Director of delivery jobs in Home based
Using Anonymous Recruitment
This organisation is using Anonymous Recruitment to reduce bias in the first stages of the hiring process. Submit your application as normal and our system will anonymise it for you. Your personal information will be hidden until the recruiter contacts you.
Context:
Kinship provides direct support to, raises awareness of and campaigns for the rights of kinship carers across the UK. Kinship carers are navigating complex family relationships, trauma, poverty, discrimination. The children that they care for have frequently experienced abuse or are at risk of harm. Safeguarding concerns can be disclosed by kinship carers at all contact points with Kinship.
Safeguarding children and adults at risk of abuse or neglect is a collective responsibility and requires a safeguarding approach that is aligned to statutory frameworks, is professional, consistent, trauma-informed and proportionate to level of risk.
The designated safeguarding officer holds organisational responsibility for Kinship’s safeguarding framework and actions. The role works collaboratively with a team including a Safeguarding Trustee and a group of Deputy Designated Safeguarding Leads drawn from key service areas across the charity.
The role provides expertise, professional guidance and clear direction across the organisation, supporting staff and volunteers to make sound safeguarding decisions within a framework.
Purpose of the role:
The Designated Safeguarding Manager works closely with all teams across Kinship to embed proactive, person-centred, and partnership-driven safeguarding practice to protect children and adults at risk of harm.
The role provides professional oversight to Deputy Designated Safeguarding Leads through individual and group reflective practice and supports high-quality and defensible safeguarding decision-making. The role drives contextual safeguarding approaches, promote professional curiosity, continual professional development and ensures safeguarding responses are informed by lived experience and the realities of kinship care.
At Kinship safeguarding concerns come from risks of harm to adults and children often with risks of harm to multiple people in the same family context.
This requires careful, trauma-informed decision-making and support for staff responding to complex safeguarding situations.
How the role works:
Reporting to the Head of Programmes, the Designated Safeguarding Manager holds responsibility for safeguarding practice across the organisation and provides expert oversight and organisational assurance ensuring safeguarding is embedded consistently, proportionately and in line with best practice.
This role will require flexibility for occasional travel in England and Wales.
Key responsibilities:
Organisational safeguarding accountability and assurance
- Act as Kinship’s Designated Safeguarding Officer, holding organisational authority for safeguarding decision-making and escalation.
- Hold organisational accountability for safeguarding practice, ensuring responsibilities are well defined, understood and embedded across the organisation.
- Maintain and assure a robust safeguarding framework, including defined roles, escalation routes, decision-making thresholds and accountability arrangements and balance safeguarding rigour with compassion and proportionality.
- Provide safeguarding oversight and assurance during service development, mobilisation and organisational change to ensure risks are identified, assessed and mitigated.
Trauma-informed safeguarding practice and oversight
- Embed trauma-informed safeguarding practice, ensuring all decisions, interventions, and organisational processes:
- Recognise the impact of past and ongoing trauma on children, kinship carers, and families.
- Prioritise emotional and psychological safety while balancing protection, autonomy, and empowerment.
- Integrate trauma-awareness into risk assessments, safety planning, case management, policies, and service design.
- Support staff through reflective supervision, guidance, and training to respond effectively.
- Provide professional oversight and reflective practice support to Deputy Designated Safeguarding Leads.
- Provide expert safeguarding advice and consultation to staff and managers, supporting the assessment of concerns, threshold decisions, appropriate escalation, and proportionate, trauma-informed decision-making.
- Quality-assure safeguarding practice and decision-making to ensure actions are proportionate, person-centred, trauma-informed, and defensible.
- Maintain appropriate oversight of safeguarding records, risk assessments, and safety planning.
Policy, compliance and organisational assurance
- Develop, review and maintain safeguarding policies, procedures and guidance in line with legislation, statutory guidance and Charity Commission expectations.
- Ensure safeguarding systems, processes and recording arrangements are robust, accessible and consistently applied.
- Provide regular safeguarding assurance, analysis and learning reports to senior leadership and the Board of Trustees.
Culture, capability and continuous improvement
- Embed trauma-informed, contextual and culturally responsive safeguarding practice across the organisation.
- Promote professional curiosity and reflective practice, supporting staff to exercise sound professional judgement and avoid overly procedural responses.
- Design and deliver safeguarding training and guidance for staff and volunteers, building organisational capability and confidence.
- Lead learning reviews following safeguarding incidents or near misses, ensuring learning informs service and practice improvement.
Equity, inclusion and anti-racist safeguarding
- Ensure safeguarding practice actively considers how race, ethnicity, racism and intersecting inequalities shape risk, vulnerability and access to support.
- Support teams to identify and challenge bias and assumptions through reflective practice, supervision and learning.
- Embed equity, inclusion and anti-racist principles within safeguarding frameworks, policies, training and quality assurance processes.
Partnership working and external accountability
- Work collaboratively with statutory partners and external agencies to support effective safeguarding responses.
- Represent Kinship in multi-agency safeguarding forums, reviews or regulatory engagement as required.
Experience (Essential)
- Significant experience in adult and child safeguarding practice, including oversight of complex, high-risk, and multi-agency safeguarding situations.
- Experience providing professional oversight, reflective supervision, and structured learning support to safeguarding practitioners or leads, without direct line management responsibility.
- Experience embedding contextual safeguarding approaches and promoting professional curiosity in decision-making.
- Experience of working confidently with complexity, challenging constructively and supporting teams to do the right thing in difficult situations.
- Experience developing, reviewing, and embedding safeguarding policies, procedures, training, and learning frameworks.
- Substantial experience working with dispersed or multi-disciplinary teams, supporting wellbeing, professional development, and reflective practice.
- Experience working in voluntary sector, community-based, or service delivery organisations, particularly where safeguarding concerns arise through multiple routes.
Knowledge (Essential)
- Strong working knowledge of adult and child safeguarding legislation, statutory guidance, and recognised safeguarding frameworks, with the ability to apply them proportionately in practice.
- Up-to-date knowledge of children’s and adult social care systems.
- Understanding of trauma-informed, strengths-based practice in work with adults, children, and families.
- Awareness of how racism, inequality, and structural disadvantage can increase risk and shape safeguarding experiences, particularly for Black and minoritised communities.
- Understanding of organisational safeguarding governance, including accountability, assurance, escalation, and risk management.
- Knowledge of safeguarding responsibilities within the voluntary and community sector, including Charity Commission expectations, trustee duties, and regulatory requirements
Skills and abilities (Essential)
- Strong professional judgement, with confidence in making and defending complex safeguarding decisions.
- Calm, credible, and reflective approach in ambiguous or high-pressure situations.
- Ability to support and challenge colleagues constructively through reflective discussion, learning, and coaching rather than directive management.
- Clear, compassionate, and adaptable communicator, able to translate safeguarding complexity for diverse audiences, including operational and service delivery teams.
- Highly organised, able to manage multiple safeguarding priorities while maintaining attention to detail.
- Ability to work collaboratively across wide-ranging professional teams and external partners.
- Values-led, with a demonstrable commitment to equity, inclusion, anti-racist practice, and culturally responsive safeguarding.
Qualifications (Essential)
- Relevant professional qualification (e.g. social work, health, or related field), or equivalent professional experience.
- Evidence of ongoing professional development in safeguarding children and adults.
- Permission to work in the UK.
Attributes and general characteristics (Essential)
- Commitment to the values, aims, and objectives of Kinship.
- Respectful, empathetic approach to working with individuals from diverse backgrounds.
- Flexible and willing to travel across England as required.
- Excellent written and spoken English.
Desirable
- Lived experience of kinship care.
- Experience using Salesforce, Asana, Notion, and/or general AI tools for case management, project management, or documentation.
- Experience in innovation and continuous improvement within safeguarding practice or organisational culture.
How to apply:
Please apply for the role of Designated Safeguarding Manager by sending a tailored CV and responding to these 5 questions below in the online application process. Please read the guidance notes in the job pack.
Closing date is 9am on Mon 2 March, with a first interview (30 mins online) that week and a second interview in person on Tues 10 March 2026.
For all questions, please provide a maximum of 250 words per answer.
1.Alignment with Kinship: Why do you want to work for Kinship, and why does this Safeguarding Manager (Designated Safeguarding Lead) role matter to you at this point in your career? Please refer to Kinship’s work and services in your answer, and explain what specifically about this role you are drawn to.
2.Trauma informed practice: Describe a specific example where you have led or overseen a safeguarding concern using a trauma-informed approach.
3. Contextual safeguarding and professional curiosity: Tell us about a time you applied contextual safeguarding or professional curiosity to a situation where the initial concern did not tell the full story. What did you notice, what questions did you ask, and how did this change the safeguarding response?
4. Reflective practice and supporting others: Give an example of how you have supported others to improve safeguarding decision-making through reflective practice (for example group reflection or one-to-one discussion). What was the issue and what changed?
5. Equity, racism and safeguarding: Describe a situation where race, ethnicity or structural inequality affected safeguarding risk or decision-making. How did you recognise this and what did you do to ensure a fair and proportionate response?
What we offer you:
- Flexible working - we understand how important it is to balance family and work life.
- 30 days annual leave, plus bank holidays (1 April to 31 March) pro rata (3 to be taken at Christmas shutdown)
- Employee Assistance Programme (24/7 confidential advice line and counselling)
- Charity Worker Discounts.
Read the guidance notes in the job pack.
Make sure you’ve read the job description and the essential requirements – make sure your application reflects those points in the requirements very clearly.
Tell us why you want to work for Kinship. We’re interested in working with people who share our values. You can read about our values above.
Keep your response clear – use bullets points and short paragraphs if that helps. It will help the recruitment team to focus on your knowledge, skills and experience.
We know people might use AI – however make sure the answers reflect you and who you are and your experience. So many applications are the same because they’re using AI. Make sure you stand out.
Registered Charity
21 - 50
We support kinship carers in their homes and communities, giving advice and helping them work through problems to find the best way forward.
Thank you!
Using Anonymous Recruitment
This organisation is using Anonymous Recruitment to reduce bias in the first stages of the hiring process. Submit your application as normal and our system will anonymise it for you. Your personal information will be hidden until the recruiter contacts you.
Actively Interviewing
This organisation is scheduling interviews as applications come in. They're ready to hire as soon as they find the right person. Don't miss your opportunity, apply now!
Reports to: Operations Director (Head of Delivery)
Contract: Part-time (0.5 FTE)
Role Purpose
As Payroll Lead, you will manage HOST’s global payroll operations — ensuring that all staff, contractors, and hosted partners are paid accurately, compliantly, and on time.
You will bring structure, care, and precision to one of HOST’s most essential services: ensuring the people driving climate and social action receive the financial stability they need to do their best work.
This role supports both internal HOST staff and hosted partners, liaising across HR, Finance, and Community Support to deliver secure, compliant, and efficient payroll management. You will also help develop new systems and processes as HOST expands internationally, ensuring our operations remain smooth, transparent, and aligned with local legislation.
Core Responsibilities
1. Payroll Management
- Manage all aspects of monthly payroll for UK and international employees, contractors, and hosted partner staff.
- Prepare and process payroll changes (new hires, terminations, pay adjustments) in line with internal procedures.
- Ensure timely submission of payroll information to Finance and external providers.
- Reconcile payroll each month, identifying and resolving any discrepancies.
- Reporting cadence: Monthly payroll cycle; quarterly summary to Operations Director.
2. Compliance and Record-Keeping
- Ensure full compliance with UK employment law, tax regulations, and international payroll requirements in collaboration with external providers.
- Maintain accurate and confidential employee and contractor records.
- Support statutory reporting, including PAYE, HMRC, and pension submissions.
- Liaise with HOST’s Finance Team on audits and compliance reviews.
Reporting cadence: Monthly compliance report; annual payroll compliance review.
3. System Management and Improvement
- Maintain and improve digital payroll systems, ensuring data accuracy and secure integration with Finance and HR tools.
- Support the development of HOSTHub payroll features and automation processes with the Tech Team.
- Identify opportunities to simplify workflows and strengthen reporting.
Reporting cadence: Quarterly system and process improvement review.
4. Contractor and International Payroll Support
- Coordinate with the Community Support and Finance Teams to process international contractor payments, ensuring correct deductions and documentation.
- Liaise with local payroll providers and Employer of Record (EoR) partners to ensure compliance in each jurisdiction.
- Track and report on cross-border payroll performance and issue resolution.
Reporting cadence: Monthly report; immediate escalation of compliance concerns.
5. HR and Staff Support
- Serve as the primary point of contact for payroll queries from staff and contractors, providing clear and timely responses.
- Collaborate with the HR & Operations teams to ensure policies and processes reflect payroll updates and legislation.
- Support onboarding and offboarding processes for staff and contractors.
Reporting cadence: Ongoing; monthly summary of staff queries and resolutions.
6. Risk and Confidentiality
- Identify potential payroll or compliance risks, escalating concerns to the Operations Director and Finance Manager.
- Ensure all payroll data and personal information are handled securely, in line with GDPR and HOST’s data protection policies.
Reporting cadence: Ongoing; quarterly inclusion in organisational risk report.
Key Relationships
Internal: Operations Director, Finance Manager, Accountant, Community Support Leads, HR & Payroll External Specialist, and Legal Lead.
External: Payroll providers, Employer of Record partners, and hosted partner representatives.
Performance Indicators
- 100% accuracy in payroll delivery and documentation.
- 100% on-time monthly payroll completion.
- All compliance and statutory submissions completed by deadline.
- 100% confidentiality maintained in payroll data handling.
- Measurable improvements in payroll efficiency and staff satisfaction.
Qualifications/Experience: Member of recognised payroll body e.g. CIPP/GPA
Non Charity Employer
11 - 20
We believe in the power of people to do extraordinary things. Our mission is to host the world's change-makers, enabling climate and social action.
Thank you!
The Vacancy
Are you motivated by meaningful climate action and the power of communities to effect positive change? This role offers the chance to play a key role in the Methodist Church’s Action for Hope plan – our ambitious target to be a net zero Church by 2030.
We are offering this exciting opportunity to join in the work of the Environmental Engagement Team, and the whole Methodist Church, in helping to deliver this critical work.
As our Net Zero Engagement Officer, you’ll work closely with colleagues across the Connexion to inspire, equip, and mobilise churches, groups, and individuals to take practical steps towards sustainability. Your work will help build a movement of local action, lived faith, and collective environmental responsibility.
Through your knowledge and experience, you will also develop and share guidance, advice and training with Methodists throughout Great Britain as we seek to encourage national engagement.
This is a home-based role, with the post holder focusing on supporting churches and individuals nationally. You may be required to travel to our offices in Church House, London and other locations around the country as necessary.
About You
We’re looking for someone who brings both passion and expertise, and who will make a positive contribution to the Environmental Engagement Team. You will have:
- Demonstrated experience in the environmental, carbon reduction, or sustainability sectors
- Excellent oral and written communication skills
- Experience of delivery of training to internal and external audiences
- Ability to build and form good relationships with a diverse group of stakeholders
- Ability to think through, problem solve, develop and resolve issues
- Ability to work collaboratively with colleagues, and others throughout the Methodist Church
Our Culture, Values and Benefits
Thank you for considering joining our inclusive and welcoming team that strives for excellence and values employee wellbeing.
We value and support all those who join our team through a positive work-life balance augmented by generous annual leave (plus an extra 3 days over Christmas/New Year), TOIL, flexi-leave and an on-site Wellbeing Adviser service. We offer a generous occupational pension scheme, where the Methodist Church will pay double the employee contribution up to a maximum of 16% employer contribution.
The Methodist Church is an inclusive and supportive employer. We are actively committed to encouraging applications from all backgrounds, including Black, Asian and other Minority Ethnic groups. We are a Disability Confident employer and welcome applications from people living with disabilities.
If you have questions about the role or require reasonable adjustments at any stage of the recruitment process, please contact our HR team (contact details on our site).
Closing Date: 1st March 2026
Interview Date: 19th & 20th March 2026 (Online)
Registered Charity
101 - 500
The calling of the Methodist Church is to respond to the gospel of God's love in Christ and to live out its discipleship in worship and mission.
The client requests no contact from agencies or media sales.
Thank you!
Using Anonymous Recruitment
This organisation is using Anonymous Recruitment to reduce bias in the first stages of the hiring process. Submit your application as normal and our system will anonymise it for you. Your personal information will be hidden until the recruiter contacts you.
Head of Communications
Location: Home-based in the UK, within 90 minutes travel of Central London, with national and international travel
Contract: 2 years, part-time (3 days per week)
Reporting to: Director of Operations and Finance
Salary: £65,000 per annum (pro‑rated for 21 hours per week)
Additional benefits: 25 days annual leave pro-rated plus public holidays (annual leave increasing by 1 extra day for every year’s service up to 30 days total), life assurance and access to an employee assistance programme.
About WeProtect Global Alliance
Who we are
WeProtect Global Alliance is a global movement dedicated to ending the sexual exploitation and abuse of children online. We bring together governments, the private sector, civil society, and international organisations to create a safer digital world where every child can thrive.
Our Alliance connects over 300 members from across the globe, uniting diverse expertise and resources to protect children from harm, no matter where they are.
WeProtect Global Alliance is supported by a small, high-performing Secretariat of remote working staff based in the UK/Ireland and is overseen by an influential Global Policy Board drawn from our membership.
Our vision
A digital world free of child sexual exploitation and abuse
Our mission
To work together to build, engage and support a diverse, child-centred global network with the commitment, knowledge and skills to tackle technology-facilitated child sexual abuse and exploitation.
What we do
We focus on driving policy change, fostering international collaboration, and promoting cutting-edge research to combat online child abuse.
Through shared data, insights, and best practices, we empower our members to develop more effective solutions and inspire a coordinated global response.
With a steadfast commitment to child safety, WeProtect Global Alliance stands as a catalyst for change, advocating for a world in which technology empowers and protects children, not endangers them.
Together, we’re creating lasting impact and building a future where every child is safe online.
More information on who we are and what we do can be found on our website.
Job description
Key responsibilities
Strategic communications leadership
· Acting as the brand guardian, oversee the development, implementation and evaluation of high-quality strategic communications, branding and media strategies aligned with WeProtect Global Alliance’s organisational objectives.
· Embed a global communications lens across the Alliance’s work, proactively identifying opportunities to amplify impact and reach priority audiences.
· Provide expert advice on positioning, proactive and reactive communications, and reputational management to shape the Alliance’s approach.
· Ensure communications is embedded in actions plans and lead on monitoring, evaluation and insight.
External communications & media
· Ensure strong visibility and consistent branding across all communications channels, reinforcing WeProtect Global Alliance’s role as a leading global voice on online child sexual exploitation and abuse.
· Increasing WeProtect Global Alliance’s visibility in regions and sectors, increasing global brand recognition and audiences across digital channels.
· Lead media engagement to achieve national and international coverage, including oversight of press materials, high-impact communications outputs, high profile event speeches and statements.
· Oversee the development and delivery of high-quality content across the website, social media and other digital platforms including hands on support as required.
Member engagement & participation
· Oversee communications functions, including engagement strategies, communications channels and digital platforms.
· Work with the Head of Members to ensure communications with members to inspire, encourage and facilitate active participation in the Alliance and enable them to share learning, tell their stories and collaborate effectively.
Organisational strengthening & risk management
· Provide strategic communications and engagement support to cross-team projects, events and public-facing activity.
· Manage organisational risk related to communications and engagement, including oversight of crisis communications planning.
· Ensure compliance with communications-related obligations, including copyright, licensing and data protection requirements.
Senior management responsibilities
· Line-manage and support staff and consultants as required, fostering high performance, wellbeing and professional development.
· Act as a budget holder, ensuring compliance with organisational financial policies and delegated authorities.
· Represent WeProtect Global Alliance externally at meetings, events, forums and conferences as appropriate.
· Contribute to the development of funding proposals, donor communications and reporting, working collaboratively with colleagues.
Expectations
Senior Management Team (SMT)
As a member of SMT, you will also have a pivotal role to play in supporting and improving the organisations effectiveness as we implement the WeProtect Global Alliance new strategy, operating model and ways of working to ensure we remain effective, responsive and relevant in an increasingly polarized political landscape as we enter the fourth industrial revolution.
Cross-Functional Operational Collaboration
Contribute to WPGA operational processes and systems, working collaboratively with colleagues to deliver cross-functional projects that strengthen the reach and impact of the Secretariat.
Building an inclusive culture
Play a proactive role in ensuring equity, diversity and inclusion (EDI) is embedded in everything we do.
Embrace diversity and recognise different perspectives within collaborative working to create a more impactful and effective organisation.
Commit to ensuring all employees are treated fairly and equitably at work, feel like they belong and promote equality in physical and mental health for all.
Other
· To attend and contribute to meetings, training and other events as required.
· To actively participate in our supervision and appraisal process.
· To ensure that all responsibilities and activities within this post are delivered in accordance with WeProtect Global Alliance core values and relevant corporate, organisational, financial and compliance policies.
· To travel to meetings which may require the need to work unsociable hours, for example attending evening or weekend meetings.
· To adhere to relevant legal and statutory requirements including the Data Protection Act and the Health and Safety at Work Act.
· To use WeProtect Global Alliance resources responsibly.
As a global, multi-sector alliance, ensuring equity, diversity and inclusion (EDI) is embedded in everything we do is a critical priority. We embrace diversity and understand that being an inclusive organisation, recognising different perspectives, will enable us to be impactful and effective. We are committed to ensuring all our employees are treated fairly and equitably at work and promoting equality in physical and mental health for all.
Person specification
Essential criteria
Experience
· Extensive professional experience in a comparable senior-level communications, engagement or leadership role.
· Demonstrated success leading strategic communication functions.
· Proven experience managing staff and supporting high-performing teams.
· Significant experience in project and budget management.
Skills
· Expert written and verbal communication skills, including the ability to simplify complex issues and convey powerful messages to decision-makers.
· Strong strategic thinking, problem-solving and decision-making capability.
· Excellent organisational and project management skills.
Knowledge
· Strong understanding of strategic communications, media relations and reputation management.
· Very good knowledge of website and backend management.
· Understanding of data protection, copyright and information governance in a communications context.
Other
· Right to work in the UK.
· Willingness and ability to travel nationally and internationally.
· Commitment to equity, diversity and inclusion.
Desirable criteria
· Experience working for or with a membership organisation.
· Knowledge of child rights, child protection, online harms or related policy areas.
· Experience managing geographically dispersed or remote teams.
· Fluency in languages other than English.
Diversity, inclusion and equity
We are committed to building a diverse and inclusive organisation. We actively welcome applications from people of all backgrounds, including those of different ages, genders, ethnicities, sexual orientations, abilities and lived experiences. We particularly encourage applications from individuals who are part of communities that are under-represented in our sector, including Black, Asian and other ethnic minorities, disabled people and LGBTQ+ individuals.
Safeguarding and values
As a child-focused organisation, we have a strong commitment to child safeguarding and rigorous procedures. The successful candidate will be required to provide two referees and to undergo a criminal record check.
All staff are expected to act at all times in a manner consistent with our values and in compliance with our policies and procedures, including our Safeguarding Policy and Code of Conduct.
Our values are:
Empowerment – collaboration, innovation, challenge
Accountability – responsibility, delivery, safeguarding
Respect – honesty, feedback, inclusion
Applicants should provide an up-to-date CV as well as a covering letter of no more than two pages setting out why you want to work for WeProtect Global Alliance and summarising how you meet the person specification.
Non Charity Employer
11 - 20
WeProtect Global Alliance is driven by a single mission: to protect children from the pervasive dangers of sexual exploitation and abuse online.
The client requests no contact from agencies or media sales.
Thank you!
About you
We are looking for a highly motivated and experienced individual, who is capable of creating and delivering a strategic approach to commercial partnership development. The role requires an inspiring, solutions-focused and forward-thinking individual, with a proven track record in commercial development. Candidates should have an understanding of the relationship between charities and the healthcare industry, including pharmaceutical companies, and be able to show relevant experience of taking a strategic approach to creating and further developing a commercial development proposition, within either the voluntary or private sectors.
A self-starter, happy working independently, and as part of a team, we are looking for a strategic thinker with well-developed business/commercial skills and the ability to translate strategy into action. The successful candidate will be an accomplished communicator, who is able to create new and build existing relationships, and work in partnership with internal and external stakeholders. As well as creating strategy, you will need to be comfortable delivering all aspects of business development including initial prospecting, preparation, presentation, negotiating, handling objections, closing, and ongoing partnerships stewardship and development.
About the role
After extensive scoping work throughout 2025, we are launching an exciting project to create a step change in the way we deliver our organisational knowledge, clinical expertise and information to add commercial value to potential customers across a wide range of sectors, including healthcare, diagnostic and pharmaceutical companies. This new role of Head of Commercial Development will own the creation, development and delivery of this work.
You will be responsible for leading the creation of a commercial proposition for Myeloma UK, which will deepen relationships with the healthcare industry, pharmaceutical industry and other associated sectors, to promote Myeloma UK’s knowledge and expertise for commercial return. You will lead, develop and deliver our commercial development strategy, to include research, partner development and ongoing portfolio growth and development, to deliver a long-term, sustainably growing income stream from Myeloma UK’s commercial relationships. In addition, you will be expected to develop strong collaborative relationships with all stakeholders, including key individuals across the organisation.
About us
Myeloma UK is the only UK charity focused on the incurable blood cancer, myeloma and its related conditions. We provide support and influence access to treatments, while researching a cure. Thanks to life-extending treatments and support, today many people affected by myeloma are able to live longer and to live well. Together, we support, so no one faces myeloma alone.
We are committed to bringing together the best and brightest people to help us ensure that every person affected by myeloma 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 person living with myeloma, live well, for as long as possible. We are committed to diagnosing myeloma earlier, discovering and sharing knowledge, transforming the patient experience and influencing positive change.
Our culture
Wellbeing and staff engagement are at the heart of our culture. We offer employees a range of benefits including a pension salary exchange scheme, flexitime, flexible working which includes both home and hub-based office working, health plan, employee assistance plan and holiday purchase scheme. We are committed to providing learning and development opportunities for all our employees.
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:
1. A cover letter (no more than 2 pages long) telling us more about you and what you think makes you a good fit for this role
2. A CV that sets out your career history, with key responsibilities and achievements
Applications close at 9.00 am on 23 February 2026. First interviews will be held on 2 March 2026, with second and third stages taking place on 4 and 9 March 2026.
Myeloma UK is an equal opportunities employer and always welcomes applications from suitably qualified and eligible candidates regardless of:
· sex
· race
· disability
· age
· sexual orientation
· gender reassignment
· religion or belief
· marital status
· or pregnancy and maternity
Please note, you will be asked to provide evidence of your eligibility to work in the UK prior to interview selection.
The client requests no contact from agencies or media sales.
Thank you!
Actively Interviewing
This organisation is scheduling interviews as applications come in. They're ready to hire as soon as they find the right person. Don't miss your opportunity, apply now!
* This role is predominantly remote but you will be asked to come to our Brighton office few times a year
JOIN US ON THE FRONTLINE
About the role
A key role leading the risk, performance and legal functions within Frontline AIDS. The role embeds a risk management approach across all organisation functions, ensures best practice in compliance, contractual management and data protection. Works closely with others to ensure consistent and effective programme delivery practice. The role spearheads business continuity planning and security management.
We are looking for an inspirational manager who will bring significant experience and a track-record of delivering risk management plans in large complex organisations. You will be passionate about driving forward improvements in the system of internal controls, risk management and governance across the organisation. With strong analytical skills and proven experience of risk management leadership, you will lead and develop our response to anti-corruption, safeguarding, security, health & safety, and other concerns.
As an experienced leader, you will be effective at developing strong relationships with teams across the organisation. You are committed to fostering a high performance culture, and will delegate thoughtfully to give colleagues real accountability and authority.
Who we are
We’ve been on the frontline of the world’s response to HIV and AIDS for over 25 years, working with marginalised people who are denied HIV prevention and treatment simply because of who they are and where they live.
Set up in 1993 to work with community groups in the countries most affected by the global AIDS epidemic, we’ve continually adapted our approach, looking for innovative ways to break down the barriers that marginalise people living with, or at risk of acquiring, HIV. All with one goal in mind – a future free from AIDS for everyone, everywhere.
Everything we do is rooted in our two key beliefs:
- That the lives of all human beings are of equal value.
- That everyone has the right to access the HIV information and services they need for a healthy life.
Today, we work with communities in more than 40 countries, taking local, national and global action on HIV, health and human rights.
As a global partnership that is open to everyone, we can only do what we do – and achieve what we want to achieve – by working with partners from grassroots community groups to national governments. Our partners drive change where it matters, shaking up the status quo and making a noise on issues the world often chooses to ignore.
Are you the Frontliner we’re looking for?
We are looking for someone who has:
- Qualified to degree level in a relevant field to risk management and compliance.
- Post-graduate and/or professional qualification in a relevant field, including accounting, law, audit, or risk
- Extensive experience of working in a risk management/compliance/assurance function within a sizeable organisation, with strategic and operational accountability.
- Experience of managing and maintaining a risk case management system to ensure appropriate management of issues.
- Experience in developing and managing programme oversight and governance mechanisms that drive consistent approaches and strong performance.
- Experience of rolling out dedicated risk management and compliance training and supporting and guiding staff in developing risk registers and appropriate mitigating actions for risks.
- Experience of contract review and drafting of new clauses for contracts
- Experience of working with international donor rules and requirements and supporting/guiding project teams in managing projects in accordance with these rules and regulations.
- Knowledge of best practice in process review and improvement.
- Senior Experience in setting, reviewing, simplifying organisational policies and procedures and encouraging compliance.
How to apply
Find out more by downloading the full job description and person specification. If you are excited by this opportunity and think it’s right for you, we’d love to hear from you so apply using the button at the top of this page and upload your CV along with a covering letter outlining why you are a great match for this role.
Closing Date : Sunday 22nd February 2026
We have transitioned to a hybrid model of working. We are currently working from home but you will also be required to spend time working alongside your team as appropriate. The successful applicant will need to hold the right to work in the UK and /or South Africa.
Interview Date is: tbc
Protection of Children and Vulnerable Adults
Frontline AIDS operates a rigorous recruitment and selection process that reflects our commitment to child protection. The Protection of Children and Vulnerable Adults Policy can be downloaded here
Frontline AIDS is committed to diversity and inclusion in its hiring approach. We welcome applications from Black people, and other people of colour, people with disabilities, people living with HIV and LGBTIQ+ and non-binary individuals.
All offers of employment will be subject to satisfactory references and a criminal records check. Having a criminal conviction and/or any other information divulged on the DBS/PVG or country equivalent check would not necessarily prevent you from working for the charity, but any recruitment decision will be dependent on the nature of the position sought and the circumstances and background of the offence(s).
Registered Charity
51 - 100
We want a future free from AIDS for everyone, everywhere.
The client requests no contact from agencies or media sales.
Thank you!
Using Anonymous Recruitment
This organisation is using Anonymous Recruitment to reduce bias in the first stages of the hiring process. Submit your application as normal and our system will anonymise it for you. Your personal information will be hidden until the recruiter contacts you.
Actively Interviewing
This organisation is scheduling interviews as applications come in. They're ready to hire as soon as they find the right person. Don't miss your opportunity, apply now!
Who we are
We are Brake, the national, acclaimed road safety charity which provides the National Road Victim Service (NRVS). We have been supporting the victims of road traffic collisions [TL1] on our roads since 1995. We also campaign for positive change to prevent future collisions and save lives.
A rare and exciting opportunity to help us to help others
Did you know that every 20 minutes, someone is killed or seriously injured on our roads? The impact of that on individuals and their wider families is profound and far reaching and it can happen to any of us, at any time.
The National Road Victim Service is growing, allowing us to reach greater numbers of people in need and building upon our well-established foundation to create an enduring legacy. To support this growth, we are looking for a regional manager to become part of our enthusiastic, energised, and dynamic team, delivering world-class support services to people at a time when they are most vulnerable.
This is definitely not the average 9 to 5 job, and it is not every day that opportunities like this come along. You could be playing a significant part in our commitment to providing our clinically developed, trauma informed support services across the country, making a positive contribution to the lives of those traumatically bereaved or seriously injured as a result of road traffic collisions.
What we offer
· A generous 35 days of annual leave (including bank holidays and 3-day shutdown period between Christmas and New Year)
· An extra 2 days of annual leave following 5 years’ service
· An extra day off for your birthday to take whenever you choose
· Enhanced sick pay and compassionate leave
· Death in service benefit
· Employee Assistance Program
· Flexible working
· Be part of a skilled, friendly team with an engaged Board of Trustees
Who you are
We need energised, self-starters who are passionate about helping others, to join our fantastic team. [TL2] Are you someone who wants to make a difference and has the drive to make it happen?
You will need to demonstrate understanding of multi-disciplinary services.
We are looking for people who have a background in managing support services and understand the responsibility this requires.
Specifically, we are seeking candidates who can
- Provide day-to-day line management and supervision to a team of up to 10 regional caseworkers offering guidance, support, and quality assurance.
- Ensure lone working policies are adhered to daily to ensure the safety and security of the team whilst lone working and travelling to and from home visits.
- Contribute to an on-call duty manager system on a weekly basis, providing out-of-hours advice and support to caseworkers across the service.
- Deputise for the National service delivery lead during periods of leave, sickness, absence.
- Contribute to the ongoing professional development of caseworkers through reflective practice, caseload audit and management and the development and delivery of formal CPD sessions.
- Responsible (in collaboration with HR lead) for managing sickness and absence and return to work interviews.
- Maintain oversight and support caseworkers with complex and high-risk cases by attending safeguarding and risk management meetings, both internally and externally to ensure compliance with best practice.
- Ensure support is provided through our model of trauma informed care.
- Consult with the triage team to ensure the timely allocation of cases from our central service team into the regional teams.
- Deliver monthly [TL6] case review meetings with regional caseworkers, ensuring needs and risks of clients are met and outcomes recorded including quality assurance of safeguarding. Ensure all data is accurately recorded within the case management system.
- Ensure that callers’ identified needs are met satisfactorily, within professional boundaries, to outcome goals, with those outcomes recorded.
- To monitor and ensure that all support is delivered in a confidential and professional manner, adhering to safeguarding legislation and the latest data protection regulations.
- To consult with local partners and services referring into the service to establish pathways of care.
- Contribute to NRVS’ wider processes of audit, evaluation, and impact monitoring.
- Provide assessments and decisions around complex intervention planning, including escalation of cases requiring clinical guidance to clinical director.
- Actively contribute to the development of relationships with key stakeholders, organisations, and professionals in the region. This may include the provision of training and presentations to ensure that they are aware of the service.
- Work with the Development Team to deliver and report effectively against funding agreements in your region.
You bring
Essential qualities
- Experience of managing high-risk support services on a national basis working with people in crisis with acute vulnerabilities and risks.
- Extensive experience of managing and co-ordinating teams, including remotely, including HR policies and procedures.
- Experience of establishing and sustaining partnerships with key partners, stakeholders, and other professionals.
- Experience of report writing for funding bodies.
- Experience of a case management review process and support framework, safeguarding and active monitoring, and escalation of cases with health and safety needs.
- Knowledge, experience and understanding of best practice in working with people who have experienced sudden loss and traumatic bereavement and managing services in this area.
- Knowledge, experience and understanding of working in a trauma informed way, providing trauma informed care to adults and families.
- Knowledge of safeguarding, risk management and GDPR procedures.
- Management of crisis intervention and working in collaboration with other professionals to support those with complex needs (i.e. crisis and home treatment teams, community mental health services, ISVA and IDVA roles).
- Experience and knowledge of working with and supporting people through the criminal justice and coronial process.
- Experience of audit, monitoring and evaluation activities.
- Experience of research and advocacy activities.
- I.T. and data management skills.
- Ability to work creatively, adaptively and with flexibility across a range of circumstances.
- Commitment to and a passion for providing a high level of quality care to those experiencing traumatic bereavement and catastrophic injury.
Desirable
- A professional qualification or evidence of training in psychological trauma.
- Experience of working with those affected by road traffic collisions.
- Experience in developing and delivering training programmes.
- Completion of safeguarding and/or risk management training.
- Project management qualification or equivalent experience in practice.
About the team and how we work
Brake is passionate about creating an inclusive workplace that values diversity. We welcome your application whatever your background or situation. We particularly welcome applications from those who are part of the global majority, the LGBTQIA+ community or disabled. We are proud to be a disability confident employer. We do not want you to ‘fit’ our culture, we want you to enrich it. So, if you have a passion for making a difference and share in our vision for a world where no one is killed on our roads, we would love to hear from you.
The successful candidate will be required to go through an enhanced DBS vetting process due to the sensitive nature of the service delivered.
Employees are subject to driver licence checks. Please note we do not accept applications from serious traffic offenders due to the nature of our work. Applicants will be asked to disclose any unspent points at interview.
Whilst we recognise that AI can be a great tool to help when writing cover letters, we want to know the real you - not a computer generated version! If writing a cover letter isn't your thing, why not send us a short video telling us all about yourself and why you think you'd be a great fit for Brake.
Registered Charity
51 - 100
We work to stop road deaths and injuries, support people affected by road crashes and campaign for safe and healthy mobility for all.
The client requests no contact from agencies or media sales.
Thank you!
An ambitious humanitarian charity, established just two years ago, has already built an impressive £2.5m income base supported by an exceptional group of committed patrons. They are now seeking a Senior Fundraising Manager to refine, structure and scale their fundraising strategy for the next phase of growth.
Reporting to the Founder/Director, this is a strategic and hands-on leadership role with significant scope to shape direction and drive sustainable income growth.
- Remote (UK) | 1–3 days per month in London
- £2.5m annual income | Charity only 2 years old | Exceptional patron base
- Ideally available to start within 4 weeks
Key aspects of the role:
- Reviewing and refining the existing fundraising strategy and structure
- Leading multi-stream income generation (HNW, trusts & foundations, corporate, individual giving, community)
- Driving prospect research and developing tailored cultivation plans
- Strengthening stewardship and long-term donor retention
- Embedding fundraising within digital campaigns and advocacy activity
- Overseeing CRM selection/optimisation and improving data processes
- Managing a small team and volunteer fundraising support
- Delivering weekly reporting and performance analysis to senior leadership
They are looking for:
- Significant senior-level fundraising experience with a proven track record of income growth
- Experience across multiple income streams, particularly HNW and trusts
- Strong strategic planning combined with operational delivery
- CRM implementation or optimisation experience
- Confidence operating within an ambitious, founder-led organisation
Please note: CVs will be reviewed on a rolling basis, so early applications are strongly encouraged.
As leading charity recruitment specialists and a certified B Corp™, Harris Hill is committed to high and ever-improving standards of equitable and inclusive recruitment. We actively welcome applications from all sections of the community regardless of age, disability, gender, race, religion, sexuality and other protected characteristics.
Thank you!
Role outline and purpose
The Head of External Relations leads strategic engagement and influencing activities to ensure hunger and hardship remain a priority for key external audiences, to build the breadth and depth of support needed to help end the need for food banks. This role engages and influences target stakeholders in government, business, civil society and faith communities to prioritise hunger and hardship in their decisions and actions.
This role is part of Trussell’s Prioritising Hunger and Hardship programme, the goal of which is to keep hunger and hardship at the forefront of conversations and decision making – both amongst the public and key individuals and organisations relevant to our cause. This role is focused on the successful delivery of the overall programme outcomes, contributing to the fulfilment of our long-term vision of a UK without the need for food banks.
Role responsibilities
· Leading the organisation’s external influencing strategy to shape key conversations, decisions, and activities among target audiences to ensure hunger and hardship remain a national priority. Working closely with colleagues across the organisation focused on influencing and advocacy with relevant stakeholders (e.g. policymakers, advice sector, local authorities).
· Develop and maintain high-impact senior relationships with key parliamentarians, civil servants, faith leaders, youth organisations, the wider charitable food sector and other partners to build strategic support and unlock change.
· Oversee targeted engagement programmes that deepen collaboration with, and activate, key stakeholders and organisations to build and amplify the long-term wide-ranging support needed to end the need for food banks – including youth and wider civil society organisations, charitable food providers and faith communities.
· Shape and support coalitions that align around shared priorities, build a unified narrative, and strengthen the collective voice of organisations working to support people facing hunger and hardship.
· Act as an external spokesperson representing the organisation in media, at external events and high-level meetings and through written commentary.
· Provide team leadership, direction, support and line management. This will include regular 1:1s and reviews to ensure object and targets are met.
Person Specification
Technical skills and minimum knowledge:
· Proven track record of developing and delivering successful influencing strategies, focused on wide-ranging and high-profile external audiences
· Extensive experience in senior stakeholder engagement, coalition building, and influencing with impact across a wide range of partners, including a strong understanding of the UK political landscape and policy processes
· An understanding and appreciation for faith communities, particularly the role churches play in mobilising communities to end the need for food banks
· Knowledge of issues related to hunger and hardship, with an ability to translate complex policy into accessible messaging
Behaviours and competencies:
· Strategic thinker with the ability to anticipate and respond to changing political and social environments
· Role model inclusive behaviour, values and leadership including empathy for people from disadvantaged, marginalised or socially excluded backgrounds
· Comfortable working in a fast-paced and high-performing organisation, combining problem-solving with collaborative interpersonal skills
· Effective communications and influencing skills: diplomatic, builds rapport, accessible and audience-appropriate presentation, and highly persuasive
Key Stakeholders
· Programme Leadership Team, particularly Heads withing Prioritising Hunger and Hardship (Head of Programme, Communications, and Research)
· Key influencing stakeholders within Making Social Security Work, Sustainable Holistic Advice, and Supportive Communities programmes (including Heads of Policy, Advice Advocacy, Community Building, and Community Design)
· Senior Audience messaging specialist (in programme)
· Scotland, Wales, and Northern Ireland leads
· Assistant Director of Income Generation
· UK parliamentarians and officials
· Senior sector partners
· Senior Church leaders
The client requests no contact from agencies or media sales.
Thank you!
Actively Interviewing
This organisation is scheduling interviews as applications come in. They're ready to hire as soon as they find the right person. Don't miss your opportunity, apply now!
This is a new role within St Luke’s for Clergy Wellbeing created to strengthen and embed high-quality clinical practice across our services. The Clinical Quality Learning Lead will support the continuous improvement and quality assurance of our talking therapy provision, enhancing safety, consistency, and a shared learning culture across our network of therapy providers. This will ensure that our grant-funded support continues to meet the highest standards of care for clergy and their families.
This role suits someone who can dedicate around one day a week to provide clinical quality oversight, support reflective learning and strengthen best practice.
You will be ideal if you:
- Have relevant clinical experience and registered practitioner (see job pack)
- Share our passion for clergy wellbeing
- Have a heart for learning and sharing learning to improve practice
- Enjoy developing communities of practice.
St Luke’s is a small, dedicated team. Our success depends on each person contributing to the life of the team and the vision of St Luke’s. This role does not require the post holder to have a Christian faith but must be in sympathy with our vision and values.
Registered Charity
1 - 5
A leading charity in clergy wellbeing and mental health
The client requests no contact from agencies or media sales.
Thank you!
Are you a visionary leader who can help shape the next stage of our work to protect, create and restore Scotland’s woodlands?
We are looking for our next Chief Executive, someone who can lead the charity into an exciting period of growth and change.
FWS is a Scottish charity working to create a Scotland where trees and native woodlands are thriving for our wildlife, communities and climate. Our mission is to protect, create and restore these vital habitats through knowledge, partnership and practical action.
Founded in 2012 to support innovative thinking for trees and native woodlands, we have grown into an organisation delivering practical action at scale. Today, our work stretches from city spaces to wild places — supporting farmers and landowners to create or restore native woodlands, strengthening local nurseries, building sector skills, and bringing trees into everyday landscapes across Scotland.
The organisation has grown rapidly over the past three years, and now operates as a team of seven delivering national programmes across Scotland.
About the role
This is a rare opportunity to shape a small, ambitious and high‑performing charity at a time of growth and increasing national influence.
As Chief Executive, you will report to and work closely with our Board of Trustees, providing strategic leadership and acting as the organisation’s senior representative. You will:
- Lead the delivery of our strategic plan and future direction
- Strengthen partnerships across the woodland, environmental, community and land‑use sectors
- Oversee programme delivery and organisational performance
- Support, motivate and develop our small and committed team of seven, working across programmes, fundraising and communications
- Represent Future Woodlands Scotland at senior levels across Scotland
You will bring strategic clarity, a collaborative leadership style, and the ability to build strong, trusted relationships across sectors and with funders.
Location
This role is Scotland-based, working from home with travel across Scotland to meetings. Our current team is spread across Dumfries & Galloway, Lothian, Central Scotland and Aberdeenshire.
Contract and salary
- 8% employer pension contribution
- Permanent, part‑time (3 days per week)
- £65,000–£75,000 FTE, depending on experience
- 25 days annual leave + 10 public holidays (pro rata)
- Additional annual leave increasing with length of service, up to a maximum of 10 additional days.
How to apply
Before applying, please read the Candidate Pack for full details of the role, responsibilities and the application process. You can find it on our website.
Invitations are invited from suitably qualified people and applications should consist of a CV and covering letter. The covering letter should explain how you meet the essential skills set out in the Candidate Pack and what you would bring to Future Woodlands Scotland.
If you would like an informal chat about the role, please contact Shireen Chambers to arrange a call (details in Candidate Pack).
Key dates:
- Application deadline: Midday, Monday 16 March 2026
- Interviews: Monday, 30 March 2026, in Edinburgh in person
The client requests no contact from agencies or media sales.
Thank you!
Actively Interviewing
This organisation is scheduling interviews as applications come in. They're ready to hire as soon as they find the right person. Don't miss your opportunity, apply now!
The Ecological Land Cooperative is seeking a strategic and values-driven Finance Coordinator to help secure the long-term financial resilience of a pioneering land justice organisation.
We widen affordable access to land for ecological farming and currently steward seven farm sites supporting 18 small farm businesses.
This senior operational role combines hands-on financial management with strategic oversight.
You will:
- Lead budgeting, forecasting, and financial modelling
- Prepare management and annual accounts
- Oversee compliance and financial reporting
- Support Board decision-making and governance
- Contribute to funder and investor reporting
We’re looking for strong financial experience, strategic thinking, and alignment with cooperative and ecological values.
Permanent | 2.5 days per week (flexible) | Flat pay structure | 4% matched pension
If you meet most of the criteria, we encourage you to apply.
https://ecologicalland.coop/home/work-with-us/
Please apply by: 9am Monday 9th March
Interviews: Monday 16th March
How to Apply
Please submit your CV and a covering letter (maximum 2 pages)
We use an anonymised shortlisting process and assess applications against a structured score sheet based on the criteria in the Job Description and Person Specification.
In your covering letter, please clearly demonstrate how your experience, skills, and knowledge meet the essential criteria, using the headings in the Person Specification as a guide. We recommend providing specific examples to show how you meet each area, rather than general statements. Applications are scored solely on the evidence provided, so please ensure you explicitly outline relevant experience, including transferable skills where appropriate.
The client requests no contact from agencies or media sales.
Thank you!
This role will lead and deliver two projects, the Net Zero Carbon (NZC) Young Adult Voices Project, and the General Synod Young Voices project, across which it will engage with a wide variety of young people.
The Net Zero Carbon Young Adult Voices project recognises that action to tackle climate change, as part of the wider environmental crisis, is important for young people, and responds to the fact that the NZC programme is not currently strategically engaging with these groups.
This project will involve:
- gathering the voices of young adults (18-30) to enable them to influence the direction of the programme and the Church's wider Environment Programme, ensuring their voice is heard at all levels of the Programme, and informs decision-making.
- communicating what the NZC programme is doing, to raise awareness amongst young people of the CofE's commitment to being a NZC church with these audiences, and to enable pathways for them to become involved in decarbonisation and other environmental projects at the local level.
- work with diocesan colleagues to enable the voices of young people to exercise leadership influence on NZC at a Diocesan level, as appropriate.
Important to the success of this role will be engaging with departments and stakeholders across the Church of England, to ensure this work sits within the broader context of the priority to be a church which is younger and more diverse.
As this is a new project and a new role, the postholder will help to shape the role. The initial focus will be to develop a NZC Young Adult Voices Strategy and Plan for sign-off by the NZC Programme Board, and then to work through delivery of this. This will need to consider the theology, mission and action that will engage and connect with young people - particularly exploring how we root this work in the spirituality and theology that is relevant for a younger audience.
The General Synod Young Voices project follows two motions passed at General Synod (in July 2024 and February 2025) committing General Synod to listening and responding to the voices of children, young people and young adults in every subsequent session. This project involves gathering the voices through schools, churches and Dioceses and enabling children and young people to speak and present each session at General Synod. In addition, it involves working with a group of young adults drawn from every diocese to run a programme of faith and leadership development that enables them to speak into General Synod at a national level, and exercise leadership influence at a Diocesan level as appropriate.
This is a fixed-term role until December 2028, with potential to extend, dependent on 29-31 Triennium Funding.
Responsibilities
Leading the General Synod Young Voices project
Developing robust processes and strategies for gathering the voices of children, young people and young adults
Overseeing the engagement of children, young people and young adults at forthcoming General Synod sessions, supporting them to contribute regularly and effectively in a range of agenda items
Raising up the voice of Children and Young People from all under-represented groups, making a significant contribution to the Church of England's vision to become more diverse.
Working with the Head of Younger Leaders, Executive Director of Education and the General Synod Business Committee to ensure that engagement is well planned and implemented
Create mechanisms for young adults from across every Diocese, to contribute to and experience General Synod
Equipping, supporting and enabling co-opted young adult members of General Synod
Edit video and audio content for effective dissemination through wider networks
Leading the NZC Young Adult Voices Project
Develop and deliver NZC Young Adult Voices Strategy and Plan which includes:
Developing robust processes and strategies for gathering the voices of young adults and making sure they are heard internally within the Church and also in the public square.
Overseeing the engagement of young adults with NZC Programme board meetings, supporting them to contribute regularly and effectively in a range of agenda items.
Raising up the voice of young adults from all under-represented groups making a significant contribution to the Church of England's vision to become more diverse.
Create mechanisms to report back the work of the NZC programme to young adults, including developing an effective communications and engagement approach which responds to their needs, with the NZC Comms Lead.
Equipping, supporting and enabling young adults to engage with, develop, or lead environmental action in their churches and diocese
Work with the NZC Programme Director, NZC Programme Manager and the National Environmental Policy Officer to progress this project, and more broadly with the NZC Programme Workstream leads across the NCIs
Support the NZC Programme Team in its communications and reporting work to General Synod and other key bodies from time to time (e.g. Archbishops' Council, Church Commissioners Board of Trustees)
Working effectively with environment programme networks in dioceses
Work with the NZC Comms Lead to effectively disseminate case studies, resources and tools through wider networks and social media
Both:
- Modelling and implementing the highest standards of safeguarding in every aspect of the work, working with other safeguarding leads with NSE, National Safeguarding Team and external stakeholders' safeguarding provision
- Encouraging leaders in dioceses to adopt similar strategies for prioritising the voices of Children and Young People, through liaison with children and youth advisors and DBE teams
- Working effectively across teams within the NCIs
- Collaboration with the Growing Faith Voice Specialist
About You
Essential
Knowledge/Experience
- Successful leadership experience within either church or school settings
- Experience of using effective strategies to enable the voice of children, young people and young adults to be heard
- Experience of enabling the agency and the voice of children and young people
- Experience of enabling children, young people and young adults to effect institutional change
- Experience in establishing good relationships with a wide range of stakeholders
- Experience in developing a strategic approach to engaging and working with young people
- Good understanding of the current church landscape
- Good understanding of environmental issues, and the climate and nature crises, ideally within a Christian context
- Personally committed to and passionate about changing the culture of the Church of England
Skills & Abilities:
- Understand the safeguarding requirements around listening and responding to Children and Young People
- Understand the importance of data protection
- Passionate about the potential for children, young people and young adults to shape the direction of the Church
- Ability to engage and communicate well with a wide range of stakeholders, including writing and presentations online and in person
- Ability to evaluate, analyse and reflect on a range of data sources
- Firm commitment to equity, diversity and inclusion
- Great team player
- Self-starter, able to use own initiative and be proactive
- Able to work in a fast-paced environment with multiple priorities and complex deadlines
- Engaging presentation and facilitation skills with large and small groups, both virtually and face-to-face
- Innovative, creative and responsive to feedback
- Competent in Microsoft Office packages, video and audio editing software (e.g. Clipchamp and Audacity etc.) and Zoom
Desirable
Knowledge/Experience:
- Experience managing regional/national level projects with significant numbers of stakeholders
- High competence in public speaking to larger audiences
Registered Charity
101 - 500
The Church of England’s vocation is and always has been to proclaim the good news of Jesus Christ afresh in each generation to the people of England.
Thank you!
About you
Are you a confident digital leader with a passion for driving impact through digital channels? Do you have a knack for asking good questions that help people get to the heart of what they’re trying to achieve? Do you want to use your skills to make a real difference to the myeloma community?
We’re looking for a Digital Reach and Marketing manager to help us achieve our ambitious reach, acquisition and income growth targets.
About the role
This is a new role and exciting opportunity to help shape our digital channels and communities.
You’ll work closely with the Head of Digital, digital marketing team and key stakeholders across the organisation to bring our strategic brand to life and help us achieve our aim of getting Myeloma UK in front of anyone impacted by myeloma.
You’ll lead our digital team to increase our reach and engagement and build trust and loyalty with our online communities.
You’ll also act as a trusted planning partner to teams across the organisation to help them develop marketing plans that best help them achieve their goals and translate their work into effective digital content.
While the digital team works hybrid in Edinburgh, we will consider remote working (with some visits to Edinburgh) for the right person.
About us
Myeloma UK is the only UK charity focused on the incurable blood cancer, myeloma and its related conditions. We provide support and influence access to treatments, while researching a cure. Thanks to life-extending treatments and support, today many people affected by myeloma are able to live longer and to live well. Together, we support, so no one faces myeloma alone.
We are committed to bringing together the best and brightest people to help us ensure that every person affected by myeloma 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 person living with myeloma, live well, for as long as possible. We are committed to diagnosing myeloma earlier, discovering and sharing knowledge, transforming the patient experience and influencing positive change.
Our culture
Wellbeing and staff engagement are at the heart of our culture. We offer employees a range of benefits including a pension salary exchange scheme, flexitime, flexible working which includes both home and hub-based office working, health plan, employee assistance plan and holiday purchase scheme. We are committed to providing learning and development opportunities for all our employees.
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 the following:
1. A cover letter telling us more about you and what you think makes you a good fit for this role
2. A CV that sets out your career history, with key responsibilities and achievements
Applications close at midnight on 22 February 2026. Interviews will be held 26 and 27 February.
Myeloma UK is an equal opportunities employer and always welcomes applications from suitably qualified and eligible candidates regardless of:
· sex
· race
· disability
· age
· sexual orientation
· gender reassignment
· religion or belief
· marital status
· or pregnancy and maternity
Please note, you will be asked to provide evidence of your eligibility to work in the UK prior to interview selection.
The client requests no contact from agencies or media sales.