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Background

The University of Birmingham is a global institution working within a diverse and vibrant City, offering an inspiring education to our students, and undertaking critically important research. We are a place of open, critical thinking, and the creation, sharing and dissemination of knowledge. Professional Services put students at the heart of all they do and enable an exceptional educational experience. They provide outstanding support to our researchers and help the University to grow its influence regionally, nationally, and globally. They ensure the University’s resources are used wisely, manage and improve the infrastructure which sits at the heart of the institution, and support decisions to be made quickly and based on sound evidence. Our Birmingham Professional programme operates across the University, supporting colleagues to network and collaborate, offering opportunities to learn and develop, contributing to the delivery of the University’s objectives, and helping everyone to understand the broader context within which we work. 

Department Overview

Our University has a proud history of philanthropy stretching back to its foundation in 1900. With a clear vision to change the lives of the people of Birmingham, Joseph Chamberlain raised the funds required to build the University from citizens and corporations based locally and around the globe. Since then philanthropy has continued to play an important role in shaping the University. There have been a number of fundraising campaigns, including a £1m urgent capital appeal after the Second World War and a £1.4m campaign to fund the Vale ‘student village’ in the 1960s. In 2015 we closed the Circles of Influence Campaign, raising £193 million, making it the largest HE fundraising campaign outside Oxbridge and London.

The University has global reach, including several partnerships with other leading universities around the world, and is grounded in its local community, having opened the first fully comprehensive University secondary school in the country in 2015. We are an ambitious and successful research-intensive University (one of the top 100 research-led universities globally) and have produced 10 Nobel Prize winners, including three who received their awards in 2016. Academics here are exploring the impact of climate change, helping to address global health epidemics, and changing our understanding of Shakespeare. Our students come from nearly 150 countries and our flagship outreach programmes mean that almost 25% of our student population come from disadvantaged backgrounds: one of the highest proportions in the UK. 

DARO exists to support this academic and student community by engaging, inspiring, and celebrating alumni, individuals, and charitable funders who give their money, time, and networks to support the University’s strategic priorities. The Office, which is comprised of five teams, is focused on fundraising and volunteering from alumni, organisations and individuals who are passionate about changing lives, through funding various research trials, supporting student bursaries, mentoring students, and providing internships.

Role summary

Are you looking for a corporate partnerships role that contributes to a better society? Are you passionate about supporting the future pipeline of talent to fulfil their potential, regardless of their circumstances? Would you like to work with inspiring academics who tackle some of the world’s most pressing global challenges such as the impact of climate change on our woodlands and forests, issues caused by migration and displacement, the rise in youth mental health issues, and the prevention of needless maternal deaths in the developing world.

The University of Birmingham is recruiting a Corporate Philanthropy Manager, an exciting role that will join us in our ambitious ‘Birmingham in Action’ campaign and help us to grow our philanthropic income. You will manage a portfolio of corporate partners and prospects and will work with colleagues across the University to develop a pipeline of significant philanthropic gifts across priority themes and projects, with the opportunity to shape these based on your fundraising experience. This role is a great opportunity to further develop your skills and will play a vital role in delivering projects to change lives locally, nationally and internationally.

A key member of the Development and Alumni Relations Office’s (DARO) Charitable Partnerships team, you will identify, create and manage corporate philanthropic partnerships with local, national and global businesses. You will have an enthusiasm for building relationships, the skill to interact with high-level corporate professionals and academics, along with the ability to translate complex information into a compelling case for support.

The Corporate Philanthropy Manager will be responsible for:

• Developing and strengthening relationships with key current corporate funders to the University to grow philanthropic income.
• Identifying and building relationships with new corporate funders with the opportunity to raise five and six figure gifts.
• Managing a pipeline of short, medium and long-term funding applications and relationships to enable year-on-year corporate philanthropy income growth.
• Oversight of key campaign programmes.
• Building close working relationships with academics, alongside other University colleagues, to find information needed to write clear and compelling proposals on existing and new areas of research, that aligns with the strategic priorities of corporate funders.
• Build effective, co-ordinated, working relationships with a range of external stakeholders.
• Managing the whole donor journey of a corporate funder, from identification to acknowledgement and stewardship.
• Meeting reporting objectives of funders and ensuring an excellent experience for funders.
• Efficiently use the Customer Relationship Management system to record and report on activity.
• Be responsible for adhering to relevant fundraising regulation and current data legislation in the UK and in target markets whilst ensuring fundraising is ethical and that due diligence is undertaken as necessary.
• Understanding the breadth of the University and appreciating the differences of each College.
• Understanding the context of our work in relation to the wider operations of the University.
• Fosters a fair and equitable workplace for all staff. 
• Identify and respond to equality and diversity issues in line with relevant university policies and procedures.
• Supports the University’s sustainability agenda through resource efficient working.
• Any other duties commensurate with the grade.

 Required Knowledge, Skills, Qualifications, Experience

• Educated to Degree level (or equivalent qualifications). Where no equivalent qualification is held, significant practical relevant experience and expertise in a similar role will be required.
• Evidence of writing motivational and persuasive reports or proposals – this could be demonstrated through performance in full time, part time or voluntary roles.
• The ability to understand and communicate complex expressions of academic vision to non-academic philanthropic supporters.
• Outstanding 
• Understanding of and ability to represent the vision and mission of the University of Birmingham.
• Experience of working to a minimum of five figure gifts and exceeding targets.
• Ability to prioritise own workload under pressure and balance a range of competing deadlines.
• Passion for and knowledge of Higher Education, particularly research and the role of philanthropy.
• Ability to build strong relationships and engage with individuals and organisations, internally and externally.
• Ability to work collaboratively with a wide audience internally including academics and Professional Services staff.
• Personal confidence, independence and determination to succeed as an individual and as part of a team.
• The desire to support colleagues in the achievement of their individual and the collective goals and to celebrate others’ success as positively as your own.
• The ability to represent the University internally and externally through excellent interpersonal skills: diplomacy, discretion, tact, persuasiveness, the confidence to deal with a wide range of audiences, along with the ability to deploy negotiation skills when required.
• Good all-round IT skills including competence with all aspects of MS Office.
• The flexibility and willingness to work unsociable hours (evenings and weekends) occasionally, when required.
• Knowledge of the protected characteristics and duties under the Equality Act 2010. Including fostering good relations and advancing the universities Public Sector Equality Duty (PSED).
• communication and to present confidently to audiences of all sizes.

JOB PURPOSE  

The People and Learning Manager supports the delivery and ongoing development of the organisation’s Learning & Development (L&D) approach, combining practical delivery with scope to shape and improve learning initiatives.

Working closely with the Head of People Services, the postholder will design, deliver and evaluate inclusive and impactful learning programmes that build organisational capability, support leadership development, and enhance the experience of both employees and volunteers. This role also oversees training administration for staff and volunteers, ensuring that all learning activities are well-coordinated, effectively promoted and accurately recorded to support meaningful reporting and continuous improvement. 

Alongside this, the role will contribute to the wider People agenda by embedding learning and development into core HR practices by supporting managers through coaching, contributing to employee relations matters with a developmental lens, and supporting people projects. The role works collaboratively with the People Services team to ensure a consistent and joined-up approach to people development and practices across the organisation.

MAIN DUTIES 

Learning and Development (Staff and Volunteers)  

• Design, deliver, and continuously improve the organisation’s L&D offer for staff and volunteers, aligned with organisational priorities and plans.   

• Design and deliver practical training and guidance to managers on effective people management, building capability across the organisation.  

• Identify learning needs and develop solutions, including designing and facilitating programmes, workshops, and learning resources.   

• Deliver core learning programmes, including management and leadership development, and contribute to organisation-wide learning activity.   

• Design, deliver, and evaluate volunteer training programmes, ensuring volunteers have the skills, knowledge, and confidence to carry out their roles.   

• Develop and embed initiatives such as mentoring, coaching, shadowing, and career development pathways.   

• Manage and develop the organisation’s e-learning platform and learning resources, including supporting rollout and use of the HR system learning module to improve access, tracking, and impact.   

• Ensure learning activity is effectively administered, communicated, and promoted across the organisation.   

• Work closely with the People Services team and stakeholders to identify capability needs and deliver effective learning solutions, engaging external providers where appropriate.   

• Support induction and onboarding for staff and volunteers, alongside wider workforce development (including apprenticeships, internships, and volunteer programmes).   

• Monitor and evaluate learning activity using feedback and data to drive continuous improvement.   

• Ensure all learning activity is inclusive, accessible, and aligned with EDI principles, supporting organisational values and behaviours.   

• Maintain L&D policies, processes, and resources in line with best practice, using research and insight to enhance the L&D offer.  

Wider People Responsibilities (Capability and L&D focused):  

• Using broader HR expertise to support and advise on employee relations activity, identifying opportunities for upskilling and enabling early intervention.  

• Contribute to HR policies and processes, ensuring they are supported by clear learning and guidance.   

• Support key people processes (e.g. performance reviews), ensuring they are consistent and development-focused.   

• Use people data and insights to identify capability gaps and inform targeted learning interventions.   

• Work with the wider People Services team to embed learning into organisational change, new systems, and policy updates.   

• Contribute to engagement initiatives and wider People projects to build organisational capability and performance.  

GENERAL RESPONSIBILITIES 

• Work in conjunction with your Line Manager, to support the ongoing development of the role, ensuring responsibilities remain appropriate to the needs of The Passage.   

• To attend internal and external meetings, training events and briefings as required.  

• To participate in regular supervision and annual appraisals, identifying job-related development and training needs.   

• To ensure all The Passage policies and procedures are adhered to, particularly those relating to Health and Safety, Code of Practice and Confidentiality.   

• To promote and uphold The Passage’s commitment to equality, diversity and inclusion.   

• To undertake the role in a professional manner, working in accordance with the aims, values and ethos of The Passage.   

• Undertake any other duties that may be required which are commensurate with the role.  

PERSON SPECIFICATION

The person specification sets out the essential abilities and qualities that will be used in the selection criteria for this post.When completing your application form, please address criteria E1 to E6, K1 to K3 and S1 to S6 demonstrating your experience and knowledge, giving evidence of your experience and abilities. 

DESIRED EXPERIENCE 

E1 Proven success of designing, developing and delivering inclusive and engaging training resources and interventions, both face-to-face and virtually.

E2 Experience working with a range of internal and external stakeholders, building effective relationships and responding to organisational needs.  

E3 Proven experience sourcing learning and development providers and solutions  

E4 Experience using data and reporting to evaluate learning activity and inform improvements.  

E5 Experience coaching and advising managers on HR policies, processes, and people management practices from a learning and development perspective.  

E6 Experience supporting organisational change initiatives, using learning interventions to enable effective implementation. 

DESIRED KNOWLEDGE 

K1 Strong understanding of learning and development principles, including different approaches to designing engaging and effective learning. 

K2 Strong understanding of Learning Management Systems (LMS) and digital learning tools.  

K3 Sound knowledge of learning theory, instructional design and best practices in learning & development. 

DESIRED SKILS 

S1 Ability to build excellent working relationships at all levels.  

S2 Strong facilitation, presentation and written communication skills, with the ability to tailor messaging to diverse audiences. 

S3 Demonstrable ability to evaluate learning interventions, including producing and interpreting metrics and reports. 

S4 Excellent organisational skills, with the ability to manage competing priorities in a fast-paced environment.   

S5 Confident IT skills, including Microsoft Office and HR / learning systems.   

S6 Ability to work independently and collaboratively, maintaining professionalism and confidentiality.