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Top job
Florence Nightingale Foundation, London (Hybrid)
£49,905 - £55,156 per year based on experience on appointment or years of FNF service
FNF are seeking an exceptional HR professional to lead on the implementation of our new People and Culture Strategy
Posted 1 day ago Quick Apply
Top job
WorldSkills UK, Victoria (On-site)
£25,000 - £27,000 per year
To support the Senior Planning, Performance and Funding Manager
Posted 5 days ago Quick Apply

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Closing in 3 days
saha (Salvation Army Housing Association), Remote
Board Member: £4,000 per annum / Independent Operations Committee Member: £2,000 per annum
Seeking a Board Member & an Independent Operations Committee Member to help us on our mission to Transform Lives.
Posted 1 week ago
Renaisi Limited, London (Hybrid)
£45,000 - £50,000 per year
Posted 2 weeks ago
Florence Nightingale Foundation, London (Hybrid)
£35,115 - £38,813 per year
Posted 5 days ago Quick Apply
Mayhew, NW10, London (On-site)
£25,000 - £32,000 per year
Posted 2 weeks ago Quick Apply
Closing in 2 days
DFN Project SEARCH, Remote
£40,000 - £45,000 per year
We are a transition to work programme, committed to transforming the lives of young people with learning disabilities and autism.
Posted 1 week ago
Page 1 of 2
London, Greater London (Hybrid) 1.55 miles
£49,905 - £55,156 per year based on experience on appointment or years of FNF service
Permanent, Full-time
Job description

Job title            Head of People and Culture
Reports to:     Chief Executive Officer (CEO)
Hours:              35 hours per week (Full time) 
Contract:          Permanent post after a satisfactory 6-month probation period 
Location:          Hybrid - London based with flexible working policy operating
Salary:             £49,905 - £55,156 per annum based on years of experience on appointment or years of FNF service

Job Purpose 

In this newly created role to support our rapid growth, you will work closely with the CEO and Executive Team to create and lead on the implementation of the FNF People and Culture Strategy.

This is a key senior management post within the charity and will provide effective leadership on both strategic and operational issues, whilst supporting the CEO and the Executive Team. This post will manage the people, wellbeing and culture functionin the delivery of a responsive, professional and high quality HR, and wellbeing service. 

  • Provide expert professional judgement, advice, and guidance to the Executive team in developing, monitoring, and implementing people strategies, policies and procedures, workforce and training that meet service needs. 
  • Responsible for developing, communicating, and implementing the People and Culture Strategy. 
  • Responsible for providing specialist and complex professional HR guidance and support to all managers within the charity. 
  • Lead on a range of employment matters including the lead for Equality, Diversity and Inclusion. 
  • Support the ongoing development of a culture to enable the development of a workforce which is at the heart of the organisation, in which colleagues feel valued, safe, and respected. 
  • Build on our ability to work in agile and flexible ways, establishing innovative ways of working and providing outstanding learning and development opportunities for all colleagues. 
  • Responsible for leading and managing People, Wellbeing and Cultural projects devolved by the CEO which support the achievement of the Board’s overarching objectives.

Principle Duties and Areas of Responsibility 

The core elements of the role are: 

Corporate Responsibilities 

  • Board wide responsibility for corporate governance as a member of the Senior Management Team (SMT) Support Executives and Senior Managers in the delivery of the Board’s aims and objectives 
  • Actively contribute to successful team working 
  • Contribute to the development of delivery of the FNF strategy
  • Always conform to the charity’s policies and procedures are in line with legislation and are reviewed and updated
  • Establish effective networks and partnerships with other organisations to enable continuous improvement and learn from best practice. 

People and Culture 

  • Ensure that the People and Culture functions have key performance indicators and that plans are directly linked to the Board’s strategic objectives
  • Develop and maintain People policies which are fair, transparent, comply with relevant legislation and promote the charity as Board as an “employer of choice” creating robust relationship management support from creation of roles, through recruitment, on-boarding and into career pathways 
  • Work with the Occupational Health outsourced services to ensure an effective Occupational Health People and Wellbeing section of the overarching People and Culture Strategy.
  • Provide accessible and transparent people and workforce information to the Board and relevant committees
  • Create bespoke EDI training for all team members to include whole team training, coaching specific sensitivities, and line management-related issues.
  • Support to Director of Leadership Development and FNF Academy Associates to ensure all scholarship and leadership programmes include EDI in the design and delivery of the programmes
  • Meet with team members on request to provide additional bespoke training as issues arise in their operational areas.
  • Work with each team across FNF to advise on best practice embedding of EDI in all aspects of work, with aparticular focus on communications and our brand awareness.
  • Work with the CEO and Executive Team to ensure the interview process is one where candidates from diverse backgrounds can demonstrate all they can bring to a role at FNF and is a positive and welcoming experience.
  • Provide support and direction to the CEO and Executive Team and line managers on development and retention of all staff by ensuring they have the skills, knowledge, behaviours and experience to achieve FNF’s EDI objectives.
  • Be an advocate for all staff from Ethnic Minority (EM) who experience race-related issues and discrimination either in or outside of work, and where appropriate or necessary, support them through any formal processes.

 Workforce Modernisation

  • Provide expert advice to managers to enable them to identify and implement workforce modernisation including efficiency programmes which may impact on the workforce, to include leading the identification of new ways of working, role redesign and improved performance systems
  • Support managers to implement change including effective consultations and engagement with all employees 
  • Lead complex negotiations with staff/, to secure the delivery of service developments and service balance. 
  • Develop effective strategies and procedures which can identity and mitigate risks to workforce in relation to the attraction and retention of staff
  • Support the production of workforce plans that match staffing requirements to service needs within agreed budgetary limits over both the short and long term and that are innovative in design and look at new roles and new ways of working. 

Learning and Development

  • Ensure that learning and development initiatives are in place to deliver a workforce equipped to meet the future needs 
  • Ensure, with the Finance Director, a costed annual training plan which reflects the development needs of staff, incorporating all statutory and mandatory training.
  • Ensure the charity delivers on its commitment to becoming a learning organisation. 
  • Ensure appraisal formats are in place to ensure the development needs of the workforce are addressed and there is access to appropriate learning and development opportunities, highlighting areas of Risk and compliance to the Board and/or sub committees. Culture Support the Director of People and Culture working with the Executive and Senior Management Teams in transforming the Board both culturally and clinically, through improved leadership that reflect the organisational vision and values. Support the development of interventions that provide insights into organisational culture and make recommendations as to how we develop an organisation where all staff feel valued, supported, involved and engaged. 

Performance Management

  • Ensure that systems are in place to evaluate and review performance against agreed targets and performance indicators (KPIs) for function 
  • Ensure the People function is positive, proactive and influential in its contribution to the strategic and operational panning processes. 
  • Promote the vision, values, and goals of the organisation. 

Person Specification 

Education and Training 

Essential / Desirable 

CIPD qualified - Essential (E)

Fellow Member of CIPD - Desirable (D)

Masters level qualification (or working towards) - E

Evidence of on-going Continuing Professional Development (CPD) - E 


Evidenced relevant HR/People knowledge and experience within a complex multi professional public, charity, or private sector organisation - E

Significant experience in people management at a senior level. Demonstrable consolidated experience of leading in an area within a HR/OD service or of leading large HR/People related projects - E

Evidence of a practical understanding of people strategies and practices to achieve and support new ways of working. - E

Strong analytical and creative thinking with excellent presentation and writing skills able to present information in a meaningful way. - E

Strongly developed communication skills including the ability to communicate highly complex information with fully developed persuasive, negotiating and influencing skills. - E

Fully competent in all Microsoft Office packages; - E

Literate in current information technology and information management techniques. - E

Leadership and management knowledge and skills - E

Evidence of effective communication, influencing, facilitation, listening and interpersonal skills capable of generating commitment the team - E

CIPD qualified. Fellow member of the CIPD Public sector senior management experience Accredited award in Coaching - E

Strong leadership skills with experience of working in EDI atmanagement level, collaborating with senior leaders throughout the organisation to ensure EDI priorities are aligned with the FNF’s objectives. - E

A genuine passion for delivering EDI initiatives throughout an organisation, including using data and insights to drive improvements, and expertise on the principles of discrimination and inequality. - E

Experience of designing ED&I training - D

Excellent planning and organisation skills to ensure information is keptup to date and accessible. - E

Able to communicate effectively with employees and line managers at all levels - E

Able to write clearly and concisely, producing reports for internal and external audiences - E

Strong influencing skills using a range of techniques to best effect - E

Ability to manage sensitive issues - E

Understanding of the current issues affecting the nursing and midwifery workforce globally - D 

A significant record of achievement in developing HR processes - E 

Good diplomacy, negotiation capability and the ability to build collaborative and collective teams - E 

Evidence of Continuous Professional Development (CPD) in Employment Law - E 

Key Skills / Abilities 

Demonstrate inspirational leadership skills - E 

Excellent communication and presentation skills - E 

Decision maker with strategic vision - E 

Ability to work under pressure and deliver to tight deadlines - E 

Ability to build strong, effective working relationships - E 

Ability to translate complex strategy to workable, understandable practices for staff - E 

Personal Qualities 

Strong and visible passion and commitment to the strategic objectives and vision of the Foundation - E 

Personal gravitas and inspirational leadership skills to lead a significant programme of work - E 

Able to motivate staff and volunteers and bring people together  - E 

Strong inter-personal and relationship building abilities and works as an effective ambassador for the Foundation - E 

Equal Opportunities 

A deep understanding of the principles of equality, diversity and inclusion and promoting inclusion in the work place - E 

Please see the attached candidate pack for further information, including competencies required for this role.

Date of interview: Wednesday 05 October 2022
Please note: Interviews will be conducted in person at our offices in SE1 London

More about Florence Nightingale Foundation

The Florence Nightingale Foundation (FNF) was established in 1929 as a living memorial to Florence.  The Foundation advances the study of ... Read more

Posted on: 15 August 2022
Closing date: 14 September 2022 at 23:59
Tags: Human Resources,Senior Management

The client requests no contact from agencies or media sales.