Beyond jobs

Terms and Conditions:

1. Support Women in Prison to influence policy makers to reduce the unnecessary criminalisation of women and improving the rights of women in the criminal justice system
2. Ensuring women with Lived Experience are at the heart Women in Prison’s policy and public affairs work
3. Political analysis and monitoring
4. Supporting the wider work of the Policy and Public Affairs Team

• Is restricted to women only as a genuine occupational requirement
• Requires the right to work in the UK
• Is subject to a basic DBS check

One third of our world has not yet heard the Good News of Jesus.

Global Disciples International is a rapidly growing mission movement that equips clusters of local churches—primarily in Africa, Asia, and Latin America—to train local believers as disciple-makers, enabling them to share the Gospel, multiply disciples, and plant sustainable churches within their cultures among least-reached people groups.

Having experienced remarkable expansion—from just a handful of programmes in 1996 to over 4,000 active programmes today, training tens of thousands of disciple-makers annually—the ministry has seen explosive multiplication in its impact and reach.
 
With bold missional ambition to significantly increase in scale, Global Disciples is intentionally transitioning from a predominantly US-headquartered model to a more decentralised, globally dispersed structure that empowers regional and national leadership, fosters local ownership, and aligns with its commitment to indigenous, culturally relevant mission. We currently have hubs in Africa, Asia and Lancaster, Pennsylvania and are looking at expanding our presence in Europe and Asia.

In this dynamic season of accelerated growth and structural evolution, the organisation is seeking a strategic CFO to serve as a key financial architect—engineering optimal financial infrastructure, systems, and processes that provide robust support, ensure efficiency and compliance across borders, and enable sustainable scaling to fulfil the ministry's God-given vision for greater global impact.

You will be someone with a proven track record in a senior financial leadership role in an international organisation, preferably within a ministry or mission context, and with experience overseeing additional areas like IT in entities of comparable complexity and scale. You will be a mission-aligned finance leader with a deep understanding of financial management and financial engineering, enabling you to strategically shape how Global Disciples maximises its global impact. You will have an open and servant-hearted leadership style with a natural ability to build and maintain strong, cross-cultural relationships. You will be passionate about our vision to train up disciple-makers to take the Gospel to the least-reached around the world.

We envisage the Chief Financial Officer being based in either one of our hubs in Europe, Africa or Asia.

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

About Us

We’re the UK’s leading bowel cancer charity. We’re determined to save lives and improve the quality of life of everyone affected by bowel cancer. We support and fund targeted research, provide expert information and support to patients and their families, educate the public and professionals about the disease and campaign for early diagnosis and access to best treatment and care.  

We currently have around 95 staff based in England, Wales, Scotland and Northern Ireland. Thanks to the generosity of our community, we’re in a privileged position to be able to grow our staff team to deliver our ambitious strategy, On a mission. There are huge challenges facing bowel cancer patients across the UK and our community needs us now more than ever. We’re building a strong and united team to bring us closer to a future where nobody dies of bowel cancer. 

Senior Early Diagnosis Programme Manager

The Senior Early Diagnosis Programme Manager is a key role as we develop and evolve our early diagnosis programmes at Bowel Cancer UK. The role will provide strategic and operational leadership across the charity’s awareness and engagement programmes and the new Bowel Towns programme. This role will manage a multi-disciplinary team delivering programmes that improve cancer awareness, empower communities, and drive earlier diagnosis.

In addition, as the charity’s services lead for Northern Ireland (NI), the post holder will build high-impact partnerships and develop a regional plan to enhance awareness, early detection, and support for people affected by cancer. You’ll work closely with the Head of Services and Support to ensure our early diagnosis services are impactful, inclusive, and evidence-based.

Safeguarding

Safeguarding is everyone's responsibility and at Bowel Cancer UK we are committed to safeguarding children, young people and vulnerable adults and we expect all staff and volunteers to share this commitment.

Successful candidates may be subject to either a satisfactory basic, standard or enhanced DBS check from the Disclosure and Barring Service (DBS) dependent upon the role.

These two new roles will add capacity to our Outreach Support work, joining two colleagues who are currently supporting people to access private rented accommodation as part of the Refugee Homelessness Prevention Project across Greater Manchester.

This area of work is relatively new to Boaz, and is continuing after a successful pilot last year (a GMCA funded project, as part of their Refugee Welcome Programme). Through this pilot, we worked with over 200 people and supported 92 people to move into accommodation and sustain a tenancy. We saw referrals continue to rise last year, and know that this work is needed now more than ever.

The two new roles will involve working with single adults recently granted refugee status who have been assessed as having no priority need following a homelessness assessment and are rough sleeping, at risk of rough sleeping, or living in off-the-streets accommodation. The successful candidates will also work with families who have been granted refugee status and who are living in asylum hotels or temporary accommodation and need support to find onward accommodation. 

In accordance with the Christian ethos and values of the Boaz Trust, the Support Worker is responsible for participating in the successful delivery of a frontline support service working with people who are facing homelessness after being granted refugee status:

The post holder will:

• provide practical and holistic support to people with refugee status who are referred into the project (individuals and families)
• build positive and productive relationships with colleagues in local authorities, housing providers, landlords and voluntary sector organisations
• play a supportive and collaborative role working alongside the wider staff team.

We're looking for two candidates with:

• Experience working to support marginalised people from diverse backgrounds in a casework role in a housing or homelessness context
• Highly effective communication and interpersonal skills, including communicating with those whose first language is not English
• An empathetic and patient approach when working with people.

If this sounds like you, we'd love to hear from you! 

Find out more and and apply by downloading the recruitment pack below. The 'recruitment pack' contains a full Job Description and Person Specification as well as more details about the role and the organisation and how to apply. 

The deadline for applications is 11.59pm on Tuesday 10th March 2026.We look forward to hearing from you! 

The Role of Diocesan Housing Surveyor

We are looking for someone who can work alongside the Diocesan Property Manager, and Property Officer, to assist in the management of the Clergy Housing stock comprising of 160 houses across Coventry and Warwickshire.

The main responsibilities of the of Diocesan Housing Surveyor

 are:

• Inspect Clergy houses and assess repairs and improvements necessary in compliance with Coventry Diocese Clergy Housing Standards.
• Implement the recommendations of the property reports.
• Arrange property inspections and implement the required works with the agreement of the Property Manager.
• Arrange stock condition surveys.
• Address reactive repairs and ensure works are undertaken and completed in accordance with the Housing Standards.
• Prepare schedules of work and cost budgets, agree these with the Property Manager before tendering to approved contractors.

What we are looking for in a Diocesan Housing Surveyor:

· Driving Licence with access to own car

· Previous experience of managing small works contracts

· Working knowledge of residential building defects and their resolution

· Proven awareness of health and safety with regard to building management and works contracts.

· Being responsible for the day-to-day maintenance of properties whilst remaining within budgetary and time constraints

· Degree Level or relevant experience commensurate to the role

· Evidence for continuing professional development.

· Familiarity using a modern Property Management software package.

This post reports to the Property Manager and is based in the Diocesan Offices in Coventry.

Interviews will be held on 24 March at the Diocesan Offices in Coventry

Title: Active Recovery Lead 

Employer:  The Southmead Project 

Accountable to: Head of Active Recovery

Place of Work: The Southmead Project, Southmead, Bristol. BS10 6AS

Hours: 4 days per week

Contract: Permanent

Salary: £32,216.00 p/a pro rata 

The Southmead Project:

The Southmead Project is an equal opportunities employer providing free counselling and support for survivors of abuse and addiction across Bristol and surrounding areas. We welcome adults aged 18 and above of any race, ethnicity, gender identity, sexual orientation, class, ability, language, religion and cultural background. We respect and cherish the differences between people and affirm every person as an individual. Our recruitment is done in line with safer recruitment practices. 

We value our team very highly and pride ourselves on being a supportive employer. We provide the following benefits to encourage every staff member to have a supported, well-rounded and enriched working experience:

• Paid supervision for 1.5 hours per month, with an external clinical supervisor 

• Line management for 1 hour per month

• Training budget of £500 per year to spend on relevant training of that person’s choice 

• Optional private counselling for up to twelve sessions per year with an external counsellor of that person’s choice

• Employer pension contribution of 5%

The Active Recovery Project gives adult survivors of abuse the opportunity to take part in community-based activities. Members of Active Recovery can participate in a variety of group activities with others who share or understand their experience and develop peer relationships, resulting in increasing confidence and reduced isolation. The activities are based on ideas from our members and include water-based activities (such as rowing, canoeing, sailing and kayaking), surfing, trips to community spaces and creative sessions (such as arts and crafts). Activities take place every week. Each activity will last approximately 2.5 hours each. Members can attend the group sessions for up to 18 months. 

Job Purpose: 

We are looking for a warm and passionate leader to come and join the Active Recovery Service.

As an Active Recovery Lead, their job will be to develop and deliver the Active Recovery Project in Bristol and in Somerset. Using a trauma-informed approach, the Active Recovery Lead will create and provide a safe and supportive space for clients from The Sexual Violence Alliance organisations (The Southmead Project, SARSAS, Womankind and the Bridge Sarc) to participate in a variety of group activities, with others who share or understand their experience and develop peer relationships, resulting in increasing confidence and reduced isolation. 

Principal Tasks:

1. Run two Active Recovery groups a week, with , with the help of the Practitioner.

2. Provide initial trauma-informed assessment phone calls and/or meetings with potential members as part of the registration process for Active Recovery. This includes assessing need, risk and suitability for the service using a trauma-informed approach. 

3. Create safety plans and tailor activity sessions where appropriate after building relationships with members following the initial phone calls.

4. Plan trauma-informed sessions for members, including producing risk assessments for each activity, visiting activity locations and delivering relevant trauma training to activity providers. 

5. Oversee and lead on setting up, delivering and debriefing about activity sessions with members, volunteers and staff. Ensuring members are clear on each session's ground rules and safeguarding processes, using the Member’s Agreement.

6. Provide trauma-informed face-to-face support to members at sessions who may become overwhelmed or require help dealing with flashbacks and dissociation.

7. To support volunteers and staff with safeguarding queries and ensure safeguarding procedures are followed. To be the safeguarding lead at activity sessions, escalating any onward safeguarding referrals and queries to the Southmead Project Designated Safeguarding Lead.

8. Participate in and support the recruitment and induction training of volunteers.

9. Support and line manage a team of volunteers.

10. Develop and maintain an Active Recovery community through email, phone calls, texts and in person.

11. Develop and drive forward the project’s aim to have the members’ voices at the heart of the project.

12. Collaborate with developing outcome processes in line with the Southmead Project and its funders’ requirements.

13. Analyse data and feedback collected through outcomes processes to adapt and constantly improve the planning and delivery of the project sessions.

14. Contribute content for reports as required. 

15. Build and maintain positive relationships with partnership organisations for the project.

16. Manage the day to day budget for the project sessions, keeping accurate records to report to the Head of Active Recovery and planning how the budget will be spent across sessions, within guidelines provided by the Head of Active Recovery.

17. Record data accurately and in a timely manner on Oasis.

18. Produce social media and website posts about the project, including producing and editing videos.

19. Attend monthly one-to-one line management meetings with the Head of Active Recovery. 

20. To attend monthly one-to-one clinical supervision with a Supervisor who is approved by the Southmead Project. Supervision is a requirement of this charity as an organisational member of the British Association of Counselling and Psychotherapy. 

21. To work within the framework, spirit and ethos of the Southmead Project’s Equal Opportunities Policy, and actively engage in promoting the policy within the charity and in all dealings with clients and other agencies.

22. Follow the Southmead Project policies, procedures and professional code of conduct as outlined in the Staff Handbook.

23. All members of staff, paid and unpaid, are required to undergo the   enhanced level of Disclosure and Barring Service check.

Person Specification

ESSENTIAL

• Full drivers licence and access to own transport.

• Professional qualification, such as a Diploma or degree in Counselling or in other relevant fields of work, such as; social work, psychology, mental health, education, support work or similar: or extensive experience in any of these fields.

• A sound understanding of the issues affecting members who have experienced trauma and abuse.

• Experience in managing projects. 

• Excellent administration and organisational skills, including experience of managing sensitive personal information.

• Experience of and confidence in using multiple computer and case management systems. 

• At least 2 years’ experience of delivering groups in the community, preferably activity based.

• At least 1 year’s experience of providing face-to-face support for survivors of abuse. 

• The ability to arrange group activities and liaise with other local organisations to help plan them. 

• The ability to plan sessions in detail to ensure that they are trauma-informed and having the experience and confidence to ‘hold’ groups when things do not go to plan.

• The ability to work flexibly within a team and support those within it. 

• Experience in managing volunteers. 

• Knowledge and awareness of how particular activities and social situations could improve people’s self-esteem, self-confidence, build friendships and reduce their isolation. 

• A sound understanding of safeguarding and experience of supporting others to act in accordance with safeguarding policies and within the best interests of the Active Recovery member or those at risk.

• Experience in managing a long-term budget.

• Knowledge of survivors’ voice work.

• To be able to attend monthly one-to-one line management meetings and monthly clinical supervision.

• To work within the framework, spirit and ethos of the Southmead Project’s Equal Opportunities Policy, and actively engage in promoting the policy within the charity and in all dealings with clients and other agencies.

DESIRABLE:

• Experience of building and maintaining positive partnerships in the community.

• Experience of running a community based project. 

• Experience of setting up processes for survivors’ voice work.

• Knowledge of making content for social media, including video recording and editing skills.

• Experience managing recruitment and training.

• Experience in chairing meetings and the ability to plan and review activities with a team.

• Experience designing outcomes processes and collecting outcomes data.

• Experience in writing reports, preferably funding reports in the charity sector.

 Please note that there must be at least 12 months between receiving support from the Southmead Project as a client/member and starting this role.