Brand Executive Jobs in Glasgow

About the role:

We have been awarded a Department for Education contract to deliver high quality training to kinship carers across England, which will complement our existing progammes and services, including our national Peer-to-Peer Programme, innovative programmes commissioned by local authorities in England and Wales and our free information and advice services including Kinship Compass.

In order to reach and support more kinship carers with these programmes and services, we are building a new Marketing Team – comprising a Head of Marketing, Marketing Manager and Marketing Officer - to develop and deliver integrated, strategic and creative marketing campaigns and strategies.

This is an exciting opportunity for an experienced, senior-level marketeer with a strong track record in overseeing the development and delivery of effective and successful multi-channel marketing strategies targeted at a range of audiences to join us as our Head of Marketing. We’re looking for someone excited to hit the ground running in developing a new team and function, and who is able to plan strategically and creatively about how to maximise engagement and acquisition with a small in-house team. You will play a crucial role in supporting Kinship’s growth including through income generation, by increasing brand awareness and developing compelling marketing offers for key audiences including kinship carers, local authorities and referral partners.

A strategic thinker and natural collaborator, you’ll be able to work across the organisation to develop integrated marketing strategies and plans across all of Kinship’s services and programmes, and ensure these align with our wider external communications, including to our Kinship Community of around 12,000 carers. You’ll also be comfortable getting involved in the operational delivery of our marketing plans, supporting your team of two and demonstrating an insight and audience-led approach to both digital and offline marketing, thriving in an environment where you’ll be responsible for overseeing the progress of various strands of marketing activity.

You will have significant experience in leading marketing teams in the charity sector, and have demonstrable experience in delivering successful, engaging marketing strategies in-house. You will have experience of operating at a senior management level – perhaps as a Senior Manager, Head of or other senior-level role, adept at working with senior level internal and external stakeholders.

We will guarantee interviews to any candidates with experience of kinship care (either of being in kinship care or of being a kinship carer) who demonstrate that they meet the essential skills and experience outlined below.

What we’ll offer you 

Kinship offers 30 days’ annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This fixed-term role is open to flexible working (school hours would be considered). We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.

Kinship is committed to championing equality, diversity and inclusion.  We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams.  We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us. 

This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity! 

To apply:

Please apply for this role through BeApplied. You will be asked to answer four questions and attach your CV. You will have max 250 words per answer.

1. Tell us why you’re interested in working for Kinship in this role. Please also include how your personal values align with ours - Step up, Be stronger together, Be bold and Put people first.
2. If you were offered the role, what would your priority actions be in the first three months and why? Tell us about what you’d need to find out and what would be your approach to the role?
3. How would you ensure your team are motivated, high performing and happy in their role?
4. This role will involve working with a wide range of stakeholders across the kinship care landscape, to gather views, insights and contributions. How would you go about identifying, listening to and working with stakeholders and seeking consensus? What would you do when consensus cannot be reached?

Application deadline: 9:00am on Monday 11 December 2023

1st interview date: Friday 15 December 2023 (online)

2nd interview date: Monday 18 December 2023 – in-person (Vauxhall). The interview process will be two stages online (on Zoom) and for the second interview you will be asked to create a presentation (you will hold full copyright and ownership of the presentation and contents) and there will be a timed written task.

The Talent Set are delighted to be working with Barnardo’s to find their new Senior Individual Giving Executive.

Barnardo’s offers excellent flexible working patterns and locations around the UK.

As Senior Individual Giving Executive you will project manage a range of Individual Giving campaigns, which have substantial income & expenditure budgets. The role will sit within the Stewardship and Development team. Campaigns managed will be across varied channels including (but not limited to) dialogue, digital, direct mail or direct response TV.

Key Responsibilities:

• To support the Individual Giving Manager or Senior Individual Giving Manager in the on-going development of the supporter acquisition programme, by providing comprehensive evaluation of campaigns, drawing conclusions and making recommendations for future activity.
• To support the Individual Giving Management team with the development of annual Individual Giving campaign plans and their implementation.
• To monitor the budget of the campaigns managed, where appropriate - including significant expenditure of £500k+.
• To manage the day to day running of Individual Giving campaigns; including campaign planning, overseeing creative development, liaising with key stakeholders, co-ordinating print and production, ensuring fundraising is compliant with the IoF Code of Conduct and GDPR, monitoring and analysing results and feeding back to agencies.
• To assist with the analysis, evaluation and reporting of campaigns, drawing conclusions and making recommendations for future activity.
• To ensure that all activities with external suppliers are integrated to support overall fundraising objectives, and that they complement and support Barnardo’s key messages and brand requirements.
• The post holder will be responsible for developing and implementing campaigns from within the Acquisition Individual Giving portfolio. However, how work is split across the team is reviewed regularly to allow opportunities for development.

Person Specification:

• Experience project managing fundraising campaigns across a wide range of different media including face to face, telemarketing, direct mail, direct response TV and digital marketing.
• Understanding of and an ability to manage and monitor budgets.
• Experience of putting together data briefs and an understanding of the principals of data segmentation for use in fundraising campaigns.
• Experience of evaluating the effectiveness of fundraising campaigns.
• Experience of briefing and building relationships with external suppliers.

To be considered for this position please apply with your CV as soon as possible, regrettably please note we may not be able to reply to each and every application.

Along with Barnardo’s we are committed to diverse and inclusive recruitment practises that ensure equal opportunity for everyone, regardless of race, sexual orientation, mental or physical disability, age or gender. We encourage applications from all backgrounds and will happily make reasonable adjustments to always ensure a fair process.

Marketing Manager 

Reports to:Head of Media, Brand and Relationships 
Location:Remote (UK based) / Bristol / London  
Salary: £42,750 per year  
Length of contract: 37 Hours per week, permanent

Closing date:  9am Wednesday 13th December 
Interviews: Stage 1: 10th-11th January 2024  
Stage 2: 17th-18th January 2024 

Please note that we do not invite enquiries from recruitment agencies. 

Main Purpose of Post 

This role manages organisational marketing and supports income generation.  The main purpose of the post is to create marketing strategies and marketing communications to promote Women’s Aid’s products and services to its target audiences. The Marketing Manager will create and implement a new marketing strategy, crucial to the ongoing development of WA profile. Understanding the needs of the charity, you will be responsible in identifying marketing plans and initiatives which will enable WA to meet both the long and short- term needs. You will lead in the planning and implementation of creative marketing activities and will work closely with Head of Media, Brand and Relationships to deliver the success of the strategy.

Line manages: Communications Officer for Training and Education team; Communications Officer for Fundraising team (both part-time posts) 

DUTIES AND KEY RESPONSIBILITIES 

• Will lead on marketing planning and activities for the organisation, under the direction of the Head of Media, Brand and Relationships and working alongside business development colleagues.

• To be accountable for increasing demand for products and services and increasing leads and opportunities for the charity. 

• To understand the motivations of why people, engage with our services and products, and to codify this to create journeys for those who engage with us.

• To line manage the Communications Officer for the National Training Centre and Communications Officer for the training team. 

• To oversee market research to understand our positioning within the market and to keep up to date with market trends, working closely with the Business Development Managers to collate relevant data. 

• To create an omni channel organisational marketing strategy, targeted towards our multiple audiences and meeting their needs, using a range of channels including online and social media. 

• To work in collaboration with other colleagues and organisations to ensure that marketing is informed by charitable objectives and income targets. 

• To be able to work with budgets and create realistic targets and KPIs for direct reports. 

• Represent Women’s Aid at events as required. 

General Responsibilities  

• To maintain clear and adequate records of work completed; and to produce reports on work programmes and activities as required by management. 

• To contribute to team meetings and organisational priorities, to prepare and participate in supervision and appraisal meetings as required. 

• To take direction on projects and priorities from your line manager, this may vary from time to time.

• To assist in the organisation of meetings, conferences or events organised by Women’s Aid, if required. 

• To provide support and assistance to the Media, Brand and Relationships Team and Women’s Aid’s CEO as necessary. 

• To abide by all organisational policies, codes of conduct and practices, and to work within a framework of equal opportunities and anti-discriminatory practice.

• To be flexible within the broad remit of the post. 

Other  

• This job may involve occasional unsocial hours and travel throughout England.

Person Specification 

EXPERIENCE Essential: 

• Significant experience of working in marketing, minimum of three years. 

• Experience of line management. 

• Experience of working effectively with a range of stakeholders, building relationships at a high level and work collaboratively. 

• Experience of maintaining systems for information storage and retrieval.

• Experience of online communications/websites/social media, including Content Management Systems. 

• Budget management experience 

• Proven track record of successful results from marketing initiatives 

• Have experience in delivering multi-channel marketing campaigns 

Desirable: 

• Experience marketing in a charity environment. 

SKILLS & ABILITIES Essential: 

• Ability to market products and packages, while keeping organisational values at heart of approach. 

• Effective communications skills both written and verbal,

• Good influencing skills 

• Ability to produce high quality written material, for copy writing, copy editing and marketing materials. 

• Ability to carry out a range of research and information-gathering activities. 

• Ability to provide effective customer services to a wide range of individuals and organisations and to maintain and develop positive relationships. 

• IT skills, including accurate data inputting skills, ability to use Microsoft programmes, understanding of Content Management Systems and troubleshooting simple website problems,  and willingness to learn new packages and IT skills as required. 

• Ability to communicate sensitively with survivors of domestic abuse to discuss case studies.

• Ability to work on own initiative and prioritise work, work to tight deadlines and respond to urgent unplanned demands. 

Desirable 

• Experience of Adobe Creative Suite or similar desktop publishing programmes used to create documents and web banners. 

KNOWLEDGE Essential: 

• An understanding of the requirement to maintain confidentiality in relevant areas of work. 

• A basic understanding of, and sensitivity to, the issues relating to domestic abuse, including the nature of domestic abuse and its impact on women and children.

• An understanding of the principles and practices of marketing. 

EDUCATION/TRAINING 

We welcome applications from candidates who hold a marketing or communications qualification however no formal qualification is required

OTHER REQUIREMENTS 

• Able to demonstrate a commitment and sensitivity of the aims and objectives of Women’s Aid; 

• Commitment to anti-discriminatory practice and equal opportunities; 

• Willingness to work occasional unsocial hours as required. 

Summary of Terms and Conditions of Employment 

Terms of appointment: Confirmation of appointment will be subject to the satisfactory completion of a probationary period.  This will normally be of six months (less for short term contracts).  During this time an employee will be expected to establish their suitability for the post. During the probationary period employment may be terminated in writing, giving one week's notice by either party (this may be waived by mutual agreement). Only any statutory dismissal procedure will apply during the probationary period. There is no probationary period for contracts of under 3 months. 
All posts are subject to a DBS check, two suitable references and right to work checks. 
Salary:  £42,750 pro rata + benefits. Salary is paid in arrears through bank credit by the 25th of each month.  Part time staff receive pro-rata payment based on hours worked.  
Working hours:  The standard working hours for this post are 37hours per week, based in London/Bristol/Remote UK based; benefits include a generous bank holidays and annual leave package and contributory pension scheme.  All posts, including remote posts must be based in the UK. 
Support and supervision:  Women’s Aid has a commitment to providing regular supervision and support to staff with annual appraisals forming a key part of staff development.  We have a training policy in place and encourage staff to take an active role in their career development plan. 
Pension:  Women’s Aid is enrolled with the People’s Pension scheme. Women’s Aid normally contributes 7% of salary and the employee contributes 3% towards the group pension scheme. Eligible staff will be automatically enrolled on the scheme when they have successfully completed the 3-month interim probationary review.  
Annual Leave:  Women’s Aid offers an annual leave entitlement of 28 days per year rising by one day per year until 30 days annual leave per year is reached.  In addition, we offer 8 days public holidays plus 2 additional days in March and August. Plus, three days of ‘end of year’ leave, bridging the gap between the festive holiday period and new year to allow colleagues to rest and recharge during this unique quiet time. All leave entitlement is calculated pro-rata for part time employees 
Other leave:  Employees have contractual rights to time off for reasons of sickness, maternity and other circumstances. 
Period of notice: 2 months after your probationary period has been completed. 
Union:  You have a right to membership of a trade union. Women’s Aid recognises Unison.  
Asylum and Immigration Act 1996:  To confirm your right to work in the UK, Women’s Aid will need to see the original of at least one document from a specified list (available on the UK Government website). Most commonly this is a British Passport. 
Additional information is available on request. 

Role outline and purpose

The Learning Specialist will assist in the design and delivery of appropriate blended solutions to meet individual, team and organisational learning and development needs that will support and equip the workforce to achieve the vision of an end to the need for foodbanks in the UK.

The role will be responsible for the development of engaging face to face and digital L&D solutions that help drive high performance, in line with operational and strategic requirements. The role will deliver training and people development support to staff. 

Working across with the People & Inclusion Directorate and with a range of internal and  external stakeholders to ensure the smooth running of learning solutions from idea conception through to implementation, taking ownership for a range of content across key skill areas.

Role responsibilities

· Design and delivery of learning programmes for our staff, including ‘on the job’ training, coaching and the creation of digital learning resources.

· Advise on the design and delivery of digital content using up to date learning technologies, supporting the internal learning management system.

· Collaborate with departments and project teams across the organisation, responsible for delivering the L&D elements of projects and facilitating specific interventions to support the success of the work.

· Design face to face and digital course content, documentation, and structured learning resources for a range of L&D solutions.

· Source and curate content for our learning management system, GROW.

· Act as a partner for business areas, supporting the delivery of their operational activity through the identification, development, and implementation of a plan to meet their learning & development needs (including training design and facilitation, coaching, and the development of digital learning resources).

· Support the Learning & Development Manager to deliver the core learning offer, delivering new and existing training and workshops as needed; and answering queries that come into our team.

Personal Specification

Technical skills and minimum knowledge:

· Highly developed interpersonal skills: able to build and manage relationships and network effectively; promotes a collaborative team environment.

· Excellent planning skills; with sound project management knowledge and capable of managing a broad portfolio of activities.

· Excellent presentation and facilitation skills, demonstrable knowledge of learning theory and experience in designing and developing engaging learning interventions.

· Expertise in the use of learning technologies and committed to the ongoing development of capabilities in this area.

· Ability to embed Equity, Diversity and Inclusion within all objectives that report into this department.

Behaviours and competencies:

· Demonstrates a strong, visible passion and commitment to the Trussell Trust and its strategic objectives.

· Committed to diversity and inclusion, championing the principles of equality of opportunity.

· Deliver work within a cross-Directorate matrix structure where operational and development benefits arise from resource sharing.

· Collaboration and delivery through others with clear plans and an empowering approach to ensure accountability for delivery of customer outcomes.

· Engaging people and creating opportunities for relationship building, and building a supportive, respectful working environment.

Key Stakeholders

· People Experience

· Volunteering Management

· Department Leadership Teams contributing to L&D planning.

· Diversity & Inclusion

· EA and PA Community

· Communications

· Brand & Marketing

Development Manager at Fumble

• Salary £30,000-£34,000, depending on experience (pro rata at 0.8 FTE) We’re looking for someone 4 days per week (0.8 FTE). However, other hours will be considered for an exceptional candidate.
• Fully remote or Sheffield hybrid, UK candidates only You must be based in and have the right to work in the UK, due to employment law.
• Start date: asap
• Deadline to apply: 5pm on Thursday 21 December
• Contract type: permanent
• Benefits: pension, 25 days annual leave + bank holidays (pro rata if the role is taken up on a part time basis), training and development

We’re looking for a talented Development Manager who will develop and run Fumble’s exciting and impactful products.

Examples of the type of products are:

• Parent workshops
• Consultancy (for academic research projects & for brands)
• Our monthly donor membership programme
• Peer support programmes for young people.

Our ideal person is likely to have experience in the following areas:

• Developing, delivering, marketing and selling services/products
• Managing freelancers and other relevant stakeholders
• Delivering projects successfully to timelines, keeping track of budgets, and measuring impact
• Customer engagement.

If you have experience in some, but not all, of these areas, don’t let this put you off - we’re looking for a talented and passionate individual who’s willing to grow with the role. We need someone who’s excited about getting things going "from scratch" , and being a very key member in Fumble’s small staff team.

We’re an emerging, award-winning charity with massive UK-wide impact, and we’re looking for the perfect person to help us make it all happen. You will be the third member of our small and mighty staff team. This is a unique opportunity to take on an instrumental role in developing Fumble, working with our CEO, Lucy, and our Programme Manager, Emilie, to define who we are, what we’re doing, and to strengthen all our activities.

Discover all about Fumble in our most recent annual report, attached.

Ready to apply? Send your CV (pdf format preferred) and a cover email to Lucy and Emilie.

‘Fumble is like the knowledgeable best friend every young person needs when growing up. A handbook for everyone, to guide them in making the right sex and relationship choices for themselves.' Amy, 19

About the role:

This is an exciting new role, leading the new digital team of five in Kinship. We’re developing a new website alongside the delivery of a brand-new training service for kinship carers.

The focus for your team is to build a brilliant website and digital products which meet the needs of our kinship carers and our other key audiences. We’ve already launched Kinship Compass, our online information hub for kinship carers and part of the new website redevelopment will be to create one seamless experience and integrate both.

You’ll manage Content Designers who will create user led content for Kinship Compass (online advice and information) and our training service – creating online content and workshop content. They will work closely with subject experts across the organisation.

You’ll provide digital leadership, increasing our digital capabilities across the organisation by driving innovation. Identifying opportunities to leverage gen AI and machine learning to develop our online services and content. 

We’re looking for someone who is curious about using digital to support and enhance our services for kinship carers. And you’ll use data and insight to do that, continually optimising user journeys and experiences.

Our influencing, campaigning, research and policy work is core to changing the system for kinship carers and our new website needs to support the strategic objectives for these audiences. Working with our fundraising team, the right person will support the team to create better supporter journeys.

We have just been awarded the Department for Education contract to deliver high quality training to kinship carers across England. You will work closely with the Advice, Training and Information team to ensure kinship carers are able to book online or face-to-face training through our website without friction.

This is a new role and team so you will need to be someone who is comfortable with a high level of ambiguity and who is able to build high performing and effective teams quickly.

Working collaboratively with colleagues across Kinship and in cross-functional teams will be to be a key strength. You’ll need to be curious, detail orientated with an improvement mindset.

A new Associate Director of Advice, Training and Information will set up and embed a new Knowledge Board, which you will also co-own. The board will develop a new taxonomy which will form the framework for all content (including online) to support kinship carers as they become and live as a kinship carer.

You’ll be supported by an ambitious and supportive executive team and will join a high performing senior management team.

What we’ll offer you

Kinship offers 30 days' annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This role is open to flexible working. We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.

Kinship is committed to championing equality, diversity and inclusion.  We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams.  We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us.

This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity!

To apply: 

Please apply by submitting a CV and answering five short questions via BeApplied. Please note that all answers will be viewed anonymously by reviewers and CVs will not be viewed until after this sift has happened. This is the first opportunity to demonstrate your experience and to stand out in the recruitment process. Reviewers will not see all your answers together and will be marking on the strength of the response to each question.

Once this has been completed, all of your application will be reviewed together and discussed by the shortlist panel.

If we invite you for interview, we will ask you to share a portfolio of work (if you have one), please don’t worry if you don’t. You will have a maximum of 250 words per answer.

1. Describe how your experience and values are a good fit for this role
2. If you were offered the role, what would you prioritise in the first three months and why? Tell us about what you’d need to find out and what would be your approach to the role?
3. Describe a time when you’ve developed a new process or system to improve ways of working across teams.
4. How would you ensure your team are motivated, high performing and happy in their role?
5. When being briefed to produce a digital strategy, what are the key questions you would want answered?

Key Dates

Application deadline: Monday 4 December at 9.00am

1st stage interviews: Friday 8 December 2023 (online)

2nd stage interviews: Tuesday 12 December 2023 (Vauxhall office)

About Kinship:

Kinship is the leading charity in England and Wales for kinship carers – relatives and friends who raise children when their parents aren’t able to. We offer kinship carers expert advice as well as financial, legal, practical and emotional support and understanding from the moment they need it, for as long as they need it. We’re always there to help with the complicated and stressful decisions that so many kinship families have to make, as well as to celebrate the good times.

Working alongside kinship carers and the children they raise, with their voice and views at the fore, we build communities of support and give everything we have to fight for each family and their rights, as well as to raise awareness of kinship care and secure better support for all those playing this critical role.

Prospect Development Manager.

Salary: c£27,000 for a 4-day week.

Location:  Homebased.

Contract: Permanent, Part Time ,28 hours per week.

Benefits: 29 days annual leave pro rata PLUS bank holidays, excellent training and development opportunities, flexible maternity, adoption, and paternity packages, up to 7% employer contribution pension, discount portal with your favourite brands. 

Closing Date: Friday 1^st December 2023.

Interviews are scheduled for week commencing 11^th December 2023.

Due to volume of anticipated applications, we can close the advert at any point, so please do get your application in as soon as possible.

Why Action for Children? 

Working here is more than a job. Everyone in the Action for Children family is passionate about protecting and supporting children. It is the sense of purpose that drives us every single day. Because we know that, when we work together, we can make a huge difference to bring lasting improvements to vulnerable children's lives.

A bit about the role

Reporting into the Senior High Values Operations Manager, your remit will be to lead the Prospect Research Function to engage with fundraising teams to drive forward activity in four key areas of prospect research: identification, prospect management, due diligence and data management, leading to the development of robust supporter pipelines in key areas of growth, and opportunities to maximise supporter lifetime value to the organisation.

How you'll help to create brighter futures

• Produce top line and in-depth biographical and professional research on individuals, trusts, and companies for high value fundraising teams, as well as the Executive and Senior Leadership Teams (ELT and SLT).
• Line management responsibility to deliver prospecting and pipeline activities
• Work with Fundraising Heads and Leads to develop prospecting strategies for the identification of new high value prospects.
• Undertake strategic network-mapping, in line with Fundraising teams' activity plans, to understand the best opportunities for engaging with current and future high value prospects.
• Lead prospect portfolio reviews for the Philanthropy team to assess the health of the pipeline.
• Devise and deliver training to the Philanthropy and Events Teams.
• Work with the ELT and the SLT to manage the process involved with the Charity's Donation Acceptance and Refusal Policy from end to end.

Let's talk about you 

• Experience of prospect research including identifying and prioritising prospects, network mapping, ethical screening and developing gift capacity ratings.
• Experience of creating processes to capture activity in relationship management.
• Experience of using and interrogating relational databases, ideally Raiser's Edge and Salesforce.
• An established awareness of the current major gift, corporate, trust and foundation and statutory landscape in the UK and wider economic trends.
• An enquiring mind, with the confidence and persona to build excellent relationship with colleagues at all levels.
• Ability to deal with confidential matters and act with discretion.
• Capable of remaining calm under pressure while maintaining highest levels of accuracy.
• Flexible approach to work and to apply initiative, creatively and laterally.
• Ability to line manage staff.

Please see the Job Description for the full list of accountabilities and requirements.

At Action for Children, we're dedicated to building a diverse, inclusive, and authentic workplace by actively encouraging applications from Black, Asian & Minority Ethnic candidates and people with disabilities, as they are under-represented within Action for Children. We want to take deliberate and meaningful action to ensure fair opportunity to all groups in our communities and for AFC.

Don't meet every single requirement? If you're excited about this role but your experience doesn't align perfectly with the job description, we'd love you to apply anyway. You might just be the perfect person for this role, or another role within the Action for Children family.

The deadline for applications is Sunday 17th December 2023

Location:Remote (reporting to line manager in GMT+2 with weekly meetings with colleagues in EST)

Reporting to: Operations Director

Annual salary:  $70,000 - $110,000 USD

Contract type:  Permanent

Working hours: Full-time

Candidate level:  Management

Background

The Climate Emergency Collaboration Group (CECG) is a regranting collaboration made up of some of the world's largest climate philanthropic funders. With a mission to drive climate action, CECG uses their convening and philanthropic power to facilitate stronger collaboration, coordination, and campaigning from the global climate movement around the UN climate talks and other international summits. CECG is fiscally sponsored by Rockefeller Philanthropy Advisors (RPA), a 501(c)(3), as a Sponsored Project within its charitable-giving fund.

Purpose of role

As CECG grows with the need for climate action, we are seeking a brand-new Finance Manager to join the developing team. This is a full-time position for a qualified financial professional to establish, organise and run the financial processing, analysis and reporting function of the organisation. As part of this role, the incumbent will manage all aspects of CECG’s revenue streams, grant streams, annual budgeting process, forecasting and cash flow. A seasoned analyst who has experience in streamlining processes, implementing systems and building strong internal controls, they should plan to work in close collaboration with the Director of Operations, Executive Director, Programme Directors, and CECG’s fiscal sponsor Rockefeller Philanthropy Advisors (RPA). 

The financial manager should lead and evolve the financial and accounting function as a strategic and responsive team member, ensuring that CECG has effective systems, GAAP compliant policies, procedures and processes to fully support its core operating model. Timely and accurate financial reports should support organisational decision making, comply with donor reporting, internal and external standards and the regulatory environment.

Primary responsibilities

Financial reporting:

● Interpret and review financial information and analyse monthly financial data.

● Support/prepare financial reports to external funders in accordance with grant agreement deadlines.

● Develop and distribute management reports on a monthly, quarterly and annual basis with variance analysis.

● Prepare cash flow reports, burn-rate analysis, financial trends and projections.

Budgeting and forecasting:

● Support the development of budgets for funding requests and funding applications.

● Lead the annual budgeting process with development, review and amendments to forecasts for 3-year strategic plans.

● Monitor revenue and expenses for all income streams on a monthly basis and develop updated forecasts.

● Analyse expenditure trends and suggest cost effective ways to reduce or maintain spending.

Financial management:

● Conduct monthly reconciliation of all accounts and ensure compliance with accounting standards and policies.

● Review invoices and expense reports and general ledger reports and identify any misallocations.

● Manage compliance with funder’s terms and conditions, deliverables, monitor spending, request amendments, and plan spend-out.

● Monitor and support the fiscal sponsor, to ensure that grant and vendor records are maintained with required and appropriate documentation, payments are processed on time, and necessary approvals are in place.

● Support grant making with assistance in budget development and monitoring and ensuring compliance with funding awards and agreements.

● Ensure grant compliance by reviewing the grant agreements, accounting practice and proper coding of revenues and expenses to grants.

● Assist with the preparation of schedules, analysis and other documentation for RPA and grant specific audits.

Financial systems, policies and procedures: 

● Develop, review and update CECG’s financial policies aligned to fiscal sponsor. 

● Research and explore suitability of new financial software systems that improve accuracy of financial data and enhance analytics.

● Introduce and implement new financial systems that streamline processes and automate reporting.

● Develop and implement strict internal controls.

● Develop, review and update financial and grant making procedures in accordance with donor regulations and RPA policy.

● Keep knowledge levels updated on regulatory, statutory and tax environment as well as financial system improvements and trends.

● Develop and implement strategies that work to minimise financial risk.

Relationship management:

● Build effective working relationships internally and externally.

● Provide high-quality financial support for delivery of programme strategy and plans.

● Develop strong working relationships with senior leadership to support data driven decision making. 

Profile

The following offers an aspirational view of our ideal candidate profile; however, we encourage applications from candidates with a wide range of experiences and backgrounds, especially those from underrepresented groups.

Experience

• Minimum 5 years of related experience with similar responsibilities.
• Knowledge and understanding of budget development, financial reporting, US GAAP, cash management, grant management, non-profit finance and accounting regulations, taxation and regulatory legislation.  
• Familiarity with grant making, charitable funds, or fiscal sponsorship preferred.

Skills

• Ability to effectively communicate accounting and finance concepts to non-finance partners and staff.

· Proficient in Microsoft Excel, including Pivot Table, VLookUp and other advanced functions.

· Working knowledge of Netsuite, Vena SP&A tool, Fluxx is an added advantage.

• Excellent analytical skills - detail and data oriented.
• Negotiation skills and the ability to develop strong working relationships.
• Excellent oral and written communications skills. 
• Strong communication and organizational skills
• Ability to manage multiple projects simultaneously and meet tight deadlines with quality deliverables.
• Ability to adapt to fast-changing environment and remain flexible in a growing organization.
• Strong self-management skills and resilience in dealing with challenges.
• Good judgment, resourcefulness and ability to problem-solve and troubleshoot.
• Confidence in decision-making ability and providing suggestions in a constructive manner.
• Work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.

Qualifications

• B.A./B.S. Degree in Finance, Accounting, or related fields.
• CA/CPA/ACA/ACCA/CIMA qualification.

The deadline for application is Sunday 17th December 2023.

This is a rolling process, please apply as soon as possible.

Stay updated on the latest jobs by subscribing to our Global Charity Jobs weekly bulletin and if you’re looking for a rewarding career in the non-profit sector register in our database. 

Daryl Upsall International actively promotes equality, diversity and inclusion. In recruiting candidates, we seek candidates with the proven skills required; irrespective of race, gender, religion or belief, age, disability or sexual orientation.

 

 

Community and Events Fundrasising Officer

We are looking for an enthusiastic individual with a can-do attitude to help us deliver our exciting Community and Events Fundraising programme. No previous fundraising experience is required, just an organised individual with a knack for building relationships, a passion for exceptional ‘customer service’ and a drive for uniting communities and raising money for charitable causes.

You’ll work within the charity’s passionate Fundraising and Engagement Team to raise funds to support children and families affected by the childhood cancer neuroblastoma and our vision, for a future where no child dies of neuroblastoma or suffers due to the treatment they receive.

This extremely rewarding role would suit anyone looking to take their first step in their fundraising, marketing or charity career. Don’t think your experience directly aligns? Don’t worry; we’re interested in transferable skills and attitude, so consider and show us how these apply to this role.

Summary of role responsibilities

• To help deliver the charity’s Community and Events Fundraising Programme, including special events, community fundraising, challenge events, individual giving, and fundraising appeals.
• To ensure excellent supporter and donor care and build long-term valued relationships to optimise income generation.

This is a fixed-term role offered on a one-year contract. We are looking for the successful candidate to ideally start in January 2024, but there is flexibility with this.

For more detailed information about the role, charity and team, take a look at the Recruitment Pack.

Recruitment timetable

We aim to follow the schedule outlined below:

Applications opens: 22 November 2023

Applications closes: 10 December 2023, 11:59pm

Shortlisting: 11 December 2023

Interviews: 15 December 2023 (in person in London)

If there are any adjustments that would help you engage with the recruitment process, please let us know.

​We actively encourage applications from those with lived experience of neuroblastoma and/or other childhood cancers. As an equal opportunity employer, we also welcome applications from all suitably qualified candidates, regardless of age, disability, gender, gender reassignment, marriage/civil partnership, pregnancy, maternity, race, religion or belief, sex or sexual orientation.

As a safeguarding charity whose work and practice are underpinned by safeguarding principles to protect children and young people and enhance their welfare, we always work in accordance with legislation, statutory guidance, and best safeguarding practices. All our roles require a basic criminal record check.

ACTION AGAINST HUNGER UK

TERMS OF REFERENCE FOR:

Localisation evaluation of Action Against Hunger’s response for the DEC Ukraine Humanitarian Appeal

Summary table 

Countries covered

Moldova, Poland, Romania and Ukraine

Dates

Phase 1: March to August 2022

Phase 2a: September 2022 to August 2023

Phase 2b: September 2023 to 2024 (exact month TBC)

Type of contract

Temporary contract for a team of evaluation consultants

Overall objective of evaluation

· Evaluate Action Against Hunger’s DEC-funded response to the Ukraine crisis using the cross-cutting theme of localisation.

· Determine the strengths and weaknesses of local partnerships delivering humanitarian assistance in Moldova, Poland, Romania and Ukraine.

· Assess the extent that localisation enhanced the ability of Action Against Hunger to apply the Core Humanitarian Standard.  

1. BACKGROUND AND RATIONALE

Established in 1979, Action Against Hunger  is a non-governmental organisation that aims to provide solutions to hunger. Our mission is to save lives by eliminating hunger through the prevention, detection and treatment of under-nutrition, particularly during and after emergency situations linked to conflicts or natural disasters. We focus on nutrition, health and healthcare practices; food security and livelihoods; water, sanitation and hygiene and advocacy. In 2022, Action Against Hunger worked across 55 countries.

The Disasters Emergency Committee (DEC) brings together fifteen of the UK’s leading aid charities to raise funds in response to major international humanitarian crises. Each are experts in humanitarian aid and specialise in different areas of disaster response. They come together to fundraise quickly and efficiently at times of crisis overseas and speak in one voice and make fundraising more efficient once an appeal is launched.

Action Against Hunger became a member of the Disasters Emergency Committee (DEC) in 2018.  As a DEC member organisation, the AAH Network has supported the DEC Ukraine Humanitarian Appeal.

 A DEC-funded response has been delivered by Action Against Hunger in Moldova, Poland, Romania and Ukraine. Activities began in March 2022 and will come to an end in 2024.  

The DEC has funded Action Against Hunger to deliver a response to the Ukraine crisis, focussed on cash-based interventions, mental health and psychosocial support as well as the distribution of food items and hygiene kits. Refugees, IDPs and  host communities have been targeted by the intervention.

The rationale for conducting this evaluation is to strengthen the ability of Action Against Hunger to deliver localised humanitarian responses in the future. This is an increasingly important consideration for the Network. Action Against Hunger is committed to shifting the power to local and national civil society, as well as putting people and communities at the centre of programming. This evaluation will collect evidence and make recommendations about how this objective can be achieved.

Action Against Hunger’s Local Partnership Policy defines what the Network understands by localisation and local partnerships. This document also sets out a commitment to partnering with local/national (L/N) actors wherever possible, to acknowledging, respecting and strengthening the capacity, leadership and systems at a L/N level while learning from L/N actors and to ensuring our work always adds value and complements that of L/N actors. (This policy document was not in place for the whole of the response, as a result it will be used as a theoretical framework in a formative evaluation to identify learning areas.

The evaluation should also build upon and respond to Options for supporting and strengthening local humanitarian action in Ukraine: a scoping exercise report, published by the DEC in November 2022. This document identified the following four key priorities for promoting localisation within the context of the Ukraine response:

· Funding and financial management,

· Capacity strengthening and organisational development,

· Equitable partnerships, and,

· Coordination and collaboration.

2. OBJECTIVES AND FOCUS OF THE EVALUATION

The first objective of this consultancy is to determine the strengths and weaknesses of Action Against Hunger’s partnerships with L/N actors formed in response to DEC Ukraine Humanitarian Appeal funding. The focus of this evaluation will be partnerships with L/N actors that have no previous humanitarian experience. Across the four countries, the Network has developed formal and sustained partnerships with a wide variety of local organisations (including local non-governmental organisations, national government ministries, local government and community-based organisations). One focus of the evaluation will be to draw lessons learned from the successes and challenges of working in partnership in Ukraine and neighbouring countries to integrate into Network-wide learning

The second objective of this evaluation is to assess the extent that localisation has enabled Action Against Hunger to apply the Core Humanitarian Standard (CHS) within the Ukraine response. The CHS is the benchmark used by both the DEC and Action Against Hunger to define what quality and accountability mean in the context of humanitarian action. It will therefore be the standard by which the evaluation team assesses the intervention. Each of the nine CHS commitments will be used as criteria to structure the evaluation findings. Questions using the CHS are proposed in Table 1 below. (These questions are preliminary and the appointed evaluation team are welcome to make additions or modifications.)

Table 1: Proposed evaluation questions structured using the Core Humanitarian Standard (CHS)

CHS Commitment number

CHS Commitment

CHS key action

Proposed evaluation question

1

Communities and people affected by crisis receive assistance appropriate to their needs

1.2

To what extent did local partnerships enable the design and implementation of appropriate programmes based on an objective assessment of needs and risks, and an understanding of the vulnerabilities and capacities of different groups?

2

Communities and people affected by crisis have access to the humanitarian assistance they need at the right time.

2.2

Did local partnerships lead to the planning and implementation of programmes in a timely manner, making decisions and acting without delay? If yes, how was this achieved? If no, why were there delays?

3

Communities and people affected by crisis are not negatively affected and are more prepared, resilient and less at-risk as a result of humanitarian action

3.3

To what extent did the response facilitate the development of local leadership and organisations in their capacity as first-responders in the event of future crises?

3.4

Did Action Against Hunger and local partners plan a joint transition or exit strategy in the early stages of the humanitarian programme that ensures longer-term positive effects and reduces the risk of dependency?

4

Communities and people affected by crisis know their rights and entitlements, have access to information and participate in decisions that affect them

4.2

To what extent did local partnerships enable communication in languages, formats and media that are easily understood, respectful and culturally appropriate for different members of the community, especially vulnerable and marginalised groups?

4.4

Did localisation encourage and facilitate communities and people affected by crisis to provide feedback on their level of satisfaction with the quality and effectiveness of the assistance received, paying particular attention to the gender, age and diversity of those giving feedback? If yes, how did this happen? If no, why not?

5

Communities and people affected by crisis have access to safe and responsive mechanisms to handle complaints

5.3

Did local partnerships manage complaints in a timely, fair and appropriate manner that prioritises the safety of the complainant and those affected at all stages?

6

Communities and people affected by crisis receive coordinated, complementary assistance.

6.2

Did Action Against Hunger complement activities of national and local authorities? If yes, how was this complementarity achieved? If no, why not?

Did Action Against Hunger empower L/N to represent themselves in relevant clusters and working groups?   

6.4

Did Action Against Hunger share necessary information with local partners, local coordination groups and other local relevant actors through appropriate communication channels?

To what extent was there clear communication between Action Against Hunger and L/N actors?

7

Communities and people affected by crisis can expect delivery of improved assistance as organisations learn from experience and reflection

7.3

To what extent did Action Against Hunger and local partners share learning and innovation with each other?

8

Communities and people affected by crisis receive the assistance they require from competent and well-managed staff and volunteers

8.3

To what extent did Action Against Hunger enable local partners to develop and use the necessary personal, technical and management competencies to fulfil their role?

Did Action Against Hunger’s approach to supporting L/N partner indirect costs enable the development of local institutional capacity?

9

Communities and people affected by crisis can expect that the organisations assisting them are managing resources effectively, efficiently and ethically

9.1

Did localisation lead to the design of programmes and implementation of processes to ensure the efficient use of resources, balancing quality, cost and timeliness at each phase of the response?

3. DEFINITIONS

Action Against Hunger defines a local partnership as:

A relationship between Action Against Hunger and one or more local and/or national actors that work together to achieve a defined and shared goal, which contributes to the L/N actor’s work. This relationship may be short-term and operational, or long-term and strategic. Such a relationship is based on shared interest and complementarity, is constructive and dynamic in nature, and mutually beneficial – for our partners, for Action Against Hunger and, most importantly, for the people and communities we serve. (Action Against Hunger, ‘Localisation Partnership Strategy’, pp.5).

Local and national actors are defined as those who are:

· present in locations before, during and after a crisis,

· accountable to national/local laws as well as social and cultural norms,

· accountable to communities and the government where they work, and,

· led by local nationals where they work, and not internationally affiliated in terms of branding, governance, or financing (that results from that affiliation). (Ibid.)

4. EVALUATION PROCESS AND METHODOLOGY

Evaluation approach

Interested candidates should submit a technical proposal that incorporates the following methodological considerations:

· We are open to a range of methodologies, provided brief justification is given in the proposal.

· We anticipate findings will be based on the triangulation of evidence.

· The evaluation will use a participatory methodology. This is defined as L/N actors being empowered to shape the evaluation, findings and recommendations from inception phase to report writing.

· A multi-country perspective should be adopted, and findings should be relevant to the response as a whole.

Data collection techniques and sampling

The three data collection groups for this assessment are representatives of local/national (L/N) actors, Action Against Hunger stakeholders and communities and people affected by crisis. Primary data must be collected from all four locations considered by the evaluation (Moldova, Poland, Romania and Ukraine). The evaluators should therefore budget and plan for in-country and face-to-face data collection. It is expected that the evaluation team will rely on purposive sampling techniques. A quantitative survey using probability sampling is not a requirement of this evaluation.

As a minimum, the following methods should be used by the evaluation team:

· A document review,

· Key informant interviews with L/N actors,  

· Key informant interviews with Action Against Hunger team members across the Network,

· Qualitative techniques (for example, focus group discussions) to collect data in collaboration with communities and people affected by crisis, and,

· At least three case studies featuring detailed information about local partnerships formed by Action Against Hunger during the Ukraine response that have a wider applicability in terms of recommendations and lessons learnt for the rest of the Network.

Data analysis

A systematic and rigorous plan for analysing qualitative data should be adopted by the evaluation team (for example, thematic analysis).

5. TIMEFRAME AND DELIVERABLES  

The diagram below (Figure 1) suggests an indicative and preliminary workplan for this project. Note that this workplan is subject to change. All changes would be communicated by us in advance and further details can be drawn out during inception phase. The evaluation team are required to abide by DEC Evaluation Guidance. This document specifies that the final report should be submitted no longer than one month after programme activities finish. Data collection in each country should begin while programme activities are on-going and no later than one month before the end of the intervention.

Figure 1: Preliminary evaluation workplan

There are three deliverables for the assignment: a) an inception report, b) an evaluation report, and  c)) a findings and recommendations workshop to include both Action Against Hunger and L/N representatives. The structure of the evaluation report should include as a minimum:

· List of abbreviations/acronyms/tables/figures,

· Executive summary,

· Background and context of the Ukraine crisis,

· Evaluation purpose, objectives, scope,

· Methodology (data collection methods, sampling strategies, limitations and challenges), 

· Findings,

· Case studies,

· Lessons learned,

· Conclusions, and,

· Recommendations.  

6. SAFEGUARDING AND ETHICAL CONSIDERATIONS

The evaluation team will be expected to follow the Action Against Hunger International Code of Conduct, the Action Against Hunger UK Anti-Bribery Policy, the Action Against Hunger UK Child Protection Policy and the Action Against Hunger UK Modern Slavery Policy. 

7. PROFILE

Action Against Hunger welcomes proposals from consultants who can demonstrate that, as a team, they meet the following criteria: 

· A team leader with at least eight to ten years’ experience delivering evaluations of humanitarian interventions – Essential,

· All other team members should have at least five year’s evaluation experience related to the humanitarian sector – Essential,

· An understanding of localisation/shifting the power/the Grand Bargain – Essential,

· Experience working successful with L/N humanitarian actors – Essential,

· Qualitative research skills – Essential,

· Experience of delivering participatory evaluations – Essential,

· Knowledge of cash-based interventions – Essential,

· Knowledge of mental health and psychosocial support – Essential,

· Working knowledge of Ukrainian and Russian – Desirable,

· Experience of conducting evaluations in the context of the Ukraine crisis – Desirable, and,

· Relevant national languages (Romanian and Polish) – Desirable.

8. APPLICATION DETAILS

The deadline for receipt of applications is Friday 8th December. The budget ceiling for this assignment is £55k inclusive of VAT.

About us 

Myeloma UK is the only organisation in the UK dealing exclusively with the incurable blood cancer myeloma and related conditions. We are committed to bringing together the best and brightest people to help us ensure that every patient has an empowered present and a hopeful future.

Our ultimate goal is to find a cure and make myeloma history. Until then, our mission is to help every patient live well with myeloma for as long as possible. We are committed to diagnosing myeloma earlier, discovering and sharing knowledge, transforming the patient experience and influencing positive change in care.

About the role

 This is a new role within the Philanthropy and Strategic Partnerships team responsible for developing and leading our major donor programme. Myeloma UK is embarking on an ambitious five-year income generation strategy, which aims to increase income from £5m to £10m by 2028. This position will play a critical role, working alongside the Head of Philanthropy and Strategic Partnerships to double the income we raise from major donors and family trusts by securing 5-6 figure grants for a range of innovative and life changing programmes – including patient and family support, research and advocacy. The Philanthropy Manager is also responsible for managing and supporting the Philanthropy Officer in securing mid to high level donations from individuals.

The major donor programme at Myeloma UK is established - we have a strong community of existing high-level supporters and have identified significant potential donors within our community - but these opportunities have not been fully leveraged in the past. Building on this foundation, and a major fundraising Gala planned for Spring 2024, there is a significant opportunity to transform this area of fundraising and this role will be instrumental in delivering a step change in our approach. The role requires outstanding relationship building skills, and the ability to work with high-net-worth individuals, to build credibility and trust and inspire them to support Myeloma UK.

About you

You will be an experienced major donor fundraiser with the ability to secure 5-6 figure gifts and lead others to do the same. You will be a strategic thinker, who is ready to lead and implement our major donor strategy alongside the Head of Philanthropy and Strategic Partnerships.

We need someone with exceptional relationship management skills with the ability to nurture high value relationships and also work closely with senior colleagues, Trustees and other volunteers to build deep and long-lasting donor relationships. It will be crucial to work closely with colleagues across the charity to identify fundraising priorities, develop fundraising propositions and involve them in the cultivation and stewardship of key relationships.

You will be a skilled communicator and negotiator with the ability to communicate complex scientific information in an engaging way. We need someone who can build relationships from scratch, uncover donor motivations and convey the importance of Myeloma UK’s work to inspire support.

 How to apply

 If you think you would be a great fit for this role, get in touch and tell us more about yourself by sending us a CV that sets out your career history, with key responsibilities and achievements together with a covering letter telling us more about you and what you think makes you a good candidate for this role.

Applications close on Sunday 10 December. Interviews will be held remotely w/c 18 December 2023. You may be asked to do a task prior to your interview.

Myeloma UK is an equal opportunities employer and always welcomes applications from suitably qualified and eligible candidates.

Please note, you will be asked to provide evidence of your eligibility to work in the UK prior to interview selection.