, of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC). For persons who commenced public sector employment prior to 1st January 2013: Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e.. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. 9. Retirement: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As a new entrant to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 65 years. 10. Travel: Holders of the post shall hold a full driving licence for class B vehicles and shall drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. Travel expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department circulars and Local Authority Travel and Subsistence Policy. Offaly County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. 11. Recruitment & Selection Processes: Shortlisting: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Offaly County Council may decide that a number only will be invited to same. In this respect, Offaly County Council provide for the employment of a short-listing process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position based on the specific competencies identified in the job description . An expert board will examine the application forms against a pre-determined criteria based on the requirements of the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates, who based on their application, appear to be better qualified and/or have more relevant experience. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/ experience on the application form. On occasions a short-listing interview may take place.
Senior Manager - SSC Service Excellence
Senior Manager- SSC Service Excellence Glanbia Enterprise Solutions (GES) Join this dynamic team focused on delivering better nutrition for every step of life’s journey The Opportunity We’re looking for a Senior Manager - SSC Service Excellence who will be the global enterprise owner of service performance, governance, and vendor outcomes across a multi-function Shared Services organisation. The role ensures that SSC and BPO services consistently deliver business outcomes, customer experience and beyond contracted value. This role is not about managing SLAs – it is about owning business trust in the SSC operating model. Key to success with be immersing yourself in the world of the SSC functional towers and our BPO partners to resolve current pain points, to drive continuous improvement whilst also understanding the broader capabilities of our BPO partners. This is a key leadership role with accountability for service strategy, operating model governance, performance management, commercial discipline and continuous improvement by acting as the single connective layer between; SSC Functional Leads, BPO Partners, Business Units and Senior Stakeholders. Key Competencies Where and how you will work The opportunity will be remote based in Citywest, Dublin 24 with hybrid working arrangements available which allows you a greater choice in how you work and live, giving you a better work-life balance. About Glanbia Glanbia is a better nutrition company with three divisions: Performance Nutrition, Health & Nutrition and Dairy Nutrition. Collectively and with our partners we offer an incredible breadth of expertise in nutrition. We employ a team of 5800 people, work with global food and beverage companies, and sell our award-winning and market-leading brands and ingredients in more than 100 countries worldwide At Glanbia, we celebrate diversity, because we know that our individual strengths make us stronger together. We welcome and encourage interest from a variety of candidates, we will give your application consideration, without regard to race, colour, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. At Glanbia, our culture celebrates individuality, knowing that together we are more.
Team Member
Join Our Team as a Barista – Brew Up a Great Career with Us! The Role: This isn’t just another job — it’s your chance to kickstart a career in a brand that values growth, development, and promoting from within. As a Barista, you’ll be part of a supportive team where learning is part of the day-to-day, and where your potential matters. Why Join Us? Make it Yours: This role is based in Damolly Retail Park – Free onsite parking available!! Apply today and bring your love for coffee to life!
HX-: Senior Pharmacist
HX26-032: Senior Pharmacist (Specified Purpose contract) Informal enquiries for this recruitment panel advertisement are most welcome. Please contact Ciarán McAdam | Chief II Pharmacist | 01 406 8768 | cmcadam@olh.ie A detailed Job Description & Person Specification can be downloaded below or by contacting the HR Department | hr@olh.ie Latest date for receipt of applications is at 12pm (noon) on Monday 21stApril 2026 Our Lady’s Hospice & Care Services reserves the right to close the competition early should a sufficient number of applications be received. Our Lady’s Hospice & Care Services is an equal opportunities employer and supports a smoke free environment.
Deputy Store Manager, Area
Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. Do you enjoy leading by example? This could be your next career move. Come and talk to us, to see what we’re all about. What you'll do Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community.
Civil And Structural Engineering Graduates
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Radiographer
Radiographer *Also open to 2026 graduates- panel will be formed for various roles Purpose of the Role CHI Radiology is undergoing a period of significant expansion in readiness to move to a new state-of the-art radiology department in the new children’s hospital. Newly recruited radiographers of all levels will avail of induction and mentoring and will enjoy a myriad of opportunities for further training and career progression. There is a strong ethos of learning and development in our warm and friendly cross-city team, and we look forward to increasing the profile of paediatric radiography on a global scale in the coming years. The post holder will undertake a broad portfolio of diagnostic examinations in the delivery of care for paediatric patients. The Basic Grade Radiographer is an integral member of the clinical imaging team, delivering high quality clinical care and a high standard of Radiographic imaging. The successful candidate may be required to work across CHI sites and services in line with organisational requirements and the development of the new children’s hospital and associated services. How to Apply & Informal Enquiries Applications for this post must be accompanied by a cover letter, setting out relevant experience that illustrates how the essential criteria listed above are met. The criterion for short listing is based on the requirements of the post, as outlined in the eligibility criteria. * Please note that you must submit a cover letter with your CV, this forms part of your application and CV’s will not be accepted without a detailed cover letter. The closing date for submissions of CVs and cover letter is Monday, 20th April by 23:45 pm. Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. Applications will not be accepted through direct email or any other method. For informal enquiries for this specialty/department, please contact Barry Hallinan, RSM 3 barry.hallinan@childrenshealthireland.ie For other queries relating to this recruitment process, please contact Talent Acquisition Specialist Victoria Gsamelova Victoria.Gsamelova@childrenshealthireland.ie PLEASE NOTE: CHI has transitioned to a process of a one commencement day per month for all new employees and Secondments. This update to our Onboarding process is aligned to changes in our monthly/fortnightly payroll and with the corporate induction program. This process enhancement ensures that we can thoroughly prepare for your arrival and facilitate a smooth transition in your onboarding journey. It is important for you to note that if you do not have your pre-employments and mandatory training completed in time, your commencement date will be deferred to the next available date. Below, you’ll find the list of commencement dates for 2026 for your information. · 6th July · 10th August · 7th September · 5th October · 2nd November · 7th December Information on “Non-European Economic Area Applicants” is available from https://dbei.gov.ie/en/ Children’s Health Ireland is legally required to verify that all staff have the right to work in Ireland before they begin employment , regardless of nationality or immigration status. This right-to-work check is also necessary when an individual re-joins CHI or when their immigration permission or employment permit is due to expire. Permit holders can change their permit employer to CHI after a period of nine months has passed since commencing their first employment permit in the State. The change of employer applies to the General Employment Permit (GEP) and to the Critical Skills Employment Permit (CSEP) . The change is required to be completed as part of pre-employment clearance. All Permits and Change of Employer applications are processed on the Employment Permits Online . Some recruitment campaigns may be open to candidates who are not citizens of the EEA, Switzerland, or United Kingdom. You can consult the Critical Skills Occupational List see if your profession is currently eligible under this route. The programme outlined for Children’s Health Ireland may impact on this role and as structures change the job description may be reviewed. Children’s Health Ireland is an equal opportunities employer.
People And Culture Assistant
Mount Charles Group are one of the largest and privately owned soft Facilities Management, catering and ancillary service/product providers in Ireland. If you are a customer focused individual and want to join a fun and family orientated business which believes people are our greatest asset, then we have a role for you! Our family values speak for themselves: Do the right thing, Have fun & grow together, Take pride in what you do! We are currently recruiting for a People and Culture Assistant to join our team based at our Central Office on the Ormeau Road, Belfast. This is a great opportunity to join a world leading facilities management company. Working Pattern: The Mount Charles Group is an equal opportunities employer and welcomes applications from all sections of the community. Due to the number of applicants Mount Charles receives, we only respond to short-listed applicants. If you have not been contacted within six weeks of the closing date, you have not been selected for interview. GREAT PEOPLE - GREAT SERVICE - GREAT FUTURE
