External Relations Data Manager Jobs in Charing Cross, Greater London

The Diocesan Safeguarding Team supports parishes and senior clergy to safeguard children and adults who may be at risk of abuse and neglect, and those in abusive relationships.

As a vital part of the safeguarding team, the Training Administrator supports the department through a variety of tasks from the booking and administration of safeguarding training courses run by the Diocese and content management for the training webpages through to the maintenance of the personal safeguarding training record database.

If you have excellent IT skills, the ability to effectively prioritise and manage your workload, matched with a conscientious and flexible approach, then this may be the opportunity for you. 

In return, you can expect to receive a generous annual leave entitlement, inclusion in a non-contributory pension scheme and season ticket loan.

Please refer to the Information Pack available on the link below for the full job description, person specification and information on the Diocese. 

Main Duties And Responsibilities

Training

• In conjunction with the Diocesan Safeguarding Adviser, facilitate a safeguarding learning and development programme for the diocese aligned with the national church Learning and Development Framework, Church Safeguarding Standards, reflecting the specific safeguarding responsibilities of those in role.
• To administer all lay and clergy safeguarding training run by the Diocese in line with above, in approximately 80 sessions a year.  This includes: producing a deadlines document; administers the sessions on Zoom / Teams, posting courses on Eventbrite and operating as content manager for publicity on the Diocesan website.
• To administer bookings for training courses; copy course materials and respond to emails and queries on training matters, ensure compliance of work submission required before and after courses. 
• Log entry of all course participants onto a database to ensure each person has a personal safeguarding training record, and each parish has a safeguarding training profile.

General Administrative 

• Work with IT and Information and Data Manager position to produce reports for the Diocesan Safeguarding Adviser on safeguarding training issues and trends, and annual statistics represented in charts and graphs for inclusion in the annual safeguarding review. 
• Produce quarterly reports on training compliance for Archdeacons and the Diocesan Safeguarding Advisory Panel meetings. 
• Helping to organise and minute meetings when the safeguarding administrator is not available/on leave.
• Support the safeguarding team with other tasks and projects as identified by the Safeguarding Administrator or Diocesan Safeguarding Adviser.

If you are interested in applying, please download the full job information pack, which contains the person specification

We want a world where no one dies from hunger. Life-threatening hunger is predictable, preventable and treatable. Join Action Against Hunger and together we will stop it in its tracks.

Action Against Hunger is an optimistic, inspiring place to work. We want passionate and dedicated people to help build a better world. We’re a creative team made up of people with a wide range of talents, styles and expertise. But we are united in our relentless dedication to end world hunger.  No challenge is too big. With you we can do it.  Join us.

We are looking for an experienced Head of Communications to lead on all of our external communications in the UK. You will have overall responsibility for brand, content, digital and social media, media/PR and celebrities, leading a team of 9 in a Fundraising and Communications Directorate of 35. The Communications team has grown considerably in recent years, with investment in digital mobilisation, content, brand and celebrity management now paying off. You would be joining the organisation at an incredibly exciting time as we prepare to launch a global brand campaign, forge new partnerships, increase our social media following and digital advocacy and acquisition, attract more celebrity ambassadors and capitalise on the number of our supporters growing to tackle the biggest issues of our time.

We believe there is untapped potential across fundraising and communications, and that Action Against Hunger’s cause, being tangible, focused and easy to explain, gives a platform for further innovation and growth in all areas of our work. As Head of Communications, you would join an established and experienced leadership team – both in the UK and globally - and be expected to develop and deliver strategy, make key decisions, manage resource and manage risk. You would lead a passionate and skilled Communications team who get the job done to an exceptionally high standard and who know how to have fun along the way.

This role offers a fantastic opportunity for a seasoned comms professional to use their experience, technical knowledge and leadership skills to build on the recent transformation in our communications and make a lasting difference to famine and malnutrition worldwide. We would love to have you join our team. 

For more detailed information on the role, please download the attached pdf Job description.

Closing Date: 13 June 2024 at 23:59.  Interview Date: 24 June 2024.

Please read the following carefully before making your application: then all you need to do is send your CV and write a supporting statement explaining why you want the job and how your skills and experience make you the right person for the role and where you saw this vacancy.

• As a UK based position, candidates must have the right to work in the UK
• We welcome applications from all sections of the community and we encourage as broad a range of candidates as possible. If you need any additional support to help you through this process, please let us know (contact details in the job pack)
• Due to the high volume of applications we receive, we will only contact shortlisted candidates, within two weeks of the closing date Unfortunately, we cannot provide individual feedback
• If you experience any technical difficulties in submitting your application, please contact the charityjob helpdesk.

We are a charity that manages Whiteley Village retirement community, founded over a hundred years ago in Walton on Thames, Surrey, and the Village located in 225 acres of beautiful grounds and is a very special place to live and work.
 

About the role:

As the Trusts and Foundations Fundraiser you will use your core knowledge and skill to reflect on strategy, relationship building and leading our charitable profile and income streams.

You will develop and influence strategy formation with supporters and other stakeholders to identify and actively seek out and engage trusts, foundations, and other funders by writing compelling and comprehensive funding bids, presentations, and applications.

You will work collaboratively with Senior Management Team to enhance stewardship to enable creative, effective, and appropriate activities to promote the development of sustainable engagement with supporters.

About you:

You will have demonstrable knowledge and experience of trusts and grants fundraising in a complex organisation as well as experience of prospecting, writing, and managing the application process. Ability to develop relationships with a broad range of stakeholders is vital.

In this role you will need excellent communication and IT skills together with demonstrable ability to plan, prioritise and work proactively. Understanding of the health/housing sector would be advantageous.

What we offer:

34 days annual leave (including Bank holidays), excellent working environment, great learning & development opportunities, life assurance, pension, employee assistance programme, Blue Light Card, and free parking.

About Us

VoiceAbility is a leading national charity, working across the UK to support people who face disadvantage or discrimination to have a stronger voice, and to achieve their goals and rights. Our mission is to ensure that people are listened to, respected, and have access to the services and support they need to lead fulfilling lives.

We are committed to safeguarding and protecting children, young people, and adults across the UK home nations. We aim to create a safe and supportive environment where everyone is free from harm and can thrive. We are looking to recruit an exceptional individual to our new post of Director of Safeguarding, to join our leadership team and spearhead our safeguarding strategy.

Role Purpose

As the Director of Safeguarding, you will be the cornerstone of our commitment to the safety and well- being of children, young people, and adults across our organisation. Your role is to lead with authority and vision, developing and implementing a robust, UK-wide safeguarding strategy that not only meets but exceeds legislative frameworks and best practices. You will be the driving force behind a culture of transparency, vigilance, and continuous improvement, ensuring that safeguarding is embedded in every aspect of our work.

In this pivotal role, you will serve as the ultimate guardian of our approach to safeguarding, acting decisively and confidently in the face of complex challenges. Your strategic leadership will guide our organisation through the evolving landscape of safeguarding, anticipating risks, and seizing opportunities to enhance our protective measures. By fostering strong partnerships and facilitating open, constructive dialogue, you will inspire trust and confidence among staff, stakeholders, and the individuals we support. Your dedication and expertise will ensure that we remain at the forefront of safeguarding excellence, creating a safe environment where everyone can thrive.

Key Responsibilities

· Strategic Leadership: Direct and oversee all safeguarding activities, ensuring compliance with internal and external standards. Lead strategic planning and operational delivery within safeguarding domains.

· Service Delivery & Quality Assurance: Develop, review, and implement safeguarding policies and procedures to ensure they are current and compliant with legal requirements.

· Compliance and Risk Management: Ensure adherence to safeguarding legislation and manage risks effectively.

· Training and Development: Identify training needs, develop, and quality assure appropriate safeguarding programmes for all staff and volunteers.

· Incident Management: Handle complex safeguarding issues, ensuring swift and decisive action, including referrals to external agencies.

· Stakeholder Engagement: Build and maintain strong relationships with internal and external stakeholders, including safeguarding agencies and partners.

· Reporting and Documentation: Maintain accurate records and report safeguarding activities to the leadership team, Safeguarding Governance Committee, Board, and relevant entities.

· Commercial Awareness & Innovation: Identify opportunities for commercial growth and innovation in safeguarding commissioning and processes.

· External Influencing: Use external expert stakeholders to better inform practice delivery and proactively horizon scan multi-sectors for future safeguarding opportunities to develop new ways of working and influence wider policy and societal change.

Person Specification

Qualifications:

· Degree in any related field or equivalent work experience.

· Relevant safeguarding certifications covering both children and young people (CYP) and adult safeguarding and protection.

· In depth evidence of comprehensive CPD and how you would deploy this knowledge in post

Experience:

· Extensive experience in a senior leadership role focused on safeguarding across large and complex organisations delivering services, in equal measure, for CYP and adults.

· Evidence of significant experience in delivering on each of the key responsibilities in depth.

· Proven track record in developing, implementing, and evaluating safeguarding policies, procedures, and training programmes.

· Experience managing and influencing teams and individuals on complex safeguarding cases, including conducting risk assessments and coordinating with external agencies.

Skills:

· Exceptional leadership and strategic planning abilities.

· Strong analytical and problem-solving skills, capable of making critical decisions under pressure.

· Excellent communication and interpersonal skills, adept at building relationships and influencing at all levels.

· Ability to train, mentor, and inspire a team, fostering an organisational environment of continuous improvement.

· A serious current working knowledge of the wider social, psychological, and environmental factors impacting safeguarding, with the capability to apply this

· Full awareness of national safeguarding landscapes, including key agencies and their roles, and the capacity to navigate and influence within and out with this ecosystem.

Attributes and Behaviours:

· A profound commitment to safeguarding and promoting the welfare of children, young people and vulnerable adults.

· High integrity and ethical standards, capable of managing confidential information discreetly.

· Proactive and innovative thinker, open to exploring new ideas to enhance safeguarding practices.

· A proactive and innovative thinker, open to exploring new ideas and approaches to enhance safeguarding practices with an ability to maintain own cutting-edge CPD.

Additional Requirements:

· Willingness to undergo an enhanced DBS check or other national equivalents.

· Flexibility to respond to urgent safeguarding concerns outside of regular working hours.

· Commitment and dedication to driving own continuous professional development in the safeguarding domain and other suitable areas of knowledge

How to Apply

To apply please click the Apply Now button to be re-directed to the VoiceAbility website.

Please note, given the importance and value of this role to the organisation, we will interview suitable candidates who match our criteria on a rolling basis and may appoint before the closing the date.

Join us in making a difference and ensuring the safety and well-being of those we support.

ROLE PURPOSE

This position involves identifying and prioritising potential donors capable of making significant contributions to help us deliver a range of projects aimed at enhancing the student experience and supporting the local community. By providing the Development and Fundraising Team with tailored and insightful research, this role will enhance the prospect funding pipeline and facilitate the cultivation of a diverse pools of donors, including individuals, grant-making trusts, and companies. This role will also manage a well-structured stewardship program for donors. Responsibilities include promptly acknowledging donations, creating personalised impact reports, and overseeing bi-annual events which recognise and celebrate their support.

PRINCIPAL ACCOUNTABILITIES

· To maintain and develop the University’s database of fundraising prospects through proactive identification, analysis, and segmentation, (individual and aggregate) record updating, and original research, including the identification of new prospects.

·  To prepare prospect profiles (which may include wealth ratings), and work with relationship managers to devise appropriate tailored cultivation and solicitation plans, enabling appropriately targeted fundraising asks.

·  To develop and manage reporting in the database across fundraising portfolios to help ensure prospects are strategically moving along the prospect pipeline towards major gift solicitation • To produce and provide due-diligence reports on prospective donors as part of the University’s gift acceptance procedures.

· To deliver an annual donor recognition event to acknowledge and celebrate the support of the University’s most generous supporters.

· To organise smaller bespoke events for higher level donors to the university, for example, site visits to project sites and/or opportunities to meet student beneficiaries.

· To write insightful and impactful bespoke reports for donors supporting the University, ensuring reports demonstrate the positive impact of support and encourage repeat gift solicitation from the fundraising team.

· To keep abreast of regulations, including the Privacy and Electronic Communications Regulations (PECR) and the General Data Protection Regulations (GDPR) ensuring that all prospect research and cultivation is compliant and understood by fundraisers.

· To undertake any other duties as appropriate within their competence, as required by their Head of Unit from time to time.

CONTEXT

The primary purpose of the Development team is to secure philanthropic income to support the delivery of the University’s Being Westminster 2022-2029 strategy. The Development team forms part of the Global Recruitment, Admissions, Marketing and Communications (GRAMC) directorate. The team also works closely with the Business Engagement Directorate to deliver an integrated approach to the University’s relationships with its key external stakeholders. The Development team collaborates with the Alumni Relations team to inspire and engage the University of Westminster’s vibrant, global community of alumni and supporters to build lifelong and mutually beneficial relationships with the institution.

DIMENSIONS

· The role has no budgetary responsibility.

· This role will be expected to manage a varied workload with limited, direct supervision.

· The post holder will be expected to support key GRAMC activity which may include some unsocial working hours.

PERSON SPECIFICATION

QUALIFICATIONS

Essential

·  Educated to degree level.

·  Membership in a relevant professional body (e.g. CASE)

TRAINING AND EXPERIENCE

Essential

· Experience researching potential funders/prospects or investors using a range of sources and analysing and synthesising findings.

· Familiarity with a range of tools and information sources useful to prospect research

· Strong working knowledge of fundraising and understanding of the fundraising and gift management process.

· Experience of working with CRM systems

· Experience in working with large and complex sets of data; analyzing and communicating key findings in an understandable way

· Experience in handling confidential data with tact and discretion, with good practical knowledge of the Data Protection Act

· To understand individual health and safety responsibilities and an awareness of the risks in the work environment, together with their potential impact on both individual work and that of others.

· Experience in delivering events that recognize and acknowledge key stakeholders thoughtfully and creatively.

 Desirable

· Experience working within a Development and Alumni Relations/Advancement function within a UK HEI

· Experience of The Raiser’s Edge

· Thorough knowledge of the General Data Protection Regulations (GDPR)

APTITUDES, ABILITIES AND PERSONAL ATTRIBUTES

Essential

· Excellent interpersonal, networking, and verbal communication skills and proven credibility in engaging senior internal and external stakeholders, clients, and donors

· Strong writing skills and the ability to write compelling and insightful reports that demonstrate impact.

· Ability to work well under pressure and to successfully manage several projects simultaneously, to deadline.

· MS Office proficiency and experience with Excel spreadsheets

· Excellent organizational skills, methodical approach, and attention to detail

· High attention to detail

· Fully committed to contributing to a stimulating learning and working environment that is supportive and fair, based on mutual respect and trust, and in which harassment and discrimination are neither tolerated nor acceptable.

· A proven record of working cooperatively and flexibly as part of a team.

· Commitment to the role of philanthropy within a university setting

· Resilient and tenacious

· Self-starter, able to act on own initiative.

· The post holder will be expected to work unsocial hours on occasion.

HOW TO APPLY

To apply for this vacancy, please visit our vacancies page where you will be able to download our application form template. You will then be requested to complete a quick registration before being able to upload the completed application form and any supporting documentation.

Applications should include:

· A concise statement in support (ideally no longer than two pages), addressing the criteria in the Person Specification and motivation for applying.

· You may also include an up-to-date curriculum vitae;

· names and contact details of two referees (although referees will only be approached at the offer stage).

The deadline for receipt of applications is midnight on 8 June 2024.

Interviews will take place on 19 June 2024.

An appointment will be made subject to proof of eligibility to work in the UK and satisfactory references being obtained.

At the University of Westminster, diversity, inclusion and equality of opportunity are at the core of how we engage with students, colleagues, applicants, visitors and all our stakeholders.

We are fully committed to enabling a supportive and safe learning and working environment which is equitable, diverse and inclusive, is based on mutual respect and trust, and in which harassment and discrimination are neither tolerated nor acceptable.

The University has adopted Smart Working principles to support and further our Equality, Diversity and Inclusion aims of being an inclusive, collaborative and flexible employer. Further details of Smart Working can be discussed at interview stage.

OUR BENEFITS

The University offers a range of well-being and work-life balance benefits to recognise and reward the essential contribution our colleagues make to success and growth. Our benefits are inclusive for colleagues of all backgrounds including LGBTQ+ colleagues, disabled colleagues, pregnant colleagues, parents, and carers, as well as colleagues of all genders, ages, ethnicities, nationalities, religions and beliefs, and marriage and civil partnership status.

· 35 days annual leave per year, plus bank/national holidays and University of Westminster closure days (pro-rata for part-time staff).

· A generous occupational pension scheme.

· Annual incremental progression and/or cost of living reviews.

· Generous maternity, paternity, and adoption leave.

· Flexible working and smart working.

· Learning and development opportunities.

· Free membership rates for a wide range of sporting facilities, including gyms at Regent Street and Harrow campuses, as well as the Chiswick Sports Ground.

· Employee assistance programme.

· The opportunity to participate in other attractive employee benefit schemes such as Cycle to Work, Eye Care Vouchers, Season Ticket Loans, and Give As You Earn.

Imagine being part of an organisation whose common purpose is to help those who are severely affected by mental illness. We believe that everyone should be treated with respect and dignity – and that’s why equity is one of our core values. We draw on the expertise, unique perspectives and lived experience of our people – regardless of who they are or their background – to help us become inclusive and anti-racist employer, campaigning organisation and service provider that reflect the diverse communities we support as a mental health charity.

The objectives of the Communications and Campaigns team are to increase the public profiles of Rethink Mental Illness and Mental Health UK, mobilise public support to bring about change and ensure that all colleagues are aware of, bought into and engaged in contributing to the values and direction of the charities.

How you will make a difference

I am a social media expert who thrives on planning, creating and delivering high quality content across Rethink Mental Illness’s and Mental Health UK’s social media channels (Twitter/X, TikTok, Instagram, LinkedIn, Facebook, and YouTube).

I disseminate our messages and information to key audiences through clear and engaging social media posts that are tailored for different networks. I monitor the performance of our posts and I am proactive in incorporating best practice to ensure that our posts are well received by our audiences, and that our presence on our social media channels grows.

I regularly collaborate with colleagues across both charities, and the other founding charities of Mental Health UK, and key partners to create compelling and inspiring content.

*Appointments will be at the minimum of the band.

*London Allowance is paid for roles that are based within the Greater London area only.

We do reserve the right to close this advertisement early if we receive a high volume of suitable applications. 

Please see further details on our website

You can also follow us on Facebook / Twitter / Instagram and LinkedIn to find out more about the work we do!

Don’t meet all requirements?

If the role sounds exciting to you but your experience, skills or qualifications don’t exactly match every single requirement, we still encourage you to apply, you may be just the right person for our position!

Caring for our people.

We offer a wide range of support. Some of our benefits include:

• PULSE: our recognition, rewards, wellbeing, and benefits platform. Providing access to thousands of discounts and benefits including cashback; reloadable cards; savings etc. As well as being able to thank colleagues and nominate them for awards. 
• Wagestream: gives you instant access to up to 50% of your pay. Also provides a library of expert tools, tips and articles plus, helps you start building a rainy-day pot straight from your salary.
• Wellbeing support: our Wellbeing hub gives physical, emotional, and mental health support. We also have a BUPA Employee Assistance Programme with access to appointments. 
• Taking time for you: we work flexibly –you get to choose where you work, managing your own diary. We have generous annual leave, starting at 25 rising to 30 days, plus bank holidays, as well as your birthday off. We also offer the opportunity to buy and sell annual leave. 
• Planning for the future: We have a contributory pension scheme. 
• Structured Corporate Induction: Onboarding you into the Charity supporting your wellbeing along the way. 
• £300 when you introduce a Friend: receive up to £300 when you introduce a friend or family member. 

Who are we? 

We’re Rethink Mental Illness, a leading charity provider of mental health services in England. We support thousands of people through our groups, services, policy, campaigns and advice and information. Our work supports us in delivering on our mission: “A better life for everyone severely affected by mental illness.”

It is an exciting time to join our growing charity. We are on a transformation journey, one that supports the delivery of the organisation strategy – delivering Communities that Care. Supporting employees, managers and leaders through this change is a key priority for the People function. Just like its key that we attract diverse people to come and work for us.

Diversity, Equity, Inclusion

Diversity is important to us and we appreciate difference through difference, inclusiveness and belonging. It gives us a deeper understanding of the world, our society and the diverse communities we’re working with. By including everyone, we are able to draw on the unique experiences and expertise of our people to help shape and enrich our workplace and improve our services. One way we are doing is through our valued staff networks which play a critical and highly valued role in keeping us focused on creating a diverse, inclusive and engaged employer.  We recognise and support staff networks for our Black, Asian and minority ethnic and our LGBTQIA+ colleagues. We are also proud to have been awarded Disability Confident Employer status and are a signatory to the Business in the Community Race at Work Charter.

Becoming a truly anti-racist organisation

We have an ambition of become a truly anti-racist employer, campaigning organisation and service provider - and in our efforts to influence policy and wider societal factors impacting on mental health set out in our anti-racist statement . We have designed a multi-year anti-racist programme of work contained in our Race Equality Action Plan which demonstrate our intention to hold ourselves accountable and be judged on our progress on becoming a truly anti-racist organisation.

We therefore actively encourage and welcome applications from everyone, including applicants with lived experience, those who are Lesbian, Gay, Bisexual, Transgender, Queer (or questioning), Intersex and (asexual) (LGBTQIA+), people with a disability, and people from Black, Asian and Minority Ethnic (BAME) backgrounds.

Prospectus is delighted to be collaborating with a non profit environmental think tank, developing research and analysis related to ecological limits, to recruit for an Interim Head of Communications on a 6 month contract. This role can be based in London or predominantly remotely, with an expectation for some regular in-person engagement at their London office (preference for 2 days per week in the office but some flexibility with this). Ideal start date mid-June, with a potential for this role to become permanent after the 6 months. This is a full time role but would also consider part time candidates (minimum 3 days per week).

This department operates with a largely outsourced model - this is a stand alone role with no internal team to manage (just external agencies). The Interim Head will be responsible for strategic communications and ensuring messages are delivered to key audiences, monitoring emerging trends and driving brand awareness. You will work with programmes to create programme specific communications and media plans and be responsible for crisis management. You will also support events and oversee design and production, and ensure strong internal communications.

The successful candidate will have broad communications experience with a good understanding of media, PR and with good agency management expertise. As this is a stand alone position you will have experience of overseeing both the strategic and operational aspects of the role, using external agencies when required. You will ideally have some experience working in a not for profit research organisation that publishes reports using data, or with suitable experience within the financial industry, as well as a passion for sustainability.

To apply please submit your CV in the first instance. Following your application, you may be contacted by Prospectus for an informal discussion and may be asked to provide further information to assist with the recruitment process.

As a specialist Recruitment Practice Prospectus are committed to building inclusive and diverse organisations, and welcome applications from all sections of the community. Prospectus invest in your journey as a candidate and are committed to supporting you in your application

INTRODUCTION TO GIRLS NOT BRIDES

Girls Not Brides is the only global organisation uniquely focused on creating and sustaining a worldwide movement to end child, early and forced marriage and unions (CEFMU) and ensuring that this movement leads to tangible change for the girls at risk or affected by the practice. We are a network of more than 1,400 civil society organisations in over 100 countries working in partnership to end child marriage.

Our vision is a world without child marriage where girls and women enjoy equal status with boys and men and can achieve their full potential in all aspects of their lives. Our vision challenges deeply embedded social norms that harm the lives of girls, women and their communities.

INTRODUCTION TO THE ROLE

The Director of People and Culture leads on fostering a positive work environment in order to help develop a strong organisational culture, providing high quality leadership and oversight on the development and delivery of Girls Not Brides’ People and Culture strategy. The post holder facilitates an organisational culture that supports an ambitious and diverse workforce that demonstrates clear commitment to Girls Not Brides values, mission, and vision, drawing up our principles around collaboration and partnership.

As a people and culture senior level professional, you will have an evidential understanding of all aspects of HR practices, both UK and International. This is a pivotal role supporting the transformation of Girls Not Brides, leading the delivery of a workforce strategy that ensures we have a stable, sustainable, skilled, dynamic, and diverse workforce capable of delivering the goals of the organisation. You will be someone who can balance creativity with pragmatism, and expertise with a desire to learn, and a demonstrable alignment with our commitment to championing well-being, diversity, equity and inclusion (DEI). The role contributes to and plays a critical role in broad organisational leadership and strategic development, partnering with the senior leadership team in strategic decision-making.

Job location
London, UK (hybrid with up to three days on site per week). May include international travel.

Accountable to
Chief Executive Officer

Salary range
£70,560 (subject to benchmarking) rising on an annual incremental basis. Girls Not Brides also offers a generous 10% pension.

Contract
This is a full-time two-year fixed term contract. The successful candidate must have the right to work in the United Kingdom at the time of applying, and for the full duration of the two-year initial contract.

KEY RESPONSIBILITIES

Strategic Planning and Organisational Leadership

• Lead the development and implementation of Girls Not Brides’ people and culture strategies to deliver on the vision, mission and goals set out in the Secretariat and Partnership strategies, 2022-2025.
• Lead the creation of an inclusive organisational culture, values, plans, and HR policies that are rooted in and informed by a deep commitment to the values of Girls Not Brides and to diversity, equity, and inclusion (DEI).
• Contribute to broad organisational leadership and strategic development, as a member of the Senior Leadership Team (SLT).
• Advise and inform the CEO, Board and SLT colleagues on strategic issues relating to Human Resources, People management and organisational culture.
• Responsible for planning and monitoring the directorate’s budget.

Talent Acquisition

• Lead the development and implementation of Girls Not Brides’ people management and acquisition strategies to deliver on the vision.
• Oversee the development of strategies to identify talent; establish and oversee equitable and inclusive recruitment and hiring processes for all employees.
• Oversee the development of a comprehensive onboarding and staff orientation strategy.
• Oversee offboarding of staff, including exit interviews; analyse data to surface potential cultural issues or other staff concerns; make recommendations to the SLT for continuous improvements.
• Support line managers to proactively identify new leaders and build opportunities for growth.

Staff Well-Being

• Lead on the development and implementation of a staff well-being policy and oversee the effective use of processes for day-to-day provision across the organisation.
• Oversee development and implementation of programmes, initiatives, and ideas to enhance and maintain staff well-being across the organisation.
• To provide leadership, direction and co-ordination for the Employee Assistance Programme (EAP) and staff support services, including occupational health.

Organisational Culture

• Oversee the review and implementation of organisational core values that guide the organisation’s policies and procedures.
• Oversee the implementation of policies and programmes that ensure diversity, equity, and inclusion (DEI) in the organisations.
• Oversee development and dissemination of HR policies and procedures that maintain and improve employee relations and shape organisational culture.
• Communicate openly and frequently, keeping staff informed on benefits, resources, organisational events, and other pertinent information.
• Oversee the management and appropriate resolution of complex employee relations issues; where applicable, commission and support effective, thorough, and objective investigations.

Regulatory and Compliance

• Provide leadership and direction to ensure compliance with all statutory employment related law and regulations.
• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures, and systems to ensure regulatory compliance and reduce the organisation’s employment law risks.
• Oversee and lead the review of human resources information systems (HRIS) to ensure they are fit for purpose and support strategic thinking and direction. Apply relevant organisational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction.

Professional Development and performance

• Assess organisational needs with the SLT to identify professional learning and growth opportunities to support employees’ ongoing professional development.
• Steward a culture of learning and growth.
• Implement a standard of supervision grounded in inclusive leadership practices such as building strong relationships, active listening, clear and transparent communication, consistent and timely feedback and clear expectations.
• Ensure coaching and resources are provided to help build interpersonal and team resilience, address conflicts and adapt to different leadership styles.
Compensation and Benefit Management
• Develop and ensure the administration of a consistent, equitable, and progressive compensation program including salary surveys and market research to ensure Girls Not Brides is competitive within our market and in line with our budget.
• Monitor budgets for recruiting, training/staff development, and benefits programs in partnership with the Director of Operations & Finance.
• Oversee all HR functions including benefits programs; have oversight of/lead relationships with benefit providers, coordinate annual staff forums and address employee benefits questions; propose additional benefit options pertinent to the organisation’s workforce in partnership with the Director of Operations & Finance.

Wider contributions to the team

• Commit to the mission and vision of Girls Not Brides, putting these at the forefront of all planning, work, and actions.
• Uphold the core values of Girls Not Brides in all areas of work and interactions with colleagues, members, partners, and other stakeholders.
• Line manages employees and consultants as necessary, delegating responsibilities and tasks appropriate.
• Comply with Girls Not Brides’ policies and processes, with note for safeguarding, diversity and inclusion, the code of conduct and data protection.
• Commit to ongoing personal development and learning.
• Fulfil any other reasonable requests for the advancement of Girls Not Brides.

PERSON SPECIFICATION

Essential experience

• Significant professional experience in a similar role in the international not-for-profit sector, international/intergovernmental organisation, or social enterprise.
• Qualified HR professional.
• Significant HR generalist experience, with extensive exposure to benefit administration, employee relations, performance management, recruitment, Human Resources Information Systems (HRIS), and training and development.
• Experience supporting a diverse workforce, including working in international contexts (e.g. a globally diverse workforce).
• Demonstrated leadership skills.
• Highly relational and able to build strong connections and relationships across differences.
• Proven ability to design and maintain operational systems and controls in line with best practice.
• Deep understanding of international compensation, benefits, and performance and evaluation frameworks.
• Confident and experienced in overseeing varied legal and compliance issues.
• Ability to deal with competing demands, multiple priorities, time constraints and unanticipated external events.
• Ability to maintain confidentiality.
• Experience of successfully managing teams, including geographically dispersed staff, with the ability to support and develop staff.

Essential skills and knowledge

• A deep personal and professional commitment to equity, understanding of best practices, and experience in building inclusive and engaged workplaces, cultural awareness, and sensitivity with lens on racial and gender equity.
• Familiarity with strategic planning, including compensation practices, data analysis, organisational development.
• A strong understanding and ability to contribute to the advancement of diversity, equity, and inclusion (DEI) at organisational and partnership levels.
• Ability to deal with conflict effectively, and to manage difficult situations confidently and calmly; demonstrated ability to coach and counsel both executive-level management and employees.
• Excellent interpersonal and communication skills.
• Strong project management skills: ability to effectively plan, implement and manage HR programs and functions; ability to implement, explain, and apply relevant policies, procedures, laws, and regulations.
• An innovative and initiative-taking approach, with the vision and practical skills to assess, develop, improve and systems and processes.
• Proven ability to inspire and create a healthy organisational culture.
• Up-to-date knowledge of relevant UK & international employment laws and best practice in people management.
• Excellent strategic thinking and practical planning ability.
• Exceptional written and oral communication skills, including the ability to work with a diverse range of actors at different levels and from different cultural contexts.

Essential values and attributes

• Strong commitment to the mission and values of Girls Not Brides and our vision in relation to addressing child marriage and gender equality.
• Skilled team worker with an inclusive and collaborative approach.
• Proactive and able to confidently take initiative and make appropriate decisions.
• Willingness to work flexibly and regularly travel internationally, as necessary.

Desirable

• Experience managing or supporting organisational change processes.
• Relevant and direct experience implementing DEI initiatives.
• Knowledge of nonprofit administration.

Safeguarding

Girls Not Brides is committed to safeguarding all children, young people and adults at risk with whom our staff and representatives work and interface. Any employment with Girls Not Brides may be subject to the satisfactory completion of a background check and criminal records check which can include but is not limited to: an overseas police record check, a Disclosure and Barring Service Check (for those based in the UK) or an International Criminal Record Check (if applicable).

How to apply

Girls Not Brides is an equal opportunities employer. We embrace diversity, equal opportunity and inclusion in a serious way. We are committed to building a staff body that represents a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our work will be.

The closing date for this role is 23:59 BST (GMT+1) on Sunday 2 June 2024.
In-person interviews will be held on-site on Friday 14 June 2024.

To apply, please click on the ‘Apply now’ button on the job page and submit your CV and a brief cover letter demonstrating how you meet the criteria.

We regret that due to the large number of applications anticipated, only shortlisted candidates will be contacted.

Today, 12 children and young people will be diagnosed with cancer. We’ll stop at nothing to make sure they get the right care and support at the right time.​

• Location: Hybrid Variable (either tie to London and / or Bristol office) or Home Based
• Closing date: 5th June 2024
• Interview date: w/c 10th June 2024

CHANGE LIVES IN A LIFE-CHANGING CAREER

When a child or young person is diagnosed with cancer, their whole world can feel like it’s falling apart. Independence is taken and confidence is stolen. Stability no longer exists. The future suddenly feels uncertain.

The impact of cancer on young lives is more than medical. That’s why we exist. Our specialist social workers help children and young people with cancer and their families navigate the emotional and practical impact of cancer. We remove barriers, solve problems and prioritise wellbeing. And we stop at nothing to make sure they get the right care and support at the right time.

We challenge the systems and policies that surround children and young people, we highlight gaps and campaign for change. Because we know what a better future could look like. And we know what we need to do to make that future a reality. We need to push harder, reach further and work smarter. And we need the right people on our team to help us get there. People like you.

ABOUT THE ROLE

We’re looking for a People Systems and Insight Analyst with experience in systems, data and reporting, and has strong analytical skills to join our passionate team.

As part of the People and Culture Directorate, you will play a critical role in managing and optimising our people systems. You’ll be enhancing the functionality of our systems and processes, so that we work efficiently and effectively, and our workforce has a seamless ‘user experience’.

Not only will you use your strong insight and analytical skills to investigate a range of internal and external data sets, you’ll also find compelling ways of presenting data to help us to answer key questions about our people and will actively make evidence-based recommendations that move us closer towards our goals.

But this is not just a number crunching job – to be successful in this role, you will be driven to seek out continuous improvements. You’ll be a strong and engaging collaborator and a skilled project manager, who builds relationships across the directorate, the leadership team and the wider organisation with ease. You’ll be at the forefront of change and will be instrumental in initiating and maintaining a culture which centres evidence, insight and continuous learning.

WHAT WILL I BE DOING?

No two days are the same at Young Lives vs Cancer. So, summarising your ‘day to day’ isn’t easy. Here are some of the main things you’ll be doing, but you’ll find more details in the job description.

• Manage and optimise our people systems, enhancing the functionality of our systems and processes, and resolving issues as needed to ensure a seamless ‘user experience’ for our workforce.
• Responsible for internal and external reporting, supporting various business processes (e.g. establishment, payroll and budget, workforce planning, benchmarking).
• Produce bespoke reports and dashboards for a variety of stakeholders at all levels across the organisation to support data-driven insight.
• Generate strong, evidence-based analyses and recommendations, and present data to colleagues in a concise and compelling way to improve organisational understanding of people data and insight.
• Identify and design improvements to our people systems and processes as needs arise, to drive effectiveness and efficiency.
• Manage, deliver and contribute to projects related to our systems and processes, in collaboration with the key stakeholders.

WHAT DO I NEED?

The key skills we’re looking for in this role are:

• Significant experience of working with people systems (HRIS, ATS), including trouble-shooting, making improvements and implementing required changes and updates.
• Excellent analytical skills with the ability to extract, collate and manipulate data from a variety of data sources.
• Proven experience of analysing and interpreting data and disseminating findings and recommendations in engaging ways.
• Experience in using data visualisation software (e.g., PowerBI).
• Demonstrable experience of making improvements to processes and systems.
• Project management skills with ability to deliver cross-functional projects through effective management of internal and external stakeholders.
• A collaborative, partnership-oriented approach, with a passion to make a difference.

WHAT WILL I GAIN?

For people to reach their full potential, they need the right environment. As a member of Team Young Lives, you’ll be made to feel supported, valued and appreciated. Here’s how we do it:

• Flexible working: we’re open to working hours outside of 9 - 5 and we can talk through your flexibility requirements at interview stage
• Wellbeing and Development days: four days a year to do what works for you
• Generous annual leave allowance
• Great family/caring leave entitlements
• Enhanced pension
• Access to our employee savings scheme

To find out more about our benefits package, have a look on our website.

OUR COMMITMENT TO DIVERSITY, EQUITY, INCLUSION AND BELONGING

At Young Lives vs Cancer, we recognise that opportunities for too many people remain a condition of their sex, ethnicity, class, gender identity, disability, sexual orientation – or a combination. This has never been acceptable to us as an organisation. We don’t just accept difference, we value it, celebrate it, nurture it and we thrive because of it.

We’re on a journey to be reflective of the diverse children, young people and families we support. We know we aren’t there yet, and we’re passionately committed to taking actions and making changes to be a truly diverse, inclusive and equitable organisation. This includes taking anti-oppressive action and removing barriers in our recruitment practices. We particularly welcome applications from members of minoritised communities. Our Diversity, Inclusion, Equity and Belonging strategy will tell you more.

ACCESSIBILITY

We’re committed to providing reasonable adjustments throughout our recruitment process and we’ll always aim to be as accommodating as possible. Please let us know in your application form of any adjustments or access requirements we could make to help you with the application process and interview.

For more information and to apply, please click on the Apply button. To arrange an informal chat, please contact Donata Kidikaite.

What we do: We help young people through cancer 

How we work: We’re Determined, United, Spirited and Kind  

What we’re looking for: 

We are looking for an Internal Communications Executive to join us on a fixed-term basis for 12 months. The role supports the Internal Communications Lead in creating and delivering internal communication and engagement activity for all Teenage Cancer Trust colleagues.
 

The main focus of the role will be to:

• Manage the day-to-day running of our internal communications channels, under guidance from the Internal Communications Lead.
• Maintain, deliver and evolve regular channels of communication including e-newsletters and intranets to all colleagues.
• Partner closely with our Services colleagues, and act as a point of contact for all other departments, to communicate with, about and to our staff in specialist Teenage Cancer Trust units based in NHS hospitals across the UK.
• Support (and on occasion deputise for) the Internal Communications Lead with virtual events, such as all-staff calls and our in-person away days.
• Collaborate with HR, Fundraising and wider Marcomms teams to promote and raise awareness of relevant projects, campaigns and activity related to our people, our purpose and our brand.
• Advise and guide colleagues on internal communication opportunities and best practice.
• Support wider internal communications, culture and engagement campaigns to colleagues working for the charity and within the NHS.
• Take an active role in supporting and promoting culture, wellbeing and equity, diversity and inclusion activity at Teenage Cancer Trust. 

We are looking for someone who is: 

• An incredible storyteller with super strong writing skills 
• An articulate and enthusiastic verbal communicator 

• Able to manage and prioritise workload and multiple tasks in a changing environment 
• Able to work within a small, fast-paced communications team
• Comfortable making sound decisions and acting on own initiative when required 
• Knowledgeable in writing for different audiences and turning complex information into easy-to-understand content 

How to apply: 

You’ll need to register on our portal, complete a short application and answer three questions about your skills and experience in relation to the role.

Key dates: Applications by 4th June 2024, 1st Interviews held online during w/c 10th June 2024 and 2nd interviews held w/c 17th June 2024. 

Compliance statements: 

At Teenage Cancer Trust one of our key focuses is around equity and making sure our services are accessible and inclusive to all young people with cancer, with no-one left behind. We have the same goal for people working with us. We want you to be yourself here and thrive doing so. In line with our Equity, Diversity & Inclusion commitments, we would love to see applications from LGBTQ+ people, people of colour/those from ethnically diverse communities, people living with disabilities and people of faith.

At Teenage Cancer Trust we take our commitment to safeguarding seriously and work to protect and promote the rights of the young people who we support. Our safeguarding responsibilities extend to the children and adults who work to support the charity, who we also have a duty of care to protect. Safeguarding is at the forefront of each activity we carry out. In line with our approach, this role is subject to a DBS check (Disclosure and Barring Service).  

For information on how we collect, store and process personal data please refer to our privacy policy on our website.

We want you to have every opportunity to demonstrate your skills, ability and potential. If there is any assistance or adjustments, we can make to support you to make your application, please contact the HR team. 

Do you want to make a difference and be part of a vibrant and inclusive organisation that has been helping save lives for more than a century?  As one of the country’s best-loved charities, St John Ambulance played a pivotal role in responding to the pandemic as well as everyday health emergencies, training, supporting communities, and improving young people’s lives.

 

Supporting the Direct Marketing Manager in delivering growth in income through St John Ambulance’s direct marketing Retention programme via a range of campaigns. You will focus on supporting the Retention strategy which includes using data and insight to deliver across a variety of channels including digital, email, social media, direct mail, telemarketing and SMS.

You will either be able to work in a hybrid way working between home and 2 days per week at our London office or remotely working from home with a requirement to attend our London office for a team anchor day once a month. 

We pride ourselves in being a great place to work, providing a supportive culture with opportunities to grow and develop your career, achieve a healthy work life balance and to be recognised for the great work you do. The role benefits from a competitive salary, generous pension, hybrid, flexible working, 33 days holiday (inclusive of bank holidays) - increasing to 38 days over 5 years, options to buy and sell holiday, free first/mental aid first aider courses, Blue Light and NHS online shopping discounts, cycle to work scheme, life assurance, flu jab, eye care, mental health and wellbeing tools and volunteering days. 

About You:

Having worked in a third sector direct marketing role previously, you will have experience running effective national and regional campaigns using a variety of fundraising channels including digital, email, social media, direct mail, and telemarketing. With your good organisational and time management skills you’ll be able to meet deadlines and manage conflicting priorities under pressure. 

You will have knowledge of usability testing, user research methods and conversion rate optimisation as well as an understanding of fundraising regulator guidance, gambling commission compliance and GDPR. 

About The Role

• Manage the delivery of all Retention campaigns from concept through to evaluation, using data and insight to drive creative and production, drawing up schedules, and managing the approval processes
• Work collaboratively with data teams to ensure effective use of supporter profiling for delivery across a range of Retention campaigns
• Manage relationships with external agencies including media houses, designers and printers; to negotiate costs and relevant performance reviews
• Responsibility for collation of all KPI tracking, trend analysis and activity results that feed into the team’s reporting and performance structure 
• Work alongside the Content team to research and develop strong cases for support to appeal to existing donors. To gather information, case studies and photos for use in all direct marketing campaigns. Where appropriate, to liaise with external agencies such as designers and copywriters

Please see the job description for more detail 

About Us:

St John Ambulance is committed to increasing the diversity of our team and making sure we best reflect the diversity of the communities we serve. At St John, everyone is valued and supported to thrive; we have several networks including the Armed Forces Multi Culture, Disability and Accessibility, Pride, Family and Carers and Women’s groups. We do not tolerate any form of discrimination and engender a sense of belonging for all, by creating an environment of mutual respect, where we value unique differences and demonstrate authentic allyship. We believe passionately in equity, diversity and inclusion. 

We reserve the right to close this vacancy early if we receive a high volume of applications for the role. Therefore, if you are interested, please submit your application as early as possible.

Location - Home-based with some travel to office based in Birmingham and across the UK.

Are you passionate about improving the lives of those experiencing homelessness and social exclusion? Join homelessness charity Emmaus UK as our new Director of Partnerships and Federation Development.

About Emmaus

Emmaus is a secular organisation supporting homeless and socially excluded people by providing a home for as it is needed, meaningful work in a social enterprise and a sense of belonging and community. There are currently 30 Emmaus communities in the UK stretching from Glasgow to Dover and Norfolk to South Wales, collectively supporting more than 850 people. We understand that a home is more than just a roof over your head; it’s somewhere to belong, where you feel part of a community, and that’s what Emmaus offers.

About the Role

As a critical member of the strategic leadership team (SLT) for Emmaus UK, the Director of Partnerships and Federation Development will take lead responsibility for ensuring the provision of high-quality support, advice, capacity building and grant-making for federation members in the UK.

The postholder will play a key role in the development of national strategic partnerships and will collaborate with federation members to ensure that federation strategic priorities are delivered and that our colleagues across the federation are able to do their very best work supporting people to overcome homelessness and poverty.

The role will also ensure effective programme and project management of directorate projects and work to embed cross-directorate working and co-operation.

If you are interested in the role, please submit a completed Application Form and the Equality & Diversity Form using the Application Pack for guidance.

Emmaus UK is a secular organisation, committed to equality and inclusion and welcomes applicants from all backgrounds.

The deadline for applications is 9am on Monday 17th June 2024. Please email application to us. (email address is in the application pack) 

Those shortlisted will be invited to an interview conducted via Microsoft Teams, on Tuesday 2nd July and Wednesday 3rd July 2024.

If you would like to arrange an informal discussion about the role, please email us. 

An Emmaus UK organogram is available on request.

Our client is a highly regarded International Development Organisation with a Head office based in Central London.  They are looking for an Interim HR & Operations Coordinator on a FTC basis until Mar / Apr 2025.

The HR & Operations Coordinator is accountable to the HR & Operations Manager and will work closely with the Finance team as well as senior management. In addition, this post has considerable interaction with members of the UK Head office and Country staff based overseas.

Main responsibilities

Human Resources

To be the first point of contact advising managers and staff including secondees on all general HR operational enquiries in adherence to company’s policies and procedures, legislation and best practice.

Supporting Senior Management on complex disciplinary, grievance, capability cases.

Coordinating recruitment campaigns and supporting the team in implementing the 2024 recruitment plans.

To support the learning and development function and needs arising from the appraisals process including the administration and co-ordination of internal training programmes.

To ensure HR Records are up to date, accurate and compliant with legislation including administration of the online system to record absence (sickness, holiday TOIL).

Provide departmental reports to the Senior Management Team when required.

Provide the monthly payroll data and liaise with the external payroll service provider to provide the smooth running of the monthly payroll.

To promote equality of opportunity in relation to the duties of the post.

Supporting the programmes team with compliance in Country Offices.

Information Technology

To support the HR & Operations Manager in the on-going development of the company’s IT systems.

To support IT function and security of the company's electronic records.

To act as the main point of contact for the outsourced supplier.

Administration and Facilities

To provide general administrative support to the HR & Operations Manager ensuring the smooth running of the organisation.

To coordinate the recruitment and onboarding plans and delivery for new staff,

To coordinate ongoing HR contract administration and changes.

To facilitate the purchasing of staff IT and other work equipment in line with budget.

To coordinate the monthly payroll communication and approvals

To arrange and service internal and external office meetings.

To be the first point of contact with shared working space (office) provider and ensure facilities are currently accessed and utilised.

Assist the HR & Operations Manager in resource planning for additional capacity for company projects

To be the main contact for Health & Safety for the UK office, developing and implementing the health and safety policy and ensuring that staff comply with this.

Together with the HR & Operations Manager, ensure that the company has appropriate insurance cover.

To undertake any other duties that may reasonably be requested by the SMT commensurate with experience and company requirements.

• Travel required: 10 days / year (approx.)
• Starting date: Hiring now

We are seeking a Research Assistant to support the research activities of the Patient Evidence Department of Myeloma Patients Europe (MPE).

Please, send your CV and cover letter at recruitment @mpeurope. org. Applications without a cover letter will be rejected. 

The following tasks and core responsibilities are non-exhaustive and subject to change depending on needs of the organisation.

Main Duties and responsibilities

Perform the following duties in conjunction with and under the guidance of the Head of Patient Research:

• Plan and conduct assigned research individually or jointly in accordance with project deliverables and department strategy
• Document research output including analysis and interpretation of data, maintaining records and databases, drafting progress reports and publications
• Maintain accurate records of patient data, safeguarding the confidentiality of patients and patient data, as necessary
• Writing for internal / external audiences (including academic journals, lay summaries, and, progress reports)
• Contribute to the dissemination of work including presentations at international and national conferences, internal and external meetings and workshops
• Contribute to the development of proposals to secure funding to support future research
•  Engage with patients, families, clinicians, patient organisations and other stakeholders involved in MPE patient evidence projects and other myeloma research
• Represent  MPE at internal / external meetings

Other responsibilities

• Undertake any other reasonable duties as required by the Head of Patient evidence
• Support the wider MPE team with research and evidence requests
• Critically appraise and provide advice to MPE wider team on academic research findings
• Build good relations with members, internal and external stakeholders (including doctors, researchers and medical representatives within companies)
• Respond to external patient organisations’ requests on research and evidence topics
• Attend scientific congresses and meetings
• Develop content for MPE website and social media and other communications
•  Participate in advisory boards for the pharmaceutical industry
• Engage with training and continuing professional development

About you:

• A good undergraduate degree in a relevant subject area and either postgraduate qualification or equivalent research experience
• Knowledge and experience of qualitative and quantitative research methodologies
• Understanding of principles of Good Clinical Practice in research
• Knowledge and experience of ethical review procedures (desirable)
• Ability to work from home in a virtual setting with a team spread across Europe
• Experience in a related field desirable – preferably working in a non-profit organisation, academic / clinical research, or medical/scientific setting
• Experience in working with patients, researchers, doctors and representatives from the pharmaceutical industry desirable
• Organised, with excellent project management and time management skills
• Strong listening and communication skills
• A motivated and self-aware team player, who can work independently or collaboratively with equal success
• Demonstrated excellence in writing, proofreading, and editing in English
• Good analytical, numerical abilities and ability to interpret complex information
• Ability to explain complex scientific terms and knowledge into lay language
• Willingness to attend face-to-face departmental meetings in Edinburgh on a quarterly basis
• Proficient at Office suite – Word, Excel, PowerPoint (or equivalent)

We offer:

• An exciting position in the emerging field of evidence-based patient advocacy, working together with key patient advocacy leaders across Europe
• Permanent position with flexible hours giving the opportunity to progress and to integrate in a dynamic, friendly and multi-cultural team working from different European cities

About MPE

Myeloma Patients Europe (MPE) is a pan-European organisation representing 52 myeloma and amyloidosis patient groups from over 33 European countries. It is registered as an international non-profit organisation under Belgian Law. A Board mainly composed of patients and caregivers is elected by the membership to oversee the strategy and governance of the organisation. A team of 13 staff members runs remotely the day-to-day operations, programmes and services within 4 divisions: Access and Policy, Medical Education and Scientific Engagement, Patient Evidence and Member and Patient Community Programmes.

MPE is dedicated to improving the treatment, care and quality of life of patients with myeloma and AL Amyloidosis. To this end, the main goals of the organisation are:

• Collaborating on projects to the benefit of the myeloma community
• Exchanging information and best practice
• Developing existing patient groups and encouraging and facilitating the setting up of new groups
• Helping to shape appropriate health-related policies and initiatives on a European and national level
• Ensuring patients across Europe receive timely access to new treatment
• Stimulating and promoting patient-centred research and clinical trials
• Developing a strong evidence base for the needs and wants of patients and their role in research

About the Patient Evidence department

The MPE Patient Evidence department was established in 2020 to generate evidence important to patients with myeloma and their families and is led by Dr Eilidh Duncan. Our goal is to understand unmet needs in the patient population and design patient-focussed research questions which will support new understandings and knowledge. MPE partners with academia, other patient organisations, industry and regulatory bodies where possible to understand more about what gaps exist within the myeloma landscape and how to best generate evidence on these. We work alongside MPE’s policy and access team to anticipate what questions need to be asked and what the data needs are for upcoming medicines approval processes.

The deadline for applications is June 7th and all applications will be reviewed immediately afterwards. Our hiring team will schedule interviews with successful candidates to take place in the following weeks. We will be in touch following the review period regarding next steps. 

If you have any questions in the meantime, please reach out to us at recruitment @mpeurope. org