MetroLink Benefits Manager

General

Transport Infrastructure Ireland (TII) was set up to deliver and operate safe and efficient light rail and national road networks. TII’s mission is to deliver transport infrastructure and services that contribute to the quality of life of the people of Ireland and support the country’s economic growth.TII’s ability to deliver and operate light rail and roads networks efficiently is recognised, as evidenced by the portfolio of National Development Plan (NDP) 2021–2030 investments entrusted to TII and its partners to deliver. 

Under the NDP there are three areas under the remit of TII which identify key priorities:

1) Investment in public transport infrastructure to be delivered on behalf of the National Transport Authority (NTA) in line with the Transport Strategy for the Greater Dublin Area 2022-2042. This Strategy commits to the undertaking of appraisal, planning and design of Luas network expansion to Bray, Finglas, Lucan and Poolbeg. Importantly, the Plan also sets out a firm commitment to deliver a metro rail system known as MetroLink that will run from Swords to Charlemont, connecting Dublin Airport with the city centre and providing interchanges with other public transport services including Iarnród Eireann at Glasnevin, the DART at Tara Street and Luas at O’Connell Street and Charlemont. TII also delivers light railway infrastructure being planned in other cities. Currently TII is working in partnership with the NTA on the planning and design of Cork Light Rail Transit.

2) Investment in national roads, active travel and Greenway infrastructure will be delivered in accordance with the guiding principles of the Department of Transport, National Investment Framework for Transport in Ireland and the Strategy for Future Development of National and Regional Greenways. The major roads, active traveland Greenways projects to be delivered and funding provisions are set out in the NDP 2021 to 2030. TII also has a new function for the delivery of zero and low emission vehicle infrastructure (ZEVI) under the Road Traffic and Roads Act 2023.

3) Investment in asset management, maintenance and renewal expenditure will need to increase over the lifetime of the NDP to meet the required investment levels for the current transport network and for new projects as they come into service. TII’s ambitious plans for infrastructural delivery will drive Ireland’s long term economic, environmental and social progress across all parts of the country over the next decade. The NDP, which is aligned with the delivery of the objectives of the National Planning Framework (NPF), sets out a roadmap and the level of investment which will underpin the NPF and drive its implementation over the next ten years.

To find out more about TII visit www.tii.ie.

MetroLink Programme

MetroLink is a transformative piece of public transport infrastructure and will be Dublin’s first metro railway. The system will offer a high-capacity, high-frequency metro railway with 16 new stations from Swords to Charlemont. It will interlink with multiple transport networks, including Dublin Airport, Irish Rail, DART, Dublin Bus, and Luas, promoting a seamlessly integrated transport experience for the Greater Dublin Area. 

The majority of its 19km route is underground, marking a paradigm shift for Irish public transport. Upon launch, MetroLink will provide trains every three minutes during peak times, with expected annual ridership of 53 million passengers, providing unprecedented convenience of travel to passengers.

MetroLink Benefits Manager

Job Details

Title of Role: Benefits Manager Grade: Grade 1

Directorate: MetroLink

Nature of Employment:

This is a specified purpose contract until the commencement of passenger 

services on Metrolink.

No of roles: 1

Function: Technical, Benefits & Operations

Workstream: Benefits Management

Reports to: Head of Operations

Work Location:

The successful candidate will be based in TII Offices on Parkgate Street, 

Dublin 8, or such other place as determined by TII. Blended working 

arrangements in place.

Job Description

The Benefits Manager is responsible for providing strategic direction, leadership and guidance to ensure the benefits identified within the MetroLink Business Case and beyond are captured and delivered, developing and utilising an integrated combination of set-up, governance, measurement and validation across MetroLink and supporting services.The role holder will manage compliance with MetroLink governance, policies and procedures, supporting benefits identification, development and management. They will manage development of benefits outputs and artifacts supporting the MetroLink business case. The role holder will be required to navigate internally and externally to achieve relevant deliverables, including implementation of the balanced scorecard and benefits management function.

Principal Accountabilities

• Act as the day-to-day point of contact for technical benefits support across Technical, 

Benefits and Operations supporting an efficient, cohesive team. 

• Manage the development of the Benefits Measurement and Validation Plan (BMVP) through 

a combination of existing documents and artifacts (e.g. BRP, MEP and balanced scorecards).

• Review and refine the final Benefits Realisation Plan (BRP), ensuring synergy with the current 

baseline in the BMVP for each benefit statement to be measured in the future.

• Support the Benefits Lead in owning and developing the benefits management function, 

including interfaces with Commercial Delivery, PMO, and Sustainability directorates.

• Support the Benefits Lead in advocating benefits management across MetroLink.

• Coordinate the effective running of the Benefits Working Group (BWG), driving its activities 

and assuming the role of Chair. 

• Develop and input into the Benefits Realisation Framework and Dashboard.

• Manage stakeholder relationships and awareness to ensure continued buy-in and 

contribution from proposed benefit owners (if required) on outcomes and benefits.

• Define structures, processes, and approaches for an implementation plan that integrates 

benefits management into sustainable operational activity and ownership. 

• In the build up to and during the delivery stage of the programme, manage and monitor 

progress against the benefit metrics, using the Benefits Dashboard as appropriate.

• Ensure the high quality and integrity of all benefits-related outputs.

• Lead in planning and managing the resourcing of the team, pipeline of benefits and 

maintaining a positive culture.

• Facilitate regular touch points with benefits management team.

• Manage Benefit Modeller and Benefits Support.

• Escalate key risks and opportunities.

• Supports training and development of outcome focused benefit teams and the wider 

MetroLink team.

• Upskill teams to take on operational benefit development roles and responsibilities. 

• Act as a role model for the MetroLink vision and values, behaving in ways that are aligned to 

the MetroLink Ways of Working. Encourage and support others to do so too.

• Promote an equitable, inclusive and collaborative workplace

• Perform additional tasks, activities or other duties as may be required or assigned as part of 

the role throughout the project.

• Undertaking such other tasks, activities or other duties as may be required or assigned as 

appropriate to the grade.

All the divisions within TII have inter-dependent responsibilities and close cooperation, collaboration 

and teamwork are required across the whole organisation to meet tight deadlines.

ESSENTIAL REQUIREMENTS

Character

Each candidate must be of good character. 

Health

A candidate for and any person holding the role must be fully competent and capable of 

undertaking duties attached to the role and be in a state of health such as would indicate a 

reasonable prospect of ability to render regular and efficient service.

Experience, Skills and Qualifications

The successful candidate will be required to demonstrate the key competencies for a Grade 1 

position as outlined in Appendix 1, as well as the following job-specific requirements:

Experience

• A minimum of 7 years’ experience in benefits ideation, development, and implementation.

• A proven track record in project delivery within the transport or infrastructure sectors. 

Skills

• Proven ability to understand complex problems, analyse and document workflows and 

current practices, identifying opportunities for change.

• Strong analytical skills.

• Ability to effectively engage with and manage relationships with various stakeholders, 

including customers, regulatory bodies, and internal teams.

• Proficiency in Microsoft Office and Excel, with the ability to analyse and synthesise data.

• Dynamic and proactive approach to challenges.

• Commitment to fostering continuous learning and development, especially in benefits 

management across the organisation.

• High level of integrity, with a commitment to never knowingly put MetroLink’s information or 

information systems at risk.

• Excellent verbal and written communication skills to facilitate clear and consistent dialogue 

between all parties involved.

• Proficiency in gathering, documenting, and analysing project requirements to ensure they 

align with customer and operational needs.

• Expertise in identifying, assessing, and mitigating risks associated with the project.

• Strong collaboration skills to work effectively with multidisciplinary teams and ensure 

cohesive project delivery.

• Ability to identify issues and develop effective solutions to keep the project on track.

• Experience in quality assurance processes to ensure that project deliverables meet the 

required standards.

• Flexibility to adapt to changing project requirements and environments.

• Strong interpersonal skills with the ability to influence and relate to individuals and groups –

both technical and non-technical.

• Ability to govern and drive outcomes to ensure high quality service. 

Formal Education Qualifications

• Degree or 3rd level professional qualification (NFQ Level 8 or equivalent) in Engineering, 

Business, Economics, Management, or a related field.

Note:

In order to assure the shortlisting panel that you satisfy these requirements you must explicitly 

reference how you meet the requirements in your application. Failure to demonstrate these 

may prevent your application progressing to future shortlisting stages.

Candidates who come under consideration following the final selection stage will be required

to provide documentary evidence of their eligibility, including qualifications and evidence of 

fluency in the English language.

Candidates who are unable to show that they hold the required qualifications may be

withdrawn from the competition at any stage. An invitation to interview or any element of

the selection process is not acceptance of eligibility.

Key Competencies for effective performance at Grade 1 level have been outlined in Appendix 

A.

PRINCIPAL CONDITIONS OF SERVICE

The scale of pay for Grade 1 as of 1 March 2025 is as follows:

Personal Pension Contribution (PPC) Pay Scale:

€84,937 - €106,004 - personal pension contribution (PPC) rate. This salary is payable to an 

individual who is required to make a personal pension contribution (PPC) to their main 

pension (in general those persons whose initial appointment to the Public Service is on or 

after 6th April 1995). 

Non PPC Scale:

€80,745 to €100,707 - non personal pension contribution (non-PPC) rate. This salary is 

payable to an individual who is not required to make a personal pension contribution (PPC) to 

their main pension scheme.

Note:

• Entry salary will be at the minimum point of the scale and will not be subject to negotiation

• Different pay and conditions may apply if, immediately prior to appointment, the 

appointee is already a serving Civil Servant or Public Servant

• The rate of remuneration may be adjusted from time to time in line with Government pay 

policy.

Tenure

This is a fixed purpose contract for 5 years or the completion of Advanced Works whichever 

is longer.

Annual Leave

The appointee will be entitled to 30 days annual leave a year. This leave is exclusive of 

public holidays.

Superannuation and Retirement

The successful candidate will be offered the appropriate superannuation terms and 

conditions as prevailing in the Civil Service at the time of being offered an appointment. In 

general, an appointee who has never worked in the Public Service will be offered

appointment based on membership of the Single Public Service Pension Scheme (“Single

Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie

Where the appointee has worked in a pensionable (non-Single Scheme terms) public

service job in the 26 weeks prior to appointment or is currently on a career break or special

leave with/without pay different terms may apply. The pension entitlement of such

appointees will be established in the context of their public service employment history.

Key provisions attaching to membership of the Single Scheme are as follows:

• Pensionable Age: The minimum age at which pension is payable is 66 

• Retirement Age: Scheme members must retire on reaching the age of 70.

• Career average earnings are used to calculate benefits (a pension and lump sum amount 

accrue each year and are up-rated each year by reference to CPI).

• Post retirement pension increases are linked to CPI.

Pension Abatement

If the appointee has previously been employed in the Civil or Public Service and is in receipt

of a pension from the Civil or Public Service or where a Civil/Public Service pension comes

into payment during his/her re-employment that pension will be subject to abatement in

accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, 

(the 2012 Act). Please note: In applying for this position you are acknowledging that you

understand that the abatement provisions, where relevant, will apply. It is not envisaged 

that the employing Department/Office will support an application for an abatement

waiver in respect of appointments to this position.

However, if the appointee was previously employed in the Civil or Public Service and awarded

a pension under voluntary early retirement arrangements (other than the Incentivised

Scheme of Early Retirement (ISER), the Department of Health Circular7/2010 VER/VRS or 

the Department of Environment, Community & Local Government Circular letter LG(P)

06/2013 which, renders a person ineligible for the competition) the entitlement to that

pension will cease with effect from the date of reappointment. Special arrangements may,

however, be made for the reckoning of previous service given by the appointee for the 

purpose of any future superannuation award for which the appointee may be eligible.

Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007

The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. 

It is a condition of the Early Retirement Scheme that with the exception of the situations set 

out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those 

exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme 

and is subsequently employed in any capacity in any area of the public sector, payment of 

pension to that person under the scheme will immediately cease. Pension payments will, 

however, be resumed on the ceasing of such employment or on the person's 60th birthday, 

whichever is the later, but on resumption, the pension will be based on the person's actual 

reckonable service as a teacher (i.e. the added years previously granted will not be taken into 

account in the calculation of the pension payment).

Ill-Health Retirement

Please note that where an individual has retired from a Civil/Public Service body on the 

grounds of ill-health his/her pension from that employment may be subject to review in

accordance with the rules of ill-health retirement within the pension scheme of that 

employment.

Pension Accrual

A 40-year limit on total service that can be counted towards pension where a person has been 

a member of more than one pre-existing public service pension scheme (i.e. non-Single Scheme)

as per the 2012 Act shall apply. This 40-year limit is provided for in the Public Service 

Pensions (Single Scheme and other Provisions) Act 2012. This may have implications for any

appointee who has acquired pension rights in a previous public service employment.

Additional Superannuation Contribution

This appointment is subject to the Additional Superannuation Contribution (ASC) in

accordance with the Public Service Pay and Pensions Act 2017.

Eligibility and Certain Restrictions on Eligibility to Compete

Candidates should note that eligibility to compete is conditional upon candidates, where 

applicable, having the necessary requisite work permits/visas/permissions to enable them to 

work legally in this country. 

Appointments from panels

It is envisaged that a panel of qualified individuals will be established from which vacancies 

for this position may be filled within 12 months from date of appointment to panel.

Qualification and placement on a panel is not a guarantee of appointment to a position. 

Please note that once an offer of appointment has been accepted a candidate will be removed

from the panel and no further offers of appointment will be made.

Incentivised Scheme for Early Retirement (ISER)

It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department 

of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for 

another position in the same employment or the same sector. Therefore, such retirees may 

not apply for this position.

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 reemployment 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 compete 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).

Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel 

Officers introduced, with effect from 1st June 2012, a Collective Agreement which had 

been reached between the Department of Public Expenditure and Reform and the Public 

Services Committee of the 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).

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.

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.

APPLICATION & SELECTION PROCESS

How to Apply

Please submit the 3 documents as set out below to Metrolinkjobs@tii.ie.

a) A short cover letter/ personal statement (i.e. no more than 2 pages) outlining why you 

wish to be considered for the post and where you believe your skills and experience 

meet the requirements for the position.

b) A comprehensive CV detailed as relevant to the position (no longer than 3 pages).

c) A fully completed Key Achievements Form (attached).

We request that all three documents are submitted in a single word document or PDF where 

possible. 

Please note that omission of any or part of the 3 requested documents, as set out above, will 

render the application incomplete. Incomplete applications will not be considered for the next 

stage of the selection process.

Requests for Reasonable Accommodations

TII, in line with the Employment Equality Acts 1998-2015, will ensure that it does all that is 

reasonable to accommodate the needs of a person who has a disability and will ensure that 

its services are accessible across the range of disabilities.

If you require reasonable accommodations made, please indicate this during the application 

process by email Metrolinkjobs@tii.ie. If selected for interview, any requests for reasonable 

accommodation need to be accompanied by a medical/psychologist’s report, the purpose of 

which is to provide TII with information necessary to make the decision on reasonable 

accommodation as promptly as possible. TII will consider each request on a case by case basis. 

All information provided will be treated as strictly confidential. 

Requests for Documentation/Information in an Alternative Format

All documents/information related to the application process is available in an alternative 

format. You can make a request for documents/information in an alternative format by 

emailing Metrolinkjobs@tii.ie

Please provide the following details when making a request:

• Name, address, contact details

• Details of document/information being requested

• The information format sought

All requests will be acknowledged within 3 working days of receipt and will be dealt with 

within 10 working days. Where a delay in providing the requested information occurs, TII will 

confirm the new date the person can expect to receive the information. If TII is unable to 

provide the requested information, the reason will be explained fully in writing to the person 

making the request.

Closing Date

The closing date and time for applications is strictly 12pm (noon) on Monday 19th May 2025.

Applications received after the specified deadline cannot be accepted.

If you do not receive an acknowledgement of receipt of your application within 2 working days 

of applying, please email Metrolinkjobs@tii.ie.

Selection Methods

TII will convene an expert board to carry out the competitive stages of the selection process 

to the highest standards of best practice. The approach employed may include:

• Shortlisting of candidates on the basis of the information contained in 

their application

• A competitive, competency focused, interview

• A second round interview 

• Presentation/work sample/role play/media exercise, and any other tests or exercises 

that may be deemed appropriate; and

• Reference and online checks.

Shortlisting

Normally the number of applications received for a position exceeds that required to fill the 

position. While you may meet the eligibility requirements of the competition, if the numbers 

applying for the position are such that it would not be practical to interview everyone, TII

may decide that a smaller number only will be called to interview. In this respect, TII provides 

for the employment of a short listing process to select a group for interview who, based on 

an examination of the documents provided by you, appear to be the most suitable for the 

position.

This is not to suggest that other candidates are necessarily unsuitable, or incapable of

undertaking the job, rather that there are some candidates who are, prima facie, better

qualified and/or have more relevant experience.

During any short-listing exercise that may be employed, TII is guided by an interview board

who examine the applications and assess them against pre- determined criteria based on the

requirements of the position. It is therefore in your own interest to provide a detailed and

accurate account of your qualifications/ experience on your application.

Prior to recommending any candidate for appointment to this position TII will make all such 

enquiries that are deemed necessary to determine the suitability of that candidate. Until all 

stages of the recruitment process have been fully completed a final determination cannot be 

made nor can it be deemed or inferred that such a determination has been made.

Interviews

The onus is on each applicant to ensure that she/he is in receipt of all communications from 

TII. Candidates should make themselves available on the date(s) specified by TII and should 

make sure that their contact details specified on their application are correct. TII will not be 

responsible for refunding any expenses incurred by candidates for attendance at interview.

Candidates’ Rights – Review Procedures in relation to the Selection Process

TII will consider requests for review in accordance with its Recruitment & Selection Policy. 

References

TII would appreciate it if you would start considering names of people who you feel would be 

suitable referees (1 - 2 names and contact details). The referees listed do not have to include 

your current employer but should be in a position to provide a work reference for you. Please 

be assured that TII will only collect the details and contact your referees should you come 

under consideration at interview stage.

The admission of a person to a competition, or invitation to attend interview, or a successful 

result letter, is not to be taken as implying that TII is satisfied that such a person fulfils the 

requirements or is not disqualified by law from holding the position.

Should the person recommended for appointment decline, or having accepted it, relinquish 

it, TII may at its discretion, select and recommend another person for appointment from the 

panel on the results of this selection process. 

Deeming of candidature to be withdrawn

Candidates who do not attend for interview or other test when and where required by TII, or 

who do not, when requested, furnish such evidence as TII require in regard to any matter 

relevant to their candidature, will have no further claim to consideration.

Appendix A

Key Competencies for Grade 1

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 & delegates effectively, encouraging 

ownership and responsibility for tasks 

• Develops capability of others through feedback, coaching & creating 

opportunities for skills development 

• Identifies and takes opportunities to exploit new and innovative service 

delivery channels

Analysis & Decision Making

• Research 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

• Makes clear, timely and well-grounded decisions on important issues

• Considers the wider implications of decisions on a range of stakeholders

• Takes a firm position on issues s/he considers 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

• Instils a strong focus on Customer Service in his/her 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.

Key Achievements Form

Having read the competencies and thought about the demands of the role, for each of the 

five competencies below, please briefly (max 250 words for each) demonstrate a specific 

example which illustrates how you have developed the relevant competency during your 

career to date and which clearly demonstrates your suitability for this position. 

Ideally, your answer should highlight include all elements of the STAR competency framework 

– which is outlined below: 

Situation Present a challenging situation you found yourself in

Task What did you need to achieve from the situation? 

Action What action did you personally take to achieve this? 

Result What was the result of your action? 

These examples may be assessed as part of the shortlisting process. 

Please complete all sections of the form below.

Name: _______________________________________

Leadership 

Analysis & Decision Making

Management & Delivery of Results

Interpersonal & Communication Skills

Specialist Knowledge, Expertise and Self-Development

GDPR Privacy Statement- Recruitment Process

Purpose of Processing

TII conducts a competency based recruitment process to fill vacancies within the organisation. To 

complete this, interested individuals are asked to submit a CV, Cover Letter and Key Achievements 

form for assessment by the interview panel. For the successful candidate, some of the information 

provided will form the basis of the contract of employment (e.g. address).

Legal Basis for Processing 

• Necessary for performance of a contract or to enter into such a contract

• Compliance with legal obligation (Terms of Employment Information Act)

Recipients

The following shall receive your information for reasons outlined below: 

Recipient Reason

HR (internal) Storing application, acknowledging responses and corresponding with applicants 

HR (external 

Service 

provider) 

If outsourced support is sought, TII’s outsourced HR provider may receive 

applications to assist with elements of administration, or to manage the entire 

recruitment process

Interview 

Panel

The Interview Panel will receive your applications to conduct shortlisting and 

assessing applicants 

Referees Applicants are asked to provide references for people who can be contacted to 

validate work records and/or comment on suitability of the applicant for the TII 

position in question. These people shall be contacted and the applicants name 

will need to be provided to receive the reference. 

Company 

Doctor

TII will use your personal details to refer you to the company doctor if 

considered for appointment

Details of Data Transfers Outside the EU

This does not apply to this process. 

Automated Decision Making 

This does not apply to this process. 

TII Information Booklet - MetroLink Benefits Manager – April 2025

Retention Period for Data

For unsuccessful candidates, applications and correspondence shall be retained for 2 years. For 

successful candidates, their application will be placed on their employee file and retained during 

their employment and for 7 years thereafter.

Your GDPR Rights in Relation to this Process

Right Explanation

Access You can request and receive access to the information requested in the 

process at any time.

Portability You can request and receive a copy of this data, in 

electronic/transferable format, at any time 

Erasure You can request the data held be erased. We have outlined the 

anticipated retention period above. 

Rectification You can request that any incorrect information, due to this information 

being updated or otherwise, be corrected. 

Objection You can object to this information being processed 

If you have any questions or complaints about TII’s use of your personal data, please contact TII’s 

Data Protection Officer: 

• By post: Data Protection Officer, Transport Infrastructure Ireland, Parkgate Business Centre, 

Parkgate Street, Dublin 8, D08 DK10

• By phone: +353 1 646 3600 

• By email: dataprotection@tii.ie

You also have the right to lodge a complaint with the Data Protection Commission if you are not 

happy with the way we have used your information or addressed your rights. Details of how to lodge 

a complaint can be found on the Data Protection Commission’s website