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Sort by: relevance | dateTrainee Optical Assistant
The role Are you a caring individual looking to start your career as an Optical Assistant? You’ve come to the right place. We aren’t looking for people with years of experience and heaps of qualifications, just passionate, hard-workers ready to confidently welcome and help customers as they walk through our doors. And once you’ve found your feet as a Trainee Optical Assistant, you don’t just have to stop there. We have plenty of professional training and development in other business areas, as well as the support of experienced Opticians and Technicians supporting you on your journey. So whatever you want your career to look like, you can bring it to life at Specsavers. Our store Based in Donegal Town, our store has great career progression opportunities! What’s on offer? As well as all the support you need and great training and development opportunities, we have a whole load of benefits on offer for you to enjoy. These include:
Recruitment Open Day
Recruitment Open Day Are you looking for an exciting new opportunity in a stunning forest setting? Center Parcs Longford Forest is hiring! We're looking for passionate and enthusiastic individuals to join our team across a range of roles. We're recruiting for: ⭐ Accommodation Housekeepers ⭐ Bar and Waiting Team Members ⭐ Entry Level Kitchen Roles ⭐ Chefs ⭐ Restaurant & Kitchen Management Roles Open Day details: 📍 Tullamore : Wednesday 20th May 2026, 10am to 1pm | Bridge House Hotel, Tullamore, Co. Offaly, R35 K2T9 📍 Longford : Thursday 21st May 2026, 10am to 1pm | Longford Shopping Centre, Longford, N39 R7R6 📍 Moate : Friday 22nd May 2026, 10am to 1pm | Tuar Ard Arts Centre, Church Street, Cartronkeel, Moate, Co. Westmeath, N37 X8P6 What to expect: ✅ Meet our friendly team and learn about life at Center Parcs ✅ Find out more about our roles and career progression opportunities ✅ On the day interviews for suitable candidates Why join us? ✨ Work in a beautiful woodland environment ✨ Competitive pay and great benefits ✨ Discounts, training and career development opportunities Apply to register your interest or just turn up on the day!
Recruitment Open Day
Recruitment Open Day Are you looking for an exciting new opportunity in a stunning forest setting? Center Parcs Longford Forest is hiring! We're looking for passionate and enthusiastic individuals to join our team across a range of roles. We're recruiting for: ⭐ Accommodation Housekeepers ⭐ Bar and Waiting Team Members ⭐ Entry Level Kitchen Roles ⭐ Chefs ⭐ Restaurant & Kitchen Management Roles Open Day details: 📍 Tullamore : Wednesday 20th May 2026, 10am to 1pm | Bridge House Hotel, Tullamore, Co. Offaly, R35 K2T9 📍 Longford : Thursday 21st May 2026, 10am to 1pm | Longford Shopping Centre, Longford, N39 R7R6 📍 Moate : Friday 22nd May 2026, 10am to 1pm | Tuar Ard Arts Centre, Church Street, Cartronkeel, Moate, Co. Westmeath, N37 X8P6 What to expect: ✅ Meet our friendly team and learn about life at Center Parcs ✅ Find out more about our roles and career progression opportunities ✅ On the day interviews for suitable candidates Why join us? ✨ Work in a beautiful woodland environment ✨ Competitive pay and great benefits ✨ Discounts, training and career development opportunities Apply to register your interest or just turn up on the day!
Recruitment Open Day
Recruitment Open Day Are you looking for an exciting new opportunity in a stunning forest setting? Center Parcs Longford Forest is hiring! We're looking for passionate and enthusiastic individuals to join our team across a range of roles. We're recruiting for: ⭐ Accommodation Housekeepers ⭐ Bar and Waiting Team Members ⭐ Entry Level Kitchen Roles ⭐ Chefs ⭐ Restaurant & Kitchen Management Roles Open Day details: 📍 Tullamore : Wednesday 20th May 2026, 10am to 1pm | Bridge House Hotel, Tullamore, Co. Offaly, R35 K2T9 📍 Longford : Thursday 21st May 2026, 10am to 1pm | Longford Shopping Centre, Longford, N39 R7R6 📍 Moate : Friday 22nd May 2026, 10am to 1pm | Tuar Ard Arts Centre, Church Street, Cartronkeel, Moate, Co. Westmeath, N37 X8P6 What to expect: ✅ Meet our friendly team and learn about life at Center Parcs ✅ Find out more about our roles and career progression opportunities ✅ On the day interviews for suitable candidates Why join us? ✨ Work in a beautiful woodland environment ✨ Competitive pay and great benefits ✨ Discounts, training and career development opportunities Apply to register your interest or just turn up on the day!
Youth & Community Engagement Worker
Description POSITION SUMMARY: The role of the Youth and Community Engagement Worker cuts across several aspects of Jigsaw’s work at local Service level including youth voice and engagement and youth mental health promotion in community and education settings. The role involves delivering a range of youth mental health promotion activities for young people, parents/guardians and those who work and volunteer with young people in settings where they live, learn, work and play. It also focuses on supporting Jigsaw’s youth advocates to participate and have their voice heard in the local Jigsaw Service and to influence decision-making across the organisation. Please note: This is a full time, permanent position based in our Cork Service. PRIMARY RESPONSIBILITIES: Youth voice and engagement:
Health and Safety Manager
Contract Type: Permanent, full time Reporting To: Divisional H&S Manager/Site Operations Manager Role Summary: Dawn Meats is a premium meat processor and supplier of choice for a range of leading supermarket, foodservice and restaurant businesses. Established in 1980, Dawn Meats is an industry leader with annual revenues of over €2bn, employing over 8,000 staff in 15 countries and exporting to over 50 countries. Dawn Meats is currently recruiting a Health & Safety Manager to play a key role in leading and managing health and safety across our Ballyhaunis primary production facility. Responsibilities The successful candidate will be based at our Ballyhaunis facility and will be responsible for:
Executive Fleet Manager
Duties The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed below, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by Waterford City & County Council. The duties of the Executive Fleet Manager will include but are not limited to: a) Maintenance of accurate vehicle records using an online platform b) Ensure fleet vehicles/ plant items are kept “in service” at all times c) Regular communication with Hire Companies and inhouse workshops to ensure that servicing, repairs and statutory inspections are completed in a coordinated and timely manner. d) Preparation of Business Case Reports and/ or similar reports justifying expenditure in relation fleet items. e) Evaluate the advantages of various procurement routes to determine the most economically advantageous approach to fleet renewal f) Procurement of vehicles/plant and other related services (for example, fuel, spare parts, etc.), which will include: - Preparing specifications / tender documentation and arranging tendering procedure. - Evaluating/making recommendations on submitted tenders. - Preparing/processing contract documentation. g) Day to day management, including performance assessment, and monitoring of contracts. h) Devising appropriate vehicle replacement programmes in line with the Council’s Climate Action Plan. i) Engagement with fleet budget holders to determine the most suitable vehicle to meet their operational needs while also achieving best value for money and lowest possible fleet related emissions. j) Analysis of vehicle usage to identify potential fleet efficiencies including opportunities to reduce fleet emissions. k) Ensuring that drivers/ operators receive adequate vehicle familiarisation training and any other training necessary to ensure that the fleet is kept in good order, this may include vehicle daily check training, eco driver training, retraining as necessary. l) Monitor compliance of daily vehicle checks on all fleet vehicles (using phone-based app), follow up with drivers & line managers where checks are not being completed. m) Engagement with drivers and line managers in the event of Accidents/ Incidents involving fleet, including coordination of response and compliance with legal, safety and insurance company requirements. n) Proactive management of all fleet issues raised during daily driver checks or adhoc problems – this will involving coordination, oversight and followup with relevant workshop or hire company. These fleet related issues should be managed through a digital or online database to ensure they are tracked and closed out in a timely manner. This database should be used to measure the performance of the workshop/ company involved in the repair. This shall be a KPI used in contract assessment. o) The Executive Fleet Manager shall produce KPIs for in house workshops for statutory inspections and servicing as well as repairs. p) Maintain an up to date record of all fleet items including all vehicle and driver data. q) Ongoing management of fleet telematics system, including the coordination of hardware installation/ removal and the customisation of reports to satisfy operational, legal and compliance requirements. r) Co-ordinating the maintenance and management of Fleet related IT systems. s) Carrying out on-going evaluation of the cost base of fleet operations including procurement arrangements, maintenance, accidents, fuel usage and so on to ensure that the Council gets best value for money. t) Ensuring that arrangements are in place to meet all statutory requirements including road tax, vehicle insurance, driving licences, vehicle testing and Health and Safety requirements. u) Ensuring compliance with Health and Safety legislation and regulations, and the Council’s Corporate Health and Safety systems. v) Be responsible for the testing and calibration of Plant and Machinery as required. w) Providing advice on all fleet related issues to senior management and local users. x) Upward reporting including preparation and presentation of reports on Fleet related matters. y) Assessing requests for new vehicles and ensuring that all requests for new fleet items align with organisational objectives and our commitments on climate action. z) Ensuring that any fleet related arrangements/agreements between the Council and other local authorities, government departments and so on are effectively implemented. aa) To be available during emergencies to respond to requests for assistance outside of normal working hours. bb) Ensure that adequate measures are put in place to ensure continuity of service during any periods of absence – ensuring that fleet issues are actioned and closed out at all times. cc) Such other duties as may be assigned from time to time. The Ideal Candidate will demonstrate: Salary: Current Salary Scale: €60,255 to €83,758 (LSI 2) The salary shall be fully inclusive and shall be as determined from time to time. The employee shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of his/her employment or in respect of services which he/she is required by or under any enactment to perform. Entry point of this scale will be determined in accordance with Circulars issued by the by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 02/2026, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €60,255). Remuneration is paid fortnightly directly to the employee’s nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. Probation: Where a person who is not already a permanent officer of Waterford City & County Council is appointed, the following provisions shall apply:- (a) there shall be a period after such appointment takes effect, during which such person shall hold office on probation; (b) such period shall be six months but the Chief Executive may, at his or her discretion extend such a period; (c) such a person shall cease to hold office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Superannuation: The relevant Superannuation Scheme will apply. The provisions of the Local Government (Superannuation) (Consolidation) Scheme 1998 may apply. Persons who become pensionable officers who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority as follows: 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (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 officers who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation contribution, to contribute to the local authority at the rate of 5% of their pensionable remuneration. The provisions of the Spouses and Children’s/Widows and Orphans Contributory Pension Scheme will continue to apply. New entrants will be admitted to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. To qualify for a pension the successful candidate must have served a minimum of two years employment in a Local Authority. Retirement Age There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy. The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other Provisions) Act 2012 is 70 years. The Council may refer staff to a medical advisor at any time to determine fitness to carry out the duties to which they have been assigned. Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Hours of Work: The normal working hours are 35 hours per week. 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. Waterford City & County Council requires employees to record their hours using the CORE/TDS Clocking system. Annual Leave: The annual leave entitlement for the grade is 30 days per annum. The Chief Executive of Waterford City & County Council retains autonomy with regard to office closures, (e.g. Christmas Office Closure); any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. Residence: The successful candidate shall reside in the district in which his/her duties are to be performed, or within a reasonable distance thereof. Drivers Licence: Executive Fleet Managers employed by Waterford City & County Council will be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance for business use and to indemnify Waterford City & County Council with the indemnity specified on the insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. Code of Conduct/Organisational Policies: Employees are to be required to adhere to all current and future Waterford City & County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. A full list of relevant policies is contained on the council Intranet. Training: Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. Location of assignment/appointment: Waterford City & County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. Commencement: Waterford City & County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month (subject to notice requirements) and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Waterford City & County Council shall not appoint them. Reporting Arrangements: Executive Fleet Manager report directly to the appropriate supervisor in the Section or to any other employee of Waterford City & County Council as the Chief Executive, Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal (PMDS) will be operated involving discussions between the employee and the line manager regarding performance and conduct. Health & Safety: Waterford City & County Council as an Employer is obliged to ensure, in so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and 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 and 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.
Social Care Worker
Avista is a person-centred, rights-based organisation that is dedicated to improving the lives of children and adults with disabilities. We provide a wide range of services including Day, Residential and Respite supports to both children and adults in various locations across Dublin, Limerick and North Tipperary. Avista is looking for candidates who are committed to supporting people with Intellectual Disabilities and their families, in a person-centred, community based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: SOCIAL CARE WORKER CHILDREN’S SERVICES, KILBRIDE CO. MEATH PERMANENT FULL-TIME CONTRACT (39 Hours Per Week), PERMANENT PART-TIME CONTRACT (19.5 Hours Per Week) & TEMPORARY CONTRACTs Salary: € 40,851-€ 57,217* (lsi) *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. REF: 96280 Essential: · QQI Level 7 (or higher) qualification in Social Care/Applied Social Studies or equivalent, the award must be considered eligible for CORU registration. Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ �� Informal enquiries to Shauna Hurney, Social Care Leader, email; Shauna.Hurney@avistaclg.ie Closing date for receipt of applications 12th May 2026 A panel may be formed from which future positions may be filled across the Dublin Service. Avista reserves the right to close the competition early should a sufficient number of applications be received. Avista is a public body and subject to Freedom of Information and Data Protection Requests. Avista is an equal opportunities employer.
Chef
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 Chef to join our team based at Airbus, 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. Mount Charles Group has a policy on recruiting ex-offenders, a copy of which can be provided upon request. Having a criminal record will not necessarily prevent you from working for the Mount Charles Group. Please note, the successful applicant's offer is subject to the Access NI (Basic) check prior to commencement of role. The Access NI Code of Practice is available upon request. GREAT PEOPLE - GREAT SERVICE - GREAT FUTURE
Cleaning Operative
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 Cleaning Operative to join our team based at our Millbrook Court, Bangor. This is a great opportunity to join a world leading facilities management company. Working Pattern: 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. Please note, the successful applicant's offer is subject to the Access NI (Enhanced) check prior to commencement of role. The Access NI Code of Practice is available upon request. Mount Charles Group has a policy on recruiting ex-offenders, a copy of which can be provided upon request. Having a criminal record will not necessarily prevent you from working for the Mount Charles Group. GREAT PEOPLE - GREAT SERVICE - GREAT FUTURE
