National development unit project manager jobs

Play a pivotal role in shaping how we support, develop and empower our people, at an exciting time of growth for Betknowmore UK.

Betknowmore UK has grown rapidly into a delivery organisation of real scale and ambition, running multiple funded services with staff and volunteers across the country, and a workforce that proudly and intentionally includes people with lived experience of gambling harm. As we continue to grow, we're looking for an experienced Interim HR Manager to help us build on strong foundations and take our people function to the next level, over a defined eight-month period (with the possiblility of extension through mutual agreement).

Reporting to the Director of Finance and Operations and line managing our HR Officer, you'll lead three connected priorities: building the capability and confidence of our managers; shaping our workforce development strategy, including career pathways for colleagues with lived experience; and making sure we're fully prepared for the employment law changes arriving under the Employment Rights Act 2025. This is a genuine change role with a lasting legacy, you'll help leave the organisation stronger, more capable and better equipped for the future.

What you'll be doing

• Providing expert, pragmatic advice on employee relations matters, and leading complex or contentious casework where genuinely necessary, coaching managers to build their own confidence in handling cases
• Keeping the organisation ahead of the phased implementation of the Employment Rights Act 2025, and advising the policy team on the changes required
• Managing the relationship with our external employment law advisers, briefing tightly and translating advice into workable decisions
• Building the capability and confidence of line managers through practical, scenario-based training and coaching through live situations
• Developing a manager toolkit — templates, letters, scripts, decision trees and a clear escalation route
• Owning and developing our workforce development strategy, including a capability framework and career pathways for colleagues with lived experience, from volunteering through to management roles
• Establishing our learning and development framework, including induction, professional accreditation and qualification routes
• Improving consistency and fairness in recruitment and selection, and line managing, supervising and developing the HR Officer
• Providing HR risk reporting to the senior management team and, as requested, to the Board

What we're looking for

• We're interested in hearing from candidates who have:
• Substantial generalist HR experience at HR Manager or senior HR Business Partner level, including sustained periods as the most senior HR person in an organisation or business unit
• Experience of working in a lived experience-led organisation, or one with a significant peer or lived experience workforce
• A proven track record of building line manager capability, coaching managers through live situations rather than doing the work for them
• Experience developing and implementing a workforce development or HR strategy, including competency frameworks and career pathways
• Demonstrable experience of handling complex and contentious employee relations casework end to end, including matters carrying genuine tribunal risk
• Current, working knowledge of UK employment law, including the Employment Rights Act 2025 and its practical implications for employers
• Experience of working in a lean or fast-growing organisation, operating without a large in-house HR or legal team
• Strong influencing skills with senior colleagues, and excellent judgement on confidentiality, conflicts of interest and escalation
• CIPD Level 5 or above, or equivalent demonstrable experience
• Knowledge of the gambling harms, addiction, health or social welfare sectors, experience of a comparable commissioning transition, and experience of interim or fractional assignments would all be advantageous, as would CIPD Level 7 or Chartered MCIPD status.

Why join us?

You'll be joining a growing, ambitious charity making a real difference to people's lives. This is a unique opportunity to shape our people strategy from the ground up, build lasting management capability, and leave a genuine legacy alongside a passionate, lived experience-informed team who are proud of what they do.

This is a new role at ECU, being recruited as part of a wider programme of work to deepen the relationships between national organisations working on economic systems change and grassroots campaigners. The Campaigns Lead will work closely with the Head of Campaigns on driving forward our high-impact campaigns for economic systems change.

For at least the first year, the Campaigns Lead will be working primarily on our coalition campaign on the cost of living crisis, Cost of Living Action. The campaign, which is currently made up of over 40 organisations from across civil society, unions and grassroots groups, aims to end the cost of living crisis and put in place solutions to prevent it from ever happening again. It focuses on our policy demands in five areas that drive the cost of living crisis: wages, social security, energy, housing and taxation. The campaign positions itself as the civil society coalition focused on the cost of living as a whole, and that solutions to it must be addressed that way. The campaign relaunched in early 2026 and has a vital role to play in putting media and political pressure on the government to take action. 

We also work closely with those most impacted by the crisis and aim to centre the voices of those with lived experience of economic hardship in all that we do. This role will shape and drive forward a programme of impactful communications, advocacy and other campaigning activities under the rebooted campaign to secure transformative changes that bring real improvement to people’s lives. There is ample opportunity to engage politically in this role, increasing as you develop in the position.

Natural Capital Assessment Partnership

The Natural Capital Assessment Partnership (NCAP) has operated for over 30 years. Formerly the Habitat Biodiversity Audit, a key remit of NCAP has been to survey and gather habitat data across Warwickshire, Coventry and Solihull, combining ecological field surveys with pioneering satellite imagery and remote sensing analysis. A second key aspect of NCAP’s work is managing the Local Wildlife Sites programme for the region.

Data acquired and produced by the team supports Local Wildlife Site designations, Local Nature Recovery Strategy development and monitoring, and creates baseline habitat reports and statistics.  This localised yet UK-leading dataset provides robust evidence for decision-making and monitoring, plus a unique record of land-use change over the past two decades. Combined with Biological Records Centre species data, it offers an unrivalled picture of the local state of nature.

NCAP is funded by local authorities, managed by Warwickshire Wildlife Trust and hosted by Warwickshire County Council.

Project Manager (CEO)

Following many years of exceptional service, which has seen Durham City Youth Project (DCYP) grow and develop, our current Project Manager (CEO) is stepping down from her post.  The DCYP trustees seek to appoint a Professionally Qualified and Experienced Project Manager (CEO) who can demonstrate passion and enthusiasm to lead the Project into the next stage of its development.

DCYP has been supporting children and young people since 1933. We work across County Durham to provide youth work, counselling, sexual health education and wellbeing support for young people aged 8–19, and up to 25 for those with additional needs.

Our mission is to create opportunities that help young people develop confidence, resilience, skills and aspirations while ensuring they have access to trusted adults, positive activities and support when they need it most.

We believe every young person deserves the opportunity to thrive regardless of their background, circumstances or challenges.

Hours: 35 hours a week to work regular evenings and weekends
Salary: £33k – 37k per annum
Holidays: 6.5 weeks holiday (pro rata), inclusive of  bank holidays
Based: Across County Durham
Benefits: Company pension scheme
Occupational sick pay
Ongoing training and professional development
A supportive and flexible working environment

Durham City Youth Project is committed to safeguarding and promoting the welfare of children and young people. Appointment will be subject to satisfactory references and an enhanced DBS check.

Mary’s Meals is a global movement supported by people from all walks of life and we are focused on one goal – that every child receives a nutritious daily meal in a place of education. We offer more than just a career, we offer the opportunity to support our global movement in a dynamic and inclusive environment with a real focus on personal development.

The Acquisition Marketing Manager attracts new UK supporters and generates income for Mary’s Meals’ school meals programme through effective and inspiring marketing across online and offline channels. This is a fast paced and hands on role for someone who loves to collaborate, problem solve and drive growth while keeping focused on our mission to feed hungry children. 

The role primarily raises income (but also awareness) through multi-channel marketing activity with a clear focus on maximising ROI and delivering supporter growth at scale. The focus of the role is on online marketing opportunities and includes managing our organic and paid social channels, overseeing social media influencer strategy and identifying emerging digital channels. The Manager works closely with the Mary’s Meals International team and its agency to deliver Google and Bing Paid Search, Google Grant, Display, and YouTube.

The role will also identify and manage the most effective offline marketing opportunities to maximise ROI from small budgets and pro bono opportunities, such as TV, Radio and OOH advertising. The Manager will ensure online and offline marketing opportunities complement each other (and link seamlessly to our retention strategies) as part of an integrated multi-channel marketing strategy.

Keeping our values led approach at the central focus is essential as is harnessing technology and good fundraising practice. We believe that how we do things is just as important as the end results.

The Acquisition Marketing Manager works side-by-side with colleagues from across the Supporter Experience and Communications directorate, ensuring a joined-up approach to all communications activities, through the integration of strong storytelling, marketing expertise and supporter engagement. The role has line management responsibility for the Acquisition Marketing Officer.

Key responsibilities include

• Ensure Mary’s Meals’ mission remains central to all Acquisition Marketing work.
• Work in ways which embody the team’s culture of empowerment, innovation and collaboration ensuring that Mary’s Meals’ values remain central.
• Direct line management of the Acquisition Marketing Officer and volunteers as required.
• Manage agencies and freelancers as required.
• Ensure activities follow fundraising and data regulations, and marketing best practice.
• Contribute to the creation of fundraising and awareness raising campaigns that build support for our vision including being part of cross-organisation project groups.
• Develop and execute a results-driven digital marketing strategy focused on income generation, conversion, and lifetime supporter value.
• Identify, manage and deliver media buying opportunities, ensuring that there is a strong creative execution, measurable ROI and cost-effective impact.
• Identify opportunities for pro bono media partnerships and manage relationships with agencies and external partners.
• Build performance-driven channel plans across, organic and paid social media channels such as Meta.  
• Utilise audience insights and data to ensure all activities are effectively targeted and evaluated.
• Deliver multi-channel marketing campaign strategies making use of the full range of online and offline channels available to Mary’s Meals. Seeking out the most effective channels based on strong ROI results.  
• Set up manage, and optimise Meta Ads with a focus on return on ad spend (ROAS) and cost per acquisition (CPA).
• Support the Website Marketing Manager to help deliver, manage, and continuously optimise Paid Search campaigns on Google Ads, Google Grant, and Bing Ads with a focus on return on ad spend (ROAS) and cost per acquisition (CPA. Also be able to manage this work independently as required.
• Track and report on key income metrics using GA4, Meta Ads Manager, Power BI, GTM, and UTM tagging, with a focus on ROI, revenue per click, and conversion rates.
• Evaluate marketing campaigns and channel specific activities, sometimes as part of wider organisational activities.

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Do you believe communities are central to preventing violence and creating safer neighbourhoods? Salford CVS is looking for a Development Worker (Violence Reduction) to support a community-led programme in Little Hulton, working alongside young people, residents and local organisations to identify priorities, shape solutions and drive positive change. 

You'll build relationships, facilitate community engagement and co-design activities, amplify youth and community voices, and help local partners deliver initiatives that address the root causes of violence. If you're passionate about working with young people, strengthening communities and making a lasting impact, we'd love to hear from you. 

Main purposes of the post

To support the delivery of the community-led violence reduction programme in Salford, working with young people, communities and VCSE partners in Little Hulton. 

The Greater Manchester Combined Authority and Greater Manchester Violence Reduction Unit worked with 10GM, other VCSE providers and local communities to co-design our approach to a community-led violence reduction programme. The programme is one of the Violence Reduction Unit’s flagship projects across Greater Manchester and is in line with the ambitions of the Greater Manchester Violence Reduction Strategy and Public Service Reform programme to involve communities to identify priorities, problem solve and direct investment and interventions accordingly. In Salford, the programme will be delivered within Little Hulton.

Hours: Part-time, 18.75 hours per week.

Days: To be confirmed (core hours are worked between 8am – 6pm, Monday to Friday).

Contract: 1-year fixed-term contract, subject to the successful completion of a 3-month probationary period.

Place of work: Salford CVS’ offices in Eccles and within Little Hulton.

The Benefits of Working for Salford CVS:

• 28 days’ holiday - rising to 30 days (after five years), plus Bank Holidays (pro rata for part-time)
• Enhanced company sick and maternity pay, subject to terms and conditions of service
• Pension scheme - with 7% employer contribution (and 1% mandatory employee contribution)
• Cycle to Work scheme
• Membership of the Hospital Saturday Fund via an employer subsidised scheme (optional and non-contractual)
• RHS family membership (optional and non-contractual)
• Development opportunities - we support and encourage our staff to progress in their careers (including formal training)
• A supportive working culture - we respect and support one another to do the best we can

We are an accredited Living Wage Employer, Living Hours Employer and Living Wage Funder, ensuring not just our staff are paid the ‘real’ Living Wage but also that any projects we fund can do the same.

For further information and to apply, please visit our website via the ‘apply’ button.

Closing date: Noon on Wednesday, 26th August 2026.

Interviews: Tuesday, 8th September 2026 - in person at Salford CVS’ offices.

About Us

We Are Survivors is a survivor-focused voluntary sector organisation that aims to create and facilitate safe spaces for male (including trans and non-binary individuals) survivors of sexual harms across Greater Manchester, providing access to quality-assured support. Our work is focused on developing ways for individuals to empower themselves to work through personal and sometimes painful issues, guided and supported by our trauma-informed team, following the trauma and recovery model.

Our vision is to have “A society where NO male survivor is left behind”

About the Role

The Nightingale Navigator supports the loved ones of male survivors through the Nightingale Project. Recognising that sexual harm can affect partners, family members and others close to a survivor, the role provides therapeutic group and community-based support, alongside psychoeducation about trauma and its wider impact. This includes helping loved ones understand the criminal justice process and working with health, social care and other partner agencies to ensure they receive coordinated support. The Navigator also brings the experiences, needs and wishes of loved ones into the continued development of the Nightingale Project.

About You

You’ll be someone who understands that sexual harm can affect not only survivors, but also their partners, family members and other people close to them. You’ll be comfortable talking about trauma and able to provide compassionate, practical and non-judgmental support through group work, community activities and partnership working. Experience of supporting loved ones, delivering workshops or working within mental health, social care, advocacy or community services would be particularly helpful. We also recognise the value of transferable experience and welcome people who are committed to learning, building trusting relationships and helping loved ones feel less alone.

Why Join Us?

· a competitive salary.

· annual leave package with incremental rises plus bank holidays.

· company sick pay.

· Birthday annual leave.

· monthly clinical supervision.

· pension contribution.

· and a range of discount and benefit programmes.

Woman’s Trust is a leading mental health charity supporting women affected by domestic abuse. For nearly 30 years, we have provided free, trauma-informed counselling, therapeutic groups, and workshops to help women rebuild their emotional wellbeing. Led by and for women, we support over 900 women and children annually, with an income of £1.4m and a dedicated team of 40 staff.

We are seeking a Head of Fundraising and Development to lead our fundraising team and play a key role in our Senior Leadership Team. You’ll be joining Woman’s Trust at a pivotal moment, as we build on nearly 30 years of specialist expertise to meet growing demand, expand our services for women and girls, and extend our influence through training, research, partnerships and policy to create lasting change. As demand for our services grows, we aim to double the number of women we support annually, achieved in part through growing our income.

Your responsibilities will include:

• Developing new funder and partner relationships across trusts, foundations, statutory bodies, and corporates.

• Strengthening existing relationships to secure sustainable, multi-year funding.

• Leading fundraising growth, aiming for £3m by 2027/28.

• Collaborating with the CEO, trustees, and Senior Leadership Team to shape fundraising strategy and operational delivery.

• Leading an passionate team of fundraisers to maximise income generation opportunities.

We seek a highly motivated, ambitious fundraiser with proven experience at a senior level, securing five- and six-figure and multi-year grants. You should be skilled in relationship building, with a keen interest in communicating and influencing key stakeholders to create strategic partnerships that align with priorities. An interest in mental health and supporting women affected by domestic abuse will be essential.

This is an excellent opportunity for a talented fundraising professional looking to develop in a leadership role, or an experienced Head of Fundraising eager to grow their impact and career as we do. You will join a passionate, collaborative team working to create lasting change.

We offer:

• A supportive, inclusive, and collaborative work environment including a dedicated Senior Leadership Team and Board, including a CEO with a fundraising background, alongside trustees with fundraising expertise and a focus on providing income generation and partnership insights.

• The opportunity to shape and expand our fundraising function, developing your career in the process.

• A chance to make a real impact on the lives of women and children.

• Good benefits, including:

  • Hybrid & flexible working

  • 25 days holidays + 3 days at Christmas + Public holidays. Annual leave increases by 1 day after 5 years, and then by 1 day per year up to amaximum of 30 days.

  • Enhanced sick pay

  • Cycle to work scheme

  • Employee Assistance Program (EAP)

  • Individual staff professional development budget and mandatory job-related training.

If you would like to learn more about the role and how to apply, please download the full appointment brief and speak to our retained consultant, Ami Jenick at People Beyond Profit.

If you are an ambitious fundraiser ready to drive growth and transform the lives of women and children, we would love to hear from you!

Closing Date: 31 August 2026

People Beyond Profit Converations:3-10 September 2026

Woman’s Trust Interview:

• First stage: 22nd September 2026 (Online)

• Second stage: 28 September 2026

Overview

Barts Health NHS Trust provides maternity and neonatal care for women and birthing people and their babies each year, providing all aspects of obstetrics and midwifery care in our labour ward, midwife-led birth centre and home birthing service.

North-East London (NEL) (Newham, Tower Hamlets, Waltham Forest) Maternity and Neonatal Voices Partnership (MNVP) listens to the experiences of women, birthing people and families, and brings together service users, staff and other stakeholders to plan, review and improve maternity and neonatal care. MNVPs ensure that service users’ voices are at the heart of decision-making in maternity and neonatal services by being embedded within the leadership of provider trusts and feeding into the Local Maternity and Neonatal System (LMNS) and Integrated Care Board. This influences improvements in the safety, quality, and experience of maternity and neonatal care. We work to ensure that every woman and birthing person on the maternity and neonatal pathway has a chance to have their voice heard. We do not speak for them.

We are recruiting a Maternity Lead for Tower Hamlets, who brings the expertise of women/birthing people with lived experience of maternity services at Barts Health NHS Trust into the heart of the development of every aspect of maternity and neonatal services at the trust.

The role of Maternity Voices Partnership (MVP) Lead is key to providing inclusive and collaborative leadership and ways of working, ensuring that all women and birthing people and their families’ views are heard and acted on. This is an exciting opportunity to review, shape and improve services and make a real difference to women, birthing people and their families.

This is a paid, self-employed job requiring 1.5 days per week (worked flexibly where possible). Working with the MNVP is an opportunity to become part of a vibrant team, improving care for our service users and enabling voices and engagement with our community.

The membership of the MNVP includes:

● Women, birthing people and families from a diverse range of backgrounds.

● Members of the wider community such as birth workers and charities specialising in mental health, supporting refugees, etc.

● Nurses, midwives, health visitors, doctors and managers.

This is a self-employed position on a fixed-term contract until March 2027. The successful candidate will not be entitled to employee benefits such as pension, sick pay, or holiday pay.

As a self-employed contractor, you are responsible for managing your own tax and National Insurance contributions. You will be required to invoice the organisation for your work at the end of each calendar month, and payment will be made within 21 days of receipt of a monthly invoice.

Please note: This role requires applicants to have lived experience of using maternity services at The Royal London Hospital and/or Tower Hamlets within the last five years (either by giving birth or receiving maternity care). The ability to speak Bengali, Urdu or Romanian is highly desirable and will be considered an advantage.

Join us and be part of something incredible - changing lives and creating fresh starts.

South West Community Chaplaincy (SWCC) provides dynamic, holistic support for people navigating the Criminal Justice System. We mentor individuals with criminal convictions to help them safely integrate back into their communities.

The Role

As our Community Connections Co-ordinator, you will inspire faith communities and churches across the South West to get involved. You will lead our volunteer network from start to finish, bringing creative ideas to attract, train, and support passionate people. Our volunteers are the absolute cornerstone of this life-changing work.

• Location: Office base is in Exeter (Covering Devon, Cornwall, and Western Somerset)

Key Responsibilities:

• Engage Communities: Network with churches and faith groups to promote volunteering.
• Manage Volunteers: Oversee recruitment, induction, training, and retention.
• Deliver Training: Upskill local congregations to work safely and effectively with people who have convictions, using SWCC resources.
• Build Safe Spaces: Identify and cultivate welcoming community networks for our clients.
• Team Collaboration: Work closely with our Chaplains and other staff to map out local volunteer opportunities.

 What we are looking for:

• Faith Alignment: You actively embrace the faith ethos and values of SWCC (Occupational Requirement).
• People Skills: You build positive, authentic relationships with diverse groups of people.
• Creative Mindset: You think outside the box to solve recruitment challenges.
• Flexibility: You are available for occasional weekend work to support community events.

Benefits:

• 12 - 17 days annual leave per annum + 4 – 5 bank holidays
• Pension contribution 6%
• Travel and mileage expenses paid from designated office.
• Flexible working hours

About Woman's Trust

The charity was established in 1996 to meet the gap in specialist mental health services. Woman’s Trust is led by and for women and aims to ensure that women affected by domestic abuse can live a life free from further harm and abuse. Our approach is trauma-informed and person-centred, empowering survivors on their journey to recovery from the trauma. We are committed to a positive, inclusive and equitable environment for our staff, service users and volunteers.

Alongside delivering our existing 1-1 counselling, self-development workshops and therapeutic support groups for women who have experienced domestic abuse, we are focused on developing our innovative mental health services for young women and girls, delivering new peer-led support groups and providing therapeutic groups to children and their mothers. We are also committed to developing further awarenessraising workshops and training for professionals, building on our research and policy to improve systems nationally.

About the role

The Head of Fundraising and Development role offers an exceptional opportunity to shape Woman’s Trust’s income strategy, develop new partnerships and play a central role in the organisation’s next phase of growth.

We are seeking an established income-generation leader who combines strategic and commercial judgement with a willingness to remain hands-on. The successful candidate will have a strong record of securing significant income, identifying new opportunities and building effective relationships with funders, commissioners and partners. They will also be a constructive and positive senior colleague: someone who works collaboratively, communicates clearly, takes ownership and contributes actively to the success of the wider organisation.

The role will oversee the development and implementation of the fundraising strategy and funding pipeline. Additionally, it will ensure the maintenance and growth of excellent relationships with both existing and prospective funders, including the stewardship of grants and timely reporting. Responsibilities will also include reviewing, updating, and developing service budgets, as well as overseeing or coordinating the submission of high-quality bids, funding approaches, and events.

As a member of the senior leadership team, this post will work cross-departmentally and will contribute to the overall strategy of Woman’s Trust, working closely with the CEO and the Board of Trustees. You will lead and line manage the Trust and Statutory Fundraising Manager, Fundraising Manager and Data Impact and Insights Manager. You will deliver a direct income target for each year, with a focus on the development and tendering of statutory commissioning.

Hours: Full-time, 35 hours per week.

Location: Woman’s Trust premises including co-location with statutory partners and community partnership  locations.Woman’s Trust operates a hybrid working model with a minimum of 50% to be on-site.

In return, we can offer:

• 25 days' holiday + 3 days at Christmas + Public holidays
• Hybrid & flexible working - office based with minimum of 50% of working hours in Woman’s Trust London office, we also support mutually agreed flexible working arrangements
• Cycle to work scheme
• Employee Assistance Program (EAP)
• Mandatory job-related training
• Individual staff professional development budget
• A caring, committed and highly collaborative environment
• Several social events/lunches per year
• Friendly, all women team

To find out more and apply with your CV, please visit our website via the apply button.  

Please note, CVs and cover letters should be sent in Word format.

Closing date: 31st August 2026.

First stage interviews (online): 22nd September 2026.

Second stage interviews: 28th September 2026.

Please note, this post is open to female applicants only – Equality Act 2010, Schedule 9, Part 1 applies.

About Us

We Are Survivors is a survivor-focused voluntary sector organisation that aims to create and facilitate safe spaces for male (including trans and non-binary individuals) survivors of sexual harms across Greater Manchester, providing access to quality-assured support. Our work is focused on developing ways for individuals to empower themselves to work through personal and sometimes painful issues, guided and supported by our trauma-informed team, following the trauma and recovery model.

Our vision is to have “A society where NO male survivor is left behind”

About the Roles

At We Are Survivors, every role exists for one reason: to support male survivors of sexual harms and the people who stand alongside them. While each position has a different focus, they all contribute to providing safe, effective and trauma-informed services that help survivors and their loved ones move forward.

Head of Support and Advocacy

The Head of Support and Advocacy provides operational leadership across We Are Survivors’ support and advocacy services. Working closely with the Service Director, Operations Director and Executive Team, the role ensures services are effective, well governed and meet the needs of survivors and their loved ones. This includes overseeing our trauma-informed, survivor-centred approach; monitoring service performance; safeguarding and record-keeping; and ensuring contractual commitments and quality standards are met. The role also represents the organisation in external partnerships and helps shape services in response to changes in policy, evidence and the needs of people with lived experience.

About You

Head of Support and Advocacy

You’ll be an experienced operational or clinical leader who is comfortable overseeing services that work with trauma, mental health and complex needs. You’ll understand how to balance compassionate, survivor-centred practice with effective governance, safeguarding, quality assurance and contractual performance. Experience of working with men, sexual harms or people with lived experience would be valuable, alongside the ability to build strong relationships with staff, partners and stakeholders. Most importantly, you’ll be someone who can lead with clarity, curiosity and care while helping services continue to learn and improve.

Why Join Us?

· a competitive salary.

· annual leave package with incremental rises plus bank holidays.

· company sick pay.

· Birthday annual leave.

· monthly clinical supervision.

· pension contribution.

· and a range of discount and benefit programmes.

Position

MSF UK is looking for a Press Officer to focus on it's proactive, strategic media coverage. We're looking for someone who is collaborative, innovative and has plenty of connections in the industry - be that regional, national or international media, trade or political press, podcasts or documentaries.

Hours: Full-Time (37.5 hours per week) Mon - Fri

Duration: Permanent

Location: London – hybrid, 2 days per week London Office (including Wednesdays)

Salary: £41,902.62 - £51,214.32 per annum | Salary is offered in line with our pay framework and typically starts at the entry point of the band. Salary increases are considered annually and are subject to our appraisal and performance review process.

Job Purpose:

• The main purpose of this role is to proactively seek coverage of MSF / create news about MSF.
• This role is about creating opportunities for impactful coverage and setting up good relationships externally. 
• To raise awareness of the work and priorities of MSF with core target audiences via coverage in UK and international radio, podcasts, TV, print, online and documentaries. 
• Maintain relationships with international colleagues e.g. the International Office (IO), Communication Advisors, other press officers in key hubs globally as well as field communications teams. 
• While the majority of your time will be spent gaining proactive coverage, there’s also an expectation that you will help with incoming enquiries or offer to assist the News team if it’s busy - under instruction from the Head of Media or Senior Press Officers. 
• You will be part of an on-call / out of hours rota, including evenings and weekends, for which you will accumulate TOIL. 

Knowledge, Skills and Experience:

• Demonstrable experience in press office work, TV production or international journalism, 
• including substantial understanding of, and contacts in, UK media. 
• Experience in pitching stories and features to print, radio, TV, podcast and online. 
• Good knowledge of world affairs and a demonstrable understanding of and commitment to humanitarian issues. 
• Ability to work to tight deadlines, handle content of a sensitive nature, and be a team player.
• Project management skills. 
• Industry contacts preferred.
• Experience of international development/humanitarian relief preferable. 
• Experience in the practical use of personal IT equipment and Microsoft Office 365 suite.The ability to effectively collaborate and communicate within a hybrid working environment utilising Teams, SharePoint, One Drive and Yammer. 

This exciting new role sits within REUK’s Education Pathways work which has been in a pilot phase for the last few years and is rapidly growing now that the UK government has made a commitment to expanding safe and legal routes to higher education in the UK for refugee students.

Once a student is selected for participation and offered a university place, this postholder becomes their core anchor and primary REUK point of contact. This role oversees the entire student journey—from pre-departure preparation and arrival orientation to ongoing academic support, psychosocial wellbeing, community building on campus and monitoring of student outcomes.

The postholder will work alongside the newly created Education Pathways Universities Lead. While the Universities Lead focuses on institutional partnerships, you will focus on the student support side of the pathway: equipping university welcome groups to develop integration plans, pairing scholars with academic mentors (with support from REUK’s educational mentoring team), building a vibrant national student network, and providing hands-on casework escalation when complex issues arise.

This is a critical role within a small, high-capacity specialist unit within REUK. Because this is an emerging and new area of work you must be comfortable working with risk and ambiguity, refining and learning rapidly as parameters evolve. You will be a versatile practitioner - equally skilled at designing cohort orientation programmes and delivering student workshops as you are at managing administrative workflows, tracking student outcomes, and delivering compassionate, individual casework support.

Role outcomes

1. Refugee Education Pathway students transition smoothly into UK higher education through comprehensive pre-departure guidance, arrival orientation, and holistic onboarding. To this end, key responsibilities include: 

• Serving as REUK’s primary point of contact for scholars in the months immediately preceding travel, delivering pre-departure briefings and managing expectation-setting.

• Supporting the Education Pathways Lead to recruit, select and match eligible students.

• Coordinating arrival logistics and initial orientation in close collaboration with partner universities and campus welcome groups.

• Establishing clear, trauma-informed onboarding protocols to help students adapt quickly to the academic and cultural environment of UK universities.

• Designing and delivering (in collaboration with young refugees who participated in the pilot pathway) high-quality orientation resources, toolkits, and interactive induction sessions tailored to the unique practical and psychosocial needs of newly arrived refugee students.

• Working alongside the Universities Lead to conduct campus visits to ensure scholars are safely settled and Welcome Groups are offering appropriate integration support

2. Scholars thrive academically, socially, and emotionally through tailored REUK-added support structures, mentorship, and peer networks. To this end, key responsibilities include: 

• Supporting the Universities Lead in training campus welcome groups (staff, student unions, and peer volunteers) and maintaining ongoing liaison to ensure high-quality local support.

• Overseeing REUK’s added-value support framework, including:

  • Sourcing, matching, and managing academic mentors for students on the programme;

  • Facilitating a vibrant, national network for education pathway students, organising regular in-person and online meet-ups and peer connections, as well as referrals to REUK’s refugee student leadership programme;

  • Providing occasional direct, high-level casework support and conflict resolution when complex student welfare, academic, or integration issues are escalated from universities to REUK.

• Fostering an empowering community environment that prioritises student agency, mental health, and long-term wellbeing throughout their studies.

3. Student support operations, cross-team coordination, safeguarding and administrative processes are managed efficiently and self-sufficiently. To this end, key responsibilities include: 

• Managing all student-facing administrative processes, communication channels, and record-keeping systems independently without junior administrative support. 

• Working in close alignment with the Universities Lead to ensure institutional arrangements and campus support delivery are fully synchronized.

• Maintaining robust safeguarding and data protection protocols across all student casework, communications, and interactions. 

• Liaising with external specialist organizations (e.g., legal advisors, healthcare providers, mental health services) when complex casework exceeds standard university support.

4. Student progress and outcomes are robustly evaluated and clearly communicated, contributing to programme learning and REUK’s wider mission. To this end, key responsibilities include: 

• Reporting directly to the Education Pathways Lead and Chief Executive on cohort wellbeing, retention rates, academic progress, and key student outcomes.

• Designing and implementing (with the support of REUK’s Research Manager) student feedback mechanisms, regular check-ins, and longitudinal evaluation frameworks to track scholar progression.

• Supporting grant reporting and contributing qualitative impact stories and student reflections for funders, communications and organisational learning.

• Working alongside the Youth Advocacy Manager to provide Education Pathways students opportunities to engage with our Refugee Changemakers team

• Feeding student-led insights and operational learning into REUK’s broader research, policy, and systemic change work to improve refugee education nationwide.

Person specification

Although each role requires particular competencies, we seek staff members - irrespective of role - who are willing and able to demonstrate core competencies related to 1) character and values, 2) personal working style and 3) team working. Please see the applicant pack for more details. The competencies required for this specific role are:

• Student support and safeguarding: Proven track record of delivering direct support, pastoral care and complex casework for displaced young people or international/refugee students in higher education and supporting others to do the same.

• Training and resources: Experience designing and delivering transition, orientation, or onboarding programmes that support cross-cultural adaptation and academic readiness.

• Volunteering management: Strong experience in recruiting, training and supporting volunteers and volunteer groups (e.g., akin to academic mentors or campus welcome groups).

• Network and community building: Skills in facilitating student-led networks, organizing cohort events/meet-ups, and building inclusive peer-to-peer support spaces.

• Operational self-sufficiency and willingness to travel: High level of personal organization, ability to manage admin independently without junior support, and willingness to travel regularly across the UK.

• Knowledge of education pathway models: Familiarity with international refugee education pathway models (such as Canada’s WUSC; Australia’s RSSP/SkillPath and or others operating in Japan, Italy, Ireland etc).

• Knowledge and understanding of refugee tertiary education and the needs of resettled refugees more broadly: Strong understanding of the systemic barriers faced by refugee students in higher education both in the UK and internationally in first countries of asylum, as well as the support needed on resettlement to a third country.

• Student participation: Deep understanding of the principles of youth or student leadership and co-production, with the ability to embed these meaningfully across the education pathway 

• Interpersonal skills: An ability to build and maintain positive, warm and confidence inspiring working relationships with internal colleagues and external partners and stakeholders, including in complex situations.

• Communications: Outstanding verbal and written communication skills, including ability to appropriately communicate nuance and complexity; confidence communicating with and presenting to a variety of audiences.