Administrator And Engagement Officer Jobs in Islington, Greater London

New Horizon Youth Centre has been commissioned by the Mayor’s Office for Policing and Crime (MOPAC) as part of an Alliance with Safer London, St Giles Trust and the Anna Freud Centre to deliver on their Children and Young People’s Violence and Exploitation and Reduction support service. The commission will run from June 2024 for three years. As part of this, we are recruiting a brand new Partnerships Manager role to lead on opening up bedspaces, pathways and partnerships to improve outcomes for this client group. This role presents an exciting opportunity to create real sustainable change. We are looking for someone with demonstrable experience in partnership and stakeholder engagement who knows how to get and keep people on board to meet mutual or differing needs. The ideal candidate will be a confident, natural networker. You need to be persuasive but able to understand the perspectives and challenges that exist in this space. Key to achieving our vision is the passion. You must be genuinely passionate about supporting young people who are impacted by violence, exploitation and the criminal justice system and ideally, have previous frontline experience within relevant services.

• Starting salary: £37,024
• Deadline to apply: 9am Monday 24 June

For more details on how to apply and Job Specification, please refer to our Job Pack.

About this role

The Head of HR and Operations is a new position within Sustain and will play a central role in the senior team. You will work closely with the Chief Executive, senior managers and line-managers to provide effective leadership on HR and operational matters. You will lead on creating and improving systems to help us work better; as well as helping Sustain cultivate and embed a positive working culture for the whole staff team. The role will include day-to-day management and ownership of HR matters, processes, recruitment, staff training, skills development and performance management. The role will also lead on the internal people, skills and culture aspects of our diversity, equity, inclusion and anti-racism work.

Sustain is seeking a highly experienced, professional, authoritative, motivated and committed individual, who is great at working with a team to pursue organisational objectives at a leadership level, whilst developing positive relationships across the whole staff team. We are looking for someone who is experienced, confident and competent to set up and improve systems and approaches. We are also looking for a person with several years of senior experience, relevant qualifications, and an understanding of working with a values-driven team of people in the not-for-profit or charity sector, the majority of whom have permanent contracts but fixed-term project funding.

The person appointed will have an appreciation of the aims and values of the Sustain alliance and be excited by supporting our organisation through the transition to better ways of working. The creation of this role follows a period of significant organisational change associated with hybrid working, unionisation and changes in the senior team. This role will benefit from a confident, professional, diplomatic, values-led, collaborative and solutions-focused approach.

The role will not manage a team directly but will work closely to support senior leaders and colleagues who have previously undertaken key HR and operational duties, including Sustain’s Chief Executive, Head of Finance (who will line manage this role) and Finance and Administration Officer. They will also work closely with others on the management team and report to Trustees.

As with all senior roles at Sustain, we expect the person appointed to this role to commit to working mainly at the Sustain office during their probationary period, and thereafter for half of working hours, whilst still benefiting from the flexibility offered to all colleagues. This is part of senior role-modelling of the creativity, support, engagement and mental health benefits that in-person working cultivates between colleagues. This will be managed in coordination with other senior colleagues to enable good in-person coverage and connectivity across the week and across common holiday periods.

Tasks and responsibilities

With a solid understanding of the organisation’s staffing needs, the Head of HR and Operations will work closely with the Chief Executive, Head of Finance and other senior managers to:

• Help Sustain offer good employee contractual terms, processes, employment rights and HR support.
• Implement and develop systems, activities and ways of working that cultivate a positive working culture for the staff team, volunteers and interns, and other people that we work with.
• Oversee implementation and evolution of Sustain’s HR policies, guidance and procedures.
• Lead development and implementation of Sustain’s approach to personnel management, on matters such as performance (e.g. objective setting and work planning), personal development, staff progression, skills, training and learning.
• Review and improve Sustain’s approach to recruitment and induction for staff members, volunteers, student or work placements and paid interns.
• Leading on Sustain’s diversity, equity, Inclusion and anti-racism work, where this relates to recruitment, induction, probation, workplace culture, operations, people and learning, working with and supported by the Core Diversity Group.
• Recording and communicating Sustain’s approach, principally through staff meetings; line managers training; HR processes; and editorial input, oversight and development of relevant chapters of the Staff Handbook, Line Managers Handbook, Recruitment Handbook and Management Handbook.
• Ensuring personal records are handled sensitively, respectfully and with appropriate confidentiality, in line with good organisational culture and data protection rules (GDPR).

In practice this will involve leading on or supporting the following areas of work:

Recruitment, induction and probation

Holding responsibility for overall recruitment and onboarding, induction and probationary approaches, to ensure a warm and inclusive welcome, fairness, consistency and compliance across the organisation. This will include:

• Leading on Sustain’s recruitment processes, supporting Line Managers in writing and grading job descriptions, managing recruitment in line with the ethos and procedures in our Recruitment Handbook, and supporting cultivation of a pipeline of exceptional and diverse candidates.
• Developing, refining and implementing Sustain’s approach to recruitment and our Recruitment Handbook, including streamlining and standardising the shortlisting and interviews process.
• Developing and ensuring high-quality and consistent implementation of welcoming, inclusive and productive induction and probationary period including
• Setting probationary objectives; review probationary training or other needs; and working with line managers to conduct probation reviews.
• Developing the concept of ‘foundation skills and knowledge’ to contribute to the way Sustain develops our induction and probation and creates opportunities for new entrants.
• Helping develop, implement and innovate on recruitment for diversity and overcome barriers to participation, especially for people from diverse ethnic and socio-economic backgrounds.

Support for Line Managers

• Ensuring a high quality and consistent approach to line management across the organisation, including development and implementation of standards, key tools and training, working with the Line Managers Forum and developing the Line Managers Handbook.
• Coordinating the quarterly Line Managers Forum a well as participating in this group, to develop a shared approach to strategic matters; organisational culture and staff development; and helping to cultivate Sustain-style leadership at all levels of the organisation.
• Arranging or providing support, advice, and training for Line Managers, including inducting new Line Managers, and supporting all Line Managers to implement key policies, guidance and support the people they manage in a fair and consistent way compatible with Sustain’s values, organisational needs, good HR practice and open communication.
• Ensuring that one-to-ones and annual appraisals happen consistently and effectively, that good records are kept and that the organisation learns from these and takes forward actions arising.

Staff development, learning, progression and performance management

• Working with managers to ensure high-quality objectives and workplans are prepared for all staff members, reviewed and managed effectively.
• Working with Line Managers to understand and respond to staff skills, needs, progression opportunities and needs or aspirations for personal development.
• Supporting implementation of Sustain’s approach to progression. Note: This area is currently under development as part of a wider Progression Review, and the outcome may include, for example, the Head of HR and Operations ensuring high-quality and consistent processes such as objective-setting, performance review, job grading, sector benchmarking, appraisals and appeals.
• Ensuring all staff are benefiting from personal development opportunities (informed by Sustain’s personal development framework and other assets), and regular opportunities with their manager to review progress against objectives, skills and learning, personal development and wellbeing.
• Leading on the annual appraisal process, ensuring it is consistent and useful and enables staff to develop for themselves, their teams and the wider organisation.
• Building a culture of learning including helping to manage a (small) learning and development budget and helping staff to take up opportunity for learning including:
  • coordinating the annual staff training programme covering ‘core skills and learning’, alongside other learning opportunities.
  • organising internal and external training and learning opportunities for staff, e.g. webinars, in-person sessions, skills-share sessions, visits, strategy sessions and similar.
  • championing use of Sustain’s Volunteering Days for climate and social justice.

Staff team, culture and IWGB Trade Union group liaison

• Ensuring Sustain’s staff culture remains vibrant, creative and welcoming, maintaining Sustain’s friendly, collaborative and flexible approach, while ensuring appropriate policies and procedures are implemented to guarantee the continued high quality of our work, ensure accountability and support people to flourish.
• Leading on staff health and wellbeing projects and ensuring appropriate support for staff relating to physical and mental health.
• Facilitating and fostering open communication and staff consultation processes throughout the organisation; working with colleagues to ensure regular opportunities for staff to connect, reflect and celebrate success.
• Running staff consultations, including collating and presenting the findings, examining options, and developing recommendations for senior managers and Trustees, to inform decision-making.
• Carrying out regular staff satisfaction surveys to monitor employee wellbeing, engagement, safeguarding, satisfaction and to measure effectiveness of line management, and to provide key data to the organisation to inform decision-making, including in relation to Sustain’s diversity, equity, inclusion and anti-racism commitments.
• Participating in staff meetings and reporting to colleagues on key developments.
• Joining senior managers in regular meetings with the Union Liaison Group.

HR and employment contract management

• Working closely with the Head of Finance and senior managers to issue, track and communicate with staff regarding employment contracts, e.g. funding situation, precarity and contract extensions.
• Advising and supporting senior management on employment matters; and how to apply the appropriate organisational values and policies within the legal and ethical framework.
• Working closely with the Head of Finance to support completion of payroll and pension processes.
• Managing potential redundancy and/or end-of-contract processes in line with employment legislation and internal policies; and ensuring that redeployment opportunities are fully considered throughout.
• Managing and reviewing staff records on all absences, to include (but not limited to) annual leave, parental leave, compassionate leave and sickness absence leave, and providing up-to-date information to staff, Line Managers, senior managers and Trustees to enable review and decision-making.
• Helping to manage freelance and consultancy or partnership contracts led by others.
• Maintaining and developing Sustain’s HR information system to manage (including opportunities for further automation), for example, annual leave, absence, and general HR records.
• Supporting Line Managers to conduct exit interviews (or conducting them personally) to ensure routine actions are performed, handover is completed effectively, feedback is captured, lessons learned, and changes implemented where appropriate.
• Helping to manage complaints, grievance and safeguarding processes, working closely with senior managers and the Chief Executive.
• Working with senior managers and Line Managers to ensure that Sustain’s Dignity and Respect Code of Conduct (anti bullying and harassment; safeguarding) is referenced in key places, processes and training, to ensure that this is well understood and treated as a priority.

Policies, guidance and procedures

• Ensuring that Sustain policies, guidance and procedures remain up to date, relevant and legally compliant, supportive to members of staff and in line with Sustain’s needs, constraints and values.
• Ensuring that Sustain’s has organisational statements, policies and guidance that help us to achieve our goals, and to demonstrate, communicate and promote good practice.
• Implementing and managing an HR calendar for compliance checks, policy reviews on existing and future HR policies and procedures, and how this relates to HR and legal good practice, financial analysis, benchmarking, staff consultation and/or Trade Union negotiation.
• Supporting review in areas of concern, for example Sustain’s sickness and absence policy, recording information on patterns, impact and costs, to enable well-informed review of options.
• Carrying out remote working assessments, along with the relevant Line Managers (these are currently based on self-reported information from staff members, not on-site visits).
• Supporting senior managers in Trade Union consultation and negotiation processes, in line with the Trade Union recognition agreement and agreed protocols for the timely provision and consideration of information, transparency, consultation, negotiation and decision-making.
• Providing or commissioning sector benchmarking data, analysis and recommendations to inform decision-making, using the methodology agreed with Trustee oversight, on matters such as pay, annual leave, parental leave, sick leave, and other financial and non-financial staff benefits.
• Communicating and liaising with and consulting the IWGB Trade Union group and wider staff team on key developments in relation to staff development, pay, benefits and working conditions.

Diversity, equity, inclusion and anti-racism

• Being an active member of the Diversity Core Group, which meets regularly to oversee implementation of diversity, equity, inclusion and anti-racism work, with particular attention in this role on recruitment for ethnic diversity and a culture of equity, inclusion and anti-racism.
• Serving on, or taking a lead on, one or more task-and-finish groups to implement relevant initiatives in relation to our DEI and anti-racism commitments.
• Overseeing data collection and reporting, including submission to relevant bodies either for accountability or recognition (e.g. annual Diversity Progress Report; quarterly reports to Trustees; The RACE Report; Living Wage Accreditation).
• Development of HR policies, recruitment, induction and staff management culture and processes to help ensure Sustain is fair, accessible, inclusive and anti-racist in its practice.

Volunteers, paid interns and student placements

• Developing and leading on Sustain’s approach to working with volunteers, student placements, paid internships and similar employment relationships.
• Ensuring consistency and clear communication across the organisation.
• Reviewing the experience of volunteers and interns, and helping Sustain to take action to ensure that people have a positive experience and gain experiences and skills that they need.

Personal specification

Essential:

• Five years of hands-on professional experience as an HR generalist including some experience of working in a similar size organisation.
• CIPD qualification level 5 or equivalent.
• Sound knowledge of UK HR and employment legislation, and implementation of this in good practice.
• Confidence, experience and authority to take a leadership role on HR and operational matters, working with the Chief Executive, Trustees and senior managers.
• Experience at a senior level advising and briefing a senior management team and/or board, especially in a charity or other values-led workplace.
• Proven experience of leading on development and improvement of significant areas of HR and/or operational work, from inception to implementation.
• Experience of end-to-end management of staff team members and their development: recruitment, skills and training, personal development, performance, wellbeing and HR processes.
• Experience of developing skills and learning plans and commissioning and/or delivering learning opportunities including training, workshops and/or coaching.
• Strong problem-solving skills, and negotiation skills and the ability and confidence to provide authoritative, insightful and constructive advice.
• Excellent oral and written communication skills in fluent spoken and written English.
• Proficiency with computer software and records management.
• Highly organised and self-motivated, with the ability to work flexibly, independently and meet deadlines, while having the judgment to know when to consult before proceeding.
• High integrity, with a professional, diplomatic, values-led, solutions-focused and collaborative approach to working with a team.
• Demonstrable commitment to diversity, equity, inclusion and racial justice.
• Experience or understanding of working in a unionised organisation.

Desirable:

• Experience of researching, commissioning and/or analysing sector benchmarking data.
• Experience of managing an external service provider to deliver relevant data and recommendations.
• Experience of managing employment contracts to improve employee information and job security where funding is short-term and project-based, with insights into good practice.
• Experience of delivering training and/or guidance to improve HR functions delivered by line managers.
• Experience of running training, workshops and facilitating meetings and events for staff.
• Insightful experience of helping an organisation manage HR and/or operational change effectively.
• Experience of establishing metrics to track performance over time.
• Experience of working in an organisation funded mainly by project grants.

Diversity

The person appointed will contribute to the mutually supportive culture of Sustain (including colleagues, partners, participants and audiences) in which equality and diversity are not just respected but promoted. Visit our website for some useful advice if you are applying for a job at Sustain.

Sustain is recruiting for this role as part of our Ethnicity Confident and Disability Confident schemes. Applicants who meet all the essential criteria, and who let us know voluntarily (via our Equal Opportunities Monitoring Form) that you would like to be considered in this way, will have an enhanced chance of gaining a first-stage interview.

Sustain welcomes applications from everyone regardless of age, gender, ethnicity, class, socio-economic background, disability, sexual orientation, gender identity, religion and/or belief. We are happy to discuss and consider flexible working at the point of hire. We particularly encourage applications from people from ethnic minority backgrounds, people with diverse identities related to gender and sexuality, and people with disabilities. This is because these groups are currently underrepresented at Sustain. Where two or more candidates are judged to be of equal merit, priority may be given to a candidate who belongs to a group less represented at Sustain.

London’s Air Ambulance Charity continues to develop a supportive and enabling environment that gets the best out of our people. We promote a culture of progression and professional advancement offering a range of learning and development opportunities. In addition we offer flexible working options, wellbeing packages and family friendly employment policies.

This is an exciting time to join London’s Air Ambulance Charity. We are in the midst of the largest appeal in our history aiming to raise £15 million by Autumn 2024 to replace our two helicopters, and at the end of the year we will be launching our new 15-year strategy which will set the direction for the service until our 50th anniversary. 

The role is offered on permanent, hybrid basis and is responsible for delivering the website strategy to support online presence, functionality and to grow digital performance. You will join the lively and passionate MarComms team, which is firmly integrated within our Fundraising Department, as the first point of contact for all website-related activity, advising teams and supporting campaign planning wherever website integration is required.

You will have experience in a similar role and hold in-depth knowledge and experience of current digital trends, tactics and strategy to be able to advise on digital approaches. You will have passion and enthusiasm for the work of London’s Air Ambulance Charity and hold strong communication skills with a flexible approach to work.

If you think this role is for you, apply today or contact us for more information.

We pride ourselves on our dedication to being an employer that values diversity, we firmly believe that each team member can provide a unique perspective and valuable contribution to the lives of the people we serve, applications from individuals are encouraged regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.

The Royal Opera House continues to lead the way in opera, ballet, music and dance both live on stage and through multiple digital platforms, from live streaming to worldwide cinema screenings. As a charity we could not plan for our next programme of artistic work, or our community and outreach projects, without the support of our philanthropists and members. As an organisation we are committed to ensuring that all philanthropists and members enjoy a rewarding relationship with the Royal Opera House.

The Development and Advocacy Department are looking to appoint an experienced Philanthropy Manager to join our Philanthropy team on a permanent basis. Reporting to the Senior Philanthropy Manager, in this role you will manage a number of philanthropic relationships and make a significant contribution to the team through developing new initiatives and growing the portfolio.

The ideal candidate profile for this post will be a team player, with the following credentials:

• An established track record in philanthropy or fundraising for major organisations
• Demonstrated success in managing a portfolio of high value relationships with experience of personally securing significant gifts
• Ability to think strategically to devise relevant engagement and cultivation plans and identify opportunities for approaches to prospects
• A balance of experience and innovation to be able to develop new ideas and launch new initiatives successfully
• Credibility as an ambassador in the area of philanthropy, able to work effectively at senior levels and liaise with high-net-worth individuals
• Strong project management skills, with demonstrable experience of solving complex problems, drawing on given resources and collaborative working
• A working knowledge of our repertoire is not a pre-requisite for this role but the ability to upskill quickly in our art forms in order to confidently speak to prospective donors is essential.

The Royal Opera House is committed to creating a diverse and inclusive environment in which everyone can thrive. We particularly welcome applications from those who arefrom a global majority background and/or those who aredisabled,as they are under-represented within our organisation. As a Disability Confident Employer, we guarantee to interview all disabled applicants who meet the essential minimum criteria for our vacancies.

The job pack and full job description are attached below. We are committed to anonymous shortlisting so applications must be submitted via the ROH online recruitment portal. We do not accept CVs and Cover Letters. 

Closing date for applications: 8am, Monday 24th June 2024.

First stage interviews will be online via MS Teams w/c 1st July 2024 with second stage in person interviews at ROH Covent Garden w/c 8th July 2024.

Applicants must have work authorisation for the UK.

Do you have experience working with families and children aged 0-13, a good understanding of the needs of vulnerable families and a relevant vocational or academic qualification?

Welcare is recruiting an experienced Family Support Worker to deliver a broad-based preventative support service for families with children up to the age of 13 in partnership with schools, churches, the local authority and other agencies, in the London boroughs of Bromley and Greenwich.

You will be delivering practical and emotional support to enhance the life chances of children who have experienced domestic abuse and social isolation through one-to-one support and group work programmes.  The post requires working with families in person and online remote working.  The office base is in Community House, Bromley.

General Duties:

1. To promote the programmes of work and manage the external and internal referral process including the assessment of need, risk and safeguarding concerns.

2. Hold a caseload of 4 families delivering “whole family” or targeted interventions.

3. Lead and facilitate community group work programmes including 6 #CapeAbility in Schools programme which aims to build resilience and self-esteem for children in key stage 2.

4. Lead and facilitate groupwork programmes for parents such Strengthening Families Strengthening Communities and Child Overcoming Domestic Abuse.

5. Safeguard the welfare of children, young people, and vulnerable adults you work with directly and take appropriate action if escalation is needed.

6. To provide practical and emotional support to families or advocacy and signposting to specialist and universal services where appropriate.

7. Ensuring that the voices and views of children and young people are sought, heard and represented appropriately.

8. Attend designated meetings with multi-agency professionals and act as lead professional where appropriate to support the Team Around the Child/Family or Early Help Assessment (EHA).

Please see attachment for further responsibilities 

This is an opportunity to join Refuge as a Domestic Abuse Survivor Advocate to support survivors who are impacted by domestic abuse. You will work closely with victims of domestic abuse from the point of referral, to provide high quality, independent advocacy and support. Refuge will be working with survivors of abuse whose perpetrator will be supported by Domestic Violence Intervention Project, run by Richmond Fellowship.

The young people we support in this service are amazing, they are courageous, determined, and brave. These young people have often survived very difficult experiences and have often experienced high levels of violence in their lives. This can mean at times we have to work harder to secure their trust and build relationships with them. The experiences these young people have had in their lives means they can feel frustrated, angry, and upset. We need someone committed to showing care, respect, patience and understanding, someone who understands that challenging behaviour can be a demonstration of the impact of multiple traumas.

• Starting salary: £31,200
• Deadline to apply: 9am Tuesday 25 June

For more details on how to apply and Job Specification, please refer to our Job Pack below.