Services manager jobs

Young People Support Worker

If you are the successful candidate, you will be joining a very tight-knit and supportive team that works tirelessly to ensure some of the most vulnerable individuals in the borough are well-cared for.

Location: Chester, Cheshire

Salary: £26,436 per annum + sleep in payments

Closing Date: 02 August, 2026

Employment Type: Permanent

Hours per week: 37.5

About the Role

Young People Support Worker (+ Sleep-in Payments) – Chester

Make a real difference to the lives of young people leaving care. As a Young People Support Worker at our service in Chester, you'll support young people aged 16–18 to build the confidence, resilience and practical skills they need to live independently. You'll manage a caseload, deliver personalised support plans, promote wellbeing, and help young people access housing, education, training and employment opportunities.

You will be someone with experience supporting young people or vulnerable groups, strong safeguarding knowledge, and the ability to build trusted relationships. You'll be confident in support planning, risk assessment and multi-agency working, while taking a proactive, strengths-based approach that empowers young people to achieve their goals.

Join a values-led organisation committed to preventing homelessness and unlocking potential. In return, you'll receive excellent training, ongoing development and the opportunity to create lasting positive outcomes every day. We welcome applications from all backgrounds and are committed to building an inclusive workplace where everyone can thrive.

Please note that this job opportunity is offered as a full-time (37.5 hours per week), permanent role.

Shift Pattern

A typical week consists of two shifts. Each shift begins at 9:30am and finishes at 11pm, followed by an overnight sleep-in. The shift then resumes at 07:00am and finishes at 12:00pm the following day. This entire period is classed as one shift. Sleep-ins are a requirement of the role and attract an additional payment. Flexibility to work bank holiday is also required in line with the needs of the service.

In this role, you will:

• Ensure the safety and wellbeing of clients in the service at all times possible, including using safeguarding and emergency alert procedures where applicable

• Carry a caseload of clients for whom you will be the named key worker, and you will also take joint responsibility with your team members for the well-being and day to day support of all clients in the services

• Lead on risk and needs assessment and support planning for your key clients and contribute to ongoing needs and risk assessment of other clients in the service

• Develop and implement SMART outcomes based support plans for your key clients

• Deliver one-to one and group support opportunities within their accommodation and in the local community aimed at increasing resilience in the clients we work with

• Proactively work in partnership with multiple agencies including statutory teams, to support the well-being of Depaul clients in accordance with data protection and information sharing protocols

• Adopt a flexible, reflective and creative approach in your engagement with clients and personalised in your support to them

• Involve clients in the decisions made about them and encourage participation in Depaul’s wider community programme of activities

• Support all clients to participate in Education, Training, Employment and Volunteering opportunities as appropriate to the development of their skills, assets and aspirations

• Have responsibilities as part of the team for ensuring the health and safety of the environment for clients, staff, visitors and volunteers through regular checks and reporting

• Have responsibility as a member of the team for preparing the accommodation for new clients to move into and supporting the client to settle in

• Support and facilitate the work of the volunteers who add value to the work that we do

• In conjunction with Senior Worker, ensure that regular health and safety inspections are carried out in DePaul’s managed properties. To respond to reported repairs in a timely manner and to review health and safety risk assessments with the senior worker

• To interview and assess suitability of referrals to the criteria and objectives of the project

• Undertake further duties as commensurate to the role and identified by your line manager

• To participate in internal/external meetings and attend Core training events

• Demonstrate a commitment to client involvement by advocating client involvement opportunities, for example by actively promoting the Voice of Depaul to clients and holding residents meetings

• To maintain appropriate young person files and ensure clear and concise written records

About You

When completing your application form please address all the points set out below.

• Experience in working with care leavers, young people or other vulnerable groups

• Experience of Safeguarding in children and adults and operating safeguarding requirements and procedures

• Experience of using Risk Assessments and Support Planning tools

• Experience of managing a case load, recording and record keeping

• Experience of lone working

• Excellent communication skills, literacy, numeracy and IT skills

• Commitment to promoting an environment, which has the highest regard for the Health and Safety of others.

• High level understanding of professional boundaries and ability to maintain boundaries

• An understanding and commitment to working in an assets based way

• Commitment to working in a manner, which promotes diversity and equality ensuring that everyone is treated with respect and dignity and no one, suffers from discrimination

• Commitment to promoting an environment, which has the highest regard for the Health and Safety of others

• High level understanding of professional boundaries and ability to maintain boundaries

• Effective collaborative working

• Ability to effectively reflect on own practices for ongoing learning and development

• Respect for the values and ethos of Depaul and its founding partners

What You’ll Receive

· Tailored training and development

· Flexible working options where suitable

· 26 days annual leave, rising with service

· Family friendly leave policies

· Pension scheme with employer contributions up to 7%

· Employee Assistance Programme with 24/7 GP access

· Discounts across retail, travel, food, fitness and more

· Cash health plan for you and your family

· Death in service benefit

· Access to legal and practical support

Safer Recruitment

Depaul UK is committed to fair and inclusive recruitment, and we welcome applications from people of all backgrounds. If a role requires it under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, we will carry out the appropriate Disclosure & Barring Service (DBS) check. We only look at information that is relevant to the role, and a criminal record will never be treated as an automatic barrier to employment. All DBS information is handled sensitively, confidentially and in line with the DBS Code of Practice, and we encourage applicants to discuss any concerns with us openly.

About Depaul UK

In the 1980s, high unemployment and steep inflation was contributing to a shocking rise in youth homelessness across London. Thousands of young people were sleeping rough every night, with many areas notoriously dubbed “cardboard cities” due to the visible rise in street homelessness. Appalled by the scenes playing out across the capital, a group of people came together to tackle the challenge head on. Led by Cardinal Basil Hume and Mark McGreevy OBE, in 1989 Depaul UK was born.

What began as a single housing project in North London soon expanded across London, Greater Manchester and the North East of England. Today, Depaul UK provides accommodation, prevention and support services to thousands of marginalised young people across the UK each year.

As our name suggests, the work of Depaul UK has been inspired by St. Vincent de Paul – a man who devoted his life to helping vast numbers of people throughout the 17th century. St. Vincent de Paul’s belief in the intrinsic worth of all people and his commitment to taking bold action remain central to our values today. Depaul UK now forms part of a family of Depaul charities around the world. We each focus on the specific challenges in our own countries, but we’re united by our shared values and mission to end homelessness.

Who we are 

Yateley Industries provides housing, employment, and social activities for people with disabilities. Our mission is to create an inclusive community where individuals can thrive. We offer accommodation, employment opportunities and social activities to promote independence, personal growth and belonging. 

Job Purpose

The newly appointment Energy Adviser is to provide 1‑to‑1, face‑to‑face energy advice, including home visits, to the local community and residents experiencing fuel poverty and energy‑related issues. The role is focused on supporting vulnerable people, including disabled people, older adults, and those on low incomes, to improve energy efficiency, manage bills, and access appropriate support.

Key Responsibilities:

Advice, Casework and Targets

• Provide 1‑to‑1, face‑to‑face energy advice appointments, including home visits.
• Support vulnerable households, ensuring advice is accessible, inclusive, and person‑centred.
• Offer tailored guidance on:
  • Reducing energy usage and costs
  • Understanding bills, meters, and tariffs
  • Heating systems and basic energy efficiency measures
  • Fuel debt, payment plans, and priority services registers
  • Accessing grants, discounts, and energy‑related support schemes
• Assist clients with energy correspondence and form‑filling where required.
• You will be part of a larger team working together to reach specific delivery targets.

Outreach and Events

• Deliver outreach sessions, information stands, and workshops in community venues.
• Attend and support community events to promote the charity’s energy advice services.
• Work proactively to reach under‑represented or harder‑to‑reach groups.

Safeguarding

• Undertake lone working, including home visits, in line with organisational lone‑working policies.
• Identify and appropriately respond to safeguarding concerns, following charity procedures.
• Maintain personal safety and professional boundaries at all times.
• Onward referral to local provision for complex cases or support needs beyond our scope.

Administration and Partnership Working

• Maintain accurate case records, monitoring outcomes and impact.
• Work collaboratively with internal colleagues and external partners such as local authorities, health professionals, and voluntary organisations.
• Contribute to monitoring, reporting, and evaluation required by funders.

Key Skills and Qualifications: 

• Experience of working directly with vulnerable people, including disabled people.
• Experience delivering energy advice would be a bonus, but not essential.

• A passion or interest in supporting the local community.

• Excellent communication and interpersonal skills, with the ability to build positive relationships with a wide range of stakeholders. Strong interpersonal skills, with an empathetic non-judgemental approach

• Experience of delivering group and outreach sessions.

• Strong organisational skills, with the ability to manage own workload and ability to work independently. 
• Good IT skills (email, case management, CRM system, data entry, reporting)
• Already have or committed to undertaking Level 3 City & Guilds Energy Awareness qualification within an agreed timeframe.
• A full UK driving licence and access to a vehicle and business insurance (desirable due to home visits).

Yateley Industries is committed to promoting equality and diversity and welcomes applications from all sections of the community. 

The role focuses on building and maintaining strong relationships with partner organisations, supporting firms throughout their participation in the Suicide Prevention Action Lab (SPAL) programme, and ensuring they remain motivated, accountable, and on track to deliver their commitments.

We’re bringing together six representatives from financial services firms to explore ways to improve support for customers experiencing suicidality. The Partnerships Officer will play a key role in supporting the delivery of the SPAL, working closely with participating firms to assist them in developing, testing, and implementing practical changes to help prevent suicidality. 

The Partnerships Officer will manage relationships with multiple firms simultaneously, each at a different stage in their journey to testing and embedding new and improved approaches to identifying and supporting customers experiencing or at risk of suicidality. Success in the role requires excellent organisation, persistence, and relationship management skills, alongside the ability to understand the challenges and competing demands faced by participating firms and to support them in maintaining momentum and delivering results.

This is an excellent opportunity for someone looking to develop their skills in partnership management, stakeholder engagement and influencing change within organisations. The role offers significant autonomy and responsibility, with opportunities to build expertise, lead stakeholder relationships, and contribute directly to the SPAL’s growth and impact.

While the role will predominantly focus on the SPAL, the postholder will also contribute to the continued development of the wider Action Labs research-to-impact offer.

Key tasks in the role will include:

• Acting as the primary day-to-day contact for participating firms, building strong and productive relationships throughout their involvement in the SPAL. Coordinating and supporting consultancy and coaching meetings with participating firms.
• Developing and maintaining a strong working knowledge of emerging Action Lab research insights. Applying research insights in discussions with firms, supporting them in translating evidence into new or improved tools, processes and communications.
• Supporting a portfolio of firm representatives simultaneously, ensuring each remains engaged, motivated and on track to deliver against agreed objectives and milestones.
• Developing a strong understanding of participating firms' priorities, pressures and operational realities, using this insight to provide effective support.
• Building and maintaining relationships with external stakeholders beyond participating firms, and developing strong internal relationships, proactively sharing insights and intelligence from Action Labs to maximise our organisational impact.
• Identifying opportunities to raise the profile of the Action Lab research-to-impact model, including relevant conferences, speaking opportunities and awards.

Barnardo's is looking for a Data Analyst with strong Power BI skills and a passion for the charity sector to join our Analytics team within Digital, Data and Technology on a 12-month fixed-term maternity cover contract, commencing in September.

The Analytics team is a central function that provides insight, information and data to colleagues across the charity. Our work spans all functional areas and includes interactive reporting, ad-hoc analysis, analytical consultancy and support for data-driven decision making. We use Power BI, traditional statistical techniques, economic theory and advanced data science methods to influence decisions both within Barnardo's and across the wider sector.

This is an exciting opportunity to make a meaningful impact by helping Barnardo's achieve its mission through the responsible use of data and analytics. You will support colleagues across the organisation to make informed, evidence-based decisions while contributing to the ongoing development of our analytical capabilities.

As a Data Analyst, you will:

• Develop and enhance our existing Power BI reporting suite to better meet stakeholder needs.
• Conduct analysis and provide analytical guidance across a wide range of business domains.
• Communicate findings effectively to stakeholders, presenting results clearly and incorporating feedback where appropriate.
• Identify innovative approaches to analysing data and presenting insight to improve the team's capability and impact.
• Support the maintenance and development of high-quality datasets, reports and analytical products.
• Contribute to a culture of continuous improvement, knowledge sharing and best practice within the Analytics team.

We are seeking someone who can quickly build relationships, understand stakeholder requirements and deliver high-quality analytical outputs.

Essential Criteria:

• A minimum of 1 year's experience using Power BI, including:
  • Writing measures and calculated columns.
  • Working with semantic models.
• A minimum of 1 year's experience in an analytical role.
• Strong mathematical and analytical skills gained through professional experience and/or higher education.
• Excellent written and verbal communication skills, with the ability to engage stakeholders of varying levels of seniority and technical expertise.
• Experience working within an Agile environment.
• A genuine passion for Barnardo's mission and values.

Desirable Criteria:

• Experience working with Microsoft Fabric.
• Experience using programming languages such as Python, R and/or SQL.

What you'll get:

• A rewarding opportunity to contribute to Barnardo's mission and make a real difference to children, young people and families.
• Access to excellent learning and development opportunities, including formal training in specialist analytical disciplines.
• Exposure to a diverse range of analytical projects across multiple functions, including influencing campaigns, retail operations, finance, children's services and more.
• The opportunity to work within a values-driven and collaborative culture.
• A supportive team environment with opportunities to develop your skills and broaden your experience.

Please see the attached job description and person specification for a more detailed view of this role.

Please note due to the high volume of applications for some posts, this advert might close before the displayed closing date.  We recommend that you apply for this role as soon as possible.

Pay & Reward Framework

We know that our colleagues go above and beyond in delivering our vital work, driven by their passion and commitment to Barnardo's values.  We also know that we can only realise our ambitions and achieve better outcomes for more children, thanks to the talent, hard work and creativity of our people. 

For all these reasons, we are committed to a new approach to pay and reward, to ensure it is fair, attractive and progressive, which was rolled out in April 2023. This is a positive change for the charity, and a part of our People & Culture Strategy. It will assist us in supporting colleagues to belong, thrive and grow in their colleague journey at Barnardo's and in time will offer clear routes of progression for colleagues in both their career and their pay. 

Whilst the full pay band and salary range is advertised, our approach to starting salaries is to appoint between the minimum to mid-point of the pay band – this ensures that pay steps are available to reward our colleagues annually based on their contribution to excellence and alignment to our values and behaviours.  More details on Barnardo's pay framework can be found upon application. 

Benefits

Workplace Offer: What it means for you

Our hybrid working initiative is based on trust, flexibility and empowerment. We understand our workplace offer means different things to different people, and we encourage those conversations. This may mean working at one of our stores, services, working at home, in the community, at one of our Collaboration Hubs or depending on the role any combination of these. Please read through the advert carefully to understand the remits of hybrid working that will be specific to the role.

Barnardo's require colleagues to be UK residents, based in the UK and to complete their roles from within the UK (with the exception of colleagues providing Barnardo's services in Jersey and colleagues who live in the Republic of Ireland providing services in Northern Ireland)

• Barnardo's believe in creating equality of opportunity in the workplace and supporting people to manage their work-life balance; we are therefore open to offering flexible working arrangements.
• Annual Leave entitlement for full-time colleagues is 26 days per annum, increasing to 27 days per annum, after 3 years Barnardo's service, 29 days per annum, after 5 years Barnardo's service and 30 days per annum, after 7 years Barnardo's service. Those working less than full time are entitled to the same level of holiday pro rata
• The ability to buy up to another 5 days annual leave via our Buy Your Leave scheme
• A host of family friendly leave options including company Maternity Paternity and Adoption pay; together with all family additional leave options
• Service related sick pay from day 1
• Access to a Group Personal Pension with a matched 4% or 6% contribution from Barnardo's. Ability to pay via salary sacrifice to garner both tax and NI savings on your own contribution
• Death in service cover of 4x annual earnings for all staff contributing to our Group Personal Pension
• Cycle2work scheme
• Interest free season ticket loans
• Discounts and cashback from at high street shops including major supermarkets, cinemas, gyms, leisure/theme parks, holidays and much more via our Benefit Portal
• 20% discount at Barnardo's stores
• Opportunity to purchase a health cash plan to claim towards dental, glasses, therapy etc
• Free access to round the clock employee assistance program for advice and support
• Access to Barnardo's Learning and Development offer

*T&C's apply based on contract

About Barnardo's

We are committed to being an inclusive employer and cultivating a culture where everyone can belong and thrive through inclusion and connectivity. We want our workforce to be reflective of the communities we work with, and for equality, diversity and inclusion to be embedded in everything we do. We are a Disability Confident Leader, are progressing our ambition to be an anti-racist organisation with Anti-Racism Commitments and actions in place and have networks for colleagues who are disabled, LGBT+, Black and Minoritised Ethnic and Women. We particularly encourage applications from Black and Minoritised Ethnic and/or disabled candidates who are currently underrepresented in our workforce. For disabled applicants, we offer reasonable adjustments throughout the recruitment process.

Our basis and values

Position: HR Advisor
Hours: Full-time, 35 hours a week
Contract: Permanent
Location: Office-based in London, N4 with flexibility to work remotely
Salary: Starting from £36,542 per annum, plus excellent benefits
Salary Band and Job Family: Band 2, Professional / Technical
You’ll start at our entry point salary of £36,542 per annum, increasing to £38,827 after 6 months service and satisfactory performance and to £41,111 after a further 6 months.

About us

We make sure people living with MS are at the centre of everything we do. And it’s this commitment that unites us across the UK.

Our strategy is based on what people affected by MS have told us is important to them. It gives us a clear and determined focus.

Our work is based on the hopes and aspirations of our MS community. Together we campaign at all levels, fund ground-breaking research and provide award winning support and information.

Our people are our greatest asset and the key to our success. We offer a vibrant, progressive working environment where you'll be able to make a difference.

About this job

We are looking for a proactive HR professional to join our small, friendly HR team to provide a customer-led advisory service across the full range of employment matters.

As well as providing general HR support to colleagues and managers, you will be our go-to person for recruitment and onboarding, supporting the HR team and recruiting managers with best practice, policy, training and compliance.

This is an exciting time to join the team as we begin our transition to a new applicant tracking system and onboarding module.

In this role, you will help create a positive employee experience by giving practical HR advice, supporting fair and inclusive recruitment, and helping managers apply our people policies consistently.

To be successful in this role, you will have proven experience of:

• Providing HR advice on all aspects of the employee cycle
• Subject matter knowledge of recruitment and onboarding practices
• Developing and practical use of a HRIS (iTrent) and ATS
• Developing HR policies, processes and guidance for people managers and teams
• Understanding of EEDI in a HR context
• Working in a small cross functional team

Closing date for applications: 9:00 on Wednesday 22 July 2026

Interested?

PLEASE PRESS THE 'HOW TO APPLY' BUTTON FOR MORE INFORMATION.

We particularly welcome applications from disabled people and or people from minoritised ethnic backgrounds.

We’d be grateful if you downloaded and completed the equality and diversity monitoring form and submit it with your application. 

Disability Confident Employer 
We’re a Disability Confident Employer and we’re committed to promoting equality and diversity.

You can ask for reasonable adjustments as part of both our recruitment and new starter on-boarding processes.

If you need any help or adjustments to apply for this role, please contact us. You can also ask for the application materials to be sent to you in a different format. Such as for them to be sent to you by email or in a larger word format.

More about our recruitment and selection process 

• The first round of our recruitment and selection process includes an interview with competency-based questions.
• Our recruitment and selection process might also include extra tasks. For example, a written or Microsoft Excel test or making a presentation.  
• We’ll let you know what the selection process will include when we invite you to interview. You can ask for any more reasonable adjustments for the interview as part of the invitation.
• You might also be invited for a second interview. We’ll let you know about this during the selection process.

More about our employee benefits:
We have a wide range of employee benefits including (but not limited to): 

Encouraging work life balance

• 39 days paid annual leave (including bank holidays), pro-rata for part-time
• More annual leave entitlement, based on length of employment
• Smart working options (with the opportunity to work remotely and find a smart working pattern that suits both you and us) 
• Flexible working options 

Caring for you and your family 

• Generous sick pay entitlement
• More sick pay entitlement, based on length of employment 
• Opportunity to buy and sell annual leave in each calendar year 
• Free access to a GP virtually 24 hours a day/7 days a week allowing you unlimited advice, reassurance and where appropriate diagnosis 
• Enhanced leave for new parents 
• Free access to a confidential 24 hours a day/7 days a week helpline service for both you and your family with a specialist range of support and information
• Special leave options (such as up to 5 days paid leave for domestic or personal emergencies a year)
• 10 days paid disability leave a year, pro-rata for part-time 
• 10 days paid carers’ leave a year, pro-rata for part-time 
• Cycle to work scheme 
• Death in service scheme
• New family-friendly benefits, including paid leave:
  • In the event of miscarriage or still birth 
  • To support fertility treatments
  • For antenatal appointments for both parents

Thinking about your finances 

• Enhanced salary sacrifice pension scheme
• Discounted season ticket loan and interest-free emergency loans
• Give as you earn to support other charities of your choice before tax
• New employee portal including lifestyle savings vouchers and personal wellbeing

Enriching your life at work

• Personalised development plans with a wide range of training courses and opportunities to source additional training options with your line manager
• Yearly internal apprenticeship opportunities
• New, modern offices that embrace working together both in-person and remotely 
• Various opportunities to influence how we internally operate (including surveys, and focus and committee groups) 
• Active and supportive internal employee networking groups for collaboration and peer support 
• 2 days paid leave a year for volunteering for MS Society activities during normal working hours (such as fundraising events, or campaigning in the local community) 
• 2 days paid leave a year for volunteering with other charities during normal

Safeguarding 
We’re committed to safeguarding and promoting the welfare of everyone who uses our services and we come into contact with.

This is regardless of Gender, Race, Disability, Sexual orientation, Religion or belief, Pregnancy, Gender reassignment.

We recognise our particular responsibility to make sure vulnerable adults and children are protected.

We have measures in place to protect everyone we come into contact with from abuse and maltreatment of all kinds.

Your right to work in the UK 
You must have the right to work in the UK to work in paid employment with us. You’ll need to share documents showing you’re eligible to work in the UK if we offer you employment.

You can find the UK visas and permits granting you the right to work in the UK on the UK Government website. We currently don’t have a Sponsor Licence agreement with the Home Office and aren’t able to support you with your visa applications.

No agencies please.

We are hosting a recruitment webinar for this role on Friday 10th July at 12:00, where the hiring manager will go into detail around the role and give an thorough overview of the programme. To register please follow this link here.

The Church of England Pensions Board provides retirement services to those who serve or work for the Church. Both a regulated pension fund and registered charity, more than 43,000 people rely on us for their pensions. A leader in ethical and responsible investment, we carefully steward the £3.5bn of pension savings entrusted to us to not only grow our members' pensions, but also to drive systemic and lasting change across the industries and sectors in which we invest for a just and sustainable word. The Board also supports 2,300 retired clergy with housing, including managing a national portfolio of 1,200 rented homes and Community Living options.

Supported by a multi-million pound grant from the wider Church, we are setting up a new function responsible for engaging with clergy at all stages of life and ministry on their current and future plans. This includes offering access to: grants to kick-start saving, bespoke advice at key life stages and tailored products that will give our customers more choice about their future.

We are seeking a proactive and highly organised Performance Lead to join our new team, taking responsibility for evaluating the impact and effectiveness of the Financial Wellbeing service. You will lead performance reporting, team governance, planning cycles and risk management, ensuring the service is well run, accountable and continuously improving. A critical part of this role includes business case development, for future services.
We want the Pensions Board to be a great place to work. For us that starts by ensuring that everyone feels that they belong and are valued for who they are and what they contribute.

Living out our values in all that we do, we:
- Strive for Excellence
- Show Compassion
- Respect others
- Collaborate
- Act with Integrity

The Pensions Board, as part of the National Church Institutions (NCIs) of the Church of England, offers a safe, inclusive workplace for people of all backgrounds and walks of life. We welcome applications from people of all faiths and of no faith. We want to encourage applications from a diverse group of people who share our values. Even if you have never thought about working for us before, if you have the skills and experience, we're looking for, then we would like to hear from you.

As Performance Lead, you will be the integrator and operational anchor for the Financial Wellbeing service ensuring we have the right governance, planning cycles, KPIs and performance reporting in place to run an effective, accountable and high impact service.

This includes assessing service delivery against our strategic goals, and building up a good picture of future demand for the Board's in retirement services, especially retirement housing.

This role is both analytical and operational: you will ensure the service has a clear view of its performance while also shaping the processes, rhythms and governance structures that keep the team aligned and effective. You will work closely with the Insight & Data Analyst Lead to ensure performance reporting is robust, with Finance and Strategy on investment/business case design and business planning, and with Audit & Risk to ensure compliance and assurance.

Ultimately, your work will ensure the service is well run, transparent, and able to demonstrate its impact to Trustees, senior leaders and the wider Church.

MAIN DUTIES AND RESPONSIBILITIES

You will:

Performance, Monitoring & Evaluation

• Lead the monitoring and evaluation framework for the service, ensuring KPIs and impact measures are meaningful, accurate and aligned to strategic objectives. Developing the framework as required.
• Produce regular performance reports for the PB Executive and Trustees, ensuring clarity, insight and ownership across the financial wellbeing team. Ensure performance reporting is timely, consistent and aligned with organisational standards.
• Collaborate with Financial Wellbeing colleagues to ensure data is interpreted effectively and used to drive improvements.
• Develop and recommend new KPIs or impact assessment measures where needed to strengthen understanding of service effectiveness.
• Collaborate with the Head of Customer Service, service leads and Regional Advisers to ensure performance monitoring is embedded across the team.
• Ensure the Financial Wellbeing service has a clear, accurate and up to date view of projected clergy retirement housing needs,. Owning the collaboration between financial wellbeing and Housing colleagues to develop and maintain shared datasets and planning models.
• Ensure the customer voice is central to and ingrained in any planning, service evaluation and decision making for the financial wellbeing services.
• Liaise with wider Pension Board and NCI colleagues to ensure Financial Wellbeing service delivery is imbedded in organisation wide feedback mechanisms

Governance & Planning

• Set up, manage and refine governance structures for the team, including the rhythm of team meetings, project boards (where needed) and stakeholder forums.
• Support Director in the annual business planning and objective setting processes within the financial wellbeing team, working with Strategy and Finance colleagues to ensure alignment with the broader organisational cycle.
• Coordinate the development of investment cases for future funding, working closely with Finance, Strategy, and Housing colleagues.
• Maintain forward plans, calendars and governance documentation to support effective and proactive oversight and decision making.
• Ensure the service meets audit, risk and compliance requirements.
• Provide briefings and updates to senior leaders and for governance forums (such housing committee and project boards) including drafting papers and reports.
• Promote a culture of good governance and continuous improvement.

Risk Management & Assurance

• Lead risk identification and management for the service, working to NCI guidance.
• Maintain the service risk register and ensure risks are escalated appropriately.
• Coordinate internal audits with Audit & Risk teams and support Finance on external audits.
• Ensure audit recommendations are tracked, owned and implemented.
• Work with Head of Customer services to ensure appropriate business continuity plans in place for the service

Problem solving and continuous improvement

• Support the Director as a de facto Chief of Staff, helping troubleshoot operational issues and ensuring smooth running of the service.
• Identify opportunities to improve governance, planning and performance processes.
• Ensure lessons learned from audits, performance reviews and feedback loops are embedded.
• Promote a strong performance culture across the team.
• Stay abreast of best practice in governance, impact measurement and performance management.

About You

Essential - Knowledge & Experience

• Strong understanding and proven experience of governance in regulated and/or charity environments.
• Experience designing or managing KPIs, performance frameworks or impact assessment models.
• Experience of risk management and audit processes.
• Strong analytical skills, with the ability to interpret both qualitative and quantitative data.
• Experience of business planning and objective setting cycles.
• Experience producing performance reports for senior stakeholders.
• Experience working across organisational boundaries to align planning, data and performance frameworks.
• Experience managing strategic relationships with operational delivery teams (e.g., housing, customer service, or similar).
• Understanding of how data informs long term service planning, particularly in environments with complex customer journeys.
• Strong experience of business case or investment case development and design.
• Experience working in a customer focused, operational and values driven environment.

Essential - Skills & Abilities

• Excellent organisational and planning skills, with a commitment to keeping processes simple.
• Strong attention to detail and commitment to accuracy.
• Able to translate data and performance information into clear, actionable insights.
• Strong stakeholder management and communication skills, including influencing and supporting senior leaders
• Proactive approach and happy to take initiative but know when to escalate
• Confident facilitating meetings, governance forums and cross team processes.
• Comfortable taking decisions but knowing when to escalate.
• Able to manage multiple priorities and deadlines and used to having oversight of multiple work streams across different teams.
• Comfortable working with ambiguity and evolving service needs.
• Analytical and insightful; able to identify critical issues and provide clear, actionable advice.
• Comfort in 'rolling your sleeves up' with every day problem solving.
• Exceptional communication skills, written and verbal, including the ability to influence stakeholders and colleagues
• Able to balance short-term delivery pressures with long-term strategic outcomes.
• Experience working in a regulated financial, housing or charity environment.
• Familiarity with data visualisation tools (e.g. Power BI).
• Understanding of service design or operational improvement methodologies.

Highly Desirable

• Experience working in a regulated financial, housing or charity environment.
• Familiarity with data visualisation tools (e.g. Power BI).
• Understanding of service design or operational improvement methodologies.

Corporate Partnerships Fundraiser
£29,687 - £30,839 per annum WTE
37 hours per week
Farnham

Help us make a difference through meaningful business partnerships!

We are looking for a proactive and relationship-focused fundraiser to join our Corporate Partnerships team at Phyllis Tuckwell. This is an exciting opportunity to play a key role in developing and managing partnerships with a wide range of businesses across our local community and beyond.

In this varied and rewarding role, you will manage a portfolio of corporate partners while also identifying and developing new partnership opportunities. You will work closely with businesses to help them understand the impact of their support, creating engaging opportunities across fundraising, volunteering, sponsorship and events.

You’ll bring creativity and energy to developing partnerships that are mutually beneficial, ensuring our supporters feel valued and inspired while helping to generate vital income for hospice care. It’s a varied role where no two weeks are the same!

Why join us?

It’s a fantastic time to join Phyllis Tuckwell. We have recently moved into our new state-of-the-art hospice in Farnham, and this role offers the opportunity to help shape and grow our corporate partnerships programme at an exciting point in our journey.

You will be part of a collaborative and supportive fundraising team, with the opportunity to develop your skills, build meaningful relationships and make a genuine impact in your local community.

The Role

A successful Corporate Partnerships Fundraiser will:

• Manage and develop a portfolio of corporate partners, delivering excellent relationship management and stewardship
• Support the growth of income by identifying and securing new corporate partnerships
• Develop tailored proposals, pitches and partnership plans for prospective supporters
• Work with corporate partners to deliver engaging fundraising, volunteering and sponsorship opportunities
•  Act as an ambassador for Phyllis Tuckwell within corporate partnership settings, including meetings, networking events and partner engagements
• Work collaboratively across the organisation to maximise partnership opportunities 

About You

We are looking for someone who:

• Has experience in corporate fundraising, partnerships, or a commercial business development/account management role
• Is confident building relationships with a range of stakeholders at all levels
• Has strong communication and presentation skills
• Is organised, proactive and able to manage competing priorities
• Enjoys working both independently and as part of a supportive team
• Is motivated by making a difference and delivering excellent supporter experience

A full driving licence and access to a car is required for this role. The position involves occasional evening and weekend work.

For a full list of essential requirements, please refer to the job description and person specification document.

About Us

We are based in Farnham and Guildford, and provide bespoke, compassionate, palliative and end of life care for people living with an advanced or terminal illness, across West Surrey and North-East Hampshire.

Phyllis Tuckwell is a very special place to work.  Our staff make a real difference to the lives of our patients and their loved ones, providing outstanding care at a time that really matters.  Our Income Generation team members are pivotal in helping to raise funds to deliver our vital services, ensuring ‘every day is precious’ for our patients. 

The impact of our services on the lives of our patients and their families can be read about under patient stories on our website.

Phyllis Tuckwell is committed to creating a diverse and inclusive culture, with the principles of fairness and equality at its core.  We are an equal opportunities employer, who values and respects our employees’ unique knowledge, skills and experiences.  We warmly welcome applications from all sections of the community.  All appointments are made following a fair and equitable process, based on merit, job requirements and business need.  

We Offer:
Excellent Benefits

• Six weeks paid holiday plus public holidays
• Phyllis Tuckwell Group Personal Pension Plan (matched contributions up to 7.5%)
• Health Cash Plan Scheme
• Employee Assistance Programme
• Staff Benefit Scheme
• Blue Light Discount Card

Excellent Career Development

• Skill Development and Training
• Internal Mobility and Career Progression
• Professional Growth
• Upskilling

A Great Place to Work

• Equal Opportunities employer
• Flexible hours and flexible working
• Supportive colleagues
• 97% of our staff are proud to work for Phyllis Tuckwell*

*Phyllis Tuckwell Birdsong Hospice staff survey 2023

For further information regarding the role or to arrange an informal visit please contact Eleanor Stanley, Corporate Partnerships Manager.  If you are unable to apply on-line or have any questions about the recruitment process, contact HR at Phyllis Tuckwell.
 

Closing date for receipt of applications: Sunday 2nd August 2026

Interviews to be held: Wednesday 12th or Thursday 13th August 2026

We reserve the right to close the role ahead of the closing date should sufficient applications by received. Your early response is therefore encouraged.  Please note that we do not hold a sponsor licence and therefore are unable to provide visa sponsorship.

This post is subject to an enhanced Disclosure and Barring Service check.

NO MEDIA OR AGENCIES

The Hampstead Garden Suburb Trust is looking for one or more organised, practical and people-focused colleagues to support the day-to-day running of our small conservation charity.

We protect, maintain and enhance the unique character of Hampstead Garden Suburb: an internationally important example of early 20th-century town planning and architecture. This role is central to helping the Trust work well day to day.

The work falls into two connected strands:

• Resident and Office Coordination: supporting residents and visitors, managing enquiries, coordinating office arrangements, helping ensure telephone and inbox cover, and maintaining oversight of the Trust calendar and annual programme.
• Information, Property and Governance Support: maintaining accurate records, supporting property and financial administration, helping with conveyancing enquiries, preparing meeting papers and minutes, and supporting governance processes.

We are open to appointing either one full-time person covering both strands, or more than one part-time colleague with responsibilities divided between them. The final arrangement will depend on the skills, availability and working pattern of the successful candidate or candidates.

This role could suit someone who enjoys varied, useful work in a small organisation where their contribution is visible. You will need to be organised, accurate, calm with the public, confident using records and systems, and able to follow work through reliably.

Some candidates may be stronger in resident contact and office coordination; others may be stronger in records, property administration and governance. Candidates do not need to have experience in every area.

The role is office-based at the Trust office in London NW11. Full-time is 35 hours per week. Part-time and annualised-hours arrangements will be considered. Annualised hours means that working time may vary across the year to support individual working patterns while meeting the Trust’s operational needs.

The Trust’s normal office hours are 9am to 5pm, Monday to Friday. Part-time candidates would not be expected to work across all office hours, but candidates will need to be available for a minimum of three hours on Monday mornings.

Salary is £29,000–£32,000 per annum FTE, pro rata for part-time or annualised-hours arrangements. The Trust offers 25 days’ annual leave plus bank holidays, pro rata where applicable, and a contributory pension scheme with an employer contribution of 8% where the employee contributes 8%.

Applicants must have the right to work in the UK. The Trust is not able to sponsor visas for this role.

The Freedom Fund

The Freedom Fund is a global non-profit dedicated to ending modern slavery. Since 2014, we’ve invested over $100 million into frontline organisations and coalitions, helping to shift power to local actors and create lasting systems change. Our new strategy doubles down on this commitment, investing in anti-slavery movements, fostering collaboration, and working as a trusted partner to the incredible people and organisations driving this work forward. 

About the position

The Senior Strategic Partnerships Manager - Individual Philanthropy (SSPM) is a key member of the Freedom Fund’s partnerships team, responsible for developing and implementing the organisation’s individual fundraising strategy. Based in New York and reporting to the Head of Strategic Partnerships, the postholder will work collaboratively with colleagues across the U.S. and U.K. to build and steward a portfolio of high-net-worth individuals and help shape the broader strategic partnerships strategy.

This is a strategic, high-autonomy role with responsibility for building and managing a global portfolio of individual donors and prospects, guiding them through all stages of the donor lifecycle - from identification and cultivation to solicitation and stewardship. The SSPM will lead the design and execution of a donor experience strategy to enhance engagement, deepen relationships, and increase long-term support. They will design, curate and host donor salons, convenings, and engagement events in New York City and other priority cities, in order to grow our networks and generate new leads. They will also manage and coordinate the strategic involvement of senior leadership - including the CEO, Managing Director of External Relations, and Head of Strategic Partnerships - in high-level donor engagement.

Interview process: 2 stage interview process: week commencing  29th July 2026
Please see the job description for all details.

The Green House is the only service across BNSSG and BANES supporting children and young people who have experienced sexual abuse. Through our whole family approach, we also support their families and non-abusing parents and carers.

The Green House is looking for an ambitious and passionate Interim Senior Fundraising & Communications Lead to join us at an exciting point in our journey. Initially offered as a six-month contract, this role will take the lead on income generation and shape the future of our fundraising landscape during a period of organisational development and review.

You will play a crucial role in delivering the charity’s ambitious fundraising strategy, driving its successful implementation and helping to shape the future of our income generation. Working across trusts and foundations, statutory funding, Major Giving and wider fundraising opportunities you will identify, develop and secure sustainable income that enables our services to grow and thrive.

 As Interim Senior Fundraising & Communications Lead you will enjoy writing exceptional quality bids, with the ability to understand and present complex information and data in a wide range of formats to funders with very different needs. This includes one-page summaries to lengthy (20,000+ word) bids, working with local funders as well asthose interested in the national picture.

Across all activities, you’ll lead on building strong relationships with funders and partners, proactively identifying new opportunities to diversify income. Working alongside the CEO and widerteam, you’ll use your experience, expertise, creativity, and strategic thinking to maximise fundraising potential and help ensure the charity can continue making a lasting difference to the communities we serve. 

Alongside this you will lead on delivering our communications strategy creating engaging and impactful content across digital channels. You’ll help strengthen our brand, raise awareness of our work and bring our impact to life through compelling storytelling that inspires supporters, funders and communities. 

Salary: Up to £35,875 per annum, depending on experience and qualifications.

Hours: 40 hours per week, shift-based, including evenings, weekends and bank holidays.

Shifts: Day or Waking Night shifts available. Overtime and bank holidays are paid at time-and-a-half, with alternate weekends off.

Location: Croydon (CR2). Conveniently located — one stop after East Croydon, approximately 10 minutes from Clapham Junction and 20 minutes from Waterloo.

Looking for excellent career progression, outstanding training, and strong therapeutic support?

Join our committed and professional team and make a real difference to young people living in residential care—where no two days are the same.

Please visit our website to watch our short video to gain an insight into our working life here at St Christopher’s

About Us

Our vision is for every child and young person to be safe, loved, happy and able to achieve their full potential with a bright future.

St Christopher’s Fellowship is a leading charity for children and young people, proud of our history of providing fostering, children’s homes and innovative leaving care services across the UK and Isle of Man. We are passionate about placing young people at the centre of everything we do and providing positive life experiences for those who are unable to sustain a placement in their parental or foster home.

We are an equal opportunity employer committed to building an inclusive workforce where everyone feels they belong. We welcome applications from under-represented groups, including people from diverse cultures, nationalities, socioeconomic backgrounds, ages, disabilities, religions, faiths, sexes, sexual orientations, childcare responsibilities and gender-diverse identities.

St Christopher’s Academy

At St Christopher’s Fellowship, we offer more than just a care job—we offer a career. You will have the opportunity to develop your skills and knowledge while making a real difference to young people’s lives.

When you join us, we will support your growth with a tailored development plan. Whether you’re interested in moving to another service, stepping into a leadership role or developing further in your current position, we will support you in planning your career path and achieving your goals. If you want to learn more about St Christopher’s Academy, please visit our website.

We are proud that 84% of our Team Leaders, Deputies and Managers have been promoted internally.

About the role

As a Children’s Residential Worker, you will provide direct care and support to children and young people who have experienced trauma, loss and other adverse experiences, which have led to complex emotional and behavioural needs. You will guide them in understanding and managing their emotions, working within a therapeutic framework to develop meaningful and trusting relationships.

You will support young people aged 12–17 (on admission) and play a key role in ensuring their safety, wellbeing and happiness. You will also work closely with key professionals, ensuring accurate record-keeping and appropriate information sharing to enable the multi-agency support our children need.

If applying for the Waking Night role, you will have the additional support of an on-call manager should there be any emergencies. Further to this, you will be involved in monthly team meetings and receive monthly one-to-one supervision with your manager.

Working Hours 

Our children and young people need support around the clock, so our home operates 24/7 with fixed rotas and a variety of shift patterns (day or waking night shifts). You will typically work an average of 40 hours per week, including weekends and bank holidays. Overtime is available and paid at time-and-a-half, including on bank holidays.

During the interview process, you will have the opportunity to let us know your preferred shift pattern (day or night).

Applicants should have

• Level 3 Diploma in Residential Childcare or equivalent (e.g., Level 3 Diploma in Children and Young People’s Workforce with the children’s social care pathway), as per the Children’s Homes Regulations 2015 (England).

• Minimum of 2 years’ experience working with and supporting children and young people to achieve their full potential.

• A genuine commitment to supporting children and young people, with the ability to build trusted relationships while maintaining professional boundaries.

• An understanding of the issues facing children and young people and a basic knowledge of safeguarding regulations and procedures.

• The ability to cope effectively with challenging behaviour.

• Strong communication and team-working skills.

• Flexibility to work shifts, including weekends and bank holidays.

• Commitment to undertake mandatory training (outside of working hours) and engage in continuous learning to maintain a high standard of service.

• Creativity, enthusiasm, and energy to inspire and encourage young people to achieve their goals.

What you should expect from us

• Salary: Up to £35,875 per annum depending on experience and qualifications.

• Overtime & Bank Holidays: Paid at time-and-a-half, with alternate weekends off.

• Holiday: 25 days, rising to 27 days after 3 years’ service, plus Bank Holidays (pro-rata).

• Supportive Culture: Friendly working environment with a fun, open and honest culture.

• Training & Development: Industry-leading training programme, including access to Level 3 qualifications and training in children’s rights and participation, CSE, empowerment, mental health and social pedagogy.

• Pension: Contributory pension scheme.

• Enhanced Benefits: Enhanced maternity and company sick pay scheme.

• Life Assurance: UK Life Assurance (death in service) worth 3x annual salary.

• Employee Support: BUPA Employee Assistance Programme offering counselling, financial advice and legal support.

• Career Progression: Fantastic opportunities to develop your career within our range of services.

Recruitment Process

At St Christopher’s Fellowship, the safety and wellbeing of children and young people in our care is our top priority and we are committed to maintaining the highest safeguarding standards.

1. Application

As part of the recruitment process, you must complete an online application form so we can collect the information required for legislation, best practice and vetting checks. Applicants should ideally be on the DBS Update Service; if not, St Christopher’s will carry out a DBS (police) check before your start date.

Your application must include a supporting statement that addresses the criteria in the Person Specification. CVs will not be accepted.

For the full Job Description and Person Specification, please visit our website.

2. Interview

Shortlisted candidates will be invited to a face-to-face interview at our Head Office in Putney, SW London.

3. Observation Visit

Successful candidates may be asked to attend a second stage observation visit at one of St Christopher’s residential homes.

We advise you to apply as soon as possible, as applications are reviewed on a rolling basis.

Please note:

• Minimum age requirement: 21 years for roles working directly with children and young people, in line with the Equality Act “occupational requirement”.

• It is illegal to apply for a role involving children if you are barred from working with them.

• All shortlisted candidates will be asked to submit a Self-Declaration and Disclosure form before an interview can be booked.

For more information or assistance during the application process, please contact us via our website.

We are looking for a people focused Workforce Development & Training Officer with great organisational and coordination skills to join us here at the Royal College of Radiologists (RCR). 

Do you want to be part of a dedicated Workforce Development team, supporting doctors who deliver imaging and cancer care services? If you have a desire to work in a people profession which strives to have a positive impact on the lives of doctors and ultimately patients; this may be the opportunity for you.
Sitting in a high performing team of five the Workforce Development & Training Officers will work together to deliver all aspects of the team’s operational work which achieves the objective of growing the workforce in our specialties, clinical oncology and clinical radiology. In this broad role you will encompass supporting both trainees and their trainers through their programmes. You will be self-motivated, able to build your expertise in the relevant legislative and regulatory frameworks within which they operate and apply that expertise across a wide portfolio of activity. As new initiatives evolve and become business as usual, the work of operations will evolve.

What you’ll do:

• Provide tailored advice on all matters that might affect a trainee’s status and training time using expertise in the regulatory frameworks associated with specialty training in the UK.
• Proactively work with WDTO colleagues to ensure trainees and trainers are adequately supported.
• Review and prepare Portfolio Pathway  applications for assessment by the specialist committee.
• Manage and deliver the Certificate of Completion of Training (CCT) recommendation process.
• Provide a timely, customer-focussed and responsive service.

What you’ll need: 

• Detailed understanding (or the ability to rapidly acquire it) of UK legislation and GMC regulations and procedures in relation to entry to GMC registers and the right to work in the UK.
• Ability to understand, interpret and advise on legislation, external processes and complex documentation.
• Strong communication skills with the ability to explain complex issues. 
• Strong team player able to work collaboratively to meet team goals.
• Customer focussed. 

This is an exciting opportunity to join a progressive and forward-thinking team and organisation. At the forefront of the health agenda, our members diagnose and treat cancer, heart disease, stroke and more, whilst leading on innovations including AI, skills mix and community diagnostic hubs. If you are interested in finding out more about the Workforce Development & Training Officer role and the RCR please have a read of the candidate pack.

Why join us:

• Make a difference to the lives of Doctors and the specialities they work in every day!
• Hybrid working (60% working week can be done remotely)
• Modern working environment
• Equipment provided to work from home
• Generous annual leave allowance
• Excellent pension scheme
• Interest free season ticket loan and cycle to work scheme
• Employee Assistance Programme

At Hestia, we are guided by our core values and are dedicated to fostering an equitable, diverse, and inclusive organisation. Our mission is to empower individuals to rebuild their lives and achieve independence. Right now, we are looking for a Job Title to play a pivotal role in our Service in location.

Sounds great, what will I be doing?

PARAGRAPHS ONLY - NO BULLET POINTS - Explain the key responsibilities 

The post holder will take a project management approach to coordinating and delivering volunteer-led projects across Hestia, with a particular focus on supporting Domestic Abuse services. They will be responsible for engaging, recruiting and onboarding volunteers in line with Hestia's volunteer recruitment processes, ensuring volunteers receive a welcoming and positive introduction to the organisation. Working closely with operational teams, the post holder will build strong and effective relationships with services, inspiring and supporting staff to think creatively about how volunteers can add value and enhance outcomes for the people we support. They will play a key role in developing and delivering meaningful volunteer-led activities that help women accessing Domestic Abuse services experience a greater sense of purpose, connection and joy. The post holder will also provide advice, guidance and best practice support to staff working alongside volunteers, ensuring volunteers are effectively supported throughout their journey with Hestia, while responding to prospective volunteer enquiries and acting as an ambassador for volunteering across the organisation.

What do I need to bring with me?

You'll need to be able to demonstrate the core skills this role requires as well as match our values and mission. You don't have to tick all the boxes right away; the important thing is that you're willing to learn. We also value lived experience of the areas we support, so if you feel comfortable, please do mention this on your application.

The successful candidate will have excellent organisational and project management skills, with the ability to effectively coordinate multiple priorities and deliver successful outcomes. They will be able to provide guidance, encouragement and support to volunteers, colleagues and service users in a professional, empowering and person-centred manner. Previous experience of recruiting and/or supervising staff or volunteers would be advantageous, although this is not essential. The post holder must be confident in engaging with a wide range of people in a warm, approachable and welcoming manner, enabling them to build positive and productive relationships. Strong IT skills are essential, including proficiency in Microsoft Office applications such as Word, PowerPoint, Excel and Outlook, alongside good literacy, numeracy and evaluation skills. The successful candidate will have an understanding of the cultural, social and health issues affecting Hestia's service users, particularly those accessing Domestic Abuse services, and will be able to apply this knowledge sensitively in their work. They will be skilled in building effective partnerships and working collaboratively with stakeholders across the statutory, voluntary and private sectors. A sound understanding of safeguarding and the ability to recognise, respond to and appropriately escalate safeguarding concerns is also essential.

Interview Steps

We keep our interview process simple, so you know exactly what to expect.

• Shortlisting call: We have a team of dedicated recruitment specialists who will speak to you about your experience, motivations and values. They will also tell you about all the great work we do!
• Face to face interview: Now you will have face to face interview with the hiring manager. Our interviews are value and competency based.

Don't be alarmed if there are other stages in the process, it's all part of the plan for some of our roles.

Our commitment to Equality, Diversity, and Inclusion

Our services users come from all walks of life and so do we. We hire great people from a wide variety of backgrounds because it makes us stronger. We are committed to creating and maintaining a diverse and inclusive workforce and value the skills, abilities, talent and experiences, different people and communities bring to our organisation.

We are a disability confident employer

Hestia is proud to be a disability confident employer, dedicated to the employment and career development of individuals with disabilities. We offer a guaranteed interview scheme for all applicants with disabilities who meet the minimum criteria for the role they have applied for. We also provide reasonable adjustments during the selection and interview process, and throughout your employment with us.

Safeguarding Statement

Hestia is committed to safeguarding and promoting the welfare of adults, children and young people who are potentially at risk, and we therefore expect all staff and volunteers to do the same. We require all staff to undertake internal and external safeguarding training throughout their employment with Hestia.

Important Information for Candidates

If your application is successful, please be aware that you will be required to undergo pre-employment checks before a formal offer of employment can be confirmed.

We reserve the right to close this job advert early should we receive a high volume of applications or if the position is filled before the closing date. We encourage interested candidates to apply as soon as possible to ensure their application is considered.

About the Role: 

 We are looking for an experienced insight professional to join the Data & Insight Team, who will lead on our insight work, delivered through meaningful data analysis, reporting and research activities.

This is a hands-on technical role, so we’re looking for someone with significant experience building and maintaining datasets, using analytical tools and modern data platforms, and can deliver meaningful analysis in a charity context.  Equally important, we’re looking for someone who has good communications skills, and will enjoy building relationships with stakeholders across the organisation (often non-technical). We’re looking for someone who can own the insight process, from understanding and scoping requirements, sourcing, prepping and analysing data, presenting to stakeholders and working through how the insight provided can inform decisions and improve our work.

The role is part of a small and busy Data & Insight Team and the post holder will be required to get stuck in on a range of activities that support and underpin our insight programme. This could be, working on marketing data selections, maintaining/developing our data warehouse, providing data protection support, or overseeing CRM processes. We’re looking for someone with a broad background in data and analysis, and who enjoys working within an environment with significant variety.

Internal and External Relationships:

Close working relationships within the Directorate, with fundraising colleagues (across Individual Giving, Philanthropy and Business Development) and with our Digital and Supporter Care teams.

Working on key BI projects outside across the wider organisation, with senior leaders across Finance, Programmes and Impact, Innovation and Influence.  

Person Specification:

- Lead the analysis, reporting and business intelligence function, within the Data and Insight Team.

- Develop and maintain data assets that support key decisions.

- Forge and maintain strong working relationships with key leads across the Organisation, particularly within the Fundraising, Marketing and Communications Directorate.

- Partner with stakeholders to gather requirements, design solutions and deliver insight projects to agreed timescales.

- Interpret, summarise and communicate key insights and recommendations to stakeholders, and work with teams to drive change.

- Work with the Head of Data, Insight and Supporter Services to shape our future vision and strategy for insight and BI.

- Champion the use of data and evidence in organisational decision making.

- Work collaboratively and flexibly with the wider Data and Insight Team, to deliver a range of data services.

- Keep up to date with innovations in technology related to Insight and analysis (such as AI) and understand how this could help us with our work.

- Support the management of the tools and systems we use for data and insight activities, including our SQL-server based data warehousing solution, ETL processes and our conceptual data model.

Skills, Abilities and Competencies:

Essential

- Experience in developing and delivering data analysis and insight projects.

- Experienced working with stakeholders to scope and define briefs, that promote efficiency and maximise impact.  

- A good communicator, who can convey technical information to a non-technical audience and is comfortable presenting information to range of audiences.

- A curious mindset and willingness to challenge the status quo to achieve positive outcomes.

- Expertise in the charity/non-profit sector, with particular experience analysing Fundraising data.

- A keen attention to detail and methodical approach.

- Technical proficiency in core analytical tools and modern platforms (e.g. SQL, SPSS, SSMS, Power BI)

- A working knowledge of data governance and data protection, including GDPR, PECR and fundraising regulations.

- A working knowledge of data warehousing concepts.  

- A working knowledge of statistical analysis and techniques.

Desirable

- Experience with Power BI.

- Experience working with The Raiser’s Edge NXT, or a similar CRM software.

- Working knowledge of the wider Microsoft Power Platform.

- Experience working with SPSS or a similar data transformation tool.

- Experience working within the International Development sector.