Senior advisor jobs in birmingham

Fuel Bank – Triage Support Advisor

Location – Remote based role with occasional travel to the Midlands for team meetings & training.

Hours – Part & Full Time Positions. F/T – 37.5 hours Monday to Friday. P/T 18.5 hours flexible Monday to Friday to suit the needs of the charity and individual’s work life balance. 

Salary - £27,000.00 pro rata

Are you a confident communicator with strong administration skills? Are you happy to work in a busy reactive role processing queries and applications? Are you flexible, empathetic and able to deliver great customer service to our clients via email and telephone interactions?

Fuel Bank Foundation is the only UK charity to focus on the challenges of people living in fuel crisis. We provide emergency financial support through our network of partners who identify people who cannot afford to pre-pay for their energy.

As Triage Support Adviser at Fuel Bank Foundation, you will be the first point of contact for beneficiaries, partners, or referral agencies seeking assistance. Your primary responsibility will be to assess needs, gather essential information, and direct each query to the appropriate team or resource. You’ll play a critical role in ensuring that those in need receive timely and accurate support, helping maintain smooth day-to-day operations within the Foundation’s support services.

Key Responsibilities

Initial Contact & Needs Assessment

• Inbound Enquiries: Respond to incoming calls, emails, or online requests, providing a welcoming and empathetic first point of contact.
• Information Gathering: Ask relevant questions to understand the nature of each enquiry—whether a client needs immediate fuel assistance, advice, or referral to another service.
• Basic Eligibility Checks: Perform preliminary assessments to confirm a caller’s eligibility or direct them to the right partner agencies.

Triage & Referral

• Case Prioritisation: Quickly identify urgent cases (e.g., no heating supply, extreme vulnerability) and escalate them as needed to senior colleagues or specialized services.
• Routing Calls/Emails: Forward complex queries or those requiring in-depth guidance to the appropriate department (e.g., Customer Support, Policy & Impact, Finance for voucher-related questions).
• Follow-Up Coordination: Log essential details for each interaction, ensuring smooth handovers and timely follow-up by the relevant team member.

Data Entry & Record Keeping

• Database Management: Accurately input beneficiary information into the Foundation’s CRM or case-management system, maintaining up-to-date records in line with data protection policies.
• Documentation: Keep clear notes on calls, emails, and web form submissions, tagging them with relevant categories (e.g., urgent, general enquiry, advice request).
• Reporting: Support team leads by generating basic reports or summaries on enquiry volumes, types of requests, or common issues.

Communication & Collaboration

• Liaise with Colleagues: Update other teams or managers about trends in call types or emerging issues that might require policy changes or additional resources.
• Team Support: Assist in scheduling, task delegation, or administrative tasks when needed, contributing to a well-coordinated triage function.
• Stakeholder Engagement: Occasionally interact with partner organisations, local agencies, or other charities to exchange referral information or confirm assistance protocols.

Quality & Compliance

• Adherence to Policies: Follow all internal guidelines, including safeguarding, confidentiality, and data protection (GDPR).
• Continuous Improvement: Identify recurring enquiry patterns or potential service gaps, suggesting improvements to triage processes.
• Professional Development: Stay informed about any updates in the charity’s programs, fuel poverty regulations, or relevant partner services.

What will you receive in return:

· Support from a team of like-minded individuals who will support you to succeed in the role.

· Annual leave entitlement of 27.5 days (FTE), plus bank holidays plus the option to buy/sell extra days.

· A flexible working week to ensure work life balance.

· Enhanced pension contributions.

· Equal opportunity employers.

· Full onboarding programme with ongoing training and development opportunities.

Head of People and Culture

Salary:  £48,000 - £51,000 - depending on experience (pro-rata)

Contract Type: Permanent 

Hours: Part Time - 3 days a week (typical example of hours 09.30-17.30 but with flexibility)

Location: Remote with periodic travel to London (to our Elephant & Castle, central London office) and external meetings as required to meet the needs of the role

Responsible To: CEO

Application Deadline: 13th October 2025

Interview Dates: 1st round interviews 20th & 21st October

We will be reviewing applications and interviewing on a rolling basis, so early applications are encouraged.

Responsibilities

Strategic HR Leadership

• Develop and execute the overall people and culture strategy aligned with Hatch’s overall vision, values and organisational strategy.

Organisational Culture & Employee Experience

• Work with the CEO to champion a values-driven, inclusive, and purpose-led culture that supports employee engagement and well-being.

• Design and oversee initiatives to enhance employee satisfaction, psychological safety, and workplace trust.

• Lead initiatives that reinforce cultural norms and behaviours aligned with organisational values.

Diversity, Equity & Inclusion (DE&I) Leadership

• Develop and lead the Hatch’s DE&I strategy

• Set DE&I KPIs; monitor progress and report to leadership in the quarterly board papers.

• Set up and work with an internal DE&I working group to implement DE&I Strategy 

• Organise training and education programmes on unconscious bias, inclusive leadership, and anti-discrimination.

• Oversee equitable hiring, compensation, promotion, and development practices.

Employee Relations & Engagement

• Act as a senior point of contact for complex employee relations matters.

• Build systems for transparent communication, feedback, and conflict resolution.

• Analyse quarterly engagement surveys and eNPS score data and develop action plans for improvement.

Governance, Compliance & Reporting

• Deliver reports on key people and culture metrics to the Senior Leadership Group (SLG) and Board, ensuring data-driven insights support strategic decision-making.

• Ensure all people-related policies, procedures, and contracts are regularly reviewed and updated, aligning with organisational needs, values, and current employment legislation.

• Maintain compliance with employment laws and regulatory requirements, minimising organisational risk and promoting ethical practices.

• Support the organisation in responding to emerging workforce-related risks.

• Develop and manage the people and culture budget annually

Compensation and Benefits

• Ensure our pay, benefits and progression framework support employee well-being and align with DE&I principles.

Learning and Development

• Identify skill gaps and oversee the creation of learning strategies to support upskilling and reskilling.

• Promote a continuous learning culture and leadership development at all levels.

Talent Attraction, Management and Succession Planning

• Lead the design and execution of robust talent acquisition, development, and retention strategies.

• Oversee performance management frameworks to drive growth and accountability.

• Continually develop Hatch’s employee value proposition to build Hatch’s brand as an employer of choice 

• Further develop our performance management framework to encourage high performance, professional development and values alignment

• Support and enhance our approach to leadership development and succession planning and providing support and advice to the team and managers to navigate these

HR Operations

• Act as owner of the Factorial HR system, ensuring data accuracy, functionality, and ongoing optimisation.

• Review and approve staff expenses in line with Hatch’s policy.

• Oversee all onboarding and offboarding processes, ensuring a smooth employee experience across the lifecycle.

• Manage changes to staff working hours, salaries, and contractual terms.

• Lead and coordinate recruitment processes, including job postings, candidate management, interviews, and offers.

Person Specification 

Skills

• An all rounder, able to develop a big picture vision and deliver on the details

• A keen eye for identifying talent and passion for developing people (in both their professional and personal growth)

• A focus on diversity and inclusion as a competitive business advantage

• Ability to build authentic relationships across a diverse group of stakeholders 

• Excellent communicator on all levels with demonstrated empathy and strong interpersonal skills

• Analytical skills and and ability to make, and support others to make, data-informed decisions

• Project management skills

• Problem-solving skills

Experience

• Proven experience in a similar leadership role, preferably within the social enterprise or nonprofit sector

• Demonstrated experience in developing and implementing people and culture strategies, talent management, and performance management programmes

• Leadership of end to end employee life cycle

• Partnering with business stakeholders across a whole organisation, especially senior stakeholders

• Leading people & culture project rollouts

• Developing a positive performance culture

• Experience with recruitment and HR systems advantageous

Together, the charities Sands and Tommy’s have formed a Joint Policy Unit (JPU) focussed on achieving policy change that will save more babies’ lives during pregnancy and the neonatal period and on tackling inequalities in loss, so that everyone can benefit from the best possible outcomes.

The JPU’s mission is to secure policy change that will reduce rates of miscarriage, stillbirth, pre-term birth and neonatal death, and to work to eliminate inequalities in these outcomes.

While there is widespread agreement on the need for change to improve the safety of maternity and neonatal services, what that change looks like is not clear.  To save more babies’ lives we believe that a continued focus is required, and that governments should set new commitments to reduce perinatal mortality and preterm births, focused on matching the best-performing countries in Europe.

This role will be crucial to the continued success of the JPU unit; leading, shaping and coordinating all the unit’s work. 

We are looking for an independent and assertive problem-solver, a policy expert who can manage multiple priorities, take the initiative, lead the national conversation and is as excited as we are about taking the helm of this venture for both of our organisations.

The successful candidate will need to have a substantial track record of effectively leading and implementing national policy and influencing programmes, driving change and achieving the desired impact.

You will have considerable experience across research, data analysis, policy development, public affairs and communications.  Additionally, you will be well-versed in research and data management, including analysing complex data and evaluating policy developments.

Experience of being a member of a senior management team with successful, significant and relevant management and leadership experience is also essential.

Shape the future of charity tax as Charity Tax Group’s first CEO, leading, influencing and representing charities on tax at the highest level.

Location: Remote with regular travel

About Charity Tax Group

CTG is a small, volunteer-led charity that, for over 40 years, has had a huge impact on the charity tax landscape, saving charities an estimated £10bn during that time, including VAT reliefs, the introduction of Gift Aid and significant policy influence. The cornerstone of that success has been a reputation for technical competence and professionalism, making us ‘the voice of charities on tax’ —engaging with government, HMRC and the wider voluntary sector.

We combine technical expertise with advocacy and education to help charities navigate complex tax challenges.

Last year, we were successful in registering as a charity, which opens up new opportunities such as funding and product savings. We also relaunched our annual tax conference, which was the first we had held since COVID.

About the role

We have recently become an independent charity and are recruiting our first Chief Executive to provide leadership, raise our profile and secure long-term sustainability. There is no handbook for what this role should be, and this will be an exciting opportunity to drive strategy, build influence with government and ensure CTG remains the trusted voice of charity tax.

As CEO, you will:

• Act as a credible spokesperson for CTG with government, HMRC, charities and the media
• Work with our Technical Advisor to sustain CTG’s authority and expertise
• Lead on fundraising and income diversification to ensure financial sustainability
• Help establish a vision and operational plan for the future of CTG

Who we are looking for

We are seeking an agile, outward-facing leader who can represent CTG at the highest level.

• Excellent communication, emotional intelligence and influencing skills
• Strong stakeholder and relationship-building ability
• Knowledge of charity tax, or the ability to learn and communicate complex detail quickly
• Fundraising or income generation experience
• Flexibility and motivation to make a difference

We are open to recruiting a leader who might be working towards some of the skills we are seeking, and have an excellent board of Trustees, and a strong technical advisor who can support any new CEO to develop.

We can provide exceptional levels of flexibility to the successful candidate, with most of the role being able to be fulfilled remotely; however, there will be instances where we also require flexibility, such as when we need to provide time-sensitive responses to the media.

If you are interested in this role, we encourage you to get in touch with Bill Yuksel at Peridot Partners for a conversation.

Please click 'redirect to recruiter’ to be redirected to the Peridot Partners website, where you can find full details of the job description and register your interest to apply.

Applications for this role close at 9 a.m. Wednesday 8th October 2025.

People Manager – Permanent, Remote

Full-time (35 hrs) – Open to part-time

Are you ready to take the lead on shaping people strategy and culture in a mission-driven organisation? MLC Partners are recruiting for an experienced People Manager to play a central role in modernising HR systems, embedding best practice, and creating a workplace where people feel supported, included, and able to thrive.

The opportunity

This is a pivotal role, reporting directly to the Head of People and Governance. You’ll be responsible for managing a small HR team while also influencing senior stakeholders and working closely with staff representatives. The role will combine strategic input with hands-on delivery, ensuring the organisation not only meets its legal obligations but develops as an innovative and inclusive workplace.

Key responsibilities:

• HR leadership: Oversee recruitment, retention, payroll, benefits and workforce planning, ensuring the organisation is effectively resourced.
• Modernising policies: Lead the review and update of policies and procedures, ensuring compliance with employment law and alignment with organisational values.
• Employee relations: Act as a trusted advisor to managers, supporting them to handle disciplinary, grievance, performance, and capability issues with confidence and fairness.
• Change and culture: Partner with managers, unions and staff to deliver organisational change, embedding inclusive and people-focused practices at every level.
• Data and reporting: Use analytics to identify workforce trends and provide insights that shape decision-making.
• Learning and development: Drive the implementation of performance management frameworks, development plans, and training initiatives.
• Team management: Line manage two senior HR professionals as well as providing oversight to a small staff team, fostering collaboration and high performance.

About you:

We’re looking for someone with the confidence and credibility to lead a people function in a complex, unionised environment. You’ll need to be:

• Qualified: CIPD Level 7 (or equivalent) with significant HR management experience.
• Experienced: Skilled in employee relations, organisational change, and managing union negotiations. Background in the not-for-profit, public sector, or membership organisations is highly valued.
• Knowledgeable: Up to date with UK employment law, HR systems, and best practice in people management.
• Influential: Strong communicator and relationship-builder, able to engage and influence at all levels.
• Values-driven: Committed to equity, diversity, inclusion, and continuous improvement in people practices.

Why join?

This is an exciting chance to step into a role where you can make a visible and lasting impact. You’ll have the scope to reshape policies, implement new systems, and guide leaders through meaningful organisational change. If you’re motivated by modernising HR, supporting people to succeed, and working in a collaborative and purpose-led environment, please apply now.

We welcome applications from underrepresented communities, including Black, Asian and minoritised ethnic groups, disabled people, and LGBTQIA+ individuals.

Applicants are under constant review, and the role may be filled prior to the ad closing. For a further confidential discussion about this role and to discuss your career search, please reach out to Annabelle Stuart at MLC Partners.

Job Description

About the role

This is an exciting opportunity for the right person to join the Refugee Migrant Centre as a Caseworker, authorised by the Immigration Advice Authority (IAA), formerly known as OISC. RMC is a well-established, award-winning regional charity, widely recognised for its impactful work with refugees and migrants.

For over 23 years, RMC has assisted thousands of refugees and migrants from 162 countries, helping to break down barriers to integration and enabling clients to become equal citizens. We provide a holistic range of services, from specialist legal advice to education and employment programs.

The successful candidate will join RMC’s Immigration department and play a key role in delivering free immigration advice and representation. This is an exciting time to join the team as RMC is expanding its infrastructure following significant growth in staff, activities, and turnover—rising from £776k to £2.8 million in the past five years.

RMC is regulated by the Immigration Advice Authority (IAA) and is accredited to provide free immigration advice up to Level 3, covering cases from initial advice through to the First-tier Tribunal and Upper Tribunal.

Our immigration services focus on assisting migrants (including undocumented migrants), refugees, and asylum-seekers in navigating the UK’s complex immigration legal system. We help clients secure the right to remain in the UK for themselves and their families, with a particular emphasis on human rights claims, family and private life applications, family reunion, settlement, citizenship, and applications under the EU Settlement Scheme.

Purpose of the Role:

Main duties and responsibilities

All Caseworkers (Levels 1 and 2) will be required to carry out the tasks shown below:

Casework and client care:

· To provide one-to-one specialist advice in immigration and asylum area of law

· To provide thorough, professional, high quality and timely casework and advice

· To ensure accurate recording keeping and ensure all necessary and associated administrative tasks are completed

· To ensure case deadlines and key dates are recorded, monitored and actioned in a timely manner

· To conduct all casework and advice in compliance with all IAA regulatory requirements and the IAA code of standards

· To maintain confidentiality in all dealings with clients

Training and development:

· To keep up to date with changes in the law

· To attend training and share learning and good practice with other advisors

· To keep a record of your attendance on training courses

· To provide internal and/or external immigration training when required by management

Teamwork:

· To share casework knowledge and experience within the team

· To mentor, support and/or supervise colleagues on a lower level of IAA regulation

Projects and Engagement:

· To take responsibility for the day to day delivery of specific projects if requested by management

· To deliver presentations and represent RMC at meetings/events when required by management

· To maintain effective working relationships with partners and stakeholders

· To demonstrate a degree of flexibility and undertake tasks not specifically referred to above

Person Specification

Knowledge, Abilities and Skills- essential

· Accredited at IAA Level 1 or 2

· Experience in delivering advice and representation in the field of UK immigration and asylum

· Experience in working with clients with vulnerabilities and/or migrants, asylum-seekers, refugees

· Knowledge of most immigration areas, with a good understanding of at least one area such as the EUSS, asylum, human rights or family-based applications

· Commitment to working towards Level 2 accreditation (for IAA L1 advisors only)

· Ability to explain complex information to clients from different backgrounds

· A proven high standard of communication skills, including written, oral, presentational and inter-personal skills

· Ability to work independently

· Ability to manage and grow a caseload

· Ability to prioritise and to manage tight deadlines

· Teamwork and Flexibility

· Commitment to equality and diversity

Desirable

· Accredited to IAA Senior Caseworker

· Experience working in the Legal Aid sector

· Experience working in or with the not-for-profit sector

· Fluent in a community language

· Experience of working in a multicultural environment and sensitivity towards other cultures.

· Excellent listening skills and ability to empathise as well as establish boundaries to avoid emotional over involvement

· Educated to degree level or equivalent

Flexibility

In order to deliver the stated aims of this post, a degree of flexibility is needed and the post holder may be required to perform work not specifically referred to above. Such duties will fall within the scope of the job within the appropriate pay grade. The job description will therefore be subject to periodic review with the post holder to ensure it accurately reflects the duties that are being performed.

Equal Opportunities

We're an equal opportunity employer, which means we'll consider all suitably qualified applicants regardless of gender identity or expression, ethnic origin, nationality, religion or beliefs, age, sexual orientation, disability status or any other protected characteristic. We recruit and develop our people based on merit and their passion for creating better outcomes, and we're committed to creating an inclusive environment for all employees.

Closing Date: 07/10/2025

Please note that RMC is not a sponsoring organisation. If your visa requires an extension within the next 12 months with the support of employer sponsorship, the Refugee and Migration Centre is unable to provide assistance with this.