Sign in to view Sean’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Ireland
Contact Info
Sign in to view Sean’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
2K followers
500+ connections
Sign in to view Sean’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Sean
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Sean
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Sign in to view Sean’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Activity
Sign in to view Sean’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
-
Mastering Renewable Energy Integration in Live Environments Integrating renewable energy solutions in live buildings presents unique challenges…
Mastering Renewable Energy Integration in Live Environments Integrating renewable energy solutions in live buildings presents unique challenges…
Liked by Sean Fitzpatrick
-
Data Centre career opportunities at Sisk Heading into the weekend and some well earned downtime for some I hope -why not take a look at the positions…
Data Centre career opportunities at Sisk Heading into the weekend and some well earned downtime for some I hope -why not take a look at the positions…
Liked by Sean Fitzpatrick
Experience & Education
-
John Sisk and Son Ltd
***** ** ********
-
**** **** ******
**** ** **
-
***** ***** ****
***** ******** ***** *********
-
*** ******* ******** ******
*** *** ***** ********* *.*
-
View Sean’s full experience
See their title, tenure and more.
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Languages
-
English
-
View Sean’s full profile
Sign in
Stay updated on your professional world
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Other similar profiles
-
Paul Brown
LiverpoolConnect -
Steven McGee
United KingdomConnect -
Donal McCarthy
DublinConnect -
Mark McGreevy
Experienced C-Suite - Board Executive / Leadership / Business Change, Optimisation and Growth Specialist in small to large entities / Governance, Structure and Risk Specialist
DublinConnect -
Tom Byrne
DublinConnect -
Ken Aherne
Managing Director, Ireland East at John Sisk & Son Ltd
IrelandConnect -
Tom Wall BE CEng FIEI
Managing Director - Life Sciences & Tech at John Sisk & Son
IrelandConnect -
Bernard McGarrity
GreystonesConnect -
Ger Hayes
Managing Director - UK South at John Sisk and Son Ltd
United KingdomConnect -
Tony Sheedy
Commercial & BD Manager - Life Sciences & Tech, Sisk
IrelandConnect -
Tomás Ruane
Head of HR Operations at Sisk
DublinConnect -
Barry Ryan
Senior External Communications Officer at Sisk
Greater DublinConnect -
Marcus C.
Managing Director - Regional Building, at John Sisk & Son Ltd
CorkConnect -
Lee Hutchinson
AmpthillConnect -
Dan Brosnan
Regional Director at John Sisk & Son Ltd
IrelandConnect -
Rob Oxley Chartered FCIPD
St AlbansConnect -
Sinéad Hickey
IrelandConnect -
Simon Brickenden
IrelandConnect -
Paul Flynn BSc (Hons) MCInstCES
LiverpoolConnect -
Simon Coveney
TD for Cork South Central
Cork Metropolitan AreaConnect
Explore more posts
-
David Gallagher
The Home Energy Upgrade Loan Scheme 🏡 We are delighted to have participated in the media launch of the Home Energy Upgrade Loan Scheme at the beautiful, newly retrofitted home of Churchfield Home Services customer, Maarten Blanken. Established by the Strategic Banking Corporation of Ireland (SBCI), this €500 million scheme is supported by the European Investment Fund (EIF), European Investment Bank (EIB), and the Government of Ireland, making it the first of its kind in the country and for the EIB Group. 💰 Loan Amount: €5,000 to €75,000 per property ⏰ Flexible Loan Term: 1 to 10 years 🔒 No Security or Personal Guarantee Required 📉 Lower Interest Rates Who's eligible? Homeowners and small landlords investing in comprehensive energy efficiency and renewable energy upgrades that qualify for a home energy grant from SEAI, resulting in a minimum 20% improvement in energy performance. Learn about the simple application process here: https://lnkd.in/gTnJSnKT
5
-
Damien McCarthy Assoc. CIPD
Revenue has issued new guidance on employment status. If you need help in determining employment status and that you are compliant, please contact the team at HR Buddy. info@hrbuddy.ie 064 6698034 The decision-making framework consists of five questions as follows: “1. Does the contract involve the exchange of wage or other remuneration for work?”. This is more commonly known as the ‘Work/Wage bargain’ “2. If so, is the agreement one pursuant to which the worker is agreeing to provide their own services, and not those of a third party, to the employer?”. This is more commonly known as ‘Personal Service’ “3. If so, does the employer exercise sufficient control over the putative employee to render the agreement one that is capable of being an employment agreement?”. “4. If these three requirements are met, the decision maker must then determine whether the terms of the contract between the employer and worker interpreted in the light of the admissible factual matrix, and having regard to the working arrangements between the parties as disclosed by the evidence, are consistent with a contract of employment, or with some other form of contract having regard, in particular, to whether the arrangements point to the putative employee working for themselves or for the putative employer.”. “5. Finally, it should be determined whether there is anything in the particular legislative regime under consideration that require the court to adjust or supplement any of the foregoing.” https://lnkd.in/eeYMJHCv ##hrconsultancy ##hrsolutions
15
-
Emily Heslop
Thank you to everyone for making our Ireland DEIB+W Network Q2 event such a success at the fantastic Iconic Offices. We created the space to come together as leaders and changemakers across #DEI and #Wellbeing. The passion, dedication and authenticity in the room was empowering, each of us committed to genuinely raise the floor for inclusive workplaces. A special thank you to Adam Harris for his message. There has been much progress, however there is still so much to do. 📊 A staggering 85% of autistic adults are unemployed (an insight I shared with Platform55 HR leadership community last week) ⚖️ Autistic people deserve the #samechance in work and every aspect of our communities 💡 It’s never been more important to have different thinkers in the workplace 🔍 Changes to workplace culture present a huge opportunity to become more progressive and inclusive of different types of talent. This has never been more urgent, reaching a hidden pipeline of skilled talent 🤔 Organisations don’t know where to start with a fear of getting it wrong 🌟 Marie O’Riordan opened the event, sharing her inspiring story and lived experience through her intersectionality, “I’m out autistic, out gay, and I’m a woman.” Marie has overcome significant challenges to have a soaring career. She is deeply committed to her advocacy in #neurodiversity and #LGBTQ+. We had a powerful fireside chat with Dr Lollie Mancey, Marie O'Riordan and Laura McPartlin Lollie shared her expertise on: 🧩 The “missing generation” ⏳ Impact of late diagnoses ❌ Common misdiagnosis of women 🤖 Leveraging AI for personalised learning experiences 🌐 How #AI is already transforming the workplace and our #futureofwork Laura shared valuable insights from Bank of Ireland’s best practice Neuroinclusion Strategy, with so many practical learnings. 📊 Neurodiverse employee voices are integral to the success of the strategy 🔄 Embracing #flexible and #hybrid work policies 🤝 Invaluable partnership with #AsIAm and #auticon 👥 Individualised employee experience Laura is deeply committed to DEI and continuing to embed a neuroinclusive workplace at BOI. Marie shared 💔 The damaging impact early #stigma has on a child 👶 Her daily childhood struggle being #nonverbal 🏆 The daily challenges she overcomes to be in a world so many take for granted #RESPECT 🌍 And insights and guidance on creating a neuroinclusive world and workplace We openly discussed 🚀 Where each organisation is on their neuroinclusive workplace journey 🚧 Common challenges and barriers 🌉 Broken bridge between supportive college environments to non-inclusive workplaces 👩🏫 Need for greater awareness and understanding of neurodiversity in women 🔍 Intersectionality and equitable opportunities 👥 Critical need to support people managers 📚 Importance of awareness in workplaces, creating a ripple effect to our communities 👨👩👧👦 Family support of neurodiverse children 🌐 Intercultural competency And so much more #Neurodiversity
76
7 Comments -
Tom Phillips
It is clearly overdue for "Town Planning" to be added back onto the Irish Department of Trade, Entreprise and Employment's (DTEE) Critical Skills' Occupations' List. The 15 Members of An Bord Pleanala (the Irish Planning Appeals' Board), together with their Inspectors and Administrators, are working through a caseload backlog of approximately two plus years' equivalent. Shortly some of the newly-appointed temporary Board Members will be replaced by planners from within the system, with the Board's Inspectorate also boosted by public- and private-sector planners from other Planning Authorities and Planning Consultancies. That exacerbates a robbing-Peter-to-pay-Paul scenario. There are many non-EU town planners (American, Canadian, Australian, New Zealander, Indian etc.), members of complementary Institutes, who may be able to fill that void, but cannot get work permits without passing through major hurdles. 'Town Planning' sits within 'Category 243' "Architects, Town Planners and Surveyors" employment category. The DTEE lists specific capabilities or skills that are eligible within a broader occupation category under ‘Employments with Specific Skills’. Applicants with those skills may apply for Critical Skills Employment Permits. 'Town Planning' falls within the broad employment category, but unlike the listed 'Architects', 'Quantity Surveyors', 'Architectural Technologists', 'Construction Project Managers' and 'Commercial Managers', it is not a specialism indicated under ‘Employments with specific skills’. The result is that Town Planners are most likely not be eligible for a Critical Skills' Employment Permit. The Housing Commission is due to report soon that Ireland needs to build more houses annually than previously projected. In order to service the processing of planning applications from feasibility through to delivery, the Country needs to faciliate the employement of more town planners, a complex - and increasingly litigious - skill that cannot be learnt over night.
271
21 Comments -
Padraic Lowe
☘🏗 𝗜𝗿𝗲𝗹𝗮𝗻𝗱 𝗶𝘀 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗶𝗻𝗴 𝗮 𝗿𝗲𝗰𝗼𝗿𝗱 𝗹𝗲𝘃𝗲𝗹 𝗼𝗳 𝗵𝗼𝗺𝗲 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻 🏗☘ They pledged to further improve housing supply during the launch of an updated Housing for All plan at Government Buildings. #IrelandHousingBoom #HousingForAll #RecordConstruction #GovernmentInitiative #HomeBuildingCelebration
10
-
Cora Sutton Smith
I very much enjoyed attending the Association of Consulting Engineers of Ireland (ACEI) Annual Conference today in the Guinness Storehouse. The stand out for me was a great discussion about building our sector's capacity while looking around the room to see approx. 10 female delegates in a room of little to no diversity. I formally put out a call to action to better this next year and will discuss how I can assist Anne-Marie Conibear to make this happen. Maybe all female delegates from member companies go free with a male colleague next time around? Without diversity at decision maker level in our own professional body, we cannot strive to improve numbers in our industry. Discussions today unequivocally confirm we need more people and more diversity to grow the engineering industry. Roni Savage spoke whole heartedly to this and the importance and value of Equality, Diversity and Inclusion, especially the power of community engagement. Some messages we need to learn from. The discussions around sustainable development of infrastructure and delivering sustainable growth were very interesting, highlighting the challenges we face as an industry that we must come together to overcome. Informally speaking to industry colleagues confirmed we are all in the same boat on many issues around PI, contracts, attracting and retaining talent and rebuilding company cultures post-covid. Ivan Yates encouraged us to shout louder as a group of well regarded professionals to push critical infrastructure projects in the right direction or face the consequences in the future when our infrastructure is inevitably over capacity. I agree we can and we should. We are great at problem solving for our Clients on their respective projects. We just need to do the same for our industry. Great strides are acknowledged by many who work hard to make change and hope this continues into the future. Well done to all the organisers and participants. James Kavanagh Jerry Grant PJ Rudden Pia Feeney (née Abayaratna) Patrick Barry Aonghus O'Keeffe Chris Behan Anne Graham Tim Murnane Dr. Aimee Byrne Kate English Graeme Tinney Neasa Kane Fine Ingrid Miley Shane Dempsey #acei #aceiannualconference #womeninengineering #engineering #construction #womeninconstruction CS Consulting Group Civil & Structural Engineers
77
3 Comments -
Nuira Caffrey Esmau
As of May 15th, the landscape for spouses and partners of General Employment Permit holders in Ireland has changed significantly. The Minister for Justice and Enterprise, Trade and Employment has introduced new regulations allowing eligible spouses and partners greater flexibility to join the workforce. Here's what you need to know: 🔄 New Stamp 1G Permission: · Spouses and partners of General Employment Permit and Intra-Corporate Transferee Permit holders, who have applied for and been granted family reunification, will now be registered on a Stamp 1G permission instead of a Stamp 3 · This change enables them to take up employment without needing a separate employment permit. 🔄 Critical Skills Employment Permit and Researchers: · Spouses and partners of Critical Skills Employment Permit holders and Researchers on a Hosting Agreement with an existing Stamp 3 can now switch to a Stamp 1G. · This amendment allows them to work without additional permits. 🔄 Transition Period: ·If you currently hold an in-date Stamp 3 permission, there's no need to rush to the Registration Office. Simply use your existing Stamp 3 and a letter from the Department of Justice to prove your right to work during this transition period, effective until May 15, 2025. · After this date, you will need to renew your IRP card to Stamp 1G. This update marks a significant step towards more inclusive and flexible employment opportunities for non-EEA family members in Ireland. #IrishImmigration #EmploymentPermit #RightToWork #IrelandJobs #RecruitmentNews
11
1 Comment -
Back To Work Connect
Starting in 2024, employers with 150 or more employees will be required to report on their Gender Pay Gap. This requirement will extend to employers with over 50 employees from 2025 and applies to public and private organisations. Improving the gender pay gap in organisations involves implementing a combination of policies, practices, and cultural changes. Here are several steps companies can take: 👉Promote Flexible Working Arrangements For ALL Employees 👉Review Recruitment and Promotion Practices 👉Set and Track Gender Diversity Goals 👉Participate in community programs that support gender equality and economic empowerment for women. Read more 👇👇👇 https://lnkd.in/eWj8auVr #GenderPay #Returners #Midlifeworkers #Backtowork #Careerchange
3
-
Insight HR
This week on the HR Room Podcast, Liam Barton & Eoin Lyons had the opportunity to sit down with Samuel Riggs, Equality, Diversity & Inclusion Manager at Iarnród Éireann Irish Rail and 2024 Diversity Champion Recipient at the CIPD Ireland awards🎙️🚂 In a 2023 study completed by Indeed, it uncovered the following findings👇 🔎 Over half (53%) of respondents who identify as LGBTQ+ felt discriminated against at work 🔎 92% of respondents stated they were 'out' at work 🔎 Only 34% were 'out' to everyone they worked with 🔎 57% disclosed this only to those they trusted at work Although we see fantastic groups constantly pushing the inclusion agenda forward, and some employers doing good work in this area, it seems like there’s still so much more we need to understand, and so much more we need to do. So how do we turn awareness into action? 🎧 Listen to the full podcast to find out 🔗 https://lnkd.in/e9ukGCFz #DiversityandInclusion #LGBTQ+ #HR #HRConsulting #InsightHR #HRSupport
10
1 Comment -
Rosanne Edger
Have you been increasing pay for your employees? See illustration below for more details. Some of the reasons cited for this in the CIPD-IRN Private sector pay and employment report 2024 on pay practices in Ireland were staff retention; inflation; skills shortages; increase to national minimum wage and (one which I am glad to hear companies are proactively working on, albeit with more to do) the gender pay gap. #cipd #hr #compensation
4
-
GHR Consulting
GHR's latest article highlights the increasing importance of non-financial rewards in boosting employee satisfaction and motivation. Key incentives such as birthday leave, social events, staff discounts, childcare support, and other benefits demonstrate genuine appreciation for employees. These strategies enhance well-being, foster a supportive work environment, and ultimately boost morale and performance. Explore further on our website for additional information: https://lnkd.in/g7eDVnEW #hr #hrconsulting #employeewellbeing #employeerewards #employeerecognition
16
-
Voltedge Management
Recent developments, such as the publication of the new Code of Practice on the Right to Request Remote and Flexible Working, are reshaping how employers and employees in Ireland approach work arrangements. Hybrid working models have re-emerged as a practical solution that aligns with the principles outlined in the Code. How can employers balance the growing demand for employee flexibility and freedom with the new regulations? Voltedge Management Senior HR Consultant & Client Services Programme Manager Shane Prendergast explores this question in his inaugural article since joining our team. https://lnkd.in/dec_EPhR #hybridwork #remotework #flexiblework #HR
7
-
Jobs.ie
How can hybrid workers better manage their time and wellbeing? Recent insights from RTE and University College Cork underscore the critical importance of mastering time management to enhance performance and wellbeing among hybrid employees. With an overwhelming 92% of Irish workers preferring hybrid and remote setups, it's vital for businesses to adeptly manage the blend of onsite and remote work. The article recommends implementing tools like the reflective time journal to delve deeper into daily activities and identify productivity patterns. #HybridWorkforce #EmployeeWellbeing #ProductivityTools #Jobsiest
4
-
Davy
Cashflow is the lifeblood of any business, and the construction sector is no exception. Developers and investors constantly wrestle with the challenges of ‘lumpy’ income and expenditure, especially on multi-year and complex developments. Read our latest insight featured in Irish Construction News/Constructionnews.ie - https://lnkd.in/eygEw2iw #construction #insight #cash
22
-
ADEC Arise
Across every sector - businesses are struggling to recruit the right people. Employment costs are rocketing, and that’s having a knock on effect on your bottom line - how can outsourcing solve those challenges for your business? See our recent blog on how you could tackle these issues below - and come at talk to us at #CCMA24 in Dublin next week! #CX #Ireland #CustomerExperience #CustomerService https://lnkd.in/dJ8APzcg
3
-
Sarah Fagan
Great to share some of the key HR Strategic insights, trends and metrics impacting businesses in the Cork region from the Adare Trusted People Partners HR Barometer Report. Our thanks to Cork Chamber and fantastic panellists Miriam Manning, Eric Nolan and Charles Dineen MCIPD for their insights. 2024 is a year of real change in all areas of HR and Employment Law and utilising timely data is the key to unleashing people led potential. #strategichr, #hrbarometer, #hrleadership
18
-
Tom Hayes
The EU Adequate Minimum Wage Directive: Getting the Collective Bargaining Provisions Wrong In an article in today’s Irish Times, Eoin Burke-Kennedy reports on an interview with the new Irish Minister for Enterprise and Employment, Peter Burke. In the article, Burke-Kennedy writes: “Another potential headache for Government is the incoming EU directive on adequate minimum wages which (obliges Member States) ... to ensure that collective bargaining wage agreements cover up to 80 per cent of the workforce. Currently in Ireland, the rate is just 35 per cent.” The Directive does not require governments to ensure that 80% of the workforce is covered by collective bargaining agreements. The 80% is an indicator, not a target. Something the EU thinks would be a “nice to have”, rather than a “must have”. Member States are not required to oblige employers to negotiate with unions. Rather, they should put in place frameworks that would facilitate such bargaining if the parties agree to bargain. You cannot make people negotiate with one another against their will. Certainly, you can pass a law which says that an employer should meet with a union that has a certain percentage of a bargaining unit in membership. The law can put the union in the room. However, the law cannot make the employer agree to anything the union might ask for. Just look at how things work in the US. There are only two alternatives to a negotiated agreement between an employer and a union: 1. Mandatory, legally binding arbitration that imposes a settlement on the parties. This possibility already exists in Irish law through the Industrial Relations Amendment Acts, which allows the Labour Court to impose terms and conditions where “it is not the practice of the employer to engage in collective bargaining”. But, from the data, it appears to be a road less travelled by the unions. 2. The union calls a strike to enforce its demands, the traditional way of exerting union power. However, this requires the union to have enough members to make the strike effective. Nor does the Directive oblige governments to introduce sectoral bargaining where it does not already exist. For a start, define “sectors” in a modern economy. At the end of the day, if unions want employers to negotiate with them then they need to have sufficient members to give them the leverage to get the employer to seriously engage. Want a collective bargaining agreement? Get members. Otherwise, the law will not deliver for the unions. https://lnkd.in/ecTDtvsZ
14
8 Comments
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore MoreOthers named Sean Fitzpatrick in Ireland
-
Seán Fitzpatrick
Associate Director - Compliance, Legal & Risk at Morgan McKinley
Ireland -
Sean Fitzpatrick
Associate Director at CBRE Ireland
Ireland -
Seán Fitzpatrick
Senior Principal Engineer, Global MSAT at The Janssen Pharmaceutical Companies of Johnson & Johnson
County Cork, Ireland -
Sean Fitzpatrick
Head of Function, Supervisory Risk Division at Central Bank of Ireland
Ireland
64 others named Sean Fitzpatrick in Ireland are on LinkedIn
See others named Sean Fitzpatrick