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Employment Law Manager

Public and Commercial Services Union

London (On-site)

Starting salary ££53,726 rising to £61,115 (London) £49,663 rising to £56,081 (Region)

Permanent

Animal

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Job description

We are seeking a qualified Solicitor or Legal Executive, to fill the post of Employment Law Manager. We also welcome applications from paralegals with 5 years experience who wish to qualify as a solicitor (England and Wales).

You will be required to provide complex professional legal advice on employment law matters to our management team, national executive committee and members. Managing a team of junior colleagues and supporting their complex casework, you will advise on collective employment law matters and review first stage complaints.

Salary and Location

Band 4, London Spine points 27-23 or Regional 30-26
London starting salary: £53,726 p.a. rising to £61,115 p.a. in annual increments or Regional starting salary £49,663 p.a. rising to £56,081 p.a. in annual increments
PCS London or Region

Successful candidates for the Employment Law Manager will be able to demonstrate:

Proven experience in an employment law field, or qualified solicitor from any UK jurisdiction.
Experience in staff management, appraisals, and complaints handling.
Good communication and negotiation abilities.
Ability to prioritise and manage workloads.
Commitment to promoting equality and diversity in the workplace.
Ability to work collaboratively and manage legal issues.
Their commitment to the SRA Professional standards and behaviours.

The main duties of the Employment Law Manager role include:

Delivering legal guidance and representation on employment law issues.
Providing supportive management for caseworker colleagues.
Conducting legal research, drafting advice, claims, and other legal documents.
Providing support to senior colleagues on more complex matters.
Advising the union on legal aspects of bargaining or campaigning matters.

You will be committed to professional development, through training, appraisal and the use of technology, you will be able to show how you maintain and share your up-to-date knowledge of employment legislation. An understanding of the political processes in the UK and the role and work of trade unions is essential.

Closing date: at 12 midday on Monday 22 June 2026

Interviews will be held in person at PCS Clapham on 8 July 2026 and 9 July 2026

About PCS

PCS is the Public and Commercial Services Union, representing many thousands of members working in the civil service and related areas.

Employer Benefits

You will have access to a generous package of staff benefits including

flexible working (including hybrid working)
childcare and family support
generous maternity/paternity leave
32 days leave and Christmas closure
pension scheme
employee assistance programme

Learning and Development

The union offers a wide range of learning and development opportunities. We will work with you to support your continued professional development.

PCS Recruiting Process

We use CVMinder to manage all recruitment activities. It helps us to maintain our commitment to equality and diversity by ensuring that we are fair and compliant with our recruiting practices.

Applications must be received by the closing date and time specified.

Candidates invited for interview are required to make themselves available on the date/s specified. Interview dates cannot be changed to accommodate candidates who are unavailable to attend on the specified date.

CVs will not be accepted. Please see the job description/person specification and follow the application process.
PCS is working towards equal opportunities and is positive about disabled people.
All posts can be considered on a full-time, part-time or job share basis.

Please view our guidance for applicants.

JOB DESCRIPTION: EMPLOYMENT LAW MANAGER

Ref: 1026

Grade: Band 4, London or Region

Salary:

London Spine points 27- 23

London starting salary £53,726 p.a. rising to £61,115 p.a.

Regional Spine points 30 - 26

Regional starting salary £49,663 p.a. rising to £56,081 p.a.

Location: London/Region

Purpose of the job:

To deliver a professional legal advice, guidance, and representation on employment law matters to staff and members.

To undertake a management role with direct responsibility for Employment Law Caseworker (B3) ( Paralegals)

Responsible to:

Band 5, National Officer Employment Law

Responsible for:

Band 3 Employment Law Caseworker (Senior Paralegals /Junior Lawyers)

Contacts

External:

PCS Members, elected officials and potential members. Employers, Legal and other advisors. TUC, Members of other trade unions and related bodies. MPs, pressure groups, campaigning bodies and media.

Internal:

PCS Staff and managers across Regions, Senior Management Team, National Management Team and other PCS Departments.

Main duties and responsibilities

1. Key areas

Undertake training to complete the SQE or specialism in employment law
Assist in legal research into past cases and documents
Draft and prepare claims or other legal documents
Assist in providing legal advice to SMT, NEC, members
Keep up to date with new developments in employment legislation
Assist in providing employment law briefings to PCS staff about changes in employment legislation
Advise members and Reps on wrongful termination and unfair dismissal claims, including reviewing dismissal procedures and advocating for members' rights
Assist members and reps in cases of workplace discrimination, harassment, or retaliation based on factors such as age, gender, race, disability, or other protected characteristics
Assist with the development of the Unions policy objectives including the PCS planning process
Assist with leadership in delivering the unions Legal and Employment Rights strategy
Provide assistance with the unions bargaining, organising, campaigning, equality, learning and digital agendas
Manage people and resources in the Legal and Employment Rights Unit
Provide advice to relevant committees including assisting in the preparation and presentation of reports
Monitor and report on issues and initiatives as requested
Assist with input into budgetary processes including bid preparation, monitoring and control where relevant

2. People Management

Manage work allocation and workflow, future planning and support for officer team/line manager
Motivate and manage individuals and the team as a whole to provide a high standard of service
Check work standards and maintain consistent quality of delegated tasks
Seek to continuously improve the effectiveness and efficiency of the team
Through induction, the appraisal system and one-to-ones, identify staff training and development needs, train or organise formal/informal training
Proactively promote diversity in line with the wider PCS approach
Apply the staff conduct policies as and when required e.g. discipline, grievance, capability, dignity at work and IT security policies
Provide advice and deal with complex issues related to staff management including disciplinary or grievance in consultation with Line Manager
Ensure that the health, safety and welfare of staff is maintained and improved, in accordance with PCS and statutory policies
Work effectively with lay officials
Deputise for Line Manager when required

3. Communication

Ensure digitalisation, information & communication methods are effectively implemented and used to generate improvements
Draft complex communications including briefs and reports
Communicate with members by assisting in the production of circulars and briefings, and by addressing meetings and conferences etc
As necessary, represent PCS and liaise with outside bodies

4. Casework Management

Advise in the handling of personal casework
Liaise with solicitors, internal and external bodies on the handling of personal casework
Represent PCS or PCS members at official bodies such as employment tribunals, Civil Service Appeal Board, etc.
Maintain and improve own knowledge of the developments in employment law and practice

5. Team Working

Proactively promote team working
Initiate, organise, lead and participate in team meetings as appropriate
Maintain high levels of confidentiality of sensitive issues at all times
Provide assistance to team members

6. Equality

Contribute to PCS policies on equal opportunities by developing innovative workplace strategies to tackle inequality and discrimination

7. General

Participate and input information into PCS planning and budgeting processes
At all times implement and promote the PCSs equal opportunities policy and adhere to the PCS Values
Take due and reasonable care of self and others in respect of health and safety at work
Participate in appraisal, training and development systems
Act in a manner that enhances the work of the PCS and its overall public image
In all work activities, comply with data protection legislation and PCSs requirements for the protection of personal information and the privacy of individuals
Staff at this grade may be assigned or transferred to posts within grade. A training & development programme will be provided to assist with this, where required such other duties that may reasonably be required and that are within the level of the responsibility of this post
Willing to work outside normal office hours and location on occasion (e.g. attendance at Annual Delegate Conference, where required)

Person Specification: EMPLOYMENT LAW MANAGER

Ref:1026

Date: May 2026

Location: London/Region

ESSENTIAL FACTORS

QUALIFICATIONS

Newly qualified Solicitor/Legal Executive/Qualifying law degree OR 5 years experience in an employment law related role

EXPERIENCE

Employment law and legal management, including advocacy and representation
People management including induction, work allocation, appraisal and conduct
Leading committees and teams
Industrial relations and negotiations
Project management, problem solving and decision making

TRAINING

(including continuous professional development)

Evidence of ongoing training and continuing professional development
Commitment to undertake job-related training
Commitment to participation in appraisal and development review process
Commitment to staff development

KNOWLEDGE

Understanding of the political processes in the UK and the role and work of trade unions
Employment rights, equality legislation, discrimination law and working practices
Impact and use of Digital and IT applications in a trade union

SKILLS

Ability to communicate effectively using written and oral channels, including reports and presentations, with a variety of audiences
Ability to negotiate and form effective working relationships internally and externally
Ability to work collaboratively and manage complex legal issues
Ability to identify and set standards and priorities
Ability to provide timely advice and guidance

OTHER

Commitment to the application of Equal Opportunities policies and practices at work
Understanding of own role in maintaining legal compliances within PCS (e.g. data protection; health and safety)
Flexible approach to work and willing to work outside of normal office hours and location on occasions

Refreshed on: 02 June 2026

Closing date: 17 June 2026 at 12:43

Job ref: 39427-554-05181242

Tags: Governance / Management

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Head of Community Engagement

Giving What We Can

London, Greater London (On-site)

£77,000 - £89,000 per year

Full-time

Permanent or contract (One-year fixed-term contract with a three-month probation period. Can become permanent if successful)

Animal ∙ Charity Support ∙ Community Development ∙ Environment ∙ Research

Actively Interviewing

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Job description

A rare chance to build something from zero — and see your work move millions of pounds to the world's most effective charities.

The opportunity

In recent years, some of the biggest problems in the world have gotten worse.

The decades-long decline in extreme poverty has slowed.
Factory farming continues to grow, with 13 billion farmed animals killed annually in the U.S. alone.
The rapid deployment of increasingly powerful AI systems raises questions about safety and alignment that remain largely unresolved.

What gives us hope is that research-backed, scalable, but grossly underfunded ways to make progress on these problems exist.

More than 11,000 people have pledged at least 10% of their income to the world's most effective charities through Giving What We Can's 10% Pledge. Our global community gives over £63 million every year, funding malaria prevention, poverty reduction, animal welfare, AI safety research, and more.

GWWC has over 5,000 UK donors. £12.5M came from the top 300 alone in 2025. Despite this, there has been virtually no proactive relationship management. We believe there's huge potential to increase this figure with dedicated, high-quality donor stewardship.

London is GWWC's largest concentration of community members: over 2,600 CRM contacts and over 500 active pledgers. It's the natural centre of gravity for events and in-person engagement, with a rich ecosystem of high-net-worth individuals aligned with effective giving.

What you'll do

Build deep, lasting relationships with donors and pledgers. You'll proactively manage a portfolio of GWWC's highest-value community members through 1:1 meetings, calls, and thoughtful follow-up. Expect 8 to 10 meaningful conversations per week: coffees, dinners, calls.

Guide donors toward the highest-impact giving. Think of it as philanthropic advising. You're helping people think through where their giving goes furthest, directing generosity toward GWWC-recommended, evidence-backed charities. You'll also inspire people to give more, helping them see why giving more significantly and effectively can transform the impact they have with their donations.

Run high-quality donor events. Intimate dinners, networking evenings, and community gatherings. You'll have an events budget and the freedom to experiment with formats that build connection.

Re-engage lapsed and non-reporting donors. When someone takes a pledge with GWWC, they commit to giving 10% of their income to effective charities. Some donors give through our platform (where we can track it), while others give directly to charities and report it back to us. Over time, many stop doing either: our data shows recording rates drop from 60% in year one to just 22% by year five without any proactive engagement. These aren't necessarily people who've stopped caring; many have simply drifted without anyone checking in. A single outreach test to 369 lapsed donors recovered $2.3M in reported donations. You'll do this systematically, bringing recording rates to around 70% for the group of people you're engaging with.

Inspire warm leads to take a giving pledge. Follow up with people who've attended events, expressed interest, or sit in our CRM but haven't yet committed. We expect approximately 80 new pledges per year from this work.

Build the strategy. You'll build the strategy in partnership with your counterpart in the San Francisco Bay Area. This is a joint endeavour: together you'll develop the model for how GWWC does donor engagement, then adapt it for each geography to replicate globally.

What we're looking for

A social chameleon with high EQ. You can read a room and calibrate, holding your own at a black-tie dinner or a casual coffee with equal ease. Different donors need different things; you instinctively know which register to use.

Energised by getting out there. You're the kind of person who'd rather have ten meetings in a week than five. You want to be out in the world, meeting people, opening doors, and building relationships. Some weeks half your outreach will go unanswered, and that doesn't slow you down.

Highly organised and strategic. You're able to use a CRM to maximise the number and quality of interactions you have, thinking strategically about how to invest the most time on the highest-potential opportunities, whether that's inspiring new donors or stewarding existing ones to give more.

Super agentic. Give you KPI targets and a CRM and you'll build the strategy from there. You're the kind of person who doesn't need to be told what to do next, you just see what needs doing and get on with it.

You really care deeply about these issues. You find the core questions of effective giving compelling. You can talk about why cost-effectiveness matters without sounding robotic, and you come across as authentic because you actually care about these issues.

5+ years of relevant experience. In fundraising, philanthropy, donor stewardship, major gifts, high-touch relationship management, or senior sales and partnerships. We care about what you can do, not credentials, but this is a senior role that requires demonstrated experience.

Nice to haves

We definitely don't expect any candidate to have all of these.

Experience or familiarity with global catastrophic risks, global health and wellbeing, or animal welfare as cause areas
Experience in the effective altruism or effective giving ecosystem
Experience running or hosting donor events
Experience with HubSpot specifically (CRM proficiency is essential, but HubSpot experience is a bonus)
Understanding of UK tax-efficient giving (Gift Aid, share donations via ShareGift, payroll giving)
Being a GWWC pledger yourself
People management aptitude (you may grow a small team over time)

Compensation and benefits

£77,000 – £89,000 depending on experience You can see how we calculate pay in our public salary calculator.
Contract: One-year fixed-term contract with a three-month probation period. We're open to exploring making it permanent if the first year is successful.

Benefits include:

Fully remote work (with regular in-person donor meetings and events as part of the role)
25 days paid leave + public holidays
10% employer pension contribution and private health insurance
£4,000 annual professional development budget
£4,000 annual mental health support budget
The knowledge that your work moves millions of pounds to the world's most effective charities

About us

Giving What We Can is working towards a world without preventable suffering or existential risk, where everyone is able to flourish. We do this by making giving effectively and significantly a norm among those who can afford it.

Founded in 2009, we are best known for the 10% Pledge, where over 11,000 people have committed to donating at least 10% of their lifetime income to highly effective charities. Our larger community of ~20,000 pledgers and donors currently gives ~£63M annually, of which GWWC processes and grants £24M+ yearly through our own donation platform.

We're a lean, remote, performance-focused team. Our impact evaluation shows a 7x multiplier: every $1 spent on our operations generates $7 in donations to highly effective charities. We're committed to a high level of transparency. And we're growing fast, on track for more than 40% year-over-year growth on donations in 2026.

You'll report to: James Rayton, Director of Community & Partnerships

How to apply

You can apply by filling out the form linked in this job ad. We review applications on a rolling basis and will move quickly when we find the right person. Our process typically includes: application review → screening call → paid work test → interviews with James (line manager) and cross-functional team members → paid work trial → reference checks and interview with the CEO. We provide compensation for all work tests and trials.

If you have any questions, don't hesitate to reach out to us.

Giving What We Can is committed to building a diverse team and strongly encourages applications from people of all backgrounds.

Organisation