214 Head of development areas jobs

Lead transformation that changes lives. 

Are you a strategic thinker who can bring people together to turn complex challenges into practical change? 

Do you have the experience and influence to turn ambitious ideas into practical, sustainable transformation?  

If so, this could be the opportunity for you. 

At Together Trust, everything we do is about creating opportunities for the people we support to thrive. As we deliver our ambitiousfive-year strategy, we are looking for a talented Service Transformation & Innovation Lead to help turn our vision into reality. 

This is a great opportunity for someone who enjoys strategic thinking, collaborative change and working across an organisation to connect services, people and ideas in ways that make a real difference. 

You will work closely with senior leaders and colleagues across the Together Trust to translate strategy into action, align priorities and support transformation, innovation and partnership work. 

Salary: £49,943 | Full Time | Permanent  

Hybrid Working – Cheadle / home-based with travel across the Northwest (predominantly Manchester and Stockport area) 

Interview Date: 23rd October 2026

About the role 

As our Service Transformation & Innovation Lead, reporting directly to the Service Director, you will act as a key connector across services, strategic programmes and organisational priorities helping teams build momentum and embed meaningful, lasting change. 

What you will be doing 

• Shaping and leading improvement activity that helps deliver Together Trust’s five-year strategy and strengthens the way services work for the people we support 
• Turning strategic ambitions into practical delivery plans that help colleagues move forward with clarity, confidence and shared purpose. 
• Identifying opportunities to align projects, initiatives and change activity across services 
• Supporting senior leaders to manage priorities, dependencies and organisational capacity 
• Championing innovation, continuous improvement and the sharing of best practice 
• Moving new ideas, sustainability priorities and emerging partnerships from early thinking into practical change that services can adopt and sustain 
• Facilitating cross-service collaboration to strengthen outcomes and reduce duplication 
• Providing insightful reporting, governance support and delivery assurance. 
• Working in line with Trust safeguarding policy and practice

 About you 

You are someone who builds positive working relationships and enjoys bringing people together to solve complex challenges. You balance strategic ambition with operational realities and turn ideas into practical, sustainable solutions. 

We would particularly welcome applications from candidates who can show experience, understanding or transferable skills in the following areas: 

• Strategic delivery, transformation or service improvement across multiple teams or services 
• Stakeholder engagement, influencing and building alignment without direct authority 
• Turning organisational priorities into actionable plans and measurable outcomes 
• Identifying connections, dependencies, risks and opportunities across complex programmes of work 
• Facilitation and collaboration that help teams achieve shared objectives 
• Using evidence and data to support planning, decision-making and evaluation 
• Planning, organisation and communication 
• Relevant professional experience, learning or qualifications that support you to succeed in the role (including degree-level education or equivalent relevant experience)  

It would be great if you also have: 

• Project Management qualifications such as PRINCE2, APM or AgilePM 
• Change Management qualifications such as Prosci or APMG 
• Experience within social care, education, health, charity or other regulated service environments 
• Knowledge of programme management, portfolio delivery and benefits realisation approaches 
• Experience supporting innovation, sustainability or partnership development  

Why join Together Trust? 

At Together Trust, you’ll be part of a charity with a clear purpose: helping people feel supported, included and able to thrive. 

Benefits  

• Annual Leave – 27 days plus 8 bank holidays, rising to 30 after 5 years and 33 after 10 years. 
• Generous pension scheme and death in service benefit – up to 7% employer pension contributions and up to 6× basic salary. 
• Occupational sick pay and enhanced maternity, paternity and adoptive leave. 
• Reward and Discount platform plus eligibility for Blue Light Card. 
• Real Living Wage employer. 
• Refer a Friend scheme. 
• Training and development opportunities, including apprenticeships. 
• Long service awards with cash gifts and extra holiday. 
• Promotion of Wellbeing, including Mental Health First Aiders and free weekly yoga (in person/online). 
• Access to our Employee Assistance Programme. 
• Inclusive networks: Disability & Neurodiversity, Race Equality, Proud Together (LGBTQ+), Together for Men, Women Together. 

You'll have the opportunity to: 

• Shape the future direction of services across the Together Trust 
• Lead meaningful transformation that positively impacts people's lives 
• Work alongside compassionate, courageous, and collaborative colleagues 
• Influence strategic decision-making at a senior level 
• Be part of an organisation committed to innovation, learning and continuous improvement 
• Enjoy a flexible hybrid working environment 

Our commitment to inclusion 

We welcome applications from people of all backgrounds and experiences. We are committed to creating an inclusive workplace where everyone feels valued, respected and able to thrive. 

We positively encourage applications from people with lived experience.  If you need any reasonable adjustments throughout the recruitment process and employment journey we will work with you to understand what support would help. 

Enhanced DBS check required (undertaken by Together Trust). 

Ready to make an Impact? 

If you are passionate about driving innovation, building partnerships and delivering meaningful change that improves outcomes for people and communities, we'd love to hear from you. 

Apply today and help shape the future of Together Trust services 

We reserve the right to close this advert early if a suitable candidate is identified. 

Applications are very welcome from all regardless of age, disability, marriage or civil partnership, pregnancy or maternity, religion or belief, race, sex, sexual orientation, trans status or socio-economic background. We are committed to making reasonable adjustments for disabled people. We positively encourage applications from those with lived experience. 

If there is any part of your lived experience you want to keep confidential in some way please talk to the Recruitment or HR shared service teams and we will do what we can to support you

The Together Trust is committed to safeguarding and promoting the welfare of the people we support and expects all our staff and volunteers to share this commitment. 

Safeguarding checks will be undertaken for the successful candidate in line with our safer recruitment policy.

At Ambitious College, we're looking for a SEND Officer to join our team.

You'll co-ordinate the statutory transition and annual review process at Ambitious College. This includes having responsibility for all planning, facilitation, tracking, quality assurance, follow up, and reporting related to annual and transition reviews. This is circa 80 learners with potential for future growth.

You will be responsible for learners across one of our college campuses and supported internships across the same geographical area. We currently have settings in Southwest London / Outer London and Northeast London / Outer London.

As part of this role, to be the single point of contact for annual and transition reviews for your allocated settings and areas as such work closely with a variety of key stakeholders such as college staff, parents, learners, visitors, and local authorities. You will be one of two SEND officers within Ambitious College

We are looking for someone who has:

• Experience of working within a similar SEN organisation / school / college/ charity environment.
• Good knowledge of EHCPs and the SEND code of practice.
• Formal administrative / reception qualifications or strong experience.
• Previous experience of working within face paced, challenging environment.
• Experience of providing high-quality administration support.

In return we offer great benefits including a generous holiday allowance, commitment to continued professional development (CPD) and more!

This is a fantastic opportunity for an ambitious individual who would like to work for a forward-thinking, open and honest organisation and make a real impact to the young people we work with. Please find our full recruitment pack on the link below.

If you have any questions about the role or would like to have a confidential chat, please contact James Axford, Recruitment Officer.

Ambitious about Autism is committed to fostering equity, diversity, and inclusion at every level of our organisation. We warmly welcome applications from all qualified candidates, valuing the diverse backgrounds, experiences, and perspectives they bring. We encourage applications from individuals regardless of race, colour, nationality, ethnic or national origins, religion or belief, sex, sexual orientation, gender identity or expression, marital or civil partnership status, pregnancy or parental status, disability, or age.

Our recruitment process promotes equal opportunities, and we are committed to providing reasonable adjustments for candidates with disabilities or additional needs throughout the recruitment process. Please contact our Recruitment Team for accommodations. We recognise disability as a physical or mental impairment that significantly and long-term affects a person's ability to perform day-to-day activities, as defined by the UK Equality Act 2010. All applications will be considered solely on merit, aligned with our mission to support autistic children and young people.

Ambitious about Autism is committed to safeguarding and promoting the welfare of children and young people and successful candidates will be subject to an Enhanced DBS check. As part of our Safer Recruitment checks, an online search maybe carried out in line with Keeping Children Safe in Education.

The Safeguarding responsibilities of the post as per the job description and personal specification.
Whether the post is exempt from the rehabilitation of Offenders Act 1974 and the amendment to the Exceptions Order 1975, 2013 and 2021. This means that when applying for certain jobs and activities certain spent convictions and cautions are ‘protected', so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Further information about filtering offences can be found in the DBS Filter Guidance.

In this role you are responsible for day-to-day operational activity across both finance and HR functions, working closely with the Finance Officer and reporting to the Head of Finance (with ‘dotted line’ reporting to Director of Finance and Operations in respect of HR activity). 
The role requires effective use of systems to enable efficient processes, with responsibility for data held on the HR system and management of routine employee related processes including recruitment and onboarding. The role also shares responsibility for processing invoices and payments on the finance system, responding to queries from colleagues and 3rd party partners. You will provide support for Head of Finance and Director Finance and Operations where required, including data analysis, reporting and preparation of returns across both finance and HR remits.

How to apply
To apply for this role please send your CV and cover letter (maximum two pages) including responses to the three questions below:
1. Tell us about a time when you identified a process that could be improved or made more efficient. How did you approach making the change, and what did you do to ensure the process was accurate, consistent and effective?
2. Describe a situation where you had to handle sensitive financial or employee information while also resolving a difficult or confidential issue. What approach did you take?
3. Give an example of when you have had to manage competing priorities. How did you decide what to do first, and how did you ensure important deadlines were met?

HR and Recruitment
• Maintain accurate data on our HR system including starters, leavers, holiday and other absences
• Report on key employee metrics including sickness absence, holiday, TOIL, diversity
• Support line managers with recruitment activity including making effective use of the Applicant Tracking System to ensure a good candidate experience and to report recruitment metrics to enable continuous improvement
• Manage onboarding for new starters including reference requests, pre-employment checks, induction processes
• Coordinate arrangements for training sessions for staff
• Support Head of Finance with monthly payroll processes
• Support Director of Finance and Operations in maintaining and publicising HR policies, keeping the Employee Handbook current
• Maintain up to date employee guides and templates for key HR processes including appraisals, mid year reviews, recruitment, induction, flexible leave

Finance Administration
• Maintain appropriate employee access to Finance Systems, including being able to claim staff expenses and raise sales invoice requests, and support employees in using these systems. 
• Respond to queries in the central accounts mailbox, liaising with internal and external stakeholders.
• Support Head of Finance and Finance Officer with Purchase Ledger, including posting and payment of supplier invoices in a timely manner, ensuring accurate coding and authorisation in line with limits, maintenance of supplier accounts, reconciliations and remittances.
• Support Head of Finance and Finance Officer with management of company credit cards and virtual cards, including reconciling statements and accurate posting to the ledger. 
• Assist in raising sales invoices and accurately recording income. 
• Assist with Credit Control, chasing overdue debts and reporting to the Head of Finance.
• Support Head of Finance with analysis of financial data from the finance system (Xero) for reporting and other ad-hoc purposes
• Assist in maintaining up to date procedures. 

There is an opportunity to attend theatre press nights where appropriate and to take advantage of trade tickets when offered

This role sits within the Finance and Operations team whose focus is to ensure the organisations operate as effectively and efficiently as possible. Our team operates across Finance, HR, Technology, Facilities and Compliance, to ensure that systems and processes are set up which promote smooth delivery and support the work of the organisations. This includes adherence to regulatory requirements and best practice standards

Workforce Development Coordinator

WorldSkills UK is looking for an organised and proactive Workforce Development Coordinator to join our Workforce Development Team.

At WorldSkills UK, we have big ambitions to help young people, the education system and the economy. We work across the UK to raise standards in technical education and apprenticeships, champion future skills and help more young people from all backgrounds succeed in work and life.

As Workforce Development Coordinator, you will play an important role in supporting the successful delivery of our workforce development programmes. Working with colleagues, participants, delivery partners and other stakeholders, you will help ensure our programmes are well organised, our systems and information are accurate, and participants receive a professional and positive experience.

The role is varied and will include:

• coordinating programme activity, meetings, events and workshops;
• maintaining programme documentation, schedules, records and systems;
• coordinating communications with participants and internal and external stakeholders;
• collecting, validating and collating data and supporting programme reporting;
• coordinating participant registration, onboarding and ongoing support;
• working with suppliers, venues, contractors and delivery partners; and
• helping to improve systems, processes and ways of working.

We are looking for someone who is highly organised, has excellent attention to detail and can confidently coordinate multiple activities, priorities and deadlines. You will need strong administrative and communication skills, the ability to build effective working relationships with a range of people, and the confidence to use your initiative while working collaboratively as part of a team.

Salary: £28,000
Contract: Permanent, full time (35 hours per week)
Location: London, with flexible hybrid working. The postholder is expected to attend the office at least once or twice a week.

How to apply

Please download and read the application pack attached before applying.

WorldSkills UK uses a blind recruitment approach. To apply, please submit the following:

1. an anonymised CV in Word format;
2. a supporting statement in Word format outlining your suitability for the role and addressing the role description and person specification; and
3. a separate document containing your name, email address, telephone number and confirmation of your right to work in the UK.

Closing date: 23:59 on Sunday 4 October 2026.

Late or incomplete applications, or applications that do not follow the application requirements, may not be considered.

About the team

The Philanthropy Team raises income for Impetus and for Impetus partner charities. The team consists of 15 staff. Impetus has an annual income of c.£11 million which we are looking to grow significantly within the next few years. The team is led by two Directors of Philanthropy and Partnerships. 

The Philanthropy Team works with major donors, corporates and grant making trusts, as well as collaboratively with colleagues across the organisation to ensure we make a compelling case to generate new financial commitments and wider support for our work. The team also deliver a high-quality engagement programme of volunteering and pro bono for Impetus’s corporate supporters.   

Impetus is driven by a shared belief in tackling the barriers that hold back young people from disadvantaged backgrounds in education and employment. Alongside investing extensive financial and non-financial support in our charity partners through our Investment Team we also seek to influence decision makers to design and implement evidence led policy and direct new resources to get young people the support they need through our Public Affairs team. We are resolutely focused on outcomes, driven by quality evidence.

You would be joining a team that is passionate, ambitious, determined and warm. We care deeply for our colleagues, our charity partners and the young people we serve. 

About this role

The Development Director (Philanthropy) provides strategic leadership across Impetus’ philanthropy and stewardship portfolio, with responsibility for relationship management, renewal, growth and selected new business activity. The postholder will work with high-value funders, including corporate partners, trusts and foundations, and high-net-worth individuals.

In 25/26, the Philanthropy and Partnerships team generated £11m in philanthropic income, alongside £2.8m in pro bono contributions. The Development Director will play a key role in delivering Impetus’ growth ambitions, supporting the increase in philanthropic income to £14m by 2029. 

Working closely with the Directors of Philanthropy and Partnerships, the role will translate the fundraising strategy into clear stewardship, renewal, relationship-growth and selected new business plans, ensuring strong donor retention, high-quality engagement and sustainable growth in high-value income.

Working closely with the Director of Philanthropy and Partnerships, the postholder will oversee the donor lifecycle across the philanthropy portfolio, with particular focus on strategic stewardship, renewal, relationship growth and the effective transition of selected prospects into long-term donor relationships. They will personally lead and support significant six and seven-figure donor relationships and selected funding opportunities, while working with colleagues to ensure the philanthropy pipeline, stewardship plans and account management disciplines are strong.

Working collaboratively across the Philanthropy and Partnerships team and with colleagues across the organisation, the Development Director will ensure a joined-up approach to donor stewardship, renewal, relationship growth and selected donor acquisition, maximising income, partnership value and long-term impact within the agreed fundraising strategy.

Key responsibilities

Strategic Relationship Management & Growth

• Own and oversee strategically significant donor and partner relationships at six and seven-figure levels, ensuring high levels of retention, satisfaction, trust, income growth and long-term value.
• Set and embed best practice stewardship standards, ensuring donors receive timely, consistent, high-quality and relevant engagement and communications throughout their relationship with Impetus.
• Work closely with the wider team to ensure a smooth transition between new business, and long-term stewardship.
• Ensure account plans for priority donors and partners include clear renewal and growth pathways; engagement and risk-management plans.
• Act as senior relationship owner where required, modelling strong stewardship and coaching the Head of Philanthropy and other colleagues to navigate complex or sensitive relationships.

New Business: Pipeline & Conversion 

• Personally lead on select six and seven-figure level priority prospects and strategic funding opportunities, managing the full fundraising cycle from qualification to close.
• Work with trustees, senior volunteers and networks to support warm introductions, relationship development and follow-up, in line with agreed new business and stewardship priorities.
• Work with colleagues to translate Impetus’ impact, evidence base and venture philanthropy model into compelling propositions for donors, prospects and priority audiences.

Performance and KPI Reporting

• Accountable for ensuring effective implementation, monitoring and continuous improvement of fundraising performance frameworks, KPIs and reporting disciplines.
• Use performance data and insight to improve team effectiveness, inform portfolio planning and resource recommendations, and identify opportunities for retention, renewal and growth.
• Oversee philanthropy portfolio data quality, reporting and forecasting, ensuring robust systems and processes.
• Ensure robust systems, processes and performance disciplines are in place to support delivery of agreed philanthropy portfolio objectives and wider fundraising goals.
• Foster a culture of accountability, continuous improvement and evidence-led decision-making across the philanthropy portfolio and direct team.

Donor Communications

• Provide strategic oversight of donor communications for the philanthropy portfolio, ensuring messaging is clear, compelling, timely and aligned to Impetus’ voice, values and evidence base.
• Work with Communications and Philanthropy colleagues to design and continuously improve philanthropic communications, including cases for support, proposals, pitches, stewardship materials and donor updates.

Leadership and Team Performance

• Line manage and develop the Head of Philanthropy, providing direction, coaching and performance oversight within agreed strategy and priorities.
• Develop the Head of Philanthropy as the operational lead for stewardship, ensuring capability, succession and high performance across their team.
• Set clear objectives and success measures for stewardship, renewal, relationship growth and portfolio delivery, aligned to Impetus’ wider income strategy.
• Build and sustain an inclusive, evidence-led and high-performing culture across the philanthropy portfolio, balancing pace and ambition with quality, learning and collaboration.
• Build fundraising and stewardship capability across the team through coaching and consistent, fair and high-quality performance management, including objective-setting, feedback and development planning.

Pro Bono, Events, Volunteering & Partnership Value

• Ensure engagement opportunities, including volunteering, pro bono and events, strengthen donor relationships, partnership value and long-term income growth through strong collaboration with colleagues.

Operational Excellence, Governance & Risk

• Ensure philanthropy and selected new business activity complies with due diligence, gift acceptance and risk management requirements.
• Oversee accurate philanthropy pipeline reporting, forecasting and performance tracking, using Salesforce and other systems to ensure insight informs portfolio planning and decision-making.
• Work with Finance and Operations to ensure income is contracted, invoiced, and reported accurately and on time in line with financial controls.
• Identify and escalate strategic, financial or reputational risks associated with donors, prospects and partnerships.

Cross-Organisational Leadership & Representation

• Act as a senior ambassador for Impetus, representing the organisation credibly with new donors, partners, and external stakeholders.
• Contribute to organisational strategy, income planning, and senior leadership discussions.
• Lead philanthropic work on Impetus funds including identifying funding opportunities and risks; shaping prospect pipelines; contributing to cases for support and donor presentations; and develop fund stewardship.
• Champion collaboration across the Philanthropy team, ensuring opportunities are shared, relationships are well managed and expertise is used to maximise income and impact.
• Model Impetus’ values, evidence-led approach and commitment to equity, diversity and inclusion across the philanthropy portfolio.

Strategic Leadership

• Work in partnership with the Director of Philanthropy and Partnerships to contribute to the fundraising strategy.
• Translate strategic priorities into clear operational plans, objectives and delivery, ensuring stewardship, renewal and relationship growth contribute to organisational priorities, income targets and long-term growth ambitions.
• Provide strategic oversight of philanthropy portfolio forecasting, budgeting input, pipeline performance and resource recommendations, ensuring risks and opportunities are identified and escalated proactively.
• Maximise the contribution of trustees, committees, senior volunteers and wider networks to support donor stewardship, relationship growth and selected new business development.
• Act as a trusted senior adviser to the Directors of Philanthropy and Partnerships, providing insight, challenge and solutions to strengthen philanthropy portfolio performance and wider fundraising capability.
• Deputise for the Director of Philanthropy and Partnerships where appropriate, within agreed delegations and priorities.
• Build a positive, collaborative and high-performing culture across the philanthropy portfolio, modelling Impetus’ values and supporting continuous improvement.

Person specification

Essential:

Fundraising & new business leadership

• Significant experience in major donor and/or corporate fundraising at six and seven-figure gift level, with a strong track record of securing new income and managing complex partnerships.
• Ability to lead and personally deliver the full fundraising cycle, from prospecting and cultivation through to solicitation, negotiation, and close.
• Proven experience of building, managing, and converting a new business pipeline, balancing ambition with delivery.
• Strong ability to leverage internal and external networks, including trustees, senior volunteers, and professional contacts.

Senior stakeholder engagement

• Experience of operating at a senior level and leading high value or complex stakeholder relationships (trustees, board members, senior external partners).
• Ability to influence and build credibility with senior audiences through clear, confident and evidence led communication.
• Excellent negotiation skills, with the ability to secure mutually beneficial outcomes while protecting organisational values and reputation.

Leadership & people management

• Proven experience leading and developing high-performing teams, including developing senior colleagues and building leadership capability.
• A strong track record as a collaborative senior team member, contributing beyond own area of responsibility and supporting wider organisational success
• Ability to build a high-trust, high-challenge culture that supports excellence, inclusion, and learning.
• Strong performance management capability and ability to handle complex people issues, giving strategic feedback, and addressing underperformance constructively.
• Ability to deputise for the Director of Philanthropy and Partnerships when appropriate.

Strategic & intellectual capability

• Strong strategic thinker with the ability to translate agreed strategy and insight into clear plans and execute them effectively.
• Ability to grasp, interpret apply and communicate complex information and ideas, including Impetus’ venture philanthropy and impact-led funding models.
• Evidence of an innovative and creative approach, with the ability to adapt in changing contexts.

Financial, operational & delivery capability

• Solid financial management, with experience contributing to budget-setting, managing agreed budgets, supporting forecasting and identifying efficiencies.
• Strong organisational skills and attention to delivery, with the ability to manage multiple priorities to a high standard
• Able to use insight and data (including CRM systems such as Salesforce) to inform decisions and strengthen performance.
• Sound judgement in identifying, managing, and escalating risk, particularly in relation to donor relationships and reputation.

Communication, values & ways of working

• Excellent written and verbal communication skills, able to communicate clearly, persuasively, and with impact.
• Excellent relationship-building skills, with the ability to establish, maintain, and leverage relationships with key internal and external stakeholders.
• A strong commitment to Impetus’ mission and to improving outcomes for young people.
• A clear commitment to equality, diversity, and inclusion, demonstrated through inclusive leadership and professional practice.

Desirable 

• Experience working within venture philanthropy, impact investing, or systems-change funding models.
• Familiarity with private equity, professional services.
• Experience contributing to income growth, donor strategy or portfolio development within an agreed organisational fundraising strategy.
• Knowledge of the UK charity or social impact sector, particularly education, employment, or youth-focused work.
• Experience using CRM systems (e.g. Salesforce) to manage pipelines, performance, and forecasting.

About Impetus

At Impetus, our focus is on helping young people achieve positive education and employment outcomes to increase their chance of leading fulfilling and successful lives, irrespective of their background.

We tackle the three most difficult challenges that affect a young person’s ability to succeed in life in Britain today:

• Lost learning through absence, suspensions, exclusions from school
• Stagnation in education attainment outcomes, which means many are missing out on key qualifications like GCSE English and maths
• The large numbers of young people out of education, training and employment

We use our deep expertise and high calibre networks to give the best non-profits working in these sectors the essential ingredients to have a real and lasting impact on the young people they serve.

Through a powerful combination of long-term funding, direct capacity building support from our experienced team and our pro bono partners, alongside research and policy influencing to drive lasting systems change, we work towards a society where all young people can thrive in school, pass their exams and unlock the doors to sustained employment, for a fulfilling life.

We are resolutely focused on outcomes and impact, driven by quality evidence.

You would be joining a team that is passionate, rigorous, determined, creative and warm. We care deeply for our colleagues, our portfolio partners and the young people we serve.

Impetus is a registered charity and our charity number is 1152262.

Our Values

In 2022 the Impetus staff agreed the following set of Values to act as our guiding principles as an organisation and help us to remain focused on achieving our mission to support young people from disadvantaged backgrounds.

We are brave and curious

We are bold and brave in our pursuit of better outcomes for young people. We lead with curiosity and stay open to new perspectives. We support one another to take considered risks and learn together.

We bring high trust, high challenge

We build strong, long-term relationships through honesty, kindness, integrity, and respect. We create the space for open, constructive challenge, where colleagues, partners and supporters feel safe to speak up, hold each other to account, and bring their best in pursuit of our mission.

We are evidence led and results driven for young people

We pursue excellence for the young people we work with, are wholly committed to better outcomes, unapologetically results driven, and accountable for our actions.

We thrive through diversity

We seek to embed diversity of thought, background and experience in every aspect of our work. We are open, thoughtful and proactive in better understanding and challenging our assumptions to better deliver the change we seek.

We always seek collaboration

We will not succeed alone. We seek meaningful, productive partnerships with others to achieve our mission and drive systems change for young people.

Our commitment to equality, diversity and inclusion

We believe that a diverse workforce leads to an organisation that is more open, creative and gets better results.

We want our team at Impetus to represent the diversity of the people and communities we serve. We also want our team to be one where different experiences, expertise and perspectives are valued, and where everyone is encouraged to grow and develop.

We want to reach a diverse pool of candidates. We are happy to consider any reasonable adjustments that potential employees may need to in order to be successful.

We recognise the importance of a good work/life balance. We do everything we can to accommodate flexible working, including working from home, working part-time job shares and other arrangements.

Please just let us know in your application or at any stage throughout the process (and beyond) if these are options you’d like to explore.

Impetus is an equal opportunity employer and is determined to ensure that no applicant or employee receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation. We value diversity and welcome applications from people of all backgrounds.

Our employee benefits

Impetus appreciates the invaluable contribution made by all employees and wishes to encourage and reward loyalty, motivation and experience. We therefore offer a range of benefits and policies which aim to assist employees during various stages of their lives and careers. For more information on these, please download the job information pack from our website.

How to apply

Please click on the "Apply for this job" button.

You will need to:

• Complete the online form (including the equal opportunities monitoring form).
• Upload a comprehensive CV and supporting statement.

The supporting statement should be no more than two sides of A4 and should address the criteria in the person specification.

You should also include the contact details of two referees, one of whom must be your current or most recent employer. Referees will only be approached with your express permission.

As part of our commitment to flexible working we will consider a range of options for the successful applicant. All options can be discussed at interview stage.

The deadline for applications is Sunday 20th September 2026, 11:59pm.

Interviews:

1st Interviews will take place on w/c 5th October 2026.

2nd Interviews will take place on w/c 12th October 2026.

You will also be required to provide proof of your eligibility to work in the UK.

Personal Data

Your personal data will be shared for the purposes of the recruitment exercise. This includes our HR team, interviewers (who may include other partners in the project and independent advisors), relevant team managers and our IT service provider if access to the data is necessary for performance of their roles. We do not share your data with other third parties, unless your application for employment is successful and we make you an offer of employment. We will then share your data with former employers to obtain references for you. We do not transfer your data outside the European Economic Area.

Head of Earned, Shared and Paid Digital (2666)

• Location: Oxford UK/ (with the ability to work from home under Oxfam GB's hybrid working arrangements)
• Workplace Type: Hybrid
• Hours: 36 hours per week
• Salary: £49,601 with a discretionary range up to £56,518 depending on experience
• Job Family: Communications
• Division: CEO Office
• Grade: B
• Job Type: Open ended
• Closing Date: 30 September 2026
• Country: United Kingdom

Oxfam is a global movement of people working together to end the injustice of poverty.

The Role:

As Oxfam's Head of Earned, Shared and Paid Digital, you will work collaboratively across teams to shape the strategic direction for how Oxfam earns attention, engages audiences, and grows its reach across organic social, paid digital and channels beyond our own. Together, you'll ensure that this engagement translates into income, influence and long-term support for our mission.

You will lead and empower our organic social and paid digital teams, holding oversight of day-to-day activity while focusing on elevating and optimising our channel, platform, targeting and digital marketing strategies. You will support your teams to deliver brilliantly by setting a clear creative direction, providing strong editorial and brand stewardship, and embedding a data-led approach to performance and learning. You'll create the space, confidence and connections that enable teams to think beyond individual channels and deliver integrated, audience-focused work.

Working closely with the Head of Digital and Head of Owned Digital, you will help shape Oxfam's wider digital strategy and strengthen our impact across the organisation. By building strong relationships with colleagues and stakeholders, you will bring audience insight into campaigning, fundraising and public engagement activity, ensuring digital expertise informs decision-making and positioning the team as a trusted strategic partner.

If you have any questions about the role, we'd love to hear from you.Please e-mail us at , making sure you include the job title and reference number of the role you're asking about.Please be aware we are unable to accept CVs or applications via e-mail.To apply, please use the "apply now" button on the right hand side of this advertisement.

What we are looking for:

We’re looking for a candidate who cares about Oxfam's mission to end poverty and is personally aligned to our feminist principles and values of empowerment, accountability and inclusion in all you do.

An ideal candidate for the role will also have:

• Experience of managing a multi-disciplinary team and the performance of others
• Lived experience (s) or evidence of learning/taking action on anti-racism and inequalities.
• Strong knowledge of digital platforms, marketing technologies and industry trends.
• A proven track record of growing income, influence and audience engagement through digital channels, ideally within the charity, campaigning or wider social impact sector.
• Proven experience of crisis and reputation management within digital channels.
• Proven success in developing audience-led digital strategies and integrated campaigns across earned, shared and paid channels that deliver measurable impact.
• Excellent stakeholder management skills, experienced in proactive collaboration across organisations.
• Outstanding communication skills, with the ability to engage, inspire and influence a wide range of audiences.
• A strong commitment to Oxfam's values.

We offer:

We offer a competitive salary and a range of additional benefits to staff including flexible working options, generous pension scheme, annual leave, additional leave allowances, company sick pay, life assurance and a range of other benefits.

From the day you join Oxfam we invite you to stretch and learn in your role. Our wide range of Learning & Development opportunities includes in-house courses, e-learning modules, on-the job learning opportunities, coaching and mentoring, and much more.

You can read more about all Oxfam has to offer

Flexfam:

We believe flexible working is key to building the Oxfam of the future, so we’re open to talking through the type of flexible arrangements which might work for you.

How to apply:

As part of your online application, please upload your up to date CV and Cover Letter explaining your suitability against the essential criteria in the job profile.

Our values and commitment to safeguarding

Oxfam is committed to preventing any type of unwanted behaviour at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and committed to promoting the welfare of children, young people, adults and beneficiaries with whom Oxfam GB engages. Oxfam expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our are recruited to work for us.

The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organisation.

All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records and terrorism finance checks. Oxfam GB also participates in the .In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.

We are committed to ensuring diversity and gender equality within our organisation and encourage applicants from diverse backgrounds to apply.

About us

Oxfam is a global community who believe poverty isn’t inevitable. It’s an injustice that can be overcome. We are shop volunteers, women’s right activists, marathon runners, aid workers, coffee farmers, street fundraisers, goat herders, policy experts, campaigners, water engineers and more. And we won’t stop until everyone can live life without poverty for good.

is a member of of 21 organisations working together with partners and local communities in the areas of humanitarian, development and campaigning, in more than 90 countries.

A thriving diverse Oxfam:

It’s people power that brings about change. To play our part as a global organisation working to overcome poverty and inequality, we need equality, diversity and inclusion across our community of staff, partners and volunteers. Together, we’re committed to becoming a more diverse workforce, better able to tackle the global challenges that face our world today.

To do that:

• We need to dismantle the unequal power structures that exist everywhere, this including Oxfam and the wider development and charity sectors.
• We need an inclusive Oxfam where everyone can bring who they are to our work and feels celebrated for the differences they bring.
• We want and need everyone, and that means we need you.

As an Organisational Change & Development Consultant, you'll play a key role in delivering people, culture, talent, organisational design and development projects that support the British Heart Foundation's People Power. Working within the Talent &

Organisational Development team, you'll partner with change specialists, learning technologists and learning and development professionals to drive meaningful organisational change.

Reporting to the Head of Organisational Change, you'll provide project and consultancy support across the Organisational Change and Talent & Leadership teams. You'll work collaboratively with stakeholders to identify challenges, develop evidence-based solutions and deliver initiatives that support organisational priorities.

You'll lead projects and workstreams, develop change, communication and training plans, support organisational design activity and use research, insight and stakeholder feedback to drive successful outcomes. You'll also contribute to business reporting, project evaluations and wider Talent & Organisational Development programmes and events.

About You

As our ideal candidate, you'll have:

• Knowledge of consulting skills, project management and organisational change principles.
• Experience managing multiple projects and supporting organisational change, development or design initiatives.
• Experience working within a Learning, Talent or Organisational Development environment.
• Strong stakeholder engagement, facilitation and influencing skills, with the ability to build effective relationships at all levels.
• Excellent written communication, presentation and organisational skills, with strong attention to detail.
• Strong analytical, research and problem-solving skills, with the ability to use insight and data to inform decision-making.
• A proactive, solutions-focused approach, with the confidence to take initiative and embrace new ways of working.
• The ability to apply behavioural insight to support people development and organisational change.
• Strong IT skills, including Microsoft Word, Excel and PowerPoint.

A qualification in HR, Learning, Organisational Development or Organisational Change would be advantageous, as would knowledge of organisational design principles and processes.

If you're passionate about helping organisations navigate change and delivering initiatives that create positive people and organisational outcomes, we'd love to hear from you.

Working arrangements

This is a project-specific fixed-term contract for 9-12 months, created to deliver the change and communications for our strategic programme to transform BHF into a skills-powered organisation.

This is a hybrid role, where your work will be split between your home and at least one day per week, on average, in our London Office. This may vary from time to time, so you will need to work in a flexible way to unlock your best work for our cause. 

Belonging at BHF

By embracing diversity and fostering an inclusive environment, we strengthen our ability to achieve our mission of saving and improving lives, ensuring our work reflects and serves the needs of every community across the UK.

To hear from our people, check out Belonging at BHF. 

Our people are at the heart of everything we do. By funding research across six decades, we’ve helped keep millions of hearts beating and millions of families together. We’re investing in ground-breaking research that will get us closer than ever to a world where everyone has a healthier heart for longer.

Benefits and development

At BHF, we offer a comprehensive range of benefits designed to support our colleagues’ wellbeing and professional growth.

To find out more about our benefits you can download the Benefits document at the bottom of this page or check out our Benefits and Development pages. 

Need more help balancing your work and home life? Talk to us about what flexibility is available at the application or interview stage. 

Interview process

The interview process may take place in-person or virtually via MS Teams.

How to apply

It’s quick and easy to apply for a role at the BHF. Just click on the apply button below. All you’ll need is an up-to-date CV and a supporting statement, outlining your interest in the role and how you meet the role’s criteria.

Our recruitment processes are fair, accessible, and inclusive. BHF use anonymous CV software as part of the application journey. 
 
We support responsible use of AI to help shape your application. By applying for a role at BHF, you confirm that your application is authentic and reflects your own skills and experience, to ensure everyone is assessed fairly.

Should you need any adjustments to the recruitment process, at either application or interview, please contact a member of the Recruitment team. 

Salary: £34,000 FTE (£20,400 actual salary) 
Contract: Permanent, part-time, 0.6 FTE 
Hours: 21 hours per week with flexibility as to how these are worked subject to business need and prior agreement 
Location: Hybrid, with regular attendance at our central London office (40%) 
Reporting to: Head of Policy and Advocacy 

Help shape public understanding of data and evidence 

We are looking for an experienced and proactive Press and Communications Officer to help raise the profile of the RSS, secure media coverage for our work, and ensure our expertise reaches policymakers, journalists and the wider public.

This is an exciting opportunity for a communications professional who enjoys translating complex topics into compelling stories and wants to contribute to evidence-informed public debate. 

About the role 

As Press and Communications Officer, you will lead and coordinate media and communications activity across the Society's policy, advocacy and public engagement work. You will build relationships with journalists, identify opportunities to showcase RSS expertise, support media-facing spokespeople, and deliver communications campaigns that enhance our influence and reputation.

You'll work across a wide range of issues, helping to explain the role of data, statistics and evidence in public life while ensuring the RSS is recognised as a trusted and authoritative voice. 

Key responsibilities include: 

• Developing and delivering communications campaigns and media plans.
• Generating positive media coverage and building strong relationships with journalists. 
• Drafting press releases, statements, briefings and opinion pieces. 
• Managing media enquiries and supporting RSS spokespeople.
• Creating and scheduling social media content.
• Identifying opportunities to contribute RSS expertise to current public debates.
• Monitoring and evaluating media coverage and communications impact.
• Supporting the development of a diverse network of expert ambassadors and spokespeople.

About you 

We're looking for someone who combines excellent communications skills with a strong news sense and a passion for making complex information accessible. 

You will have: 

• At least two years' experience in communications, press, public affairs or media relations.
• A strong track record of securing media coverage and building media relationships.
• Experience creating high-quality communications content, including press releases and social media content. 
• Experience planning and delivering communications campaigns.
• Excellent writing and editing skills.
• Strong organisational and project management abilities.
• Confidence working with senior stakeholders and subject matter experts.
• The ability to explain complex issues clearly to non-specialist audiences.

Experience in a membership organisation, charity, professional body, learned society, or policy-focused organisation would be advantageous, as would an interest in research, evidence, data or public policy.

Why join us? 

At the RSS, you'll be part of a friendly and collaborative team committed to improving the use of data and evidence across society. We offer: 

• Generous pension scheme with employer contributions of up to 10%.
• 25 days annual leave plus bank holidays and Christmas closure (pro rata).
• Hybrid and flexible working arrangements.
• Training and development opportunities.
• Cycle-to-work scheme.
• Season ticket loan.
• Employee Assistance Programme.

Apply now 

If you're an enthusiastic communications professional looking to make a meaningful impact through evidence, data and public engagement, we'd love to hear from you. 

Join us in helping ensure that statistics and evidence are at the heart of understanding and decision-making.

About the Role

Our small Fundraising team has benefitted from significant investment in recent years and this maternity cover role will provide vital continuity as EIA develops and expands its network of philanthropic supporters and strategic partners. You will be joining EIA at a pivotal time, working closely with the Head of Fundraising to sustain momentum across philanthropy, support the launch of our giving circle, Nature Network, and help strengthen selected partnership opportunities that contribute to our fundraising ambitions.

The fundraising team at EIA, is responsible for raising income across trusts and statutory funders, as well as raising funds from individuals. The income raised from individuals has increased in recent years and we are investing further in this area so that we can conduct even more investigative and campaigning work to protect our planet.

The role will focus on developing and strengthening relationships with High Net Worth Individuals (HNWIs), inspiring supporters to give generously, and stewarding donors so they feel closely connected to EIA’s work to combat environmental crime and abuse around the world, as well as supporting partnership activity where it aligns with philanthropic giving, cultivation and long-term relationship development.

The Philanthropy and Partnerships Manager (Maternity cover) will lead the day-to-day delivery of EIA’s philanthropy programme during the maternity cover period. This will include tailored stewardship for HNWIs, prospecting and cultivation, donor funding propositions, implementing and growing the Nature Network giving circle following its launch in September, engaging our network of ambassadors, Future Stewards, and maintaining effective systems to support growth in philanthropy. The role will also contribute to a focused partnerships pipeline, ensuring partnership activity supports philanthropic income growth and deepens engagement with EIA’s mission.

Key areas of responsibility 

Responsibilities will include, but are not limited to, the following:

Development of the existing supporter base:

• Develop and deliver a tailored stewardship programme for higher level donors.
• Establish appropriate KPIs to track progress and measure success.

Expand the donor base by acquiring new high value prospects:

• Conduct regular prospecting and cultivation to identify new potential supporters.
• Use network mapping to identify potential connections with existing stakeholders.
• Lead the development and delivery of cultivation events and exploratory meetings.

Develop donor funding propositions:

• Work with campaign teams and the wider fundraising team to develop funding propositions for HNWI and a Case for Support for the different areas of our work.

Launch and develop Nature Network and associated stewardship:

• Following the September launch of Nature Network, EIA’s giving circle, recruit new members and provide a compelling stewardship journey for supporters giving at this level.

Support aligned partnerships activity:

• Maintain and develop a focused pipeline of prospective partners where there is clear alignment with EIA’s campaigns, values and philanthropic priorities.
• Work with the Head of Fundraising and colleagues to support partnership cultivation, proposal development and stewardship.
• Lead the prospecting and stewardship of our brand ambassador programme, Future Stewards, including developing a social media communications plan with the Social Media and Digital Engagement Manager

Strategy development, budgeting and campaign reporting:

• Work with the Head of Fundraising to deliver philanthropy plans during the maternity cover period and contribute to wider fundraising strategy where relevant.
• Monitor income and expenditure across philanthropy, Nature Network and relevant partnership activity to ensure they meet budget and contribute to the mid-year reforecast process.
• Produce regular income reports that monitor performance against KPIs and feed back to the Head of Fundraising and wider organisation to share successes with the EIA team.

Person Specification

Essential

• Significant experience of identifying, cultivating and stewarding relationships with high value supporters and securing significant gifts.
• Considerable experience of developing and communicating high value funding propositions and writing compelling cases for support and applications.
• Strong verbal communication skills, confident in communicating effectively and passionately with supporters, team members across EIA and senior stakeholders.
• Excellent networking and presentation skills.
• Experience of planning and delivering stewardship events for HNWIs. 
• Experience of managing or supporting giving circles, membership-style donor programmes or structured supporter journeys would be advantageous.
• Experience of partnership development, corporate relationships or cross-sector collaboration, with the ability to identify opportunities that support philanthropic income growth.
• Driven to provide the very best supporter experience.
• Energetic self-starter able to work on own initiative with attention to detail.
• Dynamic and positive attitude. 
• Creative and innovative thinker.
• Well-organised, able to prioritise work and meet deadlines.
• Fully proficient in Microsoft SharePoint and Office 365.
• Fully proficient in Fundraising databases (CharityCRM would be an advantage but not essential)
• Solid knowledge of Charity Law and Fundraising regulations
• Strong interest in or knowledge of wildlife trade and environmental issues
• Flexibility to work out of hours at a few events through the year.

Are you passionate about using your business development, marketing and fundraising skills to make a real difference? Do you have the energy and entrepreneurial flair to help our charity reach its potential?

About us

Claremont Project is an arts, mental health and wellbeing charity based in Angel, Islington, supporting mostly older adults. We support around 900 members aged from 55 to 101, many of whom face challenges with their mental or physical health, live with disabilities and first come through our doors feeling profoundly lonely and isolated. Our mission is to give people a chance to shine and to live happier, healthier and more connected lives: We nurture a welcoming and inclusive community where people in later life can flourish and feel like they matter.

We do this through:

• A vibrant programme of free and low-cost classes and activities

• Over 100 special events, concerts and parties each year

• A low-cost psychotherapy service

• A social prescription service offering personalised support to vulnerable adults

• Facilitating financial support for those in hardship

With a history stretching back to 1819, Claremont is standing at a pivotal crossroads. Our 2026-2029 strategy sets our ambition to become a financially resilient organisation: A community anchor, with a diversified business model which means we can assure our members that Claremont will always be there for them.

About the role

The Business Development and Fundraising Manager will play a crucial role in delivering a key pillar of our strategy: to build Claremont’s financial strength and sustainability.

The purpose of the role is to increase Claremont’s income from hall hire, therapy room hire, office lettings and donations, so that we can strengthen our much-loved services for vulnerable people.

By tapping into unrealised revenue streams (especially from in our large and centrally located building) the Business Development and Fundraising Officer will bolster our independence and ensure that our services are not put at risk when grants come to an end.

Key relationships:

• CEO

• Buildings and Facilities Manager

• External hirers and prospective hirers

• Tenants and prospective tenants

• Individual givers

Key Responsibilities

1. Business Development, Marketing and Promotion

• Develop and implement marketing initiatives to increase bookings for Claremont's halls and meeting rooms.

• Promote our hire spaces across online platforms (such as TagVenue and Sharesy), build new partnerships, and grow bookings through local networking and word-of-mouth.

• Improve our online presence and promotional materials by creating engaging content, including photography, video tours, signage and marketing literature.

• Support the marketing and promotion of office space rentals, responding to prospective tenant enquiries and assisting with the lettings process.

• Monitor booking trends and recommend new opportunities to maximise bookings and income.

2. Customer Engagement and Venue Hire

• Work closely with the Facilities Manager to respond promptly and professionally to enquiries about hall and room hire.

• Welcome new hirers, deliver customer inductions and support them throughout the booking process.

• Build strong relationships with regular customers, identifying opportunities to improve their experience and encourage repeat bookings.

• Help coordinate office space lettings and provide an excellent experience for prospective and existing tenants.

• Continuously review and improve the customer journey, using feedback to enhance Claremont's venue hire and lettings offer.

3. Fundraising and Individual Giving

• Work with the Head of Operations to plan and deliver fundraising events, including the Claremont Exhibits Private View, Craft Fairs and new legacy programme activities.

• Develop and administer processes for Gift Aid and individual donations, ensuring records are accurate and compliant.

• Explore innovative ways to increase individual giving, improve donor engagement and reduce barriers to giving using digital tools.

• Support the development of Claremont's legacy giving programme and wider fundraising initiatives.

4. Operational Support

• Be an active member of Claremont's small team, contributing to the smooth day-to-day running of the centre.

• Provide occasional front desk cover during staff absences, welcoming visitors and responding to enquiries.

• Assist with setting up and packing away rooms and equipment for activities and events when required.

• Support the successful delivery of centre events and activities, working flexibly to meet operational needs.

• Undertake other duties appropriate to the role that contribute to Claremont's mission and objectives.

Person Specification

With energy, passion, and entrepreneurial flair, you’ll be looking to take the next step and build your skills as in business development and fundraising professional.

Essential Criteria

Experience

• Experience of business development, marketing, sales, fundraising or customer engagement in the charity, public or commercial sector.

• Experience of promoting services or venues and achieving measurable improvements in customer engagement and income.

• Experience of providing excellent customer service and building positive relationships with a wide range of stakeholders.

• Experience of organising projects from planning through to delivery.

• Experience of using digital tools and technology to promote services or support customers.

Knowledge

• Understanding of marketing and business development principles.

• Understanding of the importance of excellent customer experience and relationship management.

• Knowledge of fundraising methods, individual giving or donor stewardship, or a willingness to develop expertise in these areas.

• Ability to use digital tools for marketing and bookings management, with knowledge of (or ability to teach themselves) Wordpress and video editing.

Skills and Abilities

• Excellent interpersonal and communication skills, with the ability to build relationships with customers, tenants, partners, donors and colleagues.

• Strong organisational skills with the ability to manage multiple priorities and meet deadlines.

• Ability to identify opportunities to increase income and improve services.

• Strong written communication skills, with the ability to produce engaging promotional content and correspondence.

• Ability to work independently, take initiative and solve problems creatively.

• Ability to analyse information, monitor performance and make recommendations for improvement.

• Flexible and willing to contribute to the wider work of the organisation, including occasional evening or weekend events where required.

Personal Attributes

• Enthusiastic, proactive and self-motivated.

• Friendly, approachable and committed to delivering excellent customer service.

• Creative and entrepreneurial, with a willingness to generate new ideas and improve existing ways of working.

• Collaborative team player who is equally comfortable working independently.

• Adaptable and resilient, with a positive, can-do attitude.

• Committed to the values and mission of Claremont.

Desirable Criteria

Experience

• Experience of working in a charity or community organisation.

• Experience of venue hire, hospitality, property lettings or facilities management.

• Experience of fundraising, donor engagement or administering Gift Aid.

• Experience of managing partnerships or developing new business opportunities.

Knowledge

• Understanding of legacy fundraising, individual giving and Gift Aid.

• Knowledge of local community organisations, businesses and networks.

Qualifications

• A qualification in marketing, business, fundraising, communications or a related discipline; or equivalent relevant experience.

This job description is neither prescriptive nor totally inclusive of all the possible tasks or roles that are or may be expected of the post holder. The post holder may be from time to time called upon to undertake other tasks not explicitly stated here but which are consistent with the nature of the post and of Claremont’s work.

Deadline for applications: 5pm on Monday 28th September

Interviews: Thursday 8th and Friday 9th October

About the role 

The Motability Foundation is recruiting two Policy Managers to join its newly established policy team, which sits within the Communications department. These roles will lead discrete policy areas, develop robust policy positions, and support the Motability Foundation in improving transport accessibility for disabled people. 

The Motability Foundation is building a future where all disabled people have access to accessible transport options so that they can make the journeys they choose. To achieve our ambitions, the Motability Foundation works closely with a wide range of stakeholders to develop, and then advocate for, policy and legislative solutions which result in tangible, real-world change. These roles are exciting opportunities for applicants who wish to play a crucial role at one of the UK’s foremost charities in doing this. 

The successful applicants will work closely with the Government Relations and Public Affairs team, as well as colleagues within the Motability Foundation and at Motability Operations, to advance our policy priorities, support the integrated communications strategy, and help raise the profile of issues affecting disabled people in their everyday lives. You will also engage regularly with policymakers and external organisations. 

These roles will suit experienced, proactive and collaborative policy professionals who want to strengthen their advocacy experience and help make transport more accessible and inclusive for disabled people. 

What you’ll be doing 

As a Policy Manager, you will lead policy work across agreed priority areas. This will include: 

• Developing robust policy positions, from defining the problem and intended outcomes, to assessing evidence and options, testing discoverability, and making clear recommendations – working closely with colleagues within the Motability Foundation and at Motability Operations, and external stakeholders. 

• Drafting high-quality policy outputs, including policy briefings, consultation responses, calls for evidence, and external correspondence. 

• Collaborating closely with Communications teams colleagues to promote policy positions to government, public and professional audiences, including contributing to campaign development. 

• Tracking political, legislative and policy developments, horizon-scanning for risks and opportunities and adapting policy positions and plans as needed. 

• Building trusted external relationships with policymakers, industry stakeholders and others who shape or influence policy – namely, disabled people and Disabled People’s Organisations. You must be comfortable with effectively communicating complex policy positions to a wide range of stakeholders.

• Working collaboratively across the organisation to ensure policy work is aligned and informed by wider insight. 

• Contributing to the development of the policy function, including its priorities, ways of working, and culture of collaboration, openness, and continuous improvement. 

Your experience 

We are particularly interested in candidates with experience in one or more of the following areas: disability and welfare, transport, tax and fiscal policy, or growth policy. Where candidates do not have direct experience, they should be able to demonstrate strong policy skills and the ability to apply them quickly to complex issues. 

Must haves:  

• Strong experience in policy analysis and developing evidence-led and creative policy positions - ideally on high profile and pivotal policy. 

• Demonstrable experience of communicating policy to senior officials, Ministers, advisers, Parliamentarians and wider industry stakeholders, both verbally and through high-quality written outputs.

• Strong understanding of UK and devolved policy-making and legislative processes, and strong political acumen and awareness of UK and devolved governments’ priorities.

• Understanding of, or commitment to developing expertise in, disability, accessibility, and inclusive transport policy.

• Ability to work collaboratively within a larger team and a complex matrix organisation, and build effective internal and external relationships. 

Nice to haves: 

• Educated to degree level in a relevant discipline. 

• Policy experience in the public, charity or not-for-profit sectors and/or in government (particularly HMT, DWP, No 10, BIST or DfT), Parliament, devolved administrations, or local government. 

• Experience helping to establish, improve or professionalise policy processes in an organisation. 

• Experience informing organisation-wide campaigns with policy expertise, insights and advice. 

If you’re passionate about safer communities and want a role where your work has a direct and lasting impact, this could be the perfect opportunity. As Crimestoppers’ Regional Manager for our Eastern Region (Kent, Essex, Norfolk & Suffolk), you’ll play a pivotal part in helping protect the public, empowering local people, and supporting the agencies working to prevent and solve crime.

We’re looking for an enthusiastic and motivated Regional Manager to represent Crimestoppers across the area. You’ll work closely with law enforcement and community partners to design and deliver meaningful crime‑prevention campaigns, while also coordinating cross‑border and national initiatives with organisations such as ROCUs and the NCA. You’ll empower local volunteer committees to thrive, act as a spokespeople for Crimestoppers in local and regional media, and drive funding opportunities that help expand our impact.

This role variety, and the chance to genuinely make a difference. We’re seeking someone with strong project and budget management skills, confidence under pressure, and the ability to build strategic relationships. Experience in or significant knowledge of the voluntary sector, media campaigning, or policing practice would be an advantage. If you’re committed to community safety and excited by the challenge of influencing real change, we’d love to hear from you.

Please read the full job pack before before submitting your CV and a covering letter.

FTC until March 2029 | Full time | Home based - travel required | £39,993 + £8,400 car allowance | DBS required

Closing date: Monday 12th October at 9am

About the role

This is a technical leadership role, helping deliver the modernisation of the technology that lets our community of over a million people take action every day on the issues they care about. Our enterprise scale tools are being re-built into a modern, modular platform and you’ll be joining the team as a leader in this work

You’ll be the second senior engineer on the team, joining as an equal partner to our existing senior engineer. This role requires an experienced technology leader with a proven track record of delivering great product and engineering outcomes — someone who has already shaped product engineering strategy, architected and engineered great products, developed people and teams, and established engineering standards through the delivery of significant projects at this level.

For many years, we have maintained a spectrum of different in-house products and are now building a modular platform, and your experience of leading on projects or products like this will be extremely valuable to us.

AI first development is central to our operational and development model and this role will offer you the opportunity to work with a team who’ve already proven that we can use AI development tools to deliver for our organisation. We’re looking to you to help us explore and achieve even more.

We’re on a mission to create an elegant, stable and highly effective platform that sits at the core of our mission – to make our country a fairer, more respectful, more sustainable place, and we’re excited to learn how you’ll help with this.

You will have real agency and influence within a small, growing team to try new things and contribute to making a real-world impact. You will help deliver our product roadmap and identify areas for technological innovation that will continue an exciting new chapter of 38 Degrees. Day-to-day, we are working out how to deliver cutting-edge software development in the age of AI and we are excited for the successful candidate to be a core part of this process.

This is a rare opportunity to help redesign a tech stack, develop a best practice AI-enabled software development model with the highest technical standards and deliver a sector-leading set of tools for one of the biggest campaigning organisations in the UK.

There are no formal education requirements for this role. As long as you can show us that you have the skills we don’t mind where you got them from! To be successful in your application you must meet the requirements of this role and answer the questions below which are part of the selection criteria. Without completion of this task your application cannot be considered.

Your background and experience

We are looking for someone with experience leading development, teams, products and technical standards – you’ll be adept at setting direction and bringing others with you. You’re someone who’s accountable and takes ownership, delivering what they promise. You’re always striving to improve and effective at motivating others to follow the standards you set. You will have experience developing software using AI tools, and be brimming with ideas about how a small technology team can make the most of tools like Claude Code to multiply our impact and how you’ll use your influence in the team to make that happen.

You’re someone who understands the discipline around leading and maintaining a product, not just working across technologies. You are creative and curious when it comes to solving business problems, comfortable asking users “why” and understanding what they are trying to achieve, and you enjoy collaborating to identify and deliver the best technical solutions. You understand the non-profit campaigning domain we’re operating in, or you’re excited to learn. You demonstrate the specific technical expertise the role requires while also applying product-outcomes-thinking best practice to work effectively with end users.

You are a patient and clear communicator with non-technical stakeholders, and you’re motivated by achieving real lasting business impact and collaboratively solving business problems with users rather than simply delivering requested features. You’re driven by the opportunity to build best-in-class campaign tools and deliver professional, high-quality work that makes our tech products a joy for users and supporters to interact with.

You are flexible, as comfortable responding to short-notice reactive requests and staying cool-headed in a crisis as you are pushing forward longer-term product development work. You’re eagle-eyed when it comes to tackling technical debt and putting effective processes in place to maintain high-quality development. You’ll be keen to play a key part in shaping the culture and professional standards of our team.

And finally – you’ll need a passion for being part of our mission to make the country a fairer, more respectful, more sustainable place, and a hunger to give our supporters the power to help make that happen.

Full job description: Salary Scale F1 – Senior Developer _ Campaign Technologist

About us

38 Degrees is a community of more than a million people who – in a moment away from their busy days – take small actions on issues they care about, which all add up to something bigger, a movement for a better Britain for everyone who calls our country home.

A Britain where we all get a fair chance in life and where the place we were born, or the area we live in, doesn’t decide that chance. Where we protect our planet and hold those in power to account for doing the same, and where we are treated, and treat one another, with respect.

In the space of a week, millions of supporters could be campaigning on anything from protecting our NHS and stopping cuts to Universal Credit, to saving local green spaces and protecting our democracy.

38 Degrees is fiercely independent. We are primarily funded by small donations from hundreds of thousands of members of the public from all over the UK. This independence means we never have to hold ourselves back from taking on those with power and can truly listen to our supporters.

Benefits of working for 38 Degrees

38 Degrees’ approach to total rewards (salaries, rewards and benefits) is rooted in our Compensation Philosophy which defines our principles and the criteria to ascertain whether decisions on pay and reward meet those principles – our ultimate aim is to attract and retain a talented, driven team, and reward all of us for the impactful work we do in a way which is fair, equitable and sustainable, based on this philosophy and our vision to make the UK fairer, more respectful and more sustainable.

38 Degrees employee salaries, rewards and benefits are benchmarked against the UK Not For Profit sector.

38 Degrees’ culture is honest, kind, supportive, courageous, and respectful. We move fast, and frequently change plans to respond to events. We work hard but we also have fun.

We regularly enjoy team away days and social hours.

Additional Benefits (as per the statutory or enhanced qualifying conditions in the staff handbook)

Currently we provide:

• 38 Degrees operates a four-day working week. Our working days are Monday – Thursday. On rare occasions employees may work on a Friday to manage reactive work or communication with organisations that work a five-day week. If a bank holiday falls on a Monday, employees are required to work Tuesday – Friday
• For a four-day working week employees receive 24 days (pro rata) annual leave per year (plus bank holidays) pro rata. The office closes between Christmas and New Year, employees do not need to take this additional time from their annual leave allocation
• Employer pension contribution
• 24 hour employee assistance programme
• Family leave policies (some with enhancements)
• Employer paid annual flu vaccination
• Rental deposit loan
• Contribution to eye tests/glasses
• Learning and development budget

We are developing the following benefits which we will communicate when finalised:

• One month paid sabbatical leave as per policy terms after 5 years of service
• Cycle to work scheme
• IVF
• Menopause
• Religious leave
• Surrogacy
• Parental Bereavement Leave
• Global Remote working

Our commitment to Diversity & Inclusion

We’re especially keen to hear from people who’ll bring lived experience of the issues we work on and who’ll make our team more diverse as a result. So if you’re Black, Asian or from any other minority ethnic group, if you’re disabled, LGBTQIA+, or if you’re from a working class home, your application will be especially welcome. And thanks to our flexible home working approach and network of offices, we have a staff team that is increasingly based across the UK. A third of us live outside London. We’re keen to continue diversifying geographically, so that we’re rooted in our supporters’ communities.

To make sure that we are able to reach our goal of a diverse team we have equal opportunities monitoring requirements. Your application will not be complete without the equal opportunities monitoring form.

38 Degrees is committed to inclusive working practices, so during the application process we commit to:

• Paying for childcare whilst you’re at 38 Degrees interviews or tasks.
• Paying for your travel costs to the office and back – and for overnight accommodation if you’re travelling from a long distance for an interview although at present the majority of interviews are held online.
• Making any reasonable adjustments – for example ensuring we have a BSL interpreter organised in advance if you’d need one.
• If there is anything else you’re concerned about or think we could provide, please let us know.

To be successful in your application you must meet the essential requirements for this role and answer the questions below which are part of the selection criteria. Without completion of this task your application cannot be considered.

The successful candidate must have the right to work in the UK at the time of appointment.

The recruitment process: In addition to your written application (details below), you will be required to complete a ‘live’ technical test and two rounds of interviews (all remotely). You can apply for this through Charity Job, please ensure you have answered the application questions below.

Application Questions (max. word count: 2000 words across all questions)

1. As a senior engineer, how have you approached managing the adoption of AI tools (e.g. Claude Code or similar) across a team? How do you balance encouraging adoption with maintaining code quality and standards? Can you give an example of a decision you made, or would make, about where AI tools should and shouldn’t be used, and how you’d bring the rest of the team along with that view?
2. In your view, how is the day-to-day practice of software development changing as AI tools become more capable? What has and hasn’t changed about how a team should be structured or how work should be planned, compared to a traditional development model?
3. Please outline an example of an unexpected technical issue that impacted core business operations and how you dealt with that.
4. Select an application you regularly use and describe three key design features that enhance its user experience. What considerations do you think influenced these design choices?

Contract: Full Time, Permanent
Salary: £45,288.27 (£48,863.65  if you are receiving London Office Allowance) plus competitive pension 

Location: Flexible, hybrid. If you are based in London you are required to attend the London office twice a week. If you are based outside of London, you are required to attend the London office once a month. (Please note that travel to the London office is at your own expense)

As our People Partner within the People team you'll work alongside leaders across the organisation to build high-performing, inclusive teams, by developing confident managers and supporting them to make great people decisions. 

You'll join at an important period of development for Frontline, working across a varied portfolio of business partnering activity and People projects as our organisational needs continue to evolve. 

You’ll act as a trusted adviser to managers across the full employee lifecycle, balancing strategic thinking with practical delivery. Whether supporting organisational change, recruitment, talent, employee relations or wider people projects, you'll bring sound judgement, a coaching style and a pragmatic approach to achieving great outcomes for our people and the organisation.

This is a broad, evolving role that combines business partnering, employee relations, recruitment, talent and organisational improvement. We're looking for a true generalist that enjoys variety, and can role model our organisational culture and values.

Key Responsibilities

Business Partnering 

• Partner with managers to strengthen leadership capability, support effective decision-making and develop confident people management practices.
• Provide expert, balanced and pragmatic advice on employee relations matters including absence, performance, conduct, grievances, capability and organisational change.
• Advise managers on organisational and contractual change, helping them assess people implications, identify appropriate approaches and navigate consultation and change processes fairly and effectively. 
• Coach and support managers to lead their teams through periods of change and uncertainty, ensuring effective communication and engagement
• Provide proactive coaching, advice and challenge across the employee lifecycle.
• Build manager capability by coaching leaders to identify and address people challenges early, preventing issues from escalating where possible.
• Support managers to build high-performing teams through effective recruitment, performance management, talent development and succession planning. 

Organisational Development

• Lead and contribute to People projects and initiatives in response to organisational priorities, taking ownership from development through to implementation. 
• Support the delivery of our talent and workforce priorities, including performance, development and succession planning. 
• Partner with managers on workforce planning and organisational change, helping teams adapt as organisational needs evolve. 
• Use insight, feedback and data to identify opportunities to strengthen organisational effectiveness and employee experience

People strategy and improvement

• Take ownership for reviewing and improving People policies, guidance and processes.
• Identify themes and trends from business partnering activity and translate these into practical improvements.
• Develop strategies that support effective, inclusive recruitment and retention
• Use insight and data to inform decisions and influence stakeholders
• Take ownership of and contribute to People Team priorities and projects, adapting focus as organisational needs evolve.
• Role model organisational values and act as an ambassador for the People Team

For list of full responsibilities, please see the job pack

A little bit about you

Experience and Knowledge

•  Previous experience operating in a People Partner, Senior HR Adviser role (or similar)
•  Experience of independently advising managers across a broad range of employee relations matters, including complex cases.
•  Experience partnering with managers across recruitment, workforce planning and/or talent management (desirable)
•  Experience of working within a mission-led, or charity context (desirable)
•  Demonstrable experience of using a coaching style with the ability to influence, challenge and build management capability
•  Good knowledge of employment law and best practice with the ability apply policy proportionately whilst balancing organisational risk
• Experience advising and supporting managers through organisational and contractual change, including consultation processes
•  CIPD qualified (desirable)

Characteristics and Skills

• Strong relationship-building and stakeholder management skills
• Ability to understand organisational priorities and translate them into practical people solutions.
• Comfortable operating autonomously, exercising professional judgment and taking ownership for outcomes
• Ability to navigate ambiguity and prioritise competing demands effectively
• Able to maintain professionalism and influence constructively.
• Strong understanding of risk and confidence in knowing when to escalate.
• Demonstrates commitment to creating inclusive and high-performing cultures.
• Enjoys variety and is comfortable working in a role where priorities may evolve as the organisation grows.

Benefits

• Flexible working hours
• Competitive pension employer contribution
• 25 days annual leave + bank holidays + office closes from 25 Dec to 1 Jan
• Buy up to five days annual leave a year
• Interest free loan for season ticket
• Personal coaching and mentoring
• Cycle loan scheme
• Deposit loan scheme
• Volunteering days
• Employee assistance programme
• Life Assurance Scheme (x3 salary)