9 Operation manager jobs in Exeter, Devon

About the Degrees Initiative

The Degrees Initiative is a UK-based NGO that strengthens the capacity of the Global South to evaluate solar radiation modification (SRM), a controversial proposal for reducing some impacts of climate change by reflecting sunlight away from the Earth. Degrees is neutral on whether SRM should ever be used, but we believe that the Global South should be empowered to conduct their own research and to play a central role in SRM discussions. The initiative has been working in different forms for over a decade, and our work receives worldwide coverage and widespread acclaim. 

Role

The Executive Support Manager provides high-level, confidential and proactive executive support to the Chief Executive Officer (CEO) and Board of Trustees. As the CEO’s trusted executive support professional, the postholder protects the CEO’s time, manages information flow and priorities, improves preparation and follow-up, reduces administrative load, and strengthens coordination across the organisation, enabling the CEO to focus on leadership, strategy and external engagement. The role supports the Board of Trustees within agreed operational priorities and capacity. It requires excellent attention to detail, discretion, organisational skill, and confidence working with senior stakeholders, trustees and external partners in a fast-paced, mission-driven environment. This work constitutes 0.6FTE.

The full-time role additionally includes responsibility for People Operations. The Executive Support Manager will help ensure that our passionate and motivated colleagues feel supported, connected and able to do their best work making Degrees a great place to work. In a dynamic and fully remote organisation working on an exciting and fast-evolving global issue, you will help us build thoughtful people practices and a positive, inclusive culture as the team continues to grow.

The Executive Support Manager will be managed by the Chief Operating Officer (COO) and work closely with the CEO, Chief of Staff (CoS), chair of the Board of Trustees, and colleagues responsible for finance, operations and fundraising. The COO will agree the postholder’s workplan in consultation with the CEO, CoS and regarding governance, the Chair of the Board

Key responsibilities

Executive support to the CEO (~0.4 FTE)

• Manage the CEO’s diary by scheduling, prioritising, and ensuring that meetings are purposeful and well-briefed;
• Provide the first point of contact for most approaches to the CEO, independently triaging, redirecting, or escalating requests as appropriate;
• Maintain organised systems for correspondence, documents, and records relevant to the CEO’s work to improve efficiency and sustainability;
• Coordinate travel arrangements, accommodation, visas, and itineraries for the CEO, working with relevant staff;
• Ensure the CEO is fully briefed for external meetings and events, including objectives, participants, and context;
• Maintain a record of decisions and actions arising from meetings, monitor progress, and follow up with responsible colleagues as appropriate;
• Work closely with the senior management team (CEO, CoS, COO) to further coordinate requests to the CEO and ensure clarity of ownership;
• Provide ad hoc administrative support to the CEO as required, including billing and reimbursement of the CEO’s expenses;
• Manage sensitive information with the highest levels of discretion and professionalism.

Governance and Board support (~0.2 FTE)

• Be the main point of contact for the Trustees supporting them with their ongoing needs as volunteers, including coordinating their onboarding and offboarding logistical requirements with Companies House and the Charity Commission;
• Provide administrative and coordination support for meetings of the Board of Trustees by ensuring that meetings are scheduled one year in advance, organising an annual in-person meeting, finalising and circulating board papers, taking minutes, and tracking actions;
• Liaise between the CEO and Trustees for meeting coordination and follow-up;
• Compile and submit weekly and monthly organisational activity reports to all staff and trustees;
• Support governance processes in collaboration with the COO, ensuring that deadlines and reporting requirements are met.

People Operations (~0.4 FTE; full-time role only)

• Lead the day-to-day delivery and continuous improvement of the organisation’s People Operations function, maintaining effective, inclusive, proportionate and legally compliant HR processes under the oversight of the COO and in collaboration with our external HR provider;
• Manage key employee lifecycle processes, including recruitment, onboarding, probation, performance and development reviews, annual staff surveys, contractual changes, family leave, absence management and offboarding;
• Support the COO and CoS in managing employee relations matters, including performance, conduct, capability, and wellbeing, coordinating with managers and obtaining specialist advice from our external HR provider, as appropriate.
• Ensure that sensitive matters are handled confidentially, fairly and consistently;
• Maintain accurate and secure employee records and oversee the effective use of our HRIS, while monitoring key people information and coordinating recurring HR, training and compliance activities;
• Coordinate the logistics and agendas of the virtual all-staff meeting;
• Other people and human resources activities to support the team as directed by the COO.

Key relationships

• Chief Operating Officer (line manager)
• Chief Executive Officer (close support)
• Board of Trustees (support)
• Chief of Staff
• Operations and Finance team

Qualifications

Essential

• At least ten years’ work experience;
• At least five years’ relevant experience supporting a senior executive (CEO, Director, or equivalent) in a complex organisation;
• Outstanding organisational and time-management skills, with the ability to juggle competing priorities;
• Excellent written and verbal communication skills;
• Strong attention to detail and a professional, responsible approach to work;
• High levels of discretion, integrity, and sound judgment;
• Strong interpersonal skills and confidence working with senior stakeholders, including Boards or Trustees;
• Strong digital skills and comfort with remote, cloud-based working environments;
• Proactive, solutions-focused approach with the ability to anticipate needs;
• Comfortable operating with autonomy in a dynamic, remote environment while remaining closely aligned with the CEO’s priorities;
• Flexible and adaptable, with a willingness to adjust as organisational needs evolve;
• Ability to exercise diplomatic judgment, manage competing demands from senior colleagues, and produce concise, high-quality written briefings;
• Committed to the organisation’s mission and values;
• Legal right to work in the United Kingdom.

Essential for optional People component

• Experience coordinating or managing HR processes across the employee lifecycle, including recruitment, onboarding, performance reviews and employee records;
• Working knowledge of UK employment practices and HR compliance requirements, with the ability to recognise when specialist advice is needed;
• Experience handling sensitive personnel matters with discretion, fairness and confidentiality.

Desirable

• Familiarity with governance processes and Board support;
• Experience using travel management platforms and supporting visa or travel-authorisation processes;
• Experience developing or maintaining standard operating processes and procedures;
• Knowledge of project management methodologies;
• Advanced digital skills, such as specialised spreadsheet functions, database administration or online form and workflow tools;
• Experience working in the charity, international development, research, non-governmental or intergovernmental sectors;
• An interest in climate change, international development or international research collaboration.