Legal and programmes officer jobs

Our Charity

Established in 1972, P3 Charity is a modern, forward-thinking organisation providing support services to people facing social exclusion across the UK.

We offer a wide range of services, including homelessness prevention, supported housing, mental health support, community advice, hoarding support and services for young people.

We’re a person-centred organisation who works alongside people to improve lives. We do this by strengthening communities, unlocking potential and creating new possibilities. We tackle challenges others won’t and we go the extra mile. We believe in collaboration – both within our teams and with the local community – to achieve the best outcomes.

Our values-driven approach means we recruit for values and train for skills.

The Role

Are you passionate about supporting people to live independently and thrive?

We’re looking for a dedicated Mental Health Support Worker to provide one-to-one support to people experiencing mental ill health. Your role will focus on helping people build the skills and confidence they need to maintain their accommodation and improve their quality of life.

You’ll work closely with local councils, mental health services, and other agencies to advocate for those you support. Using a person centred, strength-based approach, you’ll carry out needs assessments, coproduce support and safety plans, and guide individuals toward their personal goals. Your work will be grounded in empathy, professionalism, and a commitment to safeguarding.

We’re looking for someone who can build respectful, honest relationships while maintaining clear boundaries. You’ll help people understand and manage their wellbeing, monitor progress, and ensure all support is delivered to high standards.

What We Offer

Enhanced annual leave entitlement – 27 days annual leave per year, plus bank holidays.

Commitment to mental health and wellbeing – people are at the heart of what we do; you’ll also have access to our National Wellbeing Lead and Regional Wellbeing Champions.

Paycare health cash plan – you can claim back costs for a wide range of everyday health expenses, including optical, dental, physiotherapy, and more, within an annual limit.

Employee Assistance Program – access to 24/7 GP appointments, 1-1 counselling and health assessments.

Team initiatives – this may include team away days, P3’s Big Day Out and our Annual Awards Ceremony.

Discounts – including the Blue Light Card, Bike2Work Scheme, Paycare Perks and Tickets for Good.

Personal development opportunities – including mentoring, training, secondments, job shadowing, and more.

Colleague Volunteering Programme –one day paid leave per year

Enhanced sickness pay – based on your length of service.

Earning Potential – optional overtime and refer a friend bonus scheme.

Additional equipment provision – some employees may be provided with additional equipment including workwear, tools and use of a company van or car.

Please note P3 reserve the right to close this advert earlier than the stated closing date.

Please note, this post is subject to an enhanced check made by the Disclosure & Barring Services, paid for by P3.

P3 is an equal opportunities employer and is committed to combating all forms of discrimination

Salary: £38,000 per annum

Hours: 37.5 hours per week 

Location: Hybrid working, with regular attendance at Head Office

Duration: Permanent 

The Role

The Marketing and PR Manager leads Devon Air Ambulance’s media relations, public relations, and integrated marketing activity to build awareness, advocacy, and income, shaping the organisation’s narrative through compelling PR and multi‑channel campaigns while safeguarding its reputation. They will manage proactive and reactive press activity, oversee social media strategy, produce and approve high‑quality content, and maintain strong relationships with media and stakeholders. The role works collaboratively across teams to create cohesive supporter journeys and develop patient and supporter stories. Additionally, the postholder integrates AI‑enabled and monitoring tools to enhance coverage and content quality, ensures brand and regulatory compliance, and line‑manages the Marketing and Communications Officer to support workload, development, and wellbeing.

The Candidate

We're looking for a strong communicator with proven PR and marketing experience. You will create compelling content, lead multi‑channel campaigns, manage media relations, and confidently handle sensitive stories. The role will suit someone who is creative, collaborative, and digitally skilled, and someone who will bring professionalism, empathy, and the ability to thrive in a fast‑paced, varied role.

The Package

Salary: £38,000 per annum.

As a valued member of the team you will have access to a wide range of employee benefits including:

- 25 days annual leave plus 8 bank holidays (pro rata)
- Maternity/Paternity & Adoption leave
- Pension scheme
- Occupational sick pay scheme
- Free counselling and financial wellbeing services

Alongside our excellent staff benefits, we will support your ongoing development to build your skills, experience and career.

Hofesh Shechter Company seeks a Head of Finance and Operations to join our leadership team at Somerset House. This pivotal role manages strategic three-year budget planning and core functions including Finance, HR, IT and Governance. 

Reporting to the Executive Producer, you will provide essential oversight to help achieve our creative and commercial goals. In this role, you will be expected to actively drive an entrepreneurial culture by adding your voice and ideas to the exploration of new income streams and providing the financial analysis and insight needed to strengthen fundraising initiatives and core business functions.

We require an experienced professional with accountancy qualifications and strong operational skills to oversee business functions and strategic planning. A supportive leadership style is essential.Knowledge of the arts or charity sector is required; experience with Theatre Tax Relief and NPO funding is highly desirable.

We have a newly created opportunity for a Head of Scotland to join us to promote, advocate and champion for our vital work and connections across Scotland.

It is an exciting time to join us as we commence work on delivering our new 10 year strategy. Much of our work already revolves around the connections made across our communities and wider society. With the creation of this new role, we want to better harness the power of those connections to support our communities in the most effective way possible and promote our important role in bringing people together.

This role will see you as Head of Scotland, where you will be our key representative and point of contact in Scotland, building and sustaining networks and connections with key stakeholders and partners, including senior military, government ministers, charity partners and senior leadership.

The role places significant emphasis on matrix working internally, building connections across Scotland and will see you as our spokesperson in Scotland, providing a public face for the charity under the brand ‘Poppyscotland’, attending events and meetings, speaking to the media and engaging widely across the region.

Reporting to our Executive Director: Membership, key responsibilities will include:

- Acting as the point of contact, focal point and voice as well as representing the unique needs of Scotland
- Liaising regularly with the Scottish Government, MSPs, Scottish MPs, Scotland-based Military bases, as well as liaison with Scottish charity partners including Legion Scotland, SSAFA Scotland, OA Scotland and Erskine.
- Maintaining a good knowledge of all RBL activity, branded Poppyscotland, in Scotland, acting as reference point for Services, Fundraising, Remembrance, Public Relations and Campaigns, Policy and Research
- Promoting and advocating our strategy in a way that is responsive to the specific context of Scotland and play a significant leadership role in the development and delivery of an organisation wide Scotland plan
- Provide leadership and guidance on Scottish matters to the our Executive Board

You will be an experienced strategic leader, with excellent networking and communication skills and the ability to build strong strategic partnerships and influence at senior level. You will have a strong understanding of the political, cultural and social landscape in Scotland, with experience as a spokesperson or figurehead with media skills and exposure.

This role is 28 hours per week, to be worked as required by the role, with the ability to work flexibly (including evenings and weekends). You will be expected to travel regularly in the course of your work, including regularly across Scotland. You will be contracted to your home address, where you will be expected to work when not travelling.

Employee benefits include –

- 28 day’s paid holiday pro rata (plus bank holidays) increasing with service, with optional annual leave purchase scheme of up to 5 working days
- Private Healthcare
- Generous pension contributions, with Employer contributions ranging from 6% to 10%
- Range of flexible working options may be available, depending on your role
- Employee Assistance Programme providing confidential counselling, financial and legal advice
- Range of courses delivered by learning specialists to support your development goals and objectives
- Opportunities to volunteer
- Travel loans, Cycle to Work, and more!

For more detailed information about the role, please see our Vacancy Information Pack attached to our direct advert. Our shortlisting is performed on the evidence provided in your application against the Essential and Desirable criteria in the Person Specification.

We are committed to creating a diverse and inclusive organisation, reflecting the diversity of the armed forces community and of wider society. We welcome applications from people of all backgrounds and personal characteristics.

We may close this vacancy early if we believe we have enough strong applications to be able to successfully fill the role. Interested candidates are encouraged to apply as soon as possible.

If you require the job advert or job description in an alternative format, please contact 0808 802 8080.

We have a newly created opportunity for a Head of Wales to join us at RBL to promote, advocate and champion for our vital work and connections across Wales.

It is an exciting time to join RBL as we commence work on our new 10 year strategy. Much of our work already revolves around the connections made across our communities and wider society. But with the creation of three new roles we aim to lead this work across Wales, Scotland and Northern Ireland and ROI, in order to better harness the power of those connections to support our communities in the most effective way possible and promote our important role in bringing people together.

This role will see you as Head of Wales, where you will be RBL’s key representative and point of contact in Wales, building and sustaining networks and connections with key stakeholders and partners, including senior military, government ministers, charity partners and senior leadership.

The role places significant emphasis on matrix working internally, building connections across Wales and will see you as RBL’s spokesperson in Wales, providing a public face for the charity, attending events and meetings, speaking to the media and engaging widely across the region.

Come and be part of the leading Armed Forces charity, making a difference to the lives of those who have served to keep us safe and protect our way of life.

Reporting to our Executive Director: Membership, key responsibilities will include:

- Working closely with the Membership Council Representative to act as the point of contact, focal point and voice for RBL as well as representing the unique needs of Wales to RBL
- Liaising regularly with the Welsh Government, MSs, Welsh MPs, the Veterans Commissioner for Wales, Wales-based Military bases, Reserve and Cadet Force Associations and Welsh charity partners
- Maintaining a good knowledge of all RBL activity in Wales, acting as reference point for Services, Fundraising, Remembrance, Public Relations, Membership and Campaigns, Policy and Research
- Promoting and advocating RBL’s strategy in a way that is responsive to the specific context of Wales and play a significant leadership role in the development and delivery of an organisation wide Wales plan
- Provide leadership and guidance on Welsh matters to the RBL Executive Board

You will be an experienced strategic leader, with excellent networking and communication skills and the ability to build strong strategic partnerships and influence at senior level. You will have a strong understanding of the political, cultural and social landscape in Wales, with experience as a spokesperson or figurehead with media skills and exposure.

This role is 28 hours per week, to be worked as required by the role, with the ability to work flexibly (including evenings and weekends). You will be expected to travel regularly in the course of your work, including regularly across Wales. You will be contracted to your home address, where you will be expected to work when not travelling.

Employee benefits include –

- 28 day’s paid holiday pro rata (plus bank holidays) increasing with service, with optional annual leave purchase scheme of up to 5 working days
- Private Healthcare
- Generous pension contributions, with Employer contributions ranging from 6% to 10%
- Range of flexible working options may be available, depending on your role
- Employee Assistance Programme providing confidential counselling, financial and legal advice
- Range of courses delivered by learning specialists to support your development goals and objectives
- Opportunities to volunteer
- Travel loans, Cycle to Work, and more!

For more detailed information about the role, please see our Vacancy Information Pack attached to our direct advert. Our shortlisting is performed on the evidence provided in your application against the Essential and Desirable criteria in the Person Specification.

RBL is committed to creating a diverse and inclusive organisation, reflecting the diversity of the armed forces community and of wider society. We welcome applications from people of all backgrounds and personal characteristics.

We may close this vacancy early if we believe we have enough strong applications to be able to successfully fill the role. Interested candidates are encouraged to apply as soon as possible.

If you require the job advert or job description in an alternative format, please contact 0808 802 8080.
 
If you require this advert and/or Vacancy Information Pack in the Welsh language, please see our direct advert via our Careers page.

We have a newly created opportunity for a Head of Northern Ireland and Republic of Ireland to join us at RBL to promote, advocate and champion for our vital work and connections across NI&ROI.

It is an exciting time to join RBL as we commence work on our new 10 year strategy. Much of our work already revolves around the connections made across our communities and wider society. But with the creation of three new roles we aim to lead this work across Wales, Scotland and Northern Ireland and ROI, in order to better harness the power of those connections to support our communities in the most effective way possible and promote our important role in bringing people together.

This role will see you as Head of Northern Ireland and Republic of Ireland, where you will be RBL’s key representative and point of contact in NI&ROI, building and sustaining networks and connections with key stakeholders and partners, including senior military, government ministers, charity partners and senior leadership.

The role places significant emphasis on matrix working internally, building connections across NI&ROI and will see you as RBL’s spokesperson providing a public face for the charity, attending events (eg Islandbridge) and meetings, speaking to the media and engaging widely across the region.

Come and be part of the leading Armed Forces charity, making a difference to the lives of those who have served to keep us safe and protect our way of life.

Reporting to our Executive Director: Membership, key responsibilities will include:

- Working closely with the Membership Council Representative, to act as the point of contact, focal point and voice for RBL as well as representing the unique needs of NI&ROI to RBL
- Liaising regularly with the NI&ROI Governments, elected representatives, the Veterans Commissioner for Northern Ireland, military bases, Reserve and Cadet Force Associations and charity partners
- Maintaining a good knowledge of all RBL activity in NI&ROI, acting as reference point for Services, Fundraising, Remembrance, Public Relations, Membership and Campaigns, Policy and Research
- Promoting and advocating RBL’s strategy in a way that is responsive to the specific context of NI&ROI and play a significant leadership role in the development and delivery of an organisation wide NI&ROI plan.
- Provide leadership and guidance on NI&ROI matters to the RBL Executive Board

You will be an experienced strategic leader, with excellent networking and communication skills and the ability to build strong strategic partnerships and influence at senior level. You will have a strong understanding of the political, cultural and social landscape in NI&ROI, with experience as a spokesperson or figurehead with media skills and exposure.

This role is 28 hours per week, to be worked as required by the role, with the ability to work flexibly (including evenings and weekends). You will be expected to travel regularly in the course of your work, including regularly across NI&ROI. You will be contracted to your home address, where you will be expected to work when not travelling.

Employee benefits include –

- 28 day’s paid holiday pro rata (plus bank holidays) increasing with service, with optional annual leave purchase scheme of up to 5 working days
- Private Healthcare
- Generous pension contributions, with Employer contributions ranging from 6% to 10%
- Range of flexible working options may be available, depending on your role
- Employee Assistance Programme providing confidential counselling, financial and legal advice
- Range of courses delivered by learning specialists to support your development goals and objectives
- Opportunities to volunteer
- Travel loans, Cycle to Work, and more!

For more detailed information about the role, please see our Vacancy Information Pack attached to our direct advert. Our shortlisting is performed on the evidence provided in your application against the Essential and Desirable criteria in the Person Specification.

RBL is committed to creating a diverse and inclusive organisation, reflecting the diversity of the armed forces community and of wider society. We welcome applications from people of all backgrounds and personal characteristics.

We may close this vacancy early if we believe we have enough strong applications to be able to successfully fill the role. Interested candidates are encouraged to apply as soon as possible.

If you require the job advert or job description in an alternative format, please contact 0808 802 8080.

Are you looking for a dynamic and rewarding role working for an organisation with the feminist agenda at the core of its ethos? Then Advance Charity could be the career choice for you!

We are looking for a Loss & Bereavement Specialist Worker

Salary: £27,000- £32,000 pro rata

Location: Advance Headoffice Hammersmith & Women’s centres across London, with co- location at HMP Bronzefield

Hours: 21 hours per week

Contract: Fixed Term – March 2027

This post is open to female applicants only as being female is deemed to be a genuine occupational requirement under Schedule 9, Paragraph 1 of the Equality Act 2010.

Please note: Any offer of employment will be made subject to references, confirmation of the right to work in the UK, and satisfactory enhanced DBS check. This role is also subject to Police Vetting.

About us

Advance is an award-winning and innovative women-only organisation, established in 1998, providing emotional and practical support to women and girls survivors of domestic abuse and supporting women with short-term sentences to reduce offending. We believe in empowering women and girls to lead safe, non-violent, equal lives so that they can flourish and contribute to the community.

We are a community-based organisation who lead in best practice approaches to supporting women in their local community. We achieve this by being available to meet and support women in local settings and at our women’s centres, and by working in close partnership with other agencies.

Our values are to listen and support, to empower and respect, collaboration, innovation, and accountability.

About the role:

This is an ideal post for someone with experience and interest in bereavement work, looking to join a forward thinking, new service. This is also a great chance to be working alongside the Healthcare & Education Department within HMP Bronzefield and be part of a prison services team in Advance.

Using a trauma informed approached, the Loss & Bereavement Specialist will conduct a person-centred assessment to understand the extent of the client’s emotional needs and the impact of loss due to imprisonment or contact with the criminal justice system whilst also identifying practical and specialist needs. They will work with women to develop a support plan, ensuring they are equipped with information and knowledge about how to navigate possible changes in circumstances related to her children’s care and offer crisis intervention and support during acute phases of loss/bereavement.

The Loss & Bereavement Specialist Worker will liaise with the Prison Healthcare team, OMU, visits team and the Family Support Officer to facilitate interactions between women and their children/family members, particularly considering support is in place after visits and that the women’s emotional needs are met in custody and community via our Women’s centres.

The Specialist Worker will create a link between prison and the community, helping women to navigate support services and to positively re-integrate into their community upon release. The role will combine a casework- based approach, along with a signposting and advice service for the women. They will be based in the community and will provide a drop-in service in HMP Bronzefield to support women who are close to release.

A car may be desirable for this role, though not essential.

About You:

To be successful as the Loss & Bereavement Specialist Worker you will need the below experience and skills:

Experience of working with bereaved individuals and providing grief counselling including knowledge of various therapeutic modalities relevant to grief counselling

Comprehensive understanding of the grieving process and experience of working with bereaved and loss as well as knowledge of traumatic and complex grief/loss.

An understanding of violence against women and girls and its links to women in the criminal justice system.

Proven ability and experience as a caseworker delivering trauma responsive interventions which support resettlement and rehabilitation of vulnerable people in the criminal justice system whether in the community or in prisons

Knowledge and understanding of the requirements of managing a caseload including maintaining and updating records, remaining focused on action plan goals, and keeping to deadlines

How to apply:

Please submit your up-to-date CV with a supporting statement. Please note that only applications made via the job advert on the Advance careers page, and those that include a cover letter will be considered.

Closing date for applications: 16th March 2026
Interviews are taking place w/c 23rd March 2026

*Advance reserves the right to close the advert early, or on the appointment of a candidate.

What we can offer you - Employee Benefits:

• An exceptional 30 days of paid holiday per year (pro rata for part time), PLUS public holidays on top (that's nearly 40 days paid holiday per year!)

• Additional days off to celebrate International Women’s Day, and for religious observance and moving home

• Perkbox - an employee discount platform where you can receive free rewards as well as take advantage of savings on clothes, groceries, travel, leisure and more

• Pension scheme

• Enhanced maternity/adoption provision

• Access to our Employee Assistance Programme

• Employee eye-care scheme

• Clinical supervision for front line staff and first line management roles

• Refer a Friend Scheme - £250 for each referral who passes probation

• Organisation wide away days

• Thorough induction and training

• Career development pathways

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Under the Equality Act 2010, we are required to make any reasonable adjustments. If you have a disability as defined under this act and/or have special needs, please email the Talent Acquisition Team via the Advance website and will aim to make the necessary arrangements to accommodate your needs.

Diversity, Inclusion and Equal Opportunities

We are committed to providing equality of opportunity and actively seek to recruit people from groups underrepresented in our current team. We have policies and processes in place to ensure that all employees are offered an equal opportunity in recruitment and selection, promotion, training, pay and benefits.

Safeguarding

Advance is committed to safeguarding and creating a culture of zero-tolerance of harm and expects all staff, including volunteers to share this commitment. We believe all individuals have the right to live their life free from violence and abuse and the right to feel and be safe. We have a suite of safeguarding policies, procedures and practice guidance, accessible to all staff, which promotes safeguarding and safer working practices across all our services and activities. When we recruit staff, we follow rigorous safer recruitment practices, this involves carrying out pre-employment checks including references, Disclosure and Barring Service (DBS) checks, and identity checks. We ensure all staff undertake mandatory safeguarding training relevant to their role and responsibilities, to empower them to be competent and feel confident in recognising and responding appropriately to safeguarding issues and promote wellbeing.

Head of Human Resources
Kidney Care UK
Alton, Hampshire (Hybrid)
Up to £50-60,000 per year (depending on experience)
Full-time (37.5) or part-time
(Minimum 30 hrs per week, flexible options considered)
Permanent

About Kidney Care UK
 

Around 3.5 million people in the UK live with chronic kidney disease (CKD). Over 68,000 are treated for end-stage kidney failure, relying on dialysis or a transplant to keep them alive. Treatments are gruelling and relentless and impact the patients’ ability to work, maintain social interaction and live the life they choose. For over 50 years, Kidney Care UK has been at the forefront of supporting people with kidney disease. From our early days when we campaigned to introduce donor cards in the UK, we have worked hard to support and represent the interests of everyone affected by kidney disease.
Promoting better outcomes for people living with kidney disease, we actively seek applications from people who live with CKD or who have experience of the condition as a family member or healthcare professional.

About the role
Are you excited by the opportunity to be the HR lead for a leading Kidney Care Charity with a lot of exciting people projects in the pipeline? Are you happy operating in a stand-alone role, providing end to end HR support for our 100+ employees based in Alton and across the UK? Can you use your excellent interpersonal skills to partner and coach our leaders, and handle all people matters sensitively? If so, we would love to hear from you!

To succeed in this role, you will be an experienced HR professional, ideally able to show us your success in partnering senior leadership teams, leading on strategic HR projects, and transforming how people processes get delivered. You will have broad HR generalist experience that you can apply pragmatically, plus passion and excitement for taking our people plans to the next level.

Now is an exciting time to join Kidney Care UK – our plans are ambitious, and we hope that you are excited to be part of them.

What we offer

Working at Kidney Care UK is incredibly rewarding and you will see the life-changing impact that the charity has on kidney patients and their families:

• Flexi-time – we are flexible about start and finish times, and flexible about your location.
• Annual and Christmas leave – we offer 25 days annual leave for full time employees plus bank holidays. We also close for three days between Christmas and New Year, and you don’t need to take this from your annual leave allowance.
• Pension – you’ll be eligible for and auto-enrolled into a pension scheme where your employer will contribute 8% of your salary.
• Health cashback plan – ability to claim back a wide variety of routine medical treatments.
• Employee Assistance Programme – access to a wide variety of support including counselling, health resources and advice.
• Cycle2Work scheme
• Learning and development – you’ll be able to access the full benefits of our membership of Fundraising Everywhere and Charity Comms.

Are you an experienced HR Manager looking for a new challenge?

Do you inspire confidence in colleagues?

Can you handle a diverse workload?

The Diocese of Carlisle is looking for a

Human Resources Manager who will:

• provide high quality, reliable advice on HR law, policy and practice for clergy office holders and lay employees
• advise-on and implement HRM strategies, policies and procedures
• manage multiple recruitments
• oversee the development and operation of HR systems
• promote wellbeing and occupational health support across the Diocese
• ensure data protection compliance

Salary: £50,703 FTE 28 to 35 hours per week (other hours/flexible patterns of work may be negotiated) plus 15% non-contributory pension. Support with relocation costs.

Interviews: 26th March 2026 at Church House, Penrith

Citizens UK

Citizens UK is the UK’s biggest, most diverse and most effective people-powered alliance. We bring communities and local organisations together to work on issues that matter; from campaigning for zebra crossings on dangerous roads, to reforming the immigration system, to the Living Wage campaign. We have a track record of winning change through hundreds of local and national campaigns. We know everyday people have the ability to shape the world around them. We believe that through developing local leaders, we can drive nationwide change and create community-led solutions to big and small problems.

Purpose

The Head of People & Culture ensures that Citizens UK has the people, organisational capacity and enabling culture required to deliver its mission of building people power and strengthening civil society. The role plays a central part in securing a workforce that is capable, motivated and aligned with Citizens UK’s values, enabling the organisation to build strong alliances, support local leadership and achieve lasting social change.

Working as part of the senior leadership team, and under the direction of the Executive Director, Finance & Operations, the role strengthens organisational effectiveness by embedding fair, inclusive and well-governed people practices. Through sound employment frameworks, statutory compliance and a culture that supports engagement, performance and wellbeing, the Head of People & Culture safeguards Citizens UK’s resilience, reputation and ability to deliver impact at scale.

Main Responsibilities

Working as the Head of People & Culture for Citizens UK, reporting to the Executive Director, Finance & Operations, your main responsibilities will include:

People & Culture Strategy

Ensure Citizens UK has the people, capability and organisational shape required to deliver its mission and sustain impact over time.

· Analyse organisational strategy, change priorities and external context to identify their implications for people, capability, structure and ways of working.

· Carry out workforce planning to assess current and future capacity and capability, identifying gaps, risks and realistic options to address them.

· Develop, maintain and refresh the People & Culture strategy so it responds directly to organisational needs and provides clear priorities for action.

· Provide expert people and culture advice to the Executive Leadership Team and Board, informing strategic discussions, trade-offs and decisions.

Talent Management

Develop and implement talent management processes that ensure Citizens UK attracts, retains and sustains the people needed to deliver its work.

· Lead recruitment, selection and onboarding to bring in people who can perform effectively in their roles and are aligned with Citizens UK’s values.

· Develop and maintain retention approaches focused on the key drivers of retention, including meaningful work, effective management, development opportunities, wellbeing, inclusion and fair treatment.

· Identify critical roles and critical talent and put in place practical succession and risk-mitigation plans, including knowledge transfer, handover planning and interim cover where needed.

· Monitor employee experience across the employment lifecycle, using insight from feedback and people data to improve people practices and ways of working.

Performance, Leadership & Capability

Strengthen organisational effectiveness by enabling teams to perform well, grow in capability and contribute consistently to shared goals.

· Maintain and operate performance management processes, including objective setting, regular feedback and reviews, ensuring that staff are clear on expectations and accountable for results.

· Support managers to address performance issues constructively by clarifying expectations, strengthening feedback, building capability and resolving barriers to effective performance.

· Coordinate and deliver learning and development activity that supports managers and staff to build skills, leadership capability and confidence in their roles.

Organisational Culture, Engagement & Wellbeing

Foster a working environment where people feel engaged, supported and able to do their best work together.

· Promote Citizens UK’s values in everyday people practices, supporting managers to translate values into consistent behaviours, decision-making and ways of working.

· Design and operate staff engagement and feedback mechanisms, ensuring staff voice is heard, themes are analysed, and practical actions are taken in response.

· Develop and maintain wellbeing approaches that support psychological safety, healthy workload management, early resolution of concerns and sustainable working practices.

· Support constructive relationships with the Trade Union and enable effective consultation and dialogue on people-related matters. 

EDI & Safeguarding

Ensure Citizens UK is equitable, inclusive and safe for all by embedding fairness, care and accountability into how the organisation operates.

· Develop and implement Equity, Diversity and Inclusion priorities, using clear measures to monitor progress, identify gaps and support accountability across the organisation.

· Embed EDI considerations into recruitment, progression, policy development and everyday people decisions, working closely with relevant colleagues to ensure consistency in practice.

· Act as the People & Culture lead for safeguarding, ensuring responsibilities are clear, processes are understood, and concerns are handled appropriately, sensitively and in line with agreed procedures.

· Support managers and leaders to recognise and address inclusion or safeguarding issues early, escalating concerns where required and ensuring appropriate follow-up.

Governance, Risk & Compliance

Ensure Citizens UK has a clear, effective and trusted people governance framework that supports lawful decision-making, fair treatment and organisational confidence.

· Develop, review and maintain People & Culture policies and procedures, ensuring they are legally compliant, values-aligned and understood by managers and staff.

· Provide day-to-day advice and guidance on people-related risk and compliance, identifying emerging issues early and supporting proportionate, lawful responses.

· Manage disciplinary, grievance and other formal employment processes, ensuring fairness, consistency, appropriate documentation and timely resolution.

Systems & HR Operations

Ensure the efficient, reliable and compliant administration of people processes and systems.

· Operate and maintain HR systems, payroll processes and core people administration, ensuring accuracy, confidentiality and compliance with organisational and legal requirements.

· Review and improve people processes to reduce duplication, minimise manual work and improve efficiency, making best use of available technology and automation.

· Maintain accurate and up-to-date people records and data, ensuring information is accessible, secure and fit for reporting, audit and operational needs.

Functional Leadership & Resource Management

Build and manage CUK’s People & Culture function, ensuring that staff and resources contribute effectively to achievement of CUK’s mission.

· Plan, prioritise and sequence People & Culture work to ensure available capacity is focused on the organisation’s most important people risks and priorities.

· Manage the People & Culture budget, including payroll, monitoring spend and applying value-for-money principles in line with organisational policies.

· Manage People & Culture staff and outsourced service providers utilising an engaging leadership style to support effective delivery of expectations.

Personal Specification

(D) Desirable, (E) Essential

Qualifications

· (E) CIPD qualification (Level 7) or equivalent senior-level professional experience in People / HR leadership

· (D) Degree or equivalent qualification in human resources, organisational development, management or a related field

Experience

· (E) Significant experience in a senior People / HR role, ideally within a charity, not-for-profit or values-driven organisation

· (E) Experience of leading and delivering people and culture priorities in complex, mission-led organisations

· (E) Experience of advising Executive and Board-level stakeholders on people, culture, governance and risk matters

· (E) Experience of operating as a senior, hands-on HR generalist, covering strategy, policy, employee relations and operational delivery

· (E) Experience of workforce planning, recruitment, performance management and organisational change

· (D) Experience of working with trade unions or staff representative bodies

Key skills and knowledge

· (E) Strong generalist HR expertise across employment law, compliance, safeguarding, performance management and people governance

· (E) Proven ability to design and implement practical people processes that support performance, inclusion and wellbeing

· (E) Strong coaching capability, with the ability to support managers to address performance, capability and behavioural issues constructively

· (E) Ability to manage complex employee relations matters with judgement, fairness and confidence

· (E) Excellent written and verbal communication skills, including the ability to present clear advice and recommendations to senior leaders and boards

· (D) Knowledge of HR systems, people data and process improvement to support efficient delivery

Personal qualities & values

· (E) Strong commitment to social justice, inclusion and the values and mission of Citizens UK

· (E) Values-led and relational leadership style, combining empathy, integrity and pragmatism

· (E) Resilient and adaptable, able to manage competing priorities in a fast-paced and evolving environment

· (E) Comfortable working within an accountable team culture, open to feedback, reflective practice and continuous improvement

· (D) Willingness to work occasional evenings or weekends, and to travel when required to support organisational priorities

First round interviews to be held on W/C 16 March 2026

Second round interviews to be held on W/C 23 March 2026

• Salary: £36,500 - £42,500 gross per annum (full-time equivalent[KL1] ), dependent on experience.
• Working pattern: This is a full-time role, based on 5 days per week, 1FTE or 37.5 hours per week. Flexible working arrangements for 0.80FTE (30 hours per week) will be considered upon application.
• Contract: Permanent with 6 months' probation
• Member of: Campaigns and Communications Team, and Fundraising Team
• Reporting to: Head of Campaigns and Communications (Line Manager) and Head of Fundraising
• Direct reports: Digital Officer
• Location: This role can be hybrid, or office based. At a minimum, candidates will be required to work from the London office at least 2 days a week, as well as be able to attend ad hoc events and away days in person.

Safe Passage International (SPI) is recruiting a Digital Mobilisation Manager (Campaigns and Communications) part of both the Campaigns & Communications team and Fundraising team to support and to enable continuing and sustainable growth in our ground-breaking work to ensure that safe routes to sanctuary exist for all people seeking asylum. This role is crucial in enabling continued and sustainable growth in our groundbreaking work to ensure that safe routes to sanctuary exist for all refugees

The Digital Mobilisation Manager will lead Safe Passage’s digital programme, sitting within both our Fundraising and Campaigns teams. They will mobilise supporters through timely actions; manage, develop and grow our digital channels strategically; and be at the centre of meeting our fundraising and campaign goals. They will lead on the development of our digital strategy with oversight from the leadership team, implementing it through expert, hands-on content creation.  

This post is an exciting role, responsible for mobilising campaign actions and helping raise the money needed for Safe Passage to do its important work. You will bring a passion for digital developments and action, motivated to advance refugee rights and support the campaigns and fundraising team with team objectives.  The successful candidate will be proactively progressing digital opportunities and innovations. This is a crucial role for Safe Passage International and an opportunity for the successful candidate to help develop the organisation, mobilising supporter actions to support campaigns and fundraising goals. 

You will work as part of a collaborative Campaigns and Communications Team, Fundraising Team and closely with colleagues across Safe Passage International, including teams in the UK, Greece, and France.

We are looking for good transferrable leadership and organisational skills, as detailed in the

Person Specification. Experience in a similar role would be welcome, but this could also be your first paid position in the NGO sector, or you could be returning to work after time out. A full induction will be provided, alongside a dedicated training budget to support you to grow and develop within your role.

Our work is diverse across all the international locations in which SPI operates.

We value equity and diversity in our organisation and are striving to build a workforce reflective of the communities we work with. We encourage applications from people of all ethnicities, working ages, genders, sex, sexual orientations, faiths (or none), marital statuses (or none), and pregnancy status.

We also have full flexible working policies to support people with disabilities and caring responsibilities. People with refugee or asylum-seeking backgrounds are experts by experience and are particularly encouraged to apply.

As a refugee charity, we offer a guaranteed interview for people with direct lived experience of seeking asylum who meet most of the essential criteria outlined in the Person Specification. If you have first-hand experience of applying for asylum in any country, please let us know in your application.

We respect that people’s identities are not defined by their past experiences and do not expect candidates to describe their lived experience during the interview process unless they wish to.

If you are excited by this role and working at Safe Passage International but do not have all the experience you think is needed, we would encourage you to apply anyway and reach out for an informal chat beforehand to discuss why you would like to apply for the role and what skills or experiences you think are relevant.

If you would like an informal discussion about the role, please email SPI Human Resources Team. Contact details can be found in the Job Description.

How do I apply?

Please read the full Job Description & Person Specification and our ‘Application Questions and Guidance’ document below.

Closing Date:

Sunday 29th March 2026 at 11.59 pm

The Finance team provides finance and budgeting support to staff, managers and members of PCS. The department is about to embark on a digital transformation that will modernise how the Finance department operates for the Union. We are looking for a Head of Finance that will drive and lead this project whilst maintaining continuity of service operation to the union, members and staff and, to join a progressive union that values collaboration, integrity, and social impact.

Salary and Location

• Band 5, London Spine points 21-17 or Regional Spine points 23-19
• Starting salary: London £63,279 p.a. rising to £72,098 p.a. or Regional £58,877 p.a. rising to £67,689, in annual increments (pay award pending)
• PCS Clapham or Regional office

Successful candidates for the post of Head of FInance will be able to demonstrate:

You are a qualified accountant (ACA, ACCA, ACMA, CIPFA) and or have an MBA with:

• 5 years proven experience of managing a successful finance team
• Proven experience in strategic financial leadership
• Strong knowledge of financial systems, compliance, and reporting
• Project management and delivery in a financial setting
• Excellent communication and stakeholder engagement skills
• Management of internal and external audit processes
• A commitment to equality, inclusion, and the values of the trade union movement

The main duties of the Head of Finance role include:

• Strong leadership and effective management of the finance team
• Lead and manage the implementation and optimisation of a new finance system to ensure cost-efficiency through service reviews and technology adoption
• Deliver strategic financial advice to senior stakeholders
• Lead the unions financial services, focusing on complex and high-impact areas
• Support medium and long-term financial planning for the Director of Central Services and Senior Management Team
• Oversee management accounts, year-end financial reports, and budget cycles
• Ensure compliance with VAT, Corporation Tax, PAYE, and regulatory reporting (e.g., AR21)
• Provide accurate financial data and strategic insights to decision-makers
• Strengthen audit processes and investment oversight
• Ensure integrity in transaction processing and ledger management
• Maintain compliance with data protection and service level agreements
• Support supplier relationship management

Excellent people and leadership skills combined with strong analytical skills, and problem solving ability, and an understanding of up-to-date finance technology will all be essential requirements for a successful Head of Finance.

Closing date: at 12 midday on Thursday 12 March 2026

Interviews will be held in person at PCS Clapham: Wednesday 25 March 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: HEAD OF FINANCE

Ref: 0326

Grade: Band 5, London or Region

Salary:

London Spine points 21-17

London Starting salary £63,279 p.a. rising to £72,098 p.a.

Regional Spine points 23-19

Regional Starting salary £58,877 p.a. rising to £67,689

Location: PCS Clapham (London) or PCS regional offices

Purpose of the job:

Management and leadership of the PCS Finance Team and the provison of strategic financial advice to the National Executive Committee and other bodies.

Responsible for the management of the compilation and production of all management accounts, PCS annual audit, budgets, cash-flow and financial planning reports and annual reports.

Responsible for the integrity and completeness of the accounting records, ensuring taxation compliance.

To manage the modernisation of PCS finance system and to work with our providers to introduce digital products to support PCS primary financial accounting management system.

To engage stakeholders and drive strategic change to optimise the efficiency of the financial operations and contribute towards PCS overall strategic direction of the PCS Union.

Responsible to: Director of Central Services

Responsible for: Internal Audit & Funding Manager and Finance & Budget Manager

Contacts

External:

PCS members, elected officials and potential members. Employers, Legal, pension and other advisors. TUC, Members of other trade unions and related bodies. Senior Government Officials, Ministers, MPs, pressure groups, campaigning bodies and media, Auditors, financial institutions and Investment Managers.

Internal:

PCS staff and managers across Regions and Departments

Main duties and responsibilities

1.People Management

• Manage work allocation and workflow, future planning and support for Finance Team and Director of Central Services
• Motivate and manage individuals and the team as a whole to provide a high standard of service to develop and improve the skills and efficiency of the Finance team
• 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 for the Finance Team
• Proactively promote diversity and inclusion 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. Provide advice to and lead relevant committees including the preparation and presentation of reports
• Deputise for line manager when required

2.Strategy and Advice

• Ensure the provision of strategic financial advice and guidance to a wide range of stakeholders
• Provide leadership in delivering the unions Financial Services, having direct involvement in more complex or strategic areas to support the delivery of the unions objectives
• Prepare and manage delegated budgets in accordance with the Unions overall financial policies and procedures ensuring services are delivered within the agreed budgets
• Provide medium and long term financial planning support to the Director of Central Services and Senior Management team
• Oversee reviews of service prices and providers, making proposals for savings and change, seeking to exploit changing technologies and methods to reduce costs, wherever possible, in line with budgetary and policy constraints
• Oversee statistical systems to produce reports and analyse information within the Finance department
• Monitor and report on issues and initiatives as requested

3. Strategy and Advice

• Ensure the provision of strategic financial advice and guidance to a wide range of stakeholders
• Provide leadership in delivering the unions Financial Services, having direct involvement in more complex or strategic areas to support the delivery of the unions objectives
• Prepare and manage delegated budgets in accordance with the Unions overall financial policies and procedures ensuring services are delivered within the agreed budgets
• Provide medium and long term financial planning support to the Director of Central Services and Senior Management team
• Oversee reviews of service prices and providers, making proposals for savings and change, seeking to exploit changing technologies and methods to reduce costs, wherever possible, in line with budgetary and policy constraints
• Oversee statistical systems to produce reports and analyse information within the Finance department
• Monitor and report on issues and initiatives as requested

4.Finance Systems

• Manage the introduction, implementation and continuous monitoring of a new finance system to provide effective budget management at every level of the union
• Provide detailed financial data and reporting, including management accounts and strategic advice, to the National Executive Committee/Senior Management Team
• Provide straightforward access to budgets for all budget holders to facilitate better planning and cash flow management
• Ensure resources are optimised to enable good decision-making across each command area
• Review and update where necessary current audit processes to ensure compliance with the Trade Union Certification Officer
• Provide investment oversight, forecasting, and asset management to the Director of Central Services, and produce relevant information to support spending and investment decisions
• Ensure controls are in place and adhered to, to manage management override risks
• Maintain professional financial relationships with suppliers and customers

5.Operational Management

• Oversee and ensure the integrity of the unions transaction processing at all times
• Ensure all liabilities are recorded, payments made, receipts banked and ledgers managed in line with best practice
• Ensure all service level agreements are adhered to by the Finance department, and developed where necessary
• Ensure data protection adherence and finance systems are secure
• Assist the Director of Central Services in managing relationships with suppliers

6. Group and Branch Funding

• Oversee PCS work with Special Member Auditors to ensure the completion of union group and branch audit procedures in line with rules and Finance Committee requirements
• Provide assistance to group and branch treasurers, including training courses
• Provide reports as required for the Finance Committee
• Ensure expenses are paid in line with Service Level Agreement requirements

7. Finance Training and good practice

• Participate in the dissemination of financial knowledge across the union. Organise and participate in periodic financial training programmes for budget-holders, treasurers and members

8. Communication

• Draft complex communications including briefs, reports, business cases, for internal and external stakeholders
• Draft papers, policies and regulations in relation to financial management
• Communicate with members by producing circulars and briefings, and by addressing meetings and conferences etc
• Represent PCS where necessary and liaise with outside professional bodies such as auditors
• Provide financial information as required by other areas of the Union, in particular treasurers, or other bodies

9. Team Working

• Proactively promote team working and collaboration
• 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
• Manage and co-ordinate staff on issues arising from new working practises, one off projects, or annual projects such as conference

10.Equality

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

11.General

• Contribute to the strategic development of the Unions policy objectives including the PCS planning process
• At all times implement and promote the PCSs equal opportunities policy adhering 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
• 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)

Person Specification: HEAD OF FINANCE

Ref: 0326

Date: January 2026

Location: London or Region

ESSENTIAL FACTORS

QUALIFICATION

• Qualification in Finance and/or Business Management (ACA,ACCA,ACMA,CIPFA,) and/or MBA with minimum of 5 years' proven management experience in finance

EXPERIENCE

• People management including induction, work allocation, appraisal and conduct
• Experience of working at strategic management level in finance
• Management accounts production and compilation of year end accounts, external reports and audit processes
• Management of payroll and pensions administration
• Project management and delivery in a financial setting

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

• Management Accountancy
• Financial management and taxation including VAT, Corporate tax and PAYE compliance
• Contract and regulatory compliance management
• Impact and use of Financial Digital and IT applications
• An understanding of and a commitment to trade unions

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 provide strategic and policy implementation advice and guidance
• Proficient with Reporting, Data Analytics tools and performance metrics
• Ability to deliver and adapt financial training to audiences without financial knowledge/expertise

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

The Community Engagement & Participation Coordinator will support SLRA’s participation work to ensure that the migrant individuals and communities we work with influence the decisions that affect their lives. SLRA’s work to influence local and national policy and practice is well established, and the post holder will coordinate our Community Leaders group which meets monthly to discuss issues affecting the lives of migrant individuals and communities and to build power and organise. The Coordinator will ensure that well established partnerships continue to develop and build power, as well as ensure that policy and participation work reflects and responds to any new changes in immigration policy that affects the lives of the SLRA community. 

e would love to hear from you if you have:

• A deep understanding of how to create accessible opportunities for participation, and the external context SLRA is operating in.
• Experience of community organising work and facilitating inclusive sessions in a diverse group setting. 

SLRA is a well-established local migrant support organisation working with and for refugees, asylum seekers and other migrants who are at risk or in crisis as a result of immigration issues. We provide specialist immigration advice, as well as a broad range of practical, social and therapeutic support services. SLRA also campaigns for a fairer immigration system, local people with lived experience in influencing local and national policy and practice.   

Benefits include: 

• 25 days holiday per year (with 3 additional days when the office is closed at Christmas) plus bank holidays.
• Additional long service annual leave days up to a maximum of an additional 5 days per year.
• Flexible and family friendly working arrangements including compressed hours and school term time working.
• Pension scheme with 5% employer contribution.
• Commitment to staff learning and development.
• Cyclescheme and travelcard loans.

For all roles, we particularly welcome and encourage applications from individuals of the global majority, and those who are migrants or refugees, and those with lived experience of the hostile immigration system. 

Are you passionate about creating meaningful volunteer experiences and confident communicating clearly and thoughtfully in complex situations?

Do you enjoy using your judgement, analytical thinking and a development focused mindset to improve how volunteers are supported and managed?

Samaritans is looking for two dedicated Volunteer Experience Advisors to join our dynamic team and help shape the future of volunteering across our network. Our incredible volunteers run more than 200 branches and locations across the UK and Ireland. They offer their time to help to deliver our 24-hour emotional support service to callers in many ways, from answering telephones and emails, to fundraising, generating publicity, administration and finance.

​

About the Role

Our Volunteer Experience Team support over 20,000 volunteers and no two days are the same. You’ll be responsible for supporting our network of volunteers and volunteer leaders in engaging and managing volunteers, as well as involved in a variety of creative new projects helping us to provide a positive and rewarding experience for anyone that gives their time to Samaritans.

You’ll play a key advisory, analytical and development focused role, supporting volunteers and volunteer leaders on all volunteer management matters, including sensitive and sometimes complex situations. You’ll also deliver impactful initiatives and projects that strengthen and enhance the volunteer experience, helping shape the ongoing development of Samaritans’ volunteer management and support practices.​

Contract terms

• £30,000 - £35,000 per annum

• Permanent

• Full time (35 hours per week)

• Hybrid working: Linked to our Ewell (Surrey) office
• In-person working: Meeting in person and working collaboratively are things we value. We work in person around 2 days or more per month.
• We are passionate about flexible working, talk to us about your preferences
   

What you’ll be doing

• Providing expert advice and guidance to branches and regions on all volunteer management matters.
• Analysing complex or sensitive situations to identify key issues, risks, and appropriate courses of action.
• Developing and delivering initiatives and projects that strengthen and enhance the volunteer experience at Samaritans.
• Drafting clear, well-structured and professional written communications, including reports and formal correspondence.
• Supporting learning, training and resources that build confidence and capability in Volunteer Leaders.
• Contributing to the development and refinement of volunteer policies, processes and guidance.
• Supporting the fair, balanced and proportionate handling and effective resolution of volunteer concerns and complaints
• Identifying themes, risks, and organisational learning opportunities to inform continuous improvement.
• Working collaboratively with colleagues and stakeholders across the organisation.

​You’ll ideally bring:

• Experience working with or supporting volunteer, or advising on people related matters.
• Strong analytical skills and the ability to interpret complex and sensitive situations, producing analysis and meaningful conclusions.
• The ability to exercise sound judgement and take a balanced, proportionate approach.
• Excellent written and verbal communication skills
• Strong project management experience, including the development and delivery or improvement focused initiatives.
• A proactive, solutions focused and improvement-oriented mindset
• Knowledge of principles of natural justice and complaints management, and effective people resolution good practice.
• Experience of providing advice, training or support on volunteering matters.
• Experience and understanding of navigating organisational risk and safeguarding related volunteer matters .
• Report writing and presentation skills.
• Experience in prioritising workloads and working to deadlines with speed and accuracy.

​

Why Samaritans?

At Samaritans, you’ll be part of a people-first organisation deeply committed to inclusion, compassion and learning. You’ll contribute to a team where your voice matters, your expertise makes a difference, and your work helps save lives.

We welcome applications from individuals with lived experience and encourage those from underrepresented communities to apply. We are committed to creating an environment where all our people feel seen, heard and supported.

You’ll join a values-led organisation with a powerful mission and a collaborative culture. We offer flexible hybrid working, excellent benefits, and the chance to make a tangible difference in suicide prevention across the UK and Ireland.

For further information about Samaritans, including our charity structure, values, employee benefits, and application process, please read our recruitment brochure. You can also visit our careers website to access this.

We recognise the enormous benefits and the social justice imperatives of ensuring diversity at every level of our organisation. Samaritans is wholly committed to inclusion and diversity and to building a culture and environment where everyone is appreciated for the unique person they are. To ensure Samaritans is representative of those we support and who support us, we particularly welcome applications from disabled, racialised minority and LGBTQ+ candidates, as these people are under-represented at Samaritans. 

​

Apply now

If this sounds like the opportunity for you, please apply. You will be asked to some answer short application questions and to upload your CV.

​Applications close: Tuesday 10th March 2026 at 09:00am

Interviews: w/c 16th and/or 23rd March 2026

​

At Samaritans, human connection is at the heart of everything we do.

We do not use AI at any stage during the selection process. Your application will always be carefully reviewed by the recruiting manager or a member of the Talent Attraction Team.

We kindly ask that you avoid using AI tools to generate your application or interview answers. We want to hear your own ideas, insights, and writing style so your unique strengths can shine through.