National volunteer manager jobs in jersey, trinity

Join us and help create opportunities that change young lives.

Career Ready is a UK-wide social mobility charity, working to empower young people with the skills, confidence, and networks they need to succeed.  We're looking for a Partnerships Manager to help transform young people’s futures. In this role, you’ll retain and grow corporate partnerships that fund our programmes and provide paid internships, mentoring, and volunteering opportunities.

You’ll lead a portfolio of corporate partners dontating five figure amounts, inspire businesses to invest in social mobility, and secure long‑term commitments that deliver real impact. Working closely with colleagues across programmes and income generation, you’ll ensure partners see the tangible difference they make while championing employer engagement at events and through networks.

We’re seeking someone with proven account management experience at a mid to high level, exceptional relationship‑building skills, and the ability to collaborate brilliantly with colleagues and partners. If you’re proactive, organised, and motivated by creating opportunities for young people, this is your chance to make a lasting difference.

For full information view our candidate pack, which is available when you click on Apply.

Closing date for applications: 9am on Monday 12 January 2026

First stage interviews: expected to take place w/c 19 January 2026

In your role as the Recruitment & Compliance Manager, you will be responsible for developing and implementing recruitment strategies as well as ensuring compliance with relevant legislation, regulations and The Children's Trust policies and procedures. You will actively collaborate with stakeholders throughout the organisation to guarantee that we attract, recruit, and retain exceptional candidates who can assist us in our ongoing transformation

The Recruitment & Compliance Manager plays a pivotal role in shaping the workforce of the organisation while ensuring that all recruitment activities comply with legal requirements and align with the organisation's values and objectives. This role involves the development and implementation of recruitment strategies that meet the evolving demands of the organisation, promote its unique opportunities, and enhance the employee value proposition.

The Recruitment and Compliance Team oversee the recruitment of our staff (permanent and bank), trustees, volunteers, consultants and agency staff.

This role is not open to sponsorship.

Staff benefits include shuttle bus, and more… Read more below.

Role Requirements

• Responsible for creating effective recruitment strategies that attract a diverse pool of high-quality candidates suitable for various roles within the organisation.
• Oversees the entire recruitment cycle, from job postings to candidate selection, ensuring the process is efficient and effective.
• Ensure that all recruitment activities adhere to relevant laws and regulations, as well as internal policies, by staying up-to-date with changes in legislation and ensuring the organisation’s practices align with them.
• Provide guidance and training to hiring managers and staff involved in the recruitment process, ensuring their understanding of and compliance with legal and policy requirements.
• Track recruitment metrics and prepare reports to assess the effectiveness of recruitment strategies and compliance measures.
• Collaborate with various stakeholders within the organisation to understand their recruitment needs and ensure alignment with the overall goals of the organisation.
• Ensure that recruitment processes promote fairness, diversity, and inclusion, while maintaining high standards for candidate experience
• Enhance the overall candidate experience to attract and retain top talent
• Develop and implement proactive forward looking recruitment strategies (Including Employee Value Proposition, early entry career pathways and direct recruitment/ brand marketing)
• Manage the full recruitment cycle, from sourcing candidates/volunteers to onboarding, driving the focus on continuous evolution and change of the service
• Develop and implement compliance programmes.
• Collaborate closely with the Head of People & Culture, to support the effective management of the centralised Recruitment budget
• Lead the streamlining of recruitment and compliance processes through the adoption of digital solutions

Terms and Conditions

PLEASE NOTE: The Children's Trust Application Form MUST be completed and submitted, for your application to be considered. As part of the shortlisting process, gaps in employment will be examined and further explored during the interview process. 

Strictly no agencies, please.

As we often receive high levels of applicants for our roles, we regret that we will only be able to contact those applicants who are shortlisted for interviews. Therefore, if you have not heard from us within 2 weeks of the closing date, please assume you have not been shortlisted for an interview on this occasion.

About Us

The Children’s Trust is the UK’s leading charity for children with acquired brain injury, providing expert rehabilitation, education, therapy, and care at our national specialist centre in Tadworth, and to children and their families across the UK, via our Brain Injury Community Service.

Boasting a beautiful 24-acre site in Surrey, we are located just outside of London, close to the M25 (accessible via Junction 8, A217 to Tadworth) and easily accessible via National Rail, by way of: Clapham Junction, Sutton, and Epsom.

Staff Benefits

The work we do is highly rewarding, and in addition to an attractive salary, we offer a valuable range of benefits, including our staff flexible benefits platform, on-site nursery, free eye tests, enhanced Maternity and Paternity Pay, time out days for those experiencing menopause symptoms and time off for gender reassignment.

We also offer additional annual leave days for those with long service, with entitlements ranging from 35 to 41 days (including bank holidays) depending on your length of service.

Other benefits include free on-site parking; a staff shuttle service from Epsom and Sutton train stations to Tadworth Court, subsidised cafeteria, on-site staff accommodation (subject to availability), the ability to retain your NHS pension (where applicable), Teacher’s pension (where applicable) or the opportunity to join an alternative scheme, and the opportunity to develop your career in a supportive and collaborative environment.

Rehabilitation of Offenders

Many roles at The Children’s Trust are exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020) and as such, are subject to an Enhanced DBS check.  Successful applicants will be required to complete an Enhanced Disclosure & Barring Service (DBS) check, which will disclose all unspent convictions and adult cautions and any spent convictions or adult cautions that would not be protected.  The exceptions to this are our retail roles within The Children’s Trust shops, which are subject to Basic DBS checks which will disclose unspent convictions or adult cautions.

Equal Opportunity Employer

To help us achieve our ambition to give children and young people with brain injury and neurodisability the opportunity to live the best life possible, we want to accurately reflect the UK’s diverse population. We want equity, diversity, and inclusion to be at the heart of everything we do, and our people, services, and culture to reflect the diverse needs of all. Through our diversity and inclusion strategy, we have made a commitment to increase the diversity of our charity and create an inclusive culture. We have networks across the organisation working to ensure that these aims are met - including an LGBTQIA2S+ group, Ethnic Diversity Group, and Spark – our broad EDI group. Read more about our EDI work here. We welcome applications from all who share our ambition regardless of background. We will strive to ensure that any reasonable adjustments are made in respect of interview and working arrangements.

Online Searches

In accordance with statutory safeguarding and child protection guidance, online searches will be conducted for shortlisted candidates before interview. The online searches will be conducted by a person who is independent of the interview and selection process and will focus on relevant information returned via searches of the candidate’s name (and variations thereof). Social media searches will be limited to professional platforms such as LinkedIn. Any concerns relating to suitability for work with children and young people will be forwarded to the interview panel, for discussion during the interview.

The National Gallery is seeking a dynamic professional to lead the delivery of a responsive Information Systems Service Desk and ITSM platform, ensuring exceptional support for National Gallery employees and contractors across on site and remote environments.

This role is pivotal to maintaining the availability and reliability of user facing IT systems, aligning them with the evolving needs of the business. A strong emphasis is placed on service delivery excellence, driving continuous improvement through analysis of service call history, trends, and response rates. Insights from this data will shape resource allocation and inform enhancements to IT infrastructure, ensuring the National Gallery information systems continue to meet organisational requirements and deliver value.

The successful candidate will coordinate with various departments across the Gallery including the IS team, working closely with both technical and non-technical teams to provide a reliable, responsive, and proactive service experience.

This is a hybrid role, with on-site presence required in line with business needs.

The Senior Organisational Development Manager is responsible for leading the design, implementation, and evaluation of organisational development strategies and programmes to foster a high-performing culture, improve employee engagement, and support the achievement of strategic business goals. 

This role involves partnering with senior leadership, identifying organisational needs, and developing innovative solutions to complex challenges related to structure, processes, leadership, and talent. 

This role is not open to sponsorship.

Staff benefits include shuttle bus, and more… Read more below.

Role Requirements

• Lead strategic OD initiatives that build leadership capability, drive cultural change, and support talent development as part of the organisation’s 2030 Strategy.
• Establish an organisational EDI framework with clear priorities, metrics and governance.
• Continue to embed and further develop the organisational Wellbeing strategy and embed practises that support emotional resilience.
• Champion EDI and Wellbeing initiatives, ensuring these are integral to the OD Plan and embedded in the Workforce Strategy.
• Lead the design and implementation of a trauma-informed, psychologically safe organisational culture.
• Develop frameworks for staff engagement, inclusion, and psychological safety to create a wider positive and high-performing culture.
• Collaborate with senior leaders to shape organisational behaviours, leadership styles, and decision-making that reflect our mission and values.
• Undertake diagnostics analysis to identify cultural, behavioural and capability gaps and develop/ implement a plan to address.
• Drive cultural alignment and leadership cohesion following organisational change, ensuring leaders are equipped to model values, foster collaboration, and lead change effectively across all directorates.
• Design and deliver leadership development programmes that equip leaders to inspire, manage change, and drive organisational success.
• Ensure the fulfilment of current and future commitments to the Leadership Development programme ensuring that our leaders are equipped with the tools they need to drive the organisation forward together with inspiring their individual teams.
• Support succession planning and talent pipelines, ensuring future leadership capability and culture aligns with strategic priorities.
• Provide sound recommendations and strategic direction on learning, career and leadership development, across the organisation based on observation of best practice externally.
• Oversee the Apprenticeship Scheme and core training programmes, ensuring alignment with workforce growth and retention goals.
• Manage the central training budget, ensuring efficient delivery of mandatory and developmental training.
• Continuously review induction and learning programmes, adapting content and processes to meet evolving organisational needs and cultural development.
• Drive organisational initiatives aimed at achieving elevated professional standards and qualifications.

Interview Date: To be confirmed.

Terms and Conditions

Strictly no agencies, please.

About Us

The Children’s Trust is the UK’s leading charity for children with acquired brain injury, providing expert rehabilitation, education, therapy, and care at our national specialist centre in Tadworth, and to children and their families across the UK, via our Brain Injury Community Service.

Boasting a beautiful 24-acre site in Surrey, we are located just outside of London, close to the M25 (accessible via Junction 8, A217 to Tadworth) and easily accessible via National Rail, by way of: Clapham Junction, Sutton, and Epsom.

Staff Benefits

The work we do is highly rewarding, and in addition to an attractive salary, we offer a valuable range of benefits, including our staff flexible benefits platform, on-site nursery, free eye tests, enhanced Maternity and Paternity Pay, time out days for those experiencing menopause symptoms and time off for gender reassignment.

We also offer additional annual leave days for those with long service, with entitlements ranging from 35 to 41 days (including bank holidays) depending on your length of service.

Other benefits include free on-site parking; a staff shuttle service from Epsom and Sutton train stations to Tadworth Court, subsidised cafeteria, on-site staff accommodation (subject to availability), the ability to retain your NHS pension (where applicable), Teacher’s pension (where applicable) or the opportunity to join an alternative scheme, and the opportunity to develop your career in a supportive and collaborative environment.

Rehabilitation of Offenders

Many roles at The Children’s Trust are exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020) and as such, are subject to an Enhanced DBS check.  Successful applicants will be required to complete an Enhanced Disclosure & Barring Service (DBS) check, which will disclose all unspent convictions and adult cautions and any spent convictions or adult cautions that would not be protected.  The exceptions to this are our retail roles within The Children’s Trust shops, which are subject to Basic DBS checks which will disclose unspent convictions or adult cautions.

Equal Opportunity Employer

To help us achieve our ambition to give children and young people with brain injury and neurodisability the opportunity to live the best life possible, we want to accurately reflect the UK’s diverse population. We want equity, diversity, and inclusion to be at the heart of everything we do, and our people, services, and culture to reflect the diverse needs of all. Through our diversity and inclusion strategy, we have made a commitment to increase the diversity of our charity and create an inclusive culture. We have networks across the organisation working to ensure that these aims are met - including an LGBTQIA2S+ group, Ethnic Diversity Group, and Spark – our broad EDI group. Read more about our EDI work here. We welcome applications from all who share our ambition regardless of background. We will strive to ensure that any reasonable adjustments are made in respect of interview and working arrangements.

Online Searches

In accordance with statutory safeguarding and child protection guidance, online searches will be conducted for shortlisted candidates before interview. The online searches will be conducted by a person who is independent of the interview and selection process and will focus on relevant information returned via searches of the candidate’s name (and variations thereof). Social media searches will be limited to professional platforms such as Linked In. Any concerns relating to suitability for work with children and young people will be forwarded to the interview panel, for discussion during the interview.

Commercial Sales Manager

Full time – 37.5 hours per week

Annual Salary £43,931 plus car allowance/travel expenses £3,400 p.a plus excellent benefits

Location – Remote (Post holder will be expected to be based within the Midlands /Southern Region)

Are you an experienced sales professional looking to use your skills to work within a meaningful and rewarding environment?

This is an exciting opportunity to join a growing charity as we have ambitious plans to grow our income so that we can develop and deliver our services to help our fire families. To do this, we are seeking a Commercial Sales Manager to join our Commercial Sales team to be at the forefront of our commercial strategy, driving revenue and profitability across our range of commercial activities.  

Playing a key part in managing and developing client relationships, this role is ideal for someone who thrives on building relationships. It’s a pivotal role with a focus on diversifying and increasing our income, identifying new business opportunities whilst ensuring the sales strategy is aligned with charity goals.

This is a visible, field-based role with a requirement to travel across the UK, working closely across the charity with other team members and externally with our partners, ensuring efforts are aligned, providing feedback to influence our product and service offerings.

To be successful in this role you will have:

• a proven track record of meeting and exceeding sales targets 
• strong commercial acumen
• the ability to analyse markets trends and competitor activity, proactively identifying new and exciting opportunities for us to explore
• excellent interpersonal and communication skills to build new and strengthen existing relationships
• competent market research, report writing and financial analysis skills and will use these to support your activities and contribute to the overall business reporting environment.

This role will work across the UK and therefore a flexible approach is required to support our commercial activities and there will be some occasional evening and weekend working as required within the scope of the role.

The post is subject to a disclosure check with the Disclosure and Barring Service.

We welcome applications from all sections of the community. When recruiting our new team members, regardless of the role, we are looking for people who share our values.

How to apply

Please apply through our recruitment portal, providing both a CV and a covering letter which clearly outlines why you are interested in joining our team and how your skills and experience fulfil our criteria for this role.

More information about us and the role can be found on our website. If you would like to arrange an informal call to discuss the role please contact Rebecca Webster, Organisational Development & People Partner. 

The closing date for applications to be received is 9am on 16 January 2026.

First stage interviews will take place via MS Teams w/c 27 January 2026, with second in-person interviews to take place on 3 February 2026 (Please note this will be held at one of our centre locations) where a presentation will be required.

We reserve the right to close this role early should we receive a sufficient number of applications. Due to the number of applications we receive, regrettably we are unable to contact applicants who are not shortlisted for interview. If you do not hear from us within two weeks of the closing date, please assume that your application was not successful this time.

The Information Manager is a pivotal senior role within The Migraine Trust—responsible for shaping and developing all health information produced by the organisation. This role ensures that our information is accurate, accessible, evidence‑based and meets the highest national standards, including oversight of our Patient Information Forum (PIF TICK) accreditation. The health information we produce covers a wide range of topics from migraine treatments, management of migraine, latest research and migraine triggers. There is also an ongoing need to scope new information needs and, where identified, produce new information. The depth of health information we currently have and will produce in the future ensures that this role will offer plenty of opportunities to work with a range of stakeholders on a variety of information topics. We currently hold PIF TICK certification, which will be part of this role to maintain. You will help us maintain the quality of our health information and ensure that we comply with the charity’s writing style and branding.

Acting as the charity’s subject‑matter expert on migraine information, the postholder plays a vital strategic role in influencing organisational priorities, ensuring the public, healthcare professionals, policymakers and wider stakeholders have access to accurate, impactful and up‑to‑date content.

This role directly contributes to the Trust’s strategic ambitions by:

• Strengthening public understanding of migraine
• Reducing stigma and misinformation
• Improving healthcare navigation and outcomes
• Supporting clinical and policy change
• Enhancing organisational reach

Key tasks and responsibilities

Producing and maintaining quality information

Manage The Migraine Trust’s provision of health information in line with the charity’s annual planning cycle and the PIF TICK accreditation.  This will include: -

· Lead The Migraine Trust’s health information portfolio, ensuring alignment to annual plans, organisational strategy, and PIF TICK quality standards

· Manage the full lifecycle of health information—from scoping and research to writing, expert review, design and publication

· Reviewing and updating existing information content, ensuring it is accurate, up-to-date, accessible and produced in consultation with service users and people with lived experience, relevant medical advisors, health care professionals, the charity’s staff and other relevant specialists and organisations when appropriate

· Identify emerging gaps in information and lead the development of new materials

· Identify and engage with target groups identified in our three year strategy to identify need and produce associated materials

· Support staffs learning and build knowledge of migraine

Build key strategic partnerships to assist us in disseminating information on migraine.

· Champion the use of world class health information within the organisation, as well as displaying a high level of expertise around all our health information content

· Build and maintain strategic partnerships with healthcare professionals, professional bodies, and charity sector organisations to increase reach and influence

· Represent the charity externally as a health information expert at conferences and events

· Help to support our busy communications team to help provide messaging content for videos, blogs, responses to media requests etc

· Take responsibility for the provision of printed information materials to ensure we can continue to provide resources to suit demand, in a cost-effective manner

· Work with the communications team to identify creative and accessible ways to disseminate our information to a variety of audience

· Work closely with our valued volunteer group to gain feedback and direction on all aspects of our health information

· Explore opportunities of coproduction with other charities to further our reach

Support the evaluation and impact reporting of our information provision by regularly monitoring its use using a variety of evaluation methods and produce timely and accurate reports for both internal and external use.

· Updating and maintaining the health information web pages

· Lead the monitoring and evaluation of all health information outputs

· Produce impact reports and insights to inform strategic decision‑making, fundraising proposals, research priorities and service development

· Maintain and continuously improve data‑driven approaches to evaluating reach, accessibility and effectiveness of health information

· Keep up to date with relevant information and research on migraine

· Work with external suppliers such as designers, printers

Research

A very small aspect of this role is to be the focal point for our research administration which will include:

· Being the key point of communication and support for the research committee

· Manage administrative duties relating to new applications for research funding and current grant holders

· Co-ordinate and send out papers for research meetings (once a year maximum)

· Liaising with researchers funded by the charity and ensuring project reporting is up to date

· Liaise with the AMRC as and when appropriate

Other

· Represent the charity at appropriate external events for both the public and healthcare professionals

· Build relationships with healthcare professionals, external stakeholders and members of our community

· You may be asked to work outside of office hours or travel within the UK

· Be a supportive and participatory senior member of the team

· Abide by the charity’s policies, practices and core values

· Support diversity and equality of opportunity in the workplace.

• • nsuring project reporting is up to date
  • Liaise with the AMRC as and when appropriate

About Local Voice and Healthwatch

Local Voice is an independent charity delivering Healthwatch services in Waltham Forest and Newham. Healthwatch gives local people a strong voice in shaping health and social care. We gather community insights, identify what is and isn’t working, support improvement, and represent people’s experiences to decision-makers.

About the role

We are looking for an experienced and organised Operations Manager to oversee the day-to-day delivery of Healthwatch Waltham Forest and Healthwatch Newham. You will manage operational activity, support staff and volunteers, maintain strong governance processes, and ensure that insight gathered from local people leads to meaningful improvements.

You will work closely with the Chief Executive and Advisory Groups in each borough and help shape annual work programmes based on evidence, engagement, and co-production.

What we are looking for

• Experience managing projects, teams, and budgets
• Strong organisational and problem-solving skills
• Ability to build relationships with statutory, voluntary and community partners
• Understanding of Healthwatch, community engagement, or health and social care
• Commitment to equity, diversity, and high-quality community insight

Full details are in the Job Description and Person Specification.

The Youth Endowment Fund  

Senior Change Manager, Youth Justice 

Reports to: Change Lead for Diversion

Salary:  £52,700 per annum  

Location:  Central London or Hybrid*(see below) 

Contract: (2-year fixed term – potential to extend)

Closing date for applications: 12pm Monday 12th January 2026 

Interview dates: Week commencing 26th January 2026 

About the Youth Endowment Fund 

We’re here to prevent children and young people becoming involved in violence. We do this by finding out what works and building a movement to put this knowledge into practice.

In recent years violent crime has risen significantly. Homicides, assaults, robberies and offences involving weapons have all seen sustained growth. We have also seen large increases in violent crime involving children and young people. This is a tragedy. Every child captured in these numbers is an important member of our community and society has a duty to protect them.

The Youth Endowment Fund (YEF) is a charity with a £200m endowment and a mission that matters. We exist to prevent children becoming involved in violence. Our mission is to find what works and build a movement to put it into practice. A big part of the movement that we need to build is in the world of youth justice. We need to inspire and connect with youth justice leaders across England and Wales to spread what works and make our country safer for some of our most vulnerable children. We are looking for someone to lead on making this happen.

Key Responsibilities  

We are making good progress building the evidence of what works within and around youth justice to reduce violence. This year, in conjunction with the Centre for Justice Innovation, we published Diversion Practice Guidance and have recently launched our new self-evaluation tool for diversion practice (ORPIC). But the big risk is that we publish these resources and nothing changes. That’s where you come in.

Your role is to work out the best way to make this change happen by getting youth justice services (YJSs) and police forces to adopt evidence-based practice through our new change programme: the Whole Area Model (WAM). WAM helps police forces and youth justice services strengthen diversion practices by aligning their work with the 7 C’s: 

1. Culture – A child-centred, pro-diversion ethos 

1. Contact – Interactions are trauma-informed and maximise prevention and safeguarding opportunities 

1. Custody – Considered use of police custody, prioritising alternatives and swift triage. 

1. Criteria – Clear, consistent eligibility for diversion. 

1. Collaboration – Multi-agency decision-making panels; shared protocols and referral pathways.

1. Care – Evidence-based support, monitoring engagement, closing cases responsibly.

1. Checks – Ongoing monitoring, evaluation, and scrutiny to ensure quality and equity. 

Your role will involve: 

• Supporting the delivery of the Whole Area Model through activities like: 

• Facilitating completions of diversion self-evaluations with youth justice services and police forces. 

• Delivering training to youth justice, police and other relevant agencies about the evidence-base or specific areas of diversionary practice and governance (e.g. scrutiny panels). 

• Supporting the ongoing development of a National Diversion Network, which will contribute to a wider repository of diversion resources and evidence

• Identifying and creating practical resources which help youth justice professionals and police officers to put evidence into practice. 

• Developing great relationships with senior leaders, youth justice workers and police officers, generating a strong understanding of key issues and needs in relation to youth justice matters, and building credibility and trust with the sector.

• Working out other effective ways to connect people with the evidence, then making those things happen, from virtual learning events to presentations. 

As a senior member of staff in the organisation you also: 

• Build a culture where it is natural to perform well and support colleagues brilliantly.

• Contribute to setting the strategy, delivering results and building and modelling the culture that we need to succeed.

About You 

You must have this sort of experience: 

• You’ve changed frontline practice and/or systems:You have significant experience in leading behaviour, practice or policy changes within a youth justice setting. You can show how these have been effective in delivering tangible change.

• You’re working in or around the youth justice service, preferably in a role/setting specifically working with children who are vulnerable to or involved in violence.  

• You work well in multi-agency environments: You have experience collaborating across police, youth justice, local authorities and other partners, and you can communicate confidently with a wide range of stakeholders to build alignment and drive change. 

You might have this sort of experience: 

• Supporting a youth justice team/service to reflect on and adopt evidence-based practice in relation to diversion or wider youth justice activities.

You are this sort of person: 

• You are fascinated about change and are experienced in making it happen. You have outstanding analytical judgment alongside the emotional intelligence and experience needed to identify the right opportunities for change, then make them happen. You understand why people find change difficult. You come alive talking about how people make decisions and why they do the things they do. 

• You understand the youth justice sector and diversion specifically. You really understand how the youth justice sector works, from leaders to frontline officers.

• You write in a way that people easily understand. You have that rare skill of writing in plain English. You have experience of translating complex information into plain writing that everyone can understand.

• You have excellent project and time management skills and the ability to design and deliver high quality outputs such as reports and digital resources to a high standard.

• You win people over. People tend to warm to you and respect you. You have built good relationships with very senior people and with very junior people. You are good at chairing meetings, connecting people and having good introductory meetings. You are comfortable talking to a government minister, a youth worker, a company CEO, a teacher and a 15-year-old student. Listening to people from all backgrounds matters to you.

• You learn fast but remain humble. You are very quick at getting your head around things. You like learning. You are very good at synthesising information. You know how much you don't know. You know that you can learn more. You know that it's easy to assume you know when you don't. You care more that good things happen than who gets the credit. You are a great and supportive team player. 

• You don't want young your days to pass without making a difference. You want to play a significant part in reducing violence.

• You understand people. You understand what the lives of vulnerable young people can be like, and you understand some of the organisations that work with them, ideally through first-hand experience.

• You are committed to equality, diversity and inclusion. 

While it’s not a criterion, we’re especially interested to hear from applicants who have lived experience of violence affecting children and young people. 

It’s also important to us that the people we hire do not discriminate. We believe in being inclusive and giving everyone an equal chance to succeed. Applications are welcome from all regardless of age, sex, gender identity, disability, marriage or civil partnership, pregnancy and maternity, religion or belief, race, sexual orientation, transgender status or social economic background.

Hybrid Working 

Our office is located in Central London. Team members who reside within the 32 London Boroughs or are within a 90-minute commute are expected to attend the office at least two days per week. 

For those living outside of London but within England, Scotland, or Wales, the expectation is to work from the London office two days per month. 

Travel  

Due to the nature of the programme there is some national travel required within England and Wales. This is likely to be up to five times per month; all travel costs can be reimbursed with flexibility for overnight stays if preferred.

To Apply 

Please click on the "Apply for this" button and submit your CV, your completed monitoring form and ensure your covering letter answers the following three questions below. Please submit your application by 12pm Monday 12th January 

When applying for this role, please ensure that you answer the application questions below:    

Personal and professional experiences in violence prevention
1. What personal and professional experiences shape your understanding of the youth justice sector and its role in preventing youth violence? (max 400 words) 

Developing strategy
2. Can you describe a time when you successfully supported youth justice partnership leaders to improve their practice or systems? Please be specific about the scale and context of your involvement. (max 400 words) 

Improving practice or systems 
3. Describe your experience improving diversion for children. What actions did you take, what impact did they have, and what did you learn? (max 400 words) 

Interview Process 

This will likely be a one stage interview process. Interviews will take place the week of 26th January 2026. 

Please Note: We do not sponsor work permits and you will be required to provide proof of your eligibility to work in the UK. 

All appointments will be made on merit, following a fair and transparent process. In line with the Equality Act 2010, however, the organisation may employ positive action where candidates from underrepresented groups can demonstrate their ability to perform the role equally well. 

Benefits Include 

• £1,000 professional development budget annually 

• 28 days holiday plus Bank Holidays 

• Four half days for volunteering activities 

• Employee Assistance Programme – 24hr phone line for free confidential support 

• Volunteering days - 4 half days per year 

• Death in service - 4 times annual salary 

• Flexible hours. Core office hours 10am – 4pm 

• Financial support including travel and hardship loans 

• Employer contributed pension of 5%. 

Your Data 

Your personal data will be shared for the purposes of the recruitment exercise. This includes our HR team, interviewers (who may include other partners in the project and independent advisors), relevant team managers and our IT service provider if access to the data is necessary for performance of their roles. We do not share your data with other third parties, unless your application for employment is successful, and we make you an offer of employment. We will then share your data with former employers to obtain references for you. We do not transfer your data outside the European Economic Area. 
 

Dancers’ Career Development (DCD), the national charity that enables and empowers dancers to thrive professionally and personally leading up to and beyond their performance careers, seek a General Manager.

We are seeking an exceptional administrator who has experience in, or is interested in further developing, a broad knowledge of company management.

The main purpose of the General Manager role is to support the Executive Director, with the day-to-day operational management and administration of DCD.

The role will ideally suit a personable individual who enjoys varied responsibilities, working collaboratively within a highly productive, agile and supportive team.

If you are excited by this opportunity, resonate with DCD’s values and are passionate about making a positive difference to dancers’ lives, please get in touch; we would love to hear from you.

Contract: Part-time permanent role (24 hours per week)

Salary: £35,000 per annum, pro-rata

Start date: As early as possible

Location: This is a remote working role, with monthly in-person meetings which take place in London or Birmingham, with occasional additional in-person events and meetings as required by the charity. 

Benefits: 23 days holiday pro-rata plus Bank Holidays (increasing to 28 days with length of service), 5% Employers contribution to pension scheme, Health & Wellbeing package, Professional Development opportunities.

Deadline: Applications must be submitted by 9am, Thursday 22 January 2026

Further Info: Please download the Recruitment Pack from our website for full job spec and how to apply.

Context

CAP's mission is to end UK poverty by equipping churches to reach their communities. We exist to empower and serve churches through exceptional partnerships, delivering impactful debt advice and coaching services. Providing accessible, community-rooted support to those facing financial and social challenges across the UK. Our approach is centred on empowering individuals, providing holistic support to achieve financial resilience through expert debt advice and tailored coaching products. This approach goes far beyond financial stability, creating lasting personal and relational transformation and contributing to a society where all can flourish. We are committed to fostering strong relationships with our church partners, ensuring a collaborative and effective service that continually improves to meet the evolving needs of local communities.

Purpose

The National Leader Wales role is a pioneering leadership role. We expect the role to make contacts across the Christian community in Wales, linking local congregations, denominations and movements with the mission of CAP. Our aim is to significantly increase the number of churches that we partner with so that more Welsh people are helped with their journey out of poverty and are introduced to the person of Jesus. The Church is the focus of CAP's vision and, as such, we place great importance on how we interact with, equip and support them.  This role will help ensure that we fulfil our vision to see Transformed Lives, Thriving Churches and an end to UK poverty. An understanding of the church context of Wales, and a dynamic ability to build relationships that lead to partnerships that help outwork our vision is vital. In time, we also expect the role to develop relationships with Government, statutory bodies and the third sector, and to develop partnership opportunities there as they arise. We are looking for a proactive, resilient, innovative leader to grasp this challenge.

The National Leader Wales role also exists to serve our partner churches through excellent support of our existing church partners. They will work with the Head of Devolved Nations to create a Welsh National Plan (in the context of CAP's overall aims and objectives) and lead on the national strategy to deliver that plan. They will ensure a strong sense of national identity and unity, with strong relationships between CAP's Devolved Nations Hub Team and local centres throughout Wales. 

Collaborative working across the organisation will be key to ensuring a consistent approach to how we serve The Church and our clients through excellent products and services. Working across CAP will also be essential to ensure that other directorates are engaging with partner churches in a way that inspires and equips them. 

Reports to: Head of Devolved Nations

Passion

As National Leader Wales you'd lead our work in Wales with passion and skill, inspiring and equipping our local CAP workers and church leaders to bring CAP's vision to life within their communities. We'll strive for excellence together, always with compassion, relational warmth, and professional integrity. You'll be a vital listener, truly understanding the needs of our church partners and clients in your nation, and representing their voices internally. Simultaneously, you'll uphold CAP's policies with gravitas and clarity, ensuring our partners are supported in delivering essential services like debt advice and safeguarding.

This role will also hold the responsibility of representing CAP with credibility and influence to national industry and government stakeholders and denominational leaders, fostering valuable partnerships. This is a key area of responsibility as strengthening our relationships with the wider faith community, statutory and voluntary sector is vital to growing our work in Wales.

Responsibilities

• The National Leader is responsible for creating a national development plan and collaborating with the Head of Devolved Nations to ensure plans are aligned with CAP's mission, built into wider CAP strategy and facilitating the delivery of impactful community services.
• The National Leader will engage with local congregations, denominations and Christian movements in Wales to link them with the mission of CAP.
• The National Leader will seek opportunities and partners to achieve a  net growth of our church partnerships of debt centres and coaching services  by 3 each year so that the Welsh network reaches a sustainable size.
• The National Leader will develop relationships and seek partnership opportunities with Government, Statutory bodies and the third sector.
• The National Leader is responsible for the management and development of existing church partnerships within Wales, supporting the existing network of 10 CAP centres/services. 
• Lead the CAP team across Wales, inspiring and equipping CAP Local Workers and church leaders to bring CAP's vision to life within their communities, and linking them with our support hub teams, to deliver against CAP's goal 'To inspire and equip the UK Church to help people out of poverty and become followers of Jesus'.

Partnership & Representation

• Work with the Head of Devolved Nations to be the key CAP representative within Wales, engaging with churches, denominational leaders and movements, fostering valuable partnerships. 
• Working with our Mission and Movement teams to engage with the wider Welsh network of churches, denominations and movements.
• Attend and speak at some of the centre launch talks and other appropriate opportunities to promote CAP within the nation.
• Work closely with the Partnership Development team to agree a national strategy for opening new centres/services, and to actively seek opportunities for the openings of new services, and to identify organic growth from existing partner churches.
• To seek a net growth of 3 services and centres annually.
• To engage with and to represent CAP on national bodies or to government departments in Wales (e.g. the Senedd).
• To be proactive in building strategic partnerships with Government, statutory and third sector bodies.
• Lead/ support relationships with organisations located within Wales (e.g. utility providers, council officials etc).
• In partnership with Mission and Movement and in line with our referrals strategy; build relationships and promote the work of CAP with referral agencies at a national level to increase the number of people seeking CAP's help
• Support and/or be the key spokesperson for CAP in regional/national media.

Leadership of services and Local CAP Workers

• Actively participate in cultivating and inspiring a thriving CAP culture across the Welsh network, empowering CAP Local teams through clear and compelling communication.
• Champion CAP's mission of evangelism and discipleship, ensuring its centrality in all CAP activities. Work with the Head of Mission, Evangelism & Discipleship and Head of Devolved Nations to develop the overall MED strategy for Wales.
• To provide excellent management of existing services within Wales; identifying areas to improve, creating and driving forward a strategy for excellence, supporting their centres with compassion, care and excellence.
• Maintain strong Church Partner relationships, ensuring contributions support our work and expand our reach.
• To own the delivery of strategies for the funding, recruitment, training, and ongoing development of future Welsh based CAP staff, fostering excellence and empowerment.
• To ensure consistent application of best practices and quality standards across local CAP workers in national services.
• To celebrate achievements and highlight success both within the nation and sharing with the wider CAP family.
• Leading our Welsh network to engage with all opportunities to connect into the central CAP organisation (e.g. events, attending conferences, supporting projects, PR and referral opportunities).
• To lead or assist on key CAP events in Wales, including, but not limited to, United conferences, national selection days and national team days, frontline revive days and hub/cluster events.

Quality & Compliance

• Ensure regulatory compliance for Debt Centres is adhered to and the quality of service delivered is maintained at a compliant level, in conjunction with the central compliance team.
• Ensure local CAP workers complete all annual regulatory compliance, including safeguarding declarations, audits, and any other legal or statutory requirements.
• Work alongside the Training teams to support the training of all new CAP service workers, including delivering training sessions for Equip training, webinars, and other required training annually.

Fundraising

• Collaborate with Mission and Movement and Head of Devolved nations to support national relationships with major donors to CAP.
• Play a central role in wider national funding opportunities linked to Service Performance and Delivery. 
• Support the Mission and Movement department in delivering impactful supporter engagement initiatives, such as donor dinners, while fostering a culture of proactive fundraising engagement to support both church and costs central to CAP. 
• Support with the seeking out of new localised funding opportunities to support the churches within the nation.

Collaborative working across CAP

• Build and nurture collaborative, respectful, and strong relationships with colleagues across all departments through internal networking.
• Empower teams to address challenges directly, fostering a culture of ownership.

Skills required

• A proven leader who can inspire, influence and deliver results
• A proven networker and influencer
• A driven leader with a desire for excellence
• A proven ability to collaborate with others and work effectively in a matrix organisation
• A strategic thinker
• Able to prioritise time, tasks and attention effectively
• A confident communicator who promotes CAP¿s culture and values at all times
• Ability to challenge poor performance
• Ability to understand/sympathise with a variety of Christian denominations and streams within the UK
• Respectful, personable and friendly with good people skills
• Excellent communication at all levels - able to cascade key information to line reports and teams
• Ability to develop strengths, skills and motivation in others to maximise performance

Experience:

Essential

• Minimum 3 years experience in a similar leadership role, managing teams to meet objectives, with a focus on service delivery
• Evidence and outworking of a deep love and passion for the church, and for tackling poverty and proclaiming Jesus
• Experience of leading a diverse team to meet key objectives or targets
• Proven ability to work on own initiative and lead diverse teams, including geographically dispersed ones
• Experience in collaborative and partnership working, both internally and externally, including church and industry stakeholders.
• Experience in training and developing effective individuals and teams, including managers
• Experience of having to meet deadlines or targets
• Experience of establishing a localised strategy

Desirable

• Experience of delivering and arranging training sessions
• Public speaking experience
• Experience of managing a remote/dispersed team
• Experience of of debt industry and knowledge of debt advice in UK
• Experience in at least one specialised area that impacts the role (e.g. complex clients, non-employee management, communications, process improvement, project management, fundraising, external relations)

Other:

The National Leader Wales will be expected to travel across Wales and to the wider UK to attend regular training, conferences and meetings.

Christian commitment:

• The candidate must be able to give both verbal assent to and practical demonstration of Christians Against Poverty¿s Statement of Faith and Core Values.
• Must be able to actively participate in prayer and worship, whether individual, small group or corporately, as an expression of their own personal faith and in line with CAP's Statement of Faith.

All adults working in or on behalf of CAP have a responsibility to safeguard and promote the welfare of children and adults. This includes: 

• A responsibility to ensure a safe environment in which CAP services can be delivered. 
• Identifying children and adults where there may be safeguarding concerns.
• Following the CAP Safeguarding policy in addressing any concerns appropriately.

Other Responsibilities Include:

• Being willing to pray with staff and fully engaged with our Christ-centred  culture.
• Encouraging friends, family and other contacts to support the charity through the Life Changer programme and other fundraising initiatives.
• Attending annual CAP staff conferences.
• Completing all compulsory CAP training within given timescales.
• This role falls within the scope of the FCA's conduct rules, and you will be provided with training as to how these apply to the role. It is your responsibility to ensure that you follow these conduct rules.

The above job profile is a guide to the work you may be required to undertake but does not form part of your contract of employment. It may change from time to time to reflect changing circumstances.

Culture:

• Clearly live out and embrace the cultural values of CAP.
• Clearly demonstrate a heart and passion for the charity.
• Sincere acceptance, understanding and practice of the Christian ethos and purpose of the Charity.

Measurable outputs:

Overall performance of the services within region to deliver all relevant KPIs, particularly:

• Completion of health audits across Wales.
• Agent sign-off targets achieved within Wales.
• Achieve agreed target numbers of people helped across services within Wales supported by role (e.g., annually increased households reached and individuals debt-free).
• Achieve target service retention levels across all services in Wales.
• Agreed partnership contributions received within a tolerance of 5%.
• Frontline participation in 'Moments' recording to target 80%.
• 75% conference attendance for relevant regional staff/partners.
• Staff and pulse survey engagement scores for their team to exceed 60%, with scores within agreed tolerances.
• Annual national plan to be in place and targets achieved in each year. 
• All direct reports achieve agreed performance targets annually.
• National CAP staff training completion rates >90%.
• Retention rate of nationally based CAP staff >80%.
• Clear evidence of a thriving CAP culture across the Wales Network.
• Net annual growth of the Welsh network by 3 services annually.
• Evidence of strong relationships cultivated with church partners, government, and industry stakeholders within the nation.
• Measurable increase in strategic partnerships built with external organisations (e.g., utility providers, local government).
• Measurable contribution to fundraising efforts and supporter engagement initiatives within their nation (e.g., number of donor dinners facilitated, funds raised).
• Successful alignment with referrals strategy, resulting in increased numbers of people seeking help from CAP.

Educational requirements

• A level education as a minimum.

Under the 2010 Equality Act, schedule 9, we have a genuine occupational requirement for all employees and volunteers to be practising Christians.

Are you a passionate leader with a commitment to animal welfare? Join Greyhound Trust as our Head of Operations - where you will shape the future of homing services and champion the wellbeing of retired racing greyhounds across the UK.

About Us

At Greyhound Trust, we believe every retired racing greyhound deserves a loving home and a life filled with kindness and compassion. Our national network of homing centres and Branches—powered by dedicated staff and volunteers—supports over a thousand greyhounds each year in their journey from track to home.   You will help take us back to our pre covid numbers of several thousand greyhounds being homed by Greyhound Trust each year.

The Role

Reporting directly to the Chief Executive and sitting as part of the Senior Management Team, you'll be responsible for developing and delivering our national Homing and Welfare Strategy, while leading the transformation of our homing network to home more greyhounds and develop its impact. 

This is a rare opportunity to lead strategic change in animal welfare at both a national and grassroots level, whilst being operational and handws on in a sector that you love.

What You Will Do

• Lead national strategy for homing and greyhound care

• Oversee operations at our homing centres, including the flagship National Greyhound Centre

• Identify high impact changes to increase reach and home more greyhounds, and lead the relevant operational change across the homing network

• Develop new welfare and outreach initiatives

• Manage a high performing team of operational Managers, focused on greyhound outcomes, supporting and developing our valued volunteers and championing the breed

• Lead welfare governance, policy, and budget management

About You

We’re looking for a confident, collaborative and visionary leader who can balance strategic thinking with practical delivery. You will bring:

✅ Senior experience in animal welfare;  if not, you will need to evidnece your ability to be successful with a steep learning curve

✅ Strong operational and budget oversight skills

✅ Ability to analsyse data and trends, and model new ways of working to address identified needs

✅ A track record of driving service improvement and innovation

✅ Excellent communication and people management skills

✅ Experience working with volunteers and multi-site teams

✅ Confidence in navigating complex welfare and behavioural decisions

✅ A passion for animal welfare and a values-led approach

Experience in policy, outreach / project development and regulatory governance is a plus.

Why Join Us?

• Be part of a respected national charity with a mission led culture

• Shape the future of homing practices and volunteer engagement across the UK

• Work alongside a passionate team, who are dedicated to Greyhound Trust and Greyhound Welfare

How to Apply

If you are ready to lead national transformation in greyhound welfare, we wouldlove to hear from you.

Apply by submitting your CV AND a covering letter, outlining your suitability for the role and why you would be a great fit for Charity and its existing committed team.
 

About Chiva

Chiva works to ensure that children and young people living with HIV have the support and opportunities they need to live well and achieve their greatest potential. We believe they deserve to have their voices heard and taken seriously and place their experiences and views at the heart of everything we do.

Role Purpose

The National Programme Manager will lead the development and delivery of Chiva’s national participation and support programmes.

This includes embedding participation across the organisation, managing key programmes for children, young people and families, and ensuring the diverse voices of children, young people and young adults living with HIV are represented at all levels of service and policy development.

The role combines leadership of programme delivery, staff and volunteer supervision, training, stakeholder engagement and evaluation to ensure long-term impact and sustainability.

 Key Responsibilities

 Leadership

 ● Help develop and oversee the organisation’s participation and support programme strategies.

● Ensure participation is embedded across Chiva, with meaningful involvement of children, young people, and young adults.

● Represent the organisation at regional and national events, advocating for the voices and experiences of young people.

Programme Management 

● Oversee development, planning, and delivery of national programmes for children, young people and families.

● Contribute to managing programme budgets, ensuring financial accountability.

● Provide supervision, training and support to staff, associates, and volunteers.

● Ensure continuous programme development and improvement through co-design with young people.

Expectations of all Chiva Employees

● To uphold Chiva values:

- Acting with compassion

- Taking a holistic approach

- Being open and inclusive

- Developing trust and working with integrity

- Empowering people through a rights-led approach

● To be competent in fulfilling administration tasks relating to their role and willing to undertake any other duties required in fulfilling the objectives of Chiva that are appropriate to the role.

● To uphold Chiva’s Safeguarding, Data Protection, Confidentiality and Equality, Equity and Diversity Policies.

● To be a key member of the Chiva Staff team, taking part in team events, and contributing to the positive organisational culture.

At Chiva we believe that a diverse, inclusive, and equitable workplace is key to fostering innovation and growth. We are committed to building a team that reflects a wide variety of backgrounds, perspectives, and skills. We welcome and encourage applications from individuals of all identities, including race, gender, age, religion, disability, sexual orientation. Our goal is to create an environment where everyone feels respected, valued, and empowered to bring their authentic selves to work.

Person Specification

Essential Criteria:

Experience

● Significant experience in the planning, delivery, and evaluation of youth / family support programmes at a national or regional level.

● Track record of programme management, including design, delivery, monitoring, and impact reporting.

● Experience of embedding youth participation in organisational strategy and service delivery.

● Experience of staff and volunteer management, including supervision, training, and performance support.

● Experience of working directly with children and young people from diverse backgrounds, with sensitivity to their needs, rights, and safeguarding requirements.

● Experience of working with budgets and ensuring financial accountability.

Skills

● Strong leadership skills with the ability to inspire, motivate and manage teams.

● Strong organisational and time management skills, with the ability to manage multiple priorities.

● Strong facilitation and training skills.

● Strong communication and advocacy skills, with the ability to represent young people’s voices at regional and national levels.

● Ability to build and maintain effective partnerships and relationships with a range of stakeholders.

● Commitment to equality, equity, diversity, and inclusion in programme delivery and organisational practice.

Desirable Criteria

● Experience of working within the HIV sector or with young people living with long-term health conditions.

● Knowledge of best practice approaches/policy focus on youth participation.

● Experience of designing or facilitating creative programmes for young people incorporating arts-based approaches.

● Relevant professional qualification (e.g. youth work, social work, or project management).

● Experience of implementing impact measurement and evaluation frameworks in youth programmes.

Additional Information

Chiva requires all staff and volunteers to be committed to safeguarding and promoting the welfare of children and young people. Successful applicants are required to undertake an Enhanced DBS check, along with references.

How to apply
Please note that we are only able to accept applications submitted on our branded application form. We cannot accept CVs in respect of this post.

Deadline for applications: 9am on Monday 5th January 2026.

Interviews to take place on Tuesday 13th and Wednesday 14th January 2026.

Background to the role

The Choir with No Name (CWNN) run choirs involving people affected by homelessness across England and Wales. We were founded on the premise that singing with others makes you feel good; it distracts you from all the nonsense in life and helps you to build confidence, skills and genuine, long-lasting friendships. Each choir gets together to rehearse every week and share a meal together at the end of rehearsal, welcoming everyone, regardless of background, characteristics or idiosyncrasies. We want everyone involved in the Choir with No Name to feel they belong in our community.

The Sheffield Choir has been running in Sheffield for one year, in partnership with the Archer Project and Sheffield Cathedral, who support homeless and vulnerable people. Rehearsals are on Monday evenings at 6.30pm at Sheffield Cathedral. Our rehearsals follow the usual Choir with No Name format of tea, biscuits and a chat before rehearsal, then ninety minutes of joyful singing (mostly pop and rock, arranged for mixed ability in 3- and 4-part harmony) followed by a free hot meal for members.

We are committed to co-production. Co-production means that people with lived experience of homelessness work alongside others to deliver all aspects of our work. Our Sheffield Choir Manager will be vital in helping us achieve this aim, working alongside choir members to develop the skills needed to steer their own choir projects and fully share the control and direction of the organisation.

We're looking for someone with strong project management skills, able to organise the project so that our members can safely access weekly rehearsals and perform two gigs during the pilot. The Choir Manager works in close partnership with the choir director who will lead the choir musically, as well as with the Archer Project and Sheffield Cathedral teams. The Choir Manager is also responsible for looking after a small group of dedicated volunteers who will help with preparing a hot meal after rehearsals and offering pastoral support to members. We're looking for someone with some experience in working alongside vulnerable people, offering support and signposting members to specialist services on occasions. It’s a busy and varied role which should be a lot of fun and has plenty of support from the wider Choir with No Name programmes team as we launch this exciting new project.

Deadline for applications is 12pm on Monday 12 January 2026

Job Description

1. Member recruitment and liaison

a) Support choir members and develop lasting positive relationships.

b) Arrange workshops to spread the love and recruit choir members, ensuring that the opportunity to attend choir is available to as many potential members as possible.

c) During work hours and at rehearsal, be the first point of contact for potential and existing choir members.

d) Where appropriate, aid members in crisis by signposting or referring them to specialist services and act as Safeguarding lead for the Sheffield choir.

e) Enable and support choir members to take an active role in their choir e.g. taking-up informal roles at choir, joining steering groups and just involving them as much as possible

2. Rehearsal and Volunteer Management

a) Be the person responsible for all aspects of running a smooth rehearsal (except the musical bits!)

b) Recruit and manage all Sheffield volunteers, including supporting them in their support of choir members.

c) Arrange induction and training for volunteers.

d) Be responsible for the health and safety and food hygiene at choir.

3. Gigs and workshops

a) Arrange and promote regular gigs for the Sheffield choir, in partnership with the Choir Director.

b) Arrange regular outreach workshops (and occasionally larger-scale community projects) within the homeless, mental health and other relevant communities.

4. Administration

a) Set and deliver an appropriate work plan for the Sheffield choir, ensuring that it follows the agreed priorities of CWNN and that the choir reaches people with experience of homelessness in Sheffield.

b) Follow operational policies and procedures consistently and help to keep them relevant and up-to-date.

c) Contribute to measuring the social impact of the choir through conducting member surveys/focus groups and compiling results.

d) Complete quarterly reports and impact data.

e) Be responsible for the Sheffield choir budget, ensuring spending is reasonable and in line with predicted costs.

f) Shared information with the organisation to be included in national communications, communicate the achievements of your choir to your local community (via social media and other channels).

Person Specification

Essential

• Commitment to our vision, mission, and values at CWNN and a passion for the choir and its members’ potential.
• Demonstrate an understanding and knowledge of working with people who have experienced complex trauma.
• Good understanding of coproduction strength-based working and psychologically informed environments.
• The ability to act calmly and decisively in emergencies, and to work positively with challenging behaviour.
• Experience of delivering successful projects or services in partnership or collaboration with multiple stakeholders.
• Highly motivated self-starter with initiative to make things happen.
• Organised and methodical
• Ability to keep accurate financial records.
• IT literate (Microsoft Office including Word and Excel)
• Compassion and respect for all members of society, including a commitment to equal opportunity.
• Excellent written communication skills.

Highly desirable

• A love of music!
• Experience of co-production and working in a co-produced way.
• Previous experience of safeguarding adults at risk of abuse.
• Knowledge of the principles and methods of impact measurement.
• Proven experience of volunteer management and budget planning.
• Experience of managing events.
• Knowledge of the homelessness sector in Sheffield.

In the interest of a non-biased approach to recruitment, all applications will be anonymised before they reach the selection panel. We are not, at this stage, asking for information about your work experience or education, we are only seeking the answers to questions that will demonstrate the skills required to deliver the role.

Details of the application process are on our website.

In Spring 2028, the National Gallery will launch a new, public-facing Research Centre to facilitate and showcase our world-leading research in the history and science of painting. This will be a complex space sitting at the intersection of multiple valued research stakeholders both within and beyond the Gallery, including the Gallery’s own wide array of research-active staff, our Artists-in-Residence, specialist users of our extensive Library & Archive collections, and a research-engaged general public attending events and consulting materials.

We are now recruiting for a new role, a Research Centre Manager, to support in the creative planning and daily delivery of an exceptional experience at the Research Centre. The role-holder will provide vital clarity and consistency in the day-to-day running of this multifaceted space to ensure a smoothly functioning whole. This includes coordinating all aspects of the Research Centre operations, managing staff, ensuring compliance with regulations, and maintaining the Research Centre facilities and administration. They will also think creatively about the Centre’s different spaces and, alongside Gallery colleagues, will help produce exciting research programming.

An ideal candidate will have experience in a comparable multifaceted role, and will bring to the Gallery strong leadership, excellent communication, creative programming, innovative problem-solving, and strong organisational skills to manage both day-to-day operations and strategic planning for the Centre.

This is a full time, permanent position and requires on-site working 5 days per week.

Applications closing date is 2nd January at 23:30hrs.