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Sort by: relevance | dateEmployment Guidance Officer
Salary Salary – LP Officer level starting point circa €39,000 - €45,000 DOE Role Purpose The Employment Guidance Officer (EGO) is required to work as part of a staff team implementing objectives and actions as set out in Dublin City Community Local Area Employment Services’ (DCCLAES) Annual Programme of Work. The purpose of the role is to facilitate and assist clients of the service to secure employment, training, or education that matches their skills, abilities, and personal circumstances. Duties of the Role The duties of the Employment Guidance Officer (EGO) are to work as part of the DCCLAES staff team in the delivery of the Local Area Employment Service (LAES), initially in the D8 delivery centre, but with the flexibility to work across all 4 locations (D1, D8, D10 & D12) within Dublin City. The role will involve utilising adult guidance techniques to develop and plan individual career progression routes for unemployed clients which, having assessed the client’s current employability status, indicates concrete actions that need to be taken to secure employment or progress on to training and education programmes. Taking into consideration the client’s starting point from an adult guidance perspective, key duties include: • To be both creative and dynamic in reaching out to and engaging adults who are particularly distanced from labour market opportunities. • Be able to deliver bespoke employability programmes that engage and motivate young people. • To work on an individual and group basis delivering one-to-one guidance and bespoke employability and personal development supports orientated towards promoting the value of labour market participation. • To co-ordinate and manage the realisation of the client’s progression route, ensuring that the relevant agencies provide the necessary progression supports. • To manage a caseload of 100 clients, providing the appropriate support, advice, and guidance relating to employment, training, and career options. • To make and track referrals internally to programmes such as SICAP, Tús, Sláintecare Healthy Communities, and family support where required. • To identify, refer, and track referrals to external support programmes, e.g. Solas, ETB, and other vocational training programmes, support agencies, e.g. addiction services. • To source access pathways for young people into apprenticeships and traineeships. • To play an advocacy role with respect to working with job vacancies, statutory labour market programmes, training, education, and self-employment opportunities on behalf of clients. • In co-operation with the service delivery team, assist in identifying issues that arise in the course of service delivery with a view to establishing alternative progression routes into employment. • To provide an aftercare service to both clients and employers, with a focus on sustaining employment placements. • To work towards and reach set objectives, targets, and key performance indicators. • Collate, monitor, and present statistical information on participant and programme outcomes and ensure all programme participants are tracked. • Generate progression reports on an agreed basis. • Ensure all programmes and participants are registered on required CRM systems. • To effectively manage a DSP’s computerised client caseload system to ensure that the appropriate tracking mechanisms are in place. • Adhere to Professional Standards and Code of Ethics in the Company. • Undertake other duties and responsibilities as may be assigned. Person Specification Qualifications The person appointed will have a relevant third level qualification in adult guidance or a related social science discipline achieved at level 7 or above on the QQI National Framework of Qualifications. Knowledge & Expertise The Employment Guidance Officer should be able to demonstrate experience and expertise in the following areas: Essential: • Minimum of 2 years’ experience working in a relevant professional field. • Must have experience of working directly with adults in a developmental role such as adult guidance, social care, adult education, recruitment sector, or related area. • Must have knowledge and understanding of the factors impacting on unemployed individuals seeking work. • Must demonstrate an understanding and commitment to social inclusion and adult guidance practices. Desirable: • Experience in the use of assistive tools such as aptitude and interest inventories, personal development tools, e.g. Outcome Star, distance travelled tools, or similar. • Knowledge of apprenticeship opportunities, access, and support pathways. • Understanding of welfare to work financial supports. • Must have experience of establishing contact and developing referral relationships with key stakeholders, e.g. employers, ETB, HSE, health and wellbeing services, and support agencies such as women’s aid, disability and migrant support services, and other sector stakeholders. Skills & Competencies The Employment Guidance Officer should be: • Able to work sensitively and in an empowering way in an employment guidance setting. • Able to demonstrate a commitment to assuring high standards of professional practice. • Competent in group-based facilitation, delivery systems, and adult learning methodologies. • Be competent in a variety of interviewing techniques, e.g. motivational, informational, narrative, or equivalent. • Capable as a career coach and able to apply cognitive behavioural techniques to assist clients to self-progress and sustain progress. • Computer literate in dealing with standard MS Word and data processing, spreadsheet, and CRM packages. • Confident and capable in engaging with employers of a range of sizes and with varying recruitment needs. Character & Personal Qualities • Be passionate about learning, creative, and forward thinking. • Able to work in a self-directed dynamic manner and to develop good working relationships with all stakeholders. • Be flexible and be prepared to work in any of the four designated centres of delivery (D1, D8, D10 & D12). • Appreciative of the main social, economic, and environmental issues currently affecting the sector. • Fair, impartial, and open to new ideas and information. • Be a role model for lifelong learning and continuous professional development.
Employee Relations Manager
The Role of the Employee Relations Manager (AP), within their respective region, will include: Providing assistance, advice, and representation on all Industrial Relations (IR) and related issues within a Region at the earliest possible opportunity, including carrying out direct local negotiations. Assisting in negotiating agreements, resolving employment issues, and implementing policies. Representing the Organisation at the Workplace Relations Commission (WRC), Conciliation, Adjudication, and the Labour Court, and at Mediation, Adjudication, and Arbitration under the Civil Service C&A Scheme on all issues unresolved through direct local negotiations. Maintaining and constantly updating a sound working knowledge of employment legislation, legal aspects of practice, and the complete range of terms and conditions applicable to employees. Developing a positive working relationship with associations and unions. Contributing to strategic direction as part of the senior management team, including identifying IR priorities. Engagement with the other functional areas, as well as relevant Business Owners across the Organisation, including engagement on national issues. Actively contributing to the development of the business plans, policies, and risk registers of the division and the Organisation. Providing support and reporting to the Head of Industrial Relations. Please note that the above list of responsibilities is not exhaustive and is not intended to be a comprehensive list of all duties the successful applicant will be required to undertake. The role of the Employee Relations Manager is key to improving employee relations throughout the Organisation. They will work directly with employee relations issues as they arise, maintaining positive industrial relations within their respective regions. The successful candidate will require the following: Demonstrable experience of having worked in an industrial relations role, preferably within the public sector. Demonstrable experience of representing their employer in the industrial relations machinery of the state (WRC adjudication, WRC conciliation services, Labour Court). Have a minimum of four (4) years’ experience in the field. Excellent knowledge of employment law issues. Excellent interpersonal skills, including the ability to work in a diplomatic, tactful, and discreet manner while dealing with confidential and sensitive information. Excellent written and presentation skills. Ability to work on own initiative at a regional and local level, while also maintaining effective channels of communication with Garda Headquarters. Ability to travel nationally to execute the full requirements of the role. Person Specification Essential Professional Qualifications, Experience, Requirements: Candidates, by the closing date, must have: A Third-level qualification. 4 years’ experience in a Human Resource Management/Industrial Relations environment. Significant experience with IR Machinery of the State (i.e. WRC, Labour Court, C&A Scheme). Experience in providing support and guidance on employment law, policies, and compliance. A full, clean driving licence with no endorsements and access to a vehicle to undertake the full duties of the role. This requirement must be maintained at the job offer stage. Desirable Requirements, Skills: 4 years’ experience in an Industrial Relations/HR advisory role within a Public Services environment. A Legal qualification. Mediation Institute of Ireland (MII) Accreditation. Key Skills/Competencies for effective performance as an Employee Relations Manager (Assistant Principal) Leadership Actively contributes to the development of the strategies and policies of the Department/Organisation. Brings a focus and drive to building and sustaining high levels of performance, addressing any performance issues as they arise. Leads and maximises the contribution of the team as a whole. Considers the effectiveness of outcomes in terms wider than own immediate area. Clearly defines objectives/goals and delegates effectively, encouraging ownership and responsibility for tasks. Develops capability of others through feedback, coaching, and creating opportunities for skills development. Identifies and takes opportunities to exploit new and innovative service delivery channels. Judgement, Analysis & Decision Making Researches issues thoroughly, consulting appropriately to gather all information needed on an issue. Understands complex issues quickly, accurately absorbing and evaluating data (including numerical data). Integrates diverse strands of information, identifying inter-relationships and linkages. Uses judgement to make clear, timely, and well-grounded decisions on important issues. Considers the wider implications, agendas, and sensitivities within decisions and the impact on a range of stakeholders. Takes a firm position on issues they consider important. Management & Delivery of Results Takes responsibility for challenging tasks and delivers on time and to a high standard. Plans and prioritises work in terms of importance, timescales, and other resource constraints, re-prioritising in light of changing circumstances. Ensures quality and efficient customer service is central to the work of the division. Looks critically at issues to see how things can be done better. Is open to new ideas, initiatives, and creative solutions to problems. Ensures controls and performance measures are in place to deliver efficient and high value services. Effectively manages multiple projects. Interpersonal & Communication Skills Presents information in a confident, logical, and convincing manner, verbally and in writing. Encourages open and constructive discussions around work issues. Promotes teamwork within the section, but also works effectively on projects across Departments/Sectors. Maintains poise and control when working to influence others. Instills a strong focus on Customer Service in their area. Develops and maintains a network of contacts to facilitate problem solving or information sharing. Engages effectively with a range of stakeholders, including members of the public, Public Service colleagues, and the political system. Specialist Knowledge, Expertise and Self Development Has a clear understanding of the roles, objectives, and targets of self and the team and how they fit into the work of the unit and Department/Organisation. Has a breadth and depth of knowledge of Department and Governmental issues and is sensitive to wider political and organisational priorities. Is considered an expert by stakeholders in own field/area. Is focused on self-development, seeking feedback and opportunities for growth to help carry out the specific requirements of the role. Drive & Commitment to Public Service Values Is self-motivated and shows a desire to continuously perform at a high level. Is personally honest and trustworthy and can be relied upon. Ensures the citizen is at the heart of all services provided. Through leading by example, fosters the highest standards of ethics and integrity. Eligibility to apply and certain restrictions on eligibility Citizenship Requirements Eligible candidates must 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 has a stamp 4* or a Stamp 5 permission. Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must be eligible by the date of any job offer. It is the candidate’s responsibility to maintain eligibility. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation 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, Infrastructure, Public Service Reform and Digitalisation and the Public Services Committee of the ICTU 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 2009–2011) 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 (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 not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to apply in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012, as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. Employer of Choice As an Employer of Choice, An Garda Síochána has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. General The appointment is to a permanent post in An Garda Síochána and is subject to the Policing, Security and Community Safety Act 2024, the Public Service Management (Recruitment and Appointments) Act 2004, and any other Act for the time being in force relating to An Garda Síochána. Please note appointments from within An Garda Síochána for staff employed pre-commencement of the Policing, Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions, insofar as applicable. Salary Scale The Assistant Principal Officer's salary scale will apply to this position. The PPC (Personal Pension Contribution) salary scale (annually) for this position, with effect from 1st February 2026, is as follows: Assistant Principal Officer Salary Scale €82,290 - €85,320 - €88,393 - €91,475 - €94,553 - €96,329 - €99,433¹ - €102,550² Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale.¹ Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum of scale.² Personal Pension Contribution The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance.
Social Care Assistant
HSE Care Assistant Salary Scale: €17.03 to €23.65 hourly, depending on experience Kare Adult Supports work with people over the age of 18 years. We support people to live and be active in their community through supported employment, learning and everyday activities. The Residential Service rosters will include day, night and weekend shifts. Responsibilities A detailed Job Description is available on request. Informal enquires to Bryan Adams – Operations Manager. Shortlisting will be completed on the basis of information provided in your application against the requirement of the role. The successful candidate will be required to provide satisfactory references and Garda Vetting and overseas police vetting, where applicable. Salary is paid in accordance with the Department of Health Consolidated Salary Scales.
Project Officer
Background The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021-2025, Health research – making an impact , ( HRB Strategy 2021-2025 ). The Research Strategy and Funding (RSF) Directorate plays a leadership role in advancing patient-oriented research, health services research and population health research in Ireland. This is achieved by supporting a rich and diverse portfolio of research grants (including for projects and programmes, capacity building and career development, enabling infrastructure and research networks). To optimise reach, quality and impact, staff in the RSF Directorate work on an ongoing basis with a wide range of national and international stakeholders to progress partnerships and collaborations, to discuss and develop new policies and practices and to ensure high standards and best practice and in all aspects of our work. The work of the RSF Directorate ensures that public investment in health research informs better healthcare and better decision making and that it also contributes to wider economic and societal goals of Government. The HRB is seeking applications for high-calibre Project Officers to join the RSF Directorate to support delivery of our soon-to-be-launched new Strategy (2026-2030). A minimum of two permanent, full-time positions exist in the first instance in our teams managing our investigator-led programmes and our clinical trials investments. However, we also intend to form a panel based on merit which will remain in place for up to12 months from the date of interviews and may be used to fill posts at the same grade that arise applicable to this recruitment campaign. Posts are permanent positions subject to probation being completed satisfactorily. Project Officer work assignments and responsibilities may be revised by the Director from time to time to support evolving strategic priorities and to enhance staff development. Key responsibilities of the Project Officer (RSF) post Project Officers play a critical role in delivery of the HRB Strategy. Reporting on a daily basis to a Programme Manager and working as part of a team, Project Officers should be able to multi-task and manage a varied workload, including but not limited to the following: Supporting the development and management of new and existing grant calls
Graduate Engineer
The Position The Council now invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which fixed term contract posts for the position of Graduate Engineer be drawn. The Role of the Local Authority Engineer: Since the foundation of the State, Local Authority Engineers have played a key role in the delivery and maintenance of public infrastructure necessary for the day-to-day life of all citizens, residents, visitors, and business. Examples of such infrastructure are: Roads Cycleways Bridges Drainage, Flood Alleviation & Green Infrastructure Water & Wastewater Public Lighting Traffic Control Systems (e.g. traffic signals, signage, setting of speed limits etc.) Environmental Protection Waste Management The Graduate Engineer will work under the direction and management of the Senior Executive Engineer, Senior Engineer, or other employee designated by the Director of Services as appropriate. The Graduate Engineer will be required at times to work on their own initiative as circumstances demand on a broad range of projects. They will be required to work as part of a multidisciplinary project team. The role requires good technical competence, administrative, interpersonal, communication, and other particular skills depending on the assignment. The successful candidate will be expected to carry out his/her duties in a manner that enhances public trust and confidence and ensures impartial decision making. Duties & Responsibilities The key duties and responsibilities of the post include: (a) To provide technical assistance to the wider engineering team. (b) To research Technical Standards and Guidelines. (c) To research Government Policy Documents in relation to the provision of engineering services. (d) To research and gain familiarity with the legislation within which Council engineering services are provided. (e) Drafting reports for the approval and sign-off by higher engineering grades. (f) Drafting replies to correspondence received from elected public representatives or from members of the public for the approval and sign-off by higher engineering grades. (g) Checking engineering drawings. (h) Carrying out on-site works inspections. (i) Checking tender documents, specifications, and pricing schedules. (j) Gaining familiarity with the Conditions of Contract for engineering works outsourced by the Council. (k) When required, to accompany higher engineering grades to meetings with engineering consultants, contractors, elected members, etc. The post holder may be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to an appropriate Officer, or such duties as designated from time to time. Qualifications for the Post 1. Character Candidates shall be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa Or 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. 4. Education, Training, Experience Candidates on the latest date of receipt of completed application forms: (a) Hold at least an ordinary bachelors degree (level 7 or higher on the National Framework of Qualifications (NFQ)) in a relevant field of Engineering*; OR (b) Hold an ordinary bachelors degree (level 7 or higher on the National Framework of Qualifications (NFQ)) and a post graduate masters degree (level 9 in the NFQ) in a relevant field of Engineering; OR (c) Hold a masters degree (level 9 in the National Framework of Qualifications) in a relevant field of Engineering attained after completing an integrated masters level programme of at least 4 years duration which is accredited at CEng level by Engineers Ireland or an equivalent accreditation body internationally. A level 7 degree will be assessed on the basis that the period of study undertaken should be equivalent to at least 180 ECTS (European Credit Transfer Accumulation System) credits. 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. The onus is on the candidate to ensure that the correct documentation is provided to support their application form. The Ideal Candidate Shall Have: • Knowledge of health & safety legislation and safety regulations. • The ability to demonstrate good analytical and IT skills. • Evidence of planning and organising skills, including awareness of resource management. • Report writing and presentation skills and the ability to communicate clearly with others. • Evidence of self-sufficiency, being capable of evaluating proposals and identifying improvements on a proactive basis and adapting readily to change. • An ability to manage deadlines and effectively handle multiple tasks. As this role requires travel within the County, it is desirable for the successful candidate to have access to a vehicle and to hold a full driving license for class B vehicles free from disqualifications and medical limitations. Particulars of Office (including retirement) 1. The Post A panel will be formed for an initial period of one year, and this may be extended for a further year at the discretion of the Chief Executive. The panel may be used to fill fixed term positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. Vacancies may arise on a county-wide basis. Westmeath County Council reserves the right to assign employees to any work location, having regard to funding and/or operational circumstances. 2. Salary The current salary for the post of Graduate Engineer is €39,846 - €50,447 per annum (including Long Service Increments) as per Circular EL 02/2026. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with the Circulars issued by the Department of Housing, Planning, Community and Local Government. New entrants to the Local Authority Service commence on the 1st point of the scale in accordance with current Government Policy as set out in Department of the Environment Circular Letter EL 02/2011 of 28th January 2011 and Circular EL 05/2016 dated 5th February 2016. Remuneration is paid fortnightly by PayPath directly to the employee’s nominated bank account. The current pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. PAYE and PRSI. 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. You agree that in the event of an overpayment of salary or other monies to you, the Council reserves the right to deduct monies from your “wages” (for the purposes of the Payment of Wages Act, 1991) for the purpose of reimbursement of the Council of the amount of the overpayment(s), in keeping with the Payment of Wages Act 1991, Section 5(5). 3. Superannuation and Retirement Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details of the relevant scheme will be provided to the appointee prior to appointment. A person who becomes a pensionable employee of a local authority who is liable to pay the Class A rate of PRSI contribution will be required, in respect of superannuation, to contribute to the local authority at the rate of 1.5% of 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). A person paying Class A rate of PRSI who becomes a pensionable employee of a local authority will be required, in respect of the Local Government (Spouses and Children's Contributory Pension) Scheme, to contribute to the local authority at the rate of 1.5% 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). A person who becomes a pensionable officer of a local authority who is liable to pay the Class D rate of PRSI contribution will be required, in respect of his/her superannuation, to contribute to the local authority at the rate of 5% of pensionable remuneration. A person paying Class D rate of PRSI who becomes a pensionable Officer of a local authority, depending on their existing scheme, may be a member of a dependent scheme, i.e. either the Local Government (Widows & Orphans Contributory Pension) Scheme or Local Government (Spouses and Children’s Contributory Pension) Scheme, and if a member of either scheme will be required, in respect of this, to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the scheme. Employees are admitted to the Superannuation Scheme in accordance with the terms of the Local Government Superannuation (Consolidation) Act, 1998 and the Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of appointment. This scheme is contributory and provides pension, retirement, and death gratuities. In order for a new entrant to the scheme to qualify for a pension, the employee must have served a minimum of two years employment in a local authority. For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pay; pensions will be coordinated with the State Pension Contributory 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. 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 a compulsory retirement age of 70 years. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Executive Assistants
Background Enterprise Ireland is the Irish Government’s enterprise development agency. We invest in and support the development of Irish-owned companies on their journey to achieving greater scale and to become global leaders in their field. This provides a platform for strong economic growth and creating and sustaining jobs in communities around the country. Our teams in Ireland and across our network of 40 international offices help Irish companies to develop high-growth strategies and enter new markets with innovative and sustainable solutions. Role Purpose Enterprise Ireland is seeking to recruit Executive Assistants to provide executive assistant/administration support services to a number of departments within the Agency. The role of an Executive Assistant is to support one or more departments within Enterprise Ireland to deliver on their strategic objectives by providing a comprehensive administrative support service, ensuring that the departments’ administrative tasks are handled efficiently and effectively. The successful candidate will work closely with management and team members within the relevant departments and will be responsible for delivering a range of diverse administrative activities. The Executive Assistant’s duties will incorporate a range of the deliverables set out below depending on the departments’ requirements. Key Deliverables • Provide an executive assistant support service to the Department Manager, including diary management, filing, and organising one-to-one/team meetings. • Provide day-to-day administrative support services to colleagues within the assigned department as required. • Engage and communicate with a range of internal and external stakeholders through face-to-face and online channels, maintaining professionalism at all times. • Support the set up and maintenance of the department’s files and records. This may include creating and updating spreadsheets and databases. • Plan and organise meetings, events, and initiatives. This may include supporting the delivery of a range of Enterprise Ireland’s programmes, panels, and support schemes and may include organising and co-ordinating travel, accommodation, and other logistics with key providers as required. • Process relevant invoices and purchase orders on Oracle Fusion. • Play an active role as a key contributor to the team and provide administrative support for key projects from time to time. Functional Competencies (Key Skills and Knowledge) • Robust executive assistant/administration and organisational skills, with relevant experience, is essential. • Demonstrated evidence of strong computer literacy and typing/keyboard skills (i.e. MS Office skills including Outlook, Word, Excel, and PowerPoint) is essential, coupled with an ability to learn new technologies and use of Enterprise Ireland’s systems. • Demonstrated skills and experience in processing data and information with accuracy and attention to detail is essential. • Strong oral and written English communication skills, with an ability to engage and interact effectively with stakeholders, is essential. • Skills and experience in operating business processes and systems. • Demonstrated ability to prioritise tasks and manage work efficiently to strict deadlines. • General understanding of Enterprise Ireland’s role, structures, and services. • Sound judgement, professionalism, confidentiality, and discretion. • Willingness to take on other key projects as may be assigned from time to time. • Strong interpersonal skills and ability to positively contribute to the work of a busy team. • A relevant qualification (e.g., in secretarial, administration, office skills, or a similar discipline) is desirable. Enterprise Ireland Behavioural Competencies Results Focused The ability to remain outcome- and results-focused with regard to business priorities and organisational goals, monitoring progress and adjusting approach, ensuring delivery against the appropriate timescales. Innovation and Risk-Taking Actively encourages new ideas, experimentation, and measured risk-taking, while always being on the lookout for opportunities to continuously improve business processes and efficiencies within Enterprise Ireland and client organisations. Problem Solving and Decision-Making The ability to be decisive and take tough decisions about clients, people, and costs to deliver sustainable results, using the analysis of information and situations to make logical and sound decisions. Client Focused The ability to provide an excellent client service, focusing on client needs and building and maintaining effective personal and business relationships to advance clients’ objectives and Enterprise Ireland strategy. Communicating with Impact to Influence Others Communicates in a manner that will persuade, convince, and influence their own staff and others, both internally and externally, in order to motivate, inspire, or encourage them to follow a particular course of action. Teamworking Co-operates with colleagues, shares information, and respects the opinions and values of staff members. Understands the skills, experience, and knowledge of staff members and maximises how these can be utilised to the benefit of the department, the organisation, and the client. Embracing & Leading Change Understands the business agenda of Enterprise Ireland and embraces changes for area of responsibility and for external and internal clients. Acting / Leading with Integrity Lives the Enterprise Ireland purpose and values, acting genuinely and with integrity, in a manner that builds trust and engages and motivates others, placing the genuine needs of the client, the organisation, and staff ahead of personal agendas. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself & Others Creates an environment that enables others to excel in terms of job performance. Salary Scale: €27,577 to €45,479 per annum contributory superannuation Rising to €48,116 by long service increments €26,504 to €43,529 per annum non-contributory superannuation Rising to €46,035 by long service increments Candidates should note that entry will be at the minimum of the relevant scale, and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Subject to satisfactory performance, increments may be payable in line with current Government Policy. Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant.
Executive Officer
THE ROLE The HR Unit is at the heart of bringing our organisational mission and strategy to life. We work to the NLI’s values of welcome, trust, collaboration and a progressive approach, and the Unit’s work is sited under the NLI’s strategic pillar of Innovation. Members of the NLI’s HR team are key strategy drivers and change makers, currently engaged in shaping the NLI’s workforce into the next decade. Reporting to the HR Manager, the EO in HR will be responsible for managing key components of HR service delivery in the NLI for the full employee life cycle, including recruitment and onboarding; learning and development programming; Shared Services liaison; employee and manager first point of contact for local HR; standard HR reporting; and other such duties as required within the HR Department. Building and maintaining positive stakeholder relationships, internally and externally, is a crucial part of this EO role. The role is eligible for blended working arrangements, subject to the NLI’s Blended Working Policy, of up to three days remote working per week, in line with business needs. DUTIES AND RESPONSIBILITIES The successful applicant’s duties will include the following tasks: • First point of contact for HR related queries from staff and managers; • Support the recruitment process, from point of receipt of sanction to onboarding; • Management of the probation and leaver processes; • Management of current and historic HR files in accordance with GDPR protocols, including off site storage arrangements; • Co ordination of learning and development programming for the NLI, including identification of training options and providers, scheduling and communication with staff and managers; • Liaison with NSSO (primarily HR Shared Services and PSSC); supporting staff and managers where appropriate in their NSSO interactions; responding to requests and queries from NSSO teams or referring these to Assistant Keeper in HR where appropriate; • Day to day management of the NLI’s time and attendance system; supporting staff and managers in use of the system; liaison with system provider as required; • General HR related correspondence; • Quarterly EHECS returns for the NLI; • Other standard HR reporting and projects as required; • Any other duties relevant to the grade which may be assigned by NLI management. The above is a general guide to the role and is not an exhaustive description of duties which are associated with the role or tasks which may be assigned to the role of Executive Officer in the HR Department in the NLI. QUALIFICATIONS, SKILLS AND EXPERIENCE REQUIRED Essential Requirements: • NFQ Level 5 qualification; • A minimum of three years’ experience working in Human Resources; • Demonstrated experience of managing HR operations; • Demonstrated experience working with records management and data protection protocols; • Demonstrated experience of managing full cycle recruitment and onboarding. Desirable Requirements: • Experience of working in HR in a public sector context; • Experience of coordinating Learning and Development programmes; • Demonstrated experience of people management. Person Specification • Excellent interpersonal skills including a collaborative working approach within a small team environment; • Excellent organisational and prioritising skills with ability to manage complex workloads; • Excellent IT skills, with a high level of competency in the Microsoft Office suite; • A solutions oriented approach; • Proven ability to work with tight deadlines and multiple ongoing responsibilities; • Excellent attention to detail; • Flexible and positive attitude; • Self motivated and takes ownership of tasks; • Demonstrated ability and willingness to acquire new skills; • Demonstrated ability and willingness to share skills for team learning; • Sound decision making and judgement; • Maintains discretion and confidentiality at all times; PRINCIPAL CONDITIONS OF SERVICE PAY: The payscale applicable to the position is as follows (rates effective from 1st February 2026): Personal Pension Contribution (PPC) The PPC pay scale will apply where the appointee is an existing civil or public servant appointed on or after 6th April 1995 and is required to make a personal pension contribution. It will also apply to new permanent employees and fixed term unestablished employees. *LSI 1 is Long Service Increment after 3 years on Max of scale **LSI 2 is Long Service Increment after 6 years on Max of scale Non Personal Pension Contribution (Non PPC) The Non PPC (Personal Pension Contribution) salary for the position will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. €36,843 €39,034 €39,900 €41,769 €43,586 €45,350 €47,102 €48,819 €50,556 €52,263 €54,066 €55,299 €57,069* €59,592** *LSI 1 is Long Service Increment after 3 years on Max of scale. **LSI 2 is Long Service Increment after 6 years on Max of 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. Candidates should note that different terms and conditions may apply if immediately prior to appointment you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line with current Government Policy (see Public Service Stability Agreement 2021 to 2022 paragraph 5.1 for recent changes). The rate of pay offered will be payable fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until you supply an IBAN and BIC number to the HR Unit. Statutory deductions from salary will be made as appropriate. You will agree that any overpayment of salary or of travel and subsistence may be deducted from future salary payments due to you in accordance with the Payment of Wages Act 1991. You will be advised in writing of the amount and details of any such overpayment and you will be given at least one week’s notice of the deduction to take place, which will be deducted at an amount fair and reasonable having regard to all the circumstances. Tenure The successful candidate will be appointed to a permanent post, subject to successful completion of a 12 month probationary contract. This does not preclude an extension to the probationary period in appropriate circumstances. During the period of probation, the appointee’s performance will be subject to review by the relevant manager(s) to determine whether the appointee: (i) has performed in a satisfactory manner. (ii) has been satisfactory in general conduct. (iii) is suitable from the point of view of health with particular regard to sick leave. Outside Employment The position will be full time and the appointee may not engage in private practice or be connected with any outside business which conflicts in any way with their official duties, impairs performance or compromises their integrity. Location The successful candidate will initially be based at the National Library of Ireland premises in Kildare Street, Dublin 2, but can be based at any of the Library premises in Dublin. Organisation of Working Time Act 1997 The terms of the Organisation of Working Time Act 1997 will, where appropriate, apply to this position. Hours of Attendance Hours of attendance will be as fixed from time to time but will amount, on average, to not less than 41.25 gross hours per week (35 net hours per week). Annual Leave The annual leave allowance will be 23 days per annum, rising to 24 days after 5 years’ service, 25 days after 10 years’ service, 26 days after 12 years’ service and 27 days after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave and is on the basis of a five day week and is exclusive of the usual public holidays. Health A candidate and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Important notice: The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate. COMPETITION PROCESS How to Apply Applicants should submit a copy of their current Curriculum Vitae with a letter of interest by email to the Human Resources Unit of the National Library of Ireland at careers@nli.ie . Please note that all application documentation should be submitted in a single PDF document. Applicants will be shortlisted on the basis of the information contained in the application. It is the responsibility of applicants to be available for interview on the allotted time and date. The names and contact details of two referees will be required following an interview. The Library reserves the right to make such enquiries as it considers necessary in relation to an applicant before making an offer of a post to them. Closing Date Please note that the deadline for receipt of applications is 30th March 2026, at 3pm. This closing date and time will be strictly adhered to. Canvassing will disqualify.
Senior Development Officer
Location Any ATU Campus Essential Qualifications and Skills Candidates must: • have the requisite knowledge, skills and competencies to carry out the role to a high standard; • be capable and competent of fulfilling the role to a high standard; • have obtained at least Grade O6 (formerly D3) in five subjects in the Leaving Certificate Examination (higher, ordinary, applied or vocational programmes) or equivalent, or have passed an examination at the appropriate level within the QQI qualifications framework which can be assessed as being comparable to Leaving Certificate standard or equivalent or higher, or have appropriate relevant experience which encompasses equivalent skills and expertise. Desirable Qualifications and Skills • Five years post qualification experience. • Previous experience in a similar role in the Higher Education sector or elsewhere in the Public Sector would be an advantage. • Knowledge of current issues and trends in tertiary education. • Evidence of ability to work effectively without close supervision as an individual and co operatively within a team. • Ability to build and maintain relationships with colleagues and other stakeholders to assist in performing the role to a high standard. • Highly developed oral and written communication skills. • Experience of building collaborative networks both nationally and internationally. • Excellent organisational skills and experience of organising conferences and other showcase events. • Highly developed presentation, communication and teamwork skills. • Excellent time management skills and ability to multitask effectively. • Project management experience. Overview of the Role Reporting to the VP for Cross Border Engagement and Head of College at ATU Donegal, the Senior Development Officer will be responsible for supporting the coordination of ATU’s strategic North South engagement initiatives across all ATU campuses. This role will deliver on ATU’s ambition to be the university in the state best placed to deliver on North South policy objectives and as the top partner university in Ireland for all bodies interested in advancing the aims of the Good Friday Agreement. Duties • The Senior Development Officer will be responsible for supporting the coordination of ATU’s strategic North South engagement initiatives across all ATU campuses. • Support the development of the North South Engagement Centre at ATU in line with the ATU Strategic Plan. • Assist with the development of strategy and the implementation of pilot projects to further develop cross border student pathways and address skills shortage areas. • Coordinate innovation supports with a North South dimension for enterprises in the region in conjunction with key stakeholders. • Support ATU strategy on the development of North South research collaborations in conjunction with strategic partners. • Ensure coherence with other ATU cross border initiatives including the North West Tertiary Education Cluster (NWTEC), implementation of existing cross border Memoranda of Understanding, and engagement with the North West Strategic Growth Partnership. • Support the internationalisation of North South engagement, leveraging existing strong relationships with United States partners and the European Union. • Assist with planning and organising events including conferences, seminars and workshops to inform and showcase the University’s work in relation to North South engagement. • Manage the flow of information regarding the University’s North South engagement via press releases and social media output. • Collaborate with ATU colleagues and strategic partners on identifying opportunities for curriculum development and to ensure a greater choice of provision and models of learning for education and skills for an increasingly diverse cohort of students on a North South basis. • Liaise with ATU staff and other partner colleges to progress development of collaborative curriculum provision to respond to gaps in learner pathways and to identify research opportunities at postgraduate level. • Engage with industry stakeholders on a cross border basis to explore and progress opportunities for the development of bespoke training, skills and research provision. • Identify opportunities and contribute to the management of a range of promotional and marketing activities and events to increase public awareness of education and training opportunities through collaborative initiatives with partner institutions on a cross border basis. • Prepare submissions and responses to information requests, attend service meetings, report progress on projects and initiatives and provide timely and accurate feedback as required internally and externally on North South initiatives. • Assist with the coordination of PEACEPLUS funded projects across ATU. • Work collaboratively with and take an active role in relevant working groups, committees, teams, governance structures and other fora at local and national level. • Work with senior management at ATU on a range of projects, activities and funding opportunities relating to North South engagement. • Liaise with relevant colleagues to ensure provision of timely and accurate information for course and curriculum development and research opportunities. • Undertake any other duties as required by the President or persons carrying delegated authority. The appointee will carry out the lawful instructions of the President and comply with the requirements and regulations of the Minister of Further and Higher Education, Research, Innovation and Science. Salary Salary Scale Grade VII €60,611 to €78,796 Candidates external to the sector may be appointed up to the third point (€63,825) of the salary scale in accordance with University policy. Hours of Work 35 hours per week
Senior Development Officer
Location Any ATU Campus Essential Qualifications and Skills Candidates must: • have the requisite knowledge, skills and competencies to carry out the role to a high standard; • be capable and competent of fulfilling the role to a high standard; • have obtained at least Grade O6 (formerly D3) in five subjects in the Leaving Certificate Examination (higher, ordinary, applied or vocational programmes) or equivalent, or have passed an examination at the appropriate level within the QQI qualifications framework which can be assessed as being comparable to Leaving Certificate standard or equivalent or higher, or have appropriate relevant experience which encompasses equivalent skills and expertise. Desirable Qualifications and Skills • Five years post qualification experience. • Previous experience in a similar role in the Higher Education sector or elsewhere in the Public Sector would be an advantage. • Knowledge of current issues and trends in tertiary education. • Evidence of ability to work effectively without close supervision as an individual and co operatively within a team. • Ability to build and maintain relationships with colleagues and other stakeholders to assist in performing the role to a high standard. • Highly developed oral and written communication skills. • Experience of building collaborative networks both nationally and internationally. • Excellent organisational skills and experience of organising conferences and other showcase events. • Highly developed presentation, communication and teamwork skills. • Excellent time management skills and ability to multitask effectively. • Project management experience. Overview of the Role Reporting to the VP for Cross Border Engagement and Head of College at ATU Donegal, the Senior Development Officer will be responsible for supporting the coordination of ATU’s strategic North South engagement initiatives across all ATU campuses. This role will deliver on ATU’s ambition to be the university in the state best placed to deliver on North South policy objectives and as the top partner university in Ireland for all bodies interested in advancing the aims of the Good Friday Agreement. Duties • The Senior Development Officer will be responsible for supporting the coordination of ATU’s strategic North South engagement initiatives across all ATU campuses. • Support the development of the North South Engagement Centre at ATU in line with the ATU Strategic Plan. • Assist with the development of strategy and the implementation of pilot projects to further develop cross border student pathways and address skills shortage areas. • Coordinate innovation supports with a North South dimension for enterprises in the region in conjunction with key stakeholders. • Support ATU strategy on the development of North South research collaborations in conjunction with strategic partners. • Ensure coherence with other ATU cross border initiatives including the North West Tertiary Education Cluster (NWTEC), implementation of existing cross border Memoranda of Understanding, and engagement with the North West Strategic Growth Partnership. • Support the internationalisation of North South engagement, leveraging existing strong relationships with United States partners and the European Union. • Assist with planning and organising events including conferences, seminars and workshops to inform and showcase the University’s work in relation to North South engagement. • Manage the flow of information regarding the University’s North South engagement via press releases and social media output. • Collaborate with ATU colleagues and strategic partners on identifying opportunities for curriculum development and to ensure a greater choice of provision and models of learning for education and skills for an increasingly diverse cohort of students on a North South basis. • Liaise with ATU staff and other partner colleges to progress development of collaborative curriculum provision to respond to gaps in learner pathways and to identify research opportunities at postgraduate level. • Engage with industry stakeholders on a cross border basis to explore and progress opportunities for the development of bespoke training, skills and research provision. • Identify opportunities and contribute to the management of a range of promotional and marketing activities and events to increase public awareness of education and training opportunities through collaborative initiatives with partner institutions on a cross border basis. • Prepare submissions and responses to information requests, attend service meetings, report progress on projects and initiatives and provide timely and accurate feedback as required internally and externally on North South initiatives. • Assist with the coordination of PEACEPLUS funded projects across ATU. • Work collaboratively with and take an active role in relevant working groups, committees, teams, governance structures and other fora at local and national level. • Work with senior management at ATU on a range of projects, activities and funding opportunities relating to North South engagement. • Liaise with relevant colleagues to ensure provision of timely and accurate information for course and curriculum development and research opportunities. • Undertake any other duties as required by the President or persons carrying delegated authority. The appointee will carry out the lawful instructions of the President and comply with the requirements and regulations of the Minister of Further and Higher Education, Research, Innovation and Science. Salary Salary Scale Grade VII €60,611 to €78,796 Candidates external to the sector may be appointed up to the third point (€63,825) of the salary scale in accordance with University policy. Hours of Work 35 hours per week
Senior Development Officer
Location Any ATU Campus Essential Qualifications and Skills Candidates must: • have the requisite knowledge, skills and competencies to carry out the role to a high standard; • be capable and competent of fulfilling the role to a high standard; • have obtained at least Grade O6 (formerly D3) in five subjects in the Leaving Certificate Examination (higher, ordinary, applied or vocational programmes) or equivalent, or have passed an examination at the appropriate level within the QQI qualifications framework which can be assessed as being comparable to Leaving Certificate standard or equivalent or higher, or have appropriate relevant experience which encompasses equivalent skills and expertise. Desirable Qualifications and Skills • Five years post qualification experience. • Previous experience in a similar role in the Higher Education sector or elsewhere in the Public Sector would be an advantage. • Knowledge of current issues and trends in tertiary education. • Evidence of ability to work effectively without close supervision as an individual and co operatively within a team. • Ability to build and maintain relationships with colleagues and other stakeholders to assist in performing the role to a high standard. • Highly developed oral and written communication skills. • Experience of building collaborative networks both nationally and internationally. • Excellent organisational skills and experience of organising conferences and other showcase events. • Highly developed presentation, communication and teamwork skills. • Excellent time management skills and ability to multitask effectively. • Project management experience. Overview of the Role Reporting to the VP for Cross Border Engagement and Head of College at ATU Donegal, the Senior Development Officer will be responsible for supporting the coordination of ATU’s strategic North South engagement initiatives across all ATU campuses. This role will deliver on ATU’s ambition to be the university in the state best placed to deliver on North South policy objectives and as the top partner university in Ireland for all bodies interested in advancing the aims of the Good Friday Agreement. Duties • The Senior Development Officer will be responsible for supporting the coordination of ATU’s strategic North South engagement initiatives across all ATU campuses. • Support the development of the North South Engagement Centre at ATU in line with the ATU Strategic Plan. • Assist with the development of strategy and the implementation of pilot projects to further develop cross border student pathways and address skills shortage areas. • Coordinate innovation supports with a North South dimension for enterprises in the region in conjunction with key stakeholders. • Support ATU strategy on the development of North South research collaborations in conjunction with strategic partners. • Ensure coherence with other ATU cross border initiatives including the North West Tertiary Education Cluster (NWTEC), implementation of existing cross border Memoranda of Understanding, and engagement with the North West Strategic Growth Partnership. • Support the internationalisation of North South engagement, leveraging existing strong relationships with United States partners and the European Union. • Assist with planning and organising events including conferences, seminars and workshops to inform and showcase the University’s work in relation to North South engagement. • Manage the flow of information regarding the University’s North South engagement via press releases and social media output. • Collaborate with ATU colleagues and strategic partners on identifying opportunities for curriculum development and to ensure a greater choice of provision and models of learning for education and skills for an increasingly diverse cohort of students on a North South basis. • Liaise with ATU staff and other partner colleges to progress development of collaborative curriculum provision to respond to gaps in learner pathways and to identify research opportunities at postgraduate level. • Engage with industry stakeholders on a cross border basis to explore and progress opportunities for the development of bespoke training, skills and research provision. • Identify opportunities and contribute to the management of a range of promotional and marketing activities and events to increase public awareness of education and training opportunities through collaborative initiatives with partner institutions on a cross border basis. • Prepare submissions and responses to information requests, attend service meetings, report progress on projects and initiatives and provide timely and accurate feedback as required internally and externally on North South initiatives. • Assist with the coordination of PEACEPLUS funded projects across ATU. • Work collaboratively with and take an active role in relevant working groups, committees, teams, governance structures and other fora at local and national level. • Work with senior management at ATU on a range of projects, activities and funding opportunities relating to North South engagement. • Liaise with relevant colleagues to ensure provision of timely and accurate information for course and curriculum development and research opportunities. • Undertake any other duties as required by the President or persons carrying delegated authority. The appointee will carry out the lawful instructions of the President and comply with the requirements and regulations of the Minister of Further and Higher Education, Research, Innovation and Science. Salary Salary Scale Grade VII €60,611 to €78,796 Candidates external to the sector may be appointed up to the third point (€63,825) of the salary scale in accordance with University policy. Hours of Work 35 hours per week
