Senior recruitment officer jobs

Stella Maris UK is looking for an experienced and confident Senior HR Manager to drive and deliver our people-focused HR strategy that supports employee wellbeing and organisational growth.

About the Role

Reporting to the Director of Resources, this is a senior leadership role with responsibility for promoting the vision, mission and values of the organisation. 

You’ll oversee all aspects of human resources, including recruitment, employee relations, performance management, learning and development, and policy implementation, and will provide leadership and support to the HR team. 

You’ll also work collaboratively across the organisation to foster a positive, inclusive and high-performing workplace culture. 

About You

We’re looking for a confident leader with experience in human resources leadership, employee relations, organisational development, workforce planning, and people management, as well as experience in leading teams and building strong relationships with a wide range of internal and external stakeholders.

You’ll;

• Have CIPD or equivalent professional HR qualification.

• Be educated to degree level or equivalent experience.

• Have experience managing HR functions within a charity, not-for-profit, public sector, or mission-driven organisation.

• Have experience of advising senior leaders on people matters.

• Have strong knowledge of UK employment law and HR best practice.

• Have strategic thinking and organisational development capability.

• Have strong communication, coaching, and influencing abilities

Job titleChief Executive

ContractPermanent / Full time (35 hours a week)

Location London / hybrid (regular London presence)

Salary£95,000 - £100,000

Benefits Up to 6.5% matched pension, total contributions of 13%.
28 days annual leave per year plus public holidays.
Enhanced sick leave cover of up to 5 years.
Death in service benefit of 2x annual salary.
Employee Assistance scheme.
Working from home allowance.
Annual wellbeing allowance.

Reports to Chair and Board of Trustees

Direct reportsDirector of Finance and Operations
Director of Evidence and Improvement
Policy and Communications Manager
People and Business Partner

Background information

About us:

National Voices is the leading coalition of health and social care charities in England. We have more than 200 members covering a diverse range of health conditions and communities, connecting us with the experiences of millions of people. We work together to strengthen the voice of patients, people with Lived Experience, unpaid carers, their families and the voluntary organisations that work for them.

Our mission:

We advocate for a more equitable and person-centred health and care, shaped by the people who use and need it the most.

We do this by:

- Understanding and advocating for what matters to people, especially those living with health conditions and groups who experience inequalities

- Finding common cause across communities and conditions by working with member charities and those they support

- Connecting and convening charities, decisions makers and citizens to work together to change health and care for good.

Our five-year strategy:

In September 2024 we published a new five-year strategy that was co-produced with our staff, our member charities, our Lived Experience Partners and our key stakeholders. This set out three clear goals:

- End unequal access
By addressing the barriers experienced by those facing the worst outcomes, we will find solutions that improve care for all.

- Transfer power to people and communities
As a leader in co-production, we will help communities to work with system leaders at national and neighbourhood level to make big decisions together. This will maximise the skills and capabilities of patients, ensuring care is truly person-centred.

- Shift the measures of success
By campaigning for better patient experience and outcomes metrics, we can ensure that what matters to people becomes the key measure of success for the NHS.

In the first two years of the strategy we have already made big strides. For example, our work encouraging the Government to focus on “getting the basics right” has seen major policy initiatives designed to fix access to primary care and the 8am rush. Similarly, our work on the experience of waiting for elective care has seen the introduction of the first ever set of minimum standards for waiting.

Our work on the 10 Year Plan, and on the Quality Strategy, has also seen both patient experience and outcome measures given much greater prominence in how the NHS judges success and National Voices has now been commissioned by NHS England to help design the future of patient feedback mechanisms.

We have also successfully campaigned for funding formulas to be revised to enable the NHS to directly address the inverse care law and tackle the impact of health inequalities head on.

But there are challenges ahead, not least the role patients and communities play directly in co-producing improvement. With ICBs under huge financial pressures, and so much change in the health and care system, we need to make sure every piece of work we deliver is of the highest quality and adds real value. This is the only way to help others across the sector understand the value that people with Lived Experience offer to problem solving processes and creating better and more inclusive solutions.

PLEASE SEE RECRUITMENT PACK FOR FULL DETAILS AND APPLICATION GUIDANCE

Job Description

Job Title: Senior Marketing Officer – Mass

Participation Fundraising

Directorate: Engagement & Fundraising

Team/Department: Supporter Led Fundraising

Date: August 20206

Context and Background

The NSPCC’s mission is to end cruelty to children by fighting for every childhood.

To carry out its charitable work the NSPCC relies on the fundraising support of

people across the UK for 90% of its income. Within Engagement and Fundraising

our aim is to provide maximum resources for the NSPCC, providing the best

possible supporter experience.

Mass Participation Fundraising is an important acquisition and income stream in

the NSPCC’s Engagement and Fundraising strategy, managing the delivery of a

portfolio of Third Party Events and Schools Fundraising products, as well as

stewarding supporters looking to do their own fundraising activity for the charity

(‘DIY’ fundraisers).

We are looking for a skilled Senior Marketing Officer, who will work across these

audience streams to coordinate marketing activity. This role will focus specifically

on marketing to mass audiences to reflect the breadth of audiences who take part

in Mass Participation Events. This includes parents, grandparents, professionals

who work with children, those with a personal connection to our charity, or simply

those who care deeply about children.

We are looking for a collaborative, enthusiastic marketing professional who has

experience delivering insights-driven marketing strategies that make an impact.

You’ll be a great communicator, able to build effective working relationships and

influence a range of stakeholders. You’ll be able to work independently and will

have a track record of successfully juggling multiple projects and competing

priorities to meet strict deadlines. You will also have experience working across

paid, owned and earned marketing channels.NSPCC

Job purpose

The role of the Senior Marketing Officer is to work with the Mass Participation

Team to coordinate and deliver the planning, execution and evaluation of events

fundraising marketing campaigns across all channels.

• Adopting a holistic view of all Mass Participation Team’s marketing to

ensure consistency, and will have a good understanding of how this fits with

the organisation’s strategic goals.

• Working with colleagues in the Mass Participation Team to strategically

manage the planning and coordination of events marketing across owned,

earned and paid channels, ensuring that all campaigns and activities are

integrated, informed, planned and evaluated, and that participation and

income targets are reached.

• Supporting stakeholder teams with strategic thinking during marketing

planning and delivery. This includes championing an audience-led

approach to ensure all communications targeted at mass audiences are

relevant and useful.

Key relationships - Internal

• Reports to the Associate Head of Mass Participation Fundraising

• Works closely with all members of the Mass Participation Team,

including sub-team managers and event fundraisers

• Works closely with other teams within the Engagement & Fundraising and

Brand and Marketing directorates to deliver integrated marketing plans.

Key relationships - External

• External media agency partner

• Freelance creatives – graphic designers, photographers, videographers.

EVERY CHILDHOOD IS WORTH FIGHTING FORNSPCC

Main duties and responsibilities

• Manage an integrated marketing approach across owned, earned and paid

channels to achieve participation targets and agreed KPIs, working closely with

event and product managers.

• To ensure maximum effectiveness and efficiency of mass participation marketing

activity through application of best practice campaign management.

• To take ownership of paid media campaigns for mass audiences in partnership

with our media agency partner. Tasks include the planning and optimisation of

activity across channels like pay-per-click and paid social media advertising.

• Be thorough and agile about monitoring campaign results and evaluating

campaigns, using insight to make informed decisions and determine future

marketing plans.

• To support with content creation where appropriate – this could include

copywriting, creative briefing, webpage updates, email marketing and photoshoot

coordination.

• Regularly benchmark against external fundraising marketing activity, keeping

abreast of current and emerging brand and marketing knowledge and practice and

equipping the team with knowledge and skills as appropriate.

• To work closely with staff across other departments to ensure marketing plans are

integrated and audience-led, in line with the organisation’s Supporter Centricity

Programme.

• To develop and maintain internal and external stakeholder and supplier relationships,

identifying and incorporating best industry standards and establishing best practice.

• To provide financial administrative support to budget holders, planning, forecasting

and tracking spend, and processing invoices and placing orders, in line with NSPCC

policies and procedures.

Responsibilities for all Staff within the Income Generation Directorate

• A commitment to safeguard and promote the welfare of children, young people and

adults at risk.

• To be responsible for updating databases and supporter information systems on a

regular basis in line with Data Protection legislation and NSPCC policy and

procedures to ensure all records are up-to-date and accurate.

• To actively participate in regular department and team meetings, contributing to

strategy, discussions and decisions which will be beneficial to the NSPCC's

development of fundraising activities.

• To maintain an awareness of own and others' Health and Safety and comply with the

NSPCC's Health and Safety policy and procedures.

• To take personal responsibility for keeping up to date with NSPCC work to end cruelty

to children, including securing updates on project and service developments and

general NSPCC news and also ensuring that the fundraising teams do likewise.

EVERY CHILDHOOD IS WORTH FIGHTING FORNSPCC

Person specification

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Proven experience delivering complex, multi-channel marketing

campaigns from planning through to delivery and evaluation, ideally in the

charity, not-for-profit or public sector

Highly developed written and verbal communication skills to deliver ideas

and activity updates to a range of stakeholders, and audiences, in a clear,

inspiring and confident way.

Well-developed ability to build, manage and develop relationships with

internal and external stakeholders in order to achieve and influence

project outcomes

Knowledge of digital and offline engagement and marketing techniques,

including digital media, social media, content marketing, email marketing

and paid advertising.

Excellent understanding of and empathy with the motivations of

supporters, and experience of working with clearly defined audience

segments.

Excellent understanding of recruitment and retention marketing

techniques, in order to achieve ambitious participation targets.

Well-developed numeracy skills to facilitate recording, interpreting,

analysing and presenting performance data to a range of stakeholders,

including those without a strong foundation of marketing knowledge.

Passionate about audience-led marketing that improves supporter

experience, with a personal commitment to the NSPCC’s values and

safeguarding principles.

Ability to plan and manage your own work, identifying conflicting demands

and establishing clear priorities to meet agreed objectives with a

willingness to work flexibly.

Proven ability of demonstrating initiative and creativity to achieve desired

outcomes.

EVERY CHILDHOOD IS WORTH FIGHTING FORNSPCC

Safer Recruitment

As an organisation, we are committed to creating and fostering a culture that promotes

safeguarding and the welfare of all children and adults at risk.

Our safer recruitment practices support this by ensuring that there is a consistent and thorough

process of obtaining, collating, analysing and evaluating information from and about candidates

to ensure that all persons appointed are suitable to work with our children and adults.

The recruitment and selection of our people will be conducted in a professional, timely and

responsive manner and in compliance with current employment legislation, and relevant

safeguarding legislation and statutory guidance.

Our principles:

• Always seek to recruit the best candidate for the role based on merit including their

skills, experience, motivation and competencies. Our robust recruitment and

• selection process should ensure the identification of the person best suited to the role

and the organisation.

• Committed to diversity and equality of opportunity and will interview all applicants

(internal and external) who self-declare at application as having a disability and who

• meet the minimum requirements in the person specification of the vacancy they are

applying for.

• We will make reasonable adjustments at all stages of the recruitment process in order

to enable successful candidates who declare disabilities to start working or

• volunteering their time with us.

• Any current member of staff or volunteer who wishes to apply for vacancies and is

suitably qualified will be considered and addressed fairly and objectively based on

their merit.

• As an organisation committed to safeguarding, we will ensure all under 18's joining the

organisation will have ongoing risk assessments to ensure their role and

• activities are safe and appropriate.

• All documentation relating to candidates will be treated confidentially in accordance

with the GDPR legislation.

The Senior Youth Inclusion Officer is a key role within the Youth Inclusion team, helping to connect insights and champion young people’s voices throughout our work.

You will be one of two Senior Officers leading on the day-to-day delivery of the Future Voices Group (FVG) – our flagship youth engagement programme bringing together young people with lived experience of facing barriers to employment. 

This will involve working across the organisation to support teams to work with young people, in line with our strategy.

• You will ensure our youth ambassadors meaningfully and authentically shape our activity, in particular through our engagement and influencing of key audiences and decision-makers across the youth employment system.
• You will bring awareness of the youth employment policy landscape, alongside experience of supporting young people with lived expertise to influence policymaking, programme design or service improvement through youth voice approaches.
• This role requires availability for regular evening sessions and occasional weekend commitments.

We currently operate a hybrid model of two-days per week in the office and three-days from home.

Please download our recruitment pack for more information on this opportunity.

Due to receiving high volumes of interest in our opportunities, this vacancy may close earlier than the advertised deadline. To ensure your application is considered, please submit it as soon as possible.

Senior Recruitment Consultant (Manager fast-track)

Location

Preston

Length of contract

Full time and permanent

Hours

37.5 hours per week, Monday to Friday

To be worked between 8am and 6pm (inc 30-minute unpaid lunchbreak)

Pay Scale

£34,000 per annum plus on target bonus

Responsible to

Operations Director

Holiday entitlement

Paid holiday entitlement of 28 days, plus 8 bank holidays

Plus a day’s leave on your birthday, plus a wellbeing day’s leave

The Role

The purpose of the role is to win vacancies and place ex-offender candidates into sustainable paid employment with local employers. Working towards a promotion to Manager within 6 months, you will then also provide leadership to the Preston office team, being responsible for the management and Recruitment Consultant responsibilities for 70% of your role.

Purpose

We place people with convictions into paid work, so they can build purposeful lives and see their families thrive

Mission

We do this by providing practical employment support, linking them to companies with good jobs

Vision

A  society  where  people’s  past  convictions  don’t  define  their  employment future

Duties and Tasks

There are four main areas of work, all of which are vital to achieving the key positive outcome for the individuals we support: sustained meaningful employment.

1. New Employer Engagement

Expanding our network of employers to generate a regular flow of job opportunities, allowing us to place our candidates into work.

This will require new business development and excellent ongoing relationship management. You will identify which jobs are most sought after by our typical candidates and which are more specialist or occasional opportunities. Equally, you will gravitate towards employers who demonstrate agility and responsiveness in their hiring processes. Your client contacts are more likely to be business owners, divisional managers and site supervisors than social value or EDI teams.

You will:

• Proactively approach local employers who are advertising paid jobs that could suit current candidates on our books, for example through online searching using keywords for skills and industry sectors, sending over candidate details with the goal of obtaining recruitment instructions and securing interviews.
• Speculatively approach organisations that are not currently recruiting but are likely to have suitable vacancies in the future that match the typical skillsets of our candidates.
• Maintain a follow-up database of active and prospective clients and take ownership of industry sectors or geographical areas, in consultation with colleagues, to avoid duplication and maximise reach.
• Visit employers to explain our services, answer questions around protocols for interviewing or hiring ex-offenders and gain a clear understanding of the workplace environment, travel routes and employer requirements.
• Select and submit candidates who you consider suitable for vacancies, advocating for each individual based on your knowledge of them, their references, and the positive changes and efforts you have witnessed.
• Be prepared to positively challenge employer assumptions where you believe reluctance to consider a candidate is unfounded.
• Disclose the candidate’s offending history and risk profile, emphasising their personal attributes and work strengths.
• Guide employers through the interview and hiring process in close consultation with the candidate.

2. Job Finder Support

Interviewing ex-offenders, offering one-to-one job coaching to help them into work and providing ongoing mentoring during their first 12 months of employment.

Ours is a face-to-face, holistic and wraparound service that culminates in our candidates finding good jobs that last, with a wide array of socially inclusive employers. Our job finder support can begin in custody and continue through the gate into the community, or start within the community. Typically, we work with an individual for between one and three months to establish work readiness and continue supporting them for up to a year after they secure employment. Many people remain in touch and return to us for subsequent jobs over a period of years, and we consider our door to always be open.

You will:

• Conduct one-to-one assessments with job-seeking candidates and, using your professional judgement, either accept them directly into our paid-work search services or refer them to partner organisations for pre-employability support where barriers such as substance misuse or homelessness remain significant.
• Work with candidates over several weeks and months as a job mentor, meeting regularly to support all aspects of their job search.
• Help craft effective CVs and disclosure letters, ensuring candidates understand the facts and disclosure obligations relating to their spent and unspent convictions.
• Check that candidates have the correct Right to Work documentation and arrange replacement birth certificates and National Insurance letters where required.
• Book candidates onto relevant third-party training courses, including CSCS cards, HGV driver training and renewable energy qualifications.
• Encourage candidates’ own job search activity, including teaching them how to use online job boards and supporting them to complete online application forms.
• Submit candidates for opportunities available through our network of inclusive employers and proactively seek additional vacancies on their behalf.
• Organise interviews, ensuring candidates have the means to travel and appropriate interview clothing, providing support where required.
• Follow up after interviews, helping candidates manage expectations, process outcomes and rebuild confidence where applications have been unsuccessful.
• Confirm job starts with both candidate and employer, ensuring candidates have access to any required workwear and support with travel-to-work costs.
• Provide practical support where needed, including food parcels, hygiene packs, pre-loaded SIM cards, clothing and utility top-ups.

In-Work Support

After employment begins, there can often be unforeseen challenges facing newly employed candidates, particularly recent prison leavers. These may be practical, emotional or lifestyle-related. The strongest opportunity to advocate for a candidate and help sustain employment comes from having built trusted relationships with both the individual and their employer.

You will:

• Advise employers on successfully onboarding new employees during their first few weeks and months in work.
• Help employers understand and accommodate any additional support needs, such as housing transitions, medical requirements or probation appointments.
• Be aware of and navigate any negative Google or media reporting about a candidate’s previous offending, including advising on measures to protect privacy and reputation where appropriate.
• Remain in regular contact with candidates during their first 12 months in employment through check-in calls and meetings.
• Record all candidate and employer interactions and outcome reporting on the Itris recruitment CRM database.

3. Management of the Preston Team (Within Six Months)

You will:

• Line manage and develop the Preston office’s Recruitment Consultants, Trainee Recruitment Consultants and Resourcer, leading by example across business development and candidate support activities.
• Run the Preston office efficiently and effectively, ensuring the charity can carry out its work and, alongside the Operations Director, help develop, agree and implement business, operational and annual plans.
• Identify appropriate methods for monitoring office performance and report regularly to the Operations Director on performance against business, operational and annual plans and budget expectations.
• Ensure the office is aware of best practice and consistently works to achieve this within the constraints set by the Trustees and available resources.
• Facilitate regular group clinical supervision sessions for yourself and all team members.

4. External and Internal Relations

You will:

• Maintain and extend a network of referral partners who can direct candidates to us for job finder support, including charities, Jobcentres, probation services and police teams.
• Cultivate these relationships through regular visits, communication and updates.
• Assist in developing the charity’s local public profile and foster positive relationships with government, statutory, voluntary, private sector and other external stakeholders.
• Monitor changes in the external environment that may affect the charity, proactively advising the Operations Director and taking appropriate action where necessary.

This is a non-exhaustive list of tasks and may be amended from time to time in line with the needs of the charity.

Our Interview Process

This vacancy will close on 6th September, with applications being shortlisted on 7th September.

If you are successful at the shortlisting stage, you will be invited to attend the first stage of our interview process on Tuesday 8th September, between 4:30pm and 7pm, at our new offices in Preston.

We want our recruitment process to give you the opportunity to get to know The Recruitment Junction (TRJ) just as much as it allows us to get to know you.

The evening will begin with an introduction to TRJ from our CEO and Senior Leadership Team, giving you the opportunity to hear more about who we are, our values. the work we do and what it is like to be part of our team. You will also have the opportunity to ask questions in an open audience environment, allowing you to find out more about TRJ, our work and our organisation. Refreshments will also be provided.

You will then have a short, informal, face-to-face conversation with one of our hiring managers. This is designed to be a relaxed opportunity for us to learn a little more about you, while also giving you the chance to ask questions and decide whether TRJ is somewhere you would like to continue pursuing a career.

Following the first-stage event, we will invite successful candidates for a formal final interview.

Key dates:

• Applications close: 6th September
• Shortlisting: 7th September
• Stage One – Recruitment Evening: Tuesday 8th September, 4:30-7pm
• Stage Two – Formal Final Interview: Wednesday 16th September – time to be confirmed

We hope this approach creates a welcoming and informal first stage, giving you a genuine opportunity to learn more about TRJ, meet members of our team and decide whether we are a fit for each other.

Recruitment Consultant

Location

Preston

Length of contract

Full time and permanent

Hours

37.5 hours per week, Monday to Friday

To be worked between 8am and 6pm (inc 30-minute unpaid lunchbreak)

Pay Scale

£28,000 - £34,000 per annum plus on target bonus

Responsible to     

Director

Holiday entitlement

Paid holiday entitlement of 28 days, plus 8 bank holidays (both calculated pro rata for part time employees)

Plus a day’s leave on your birthday, plus a wellbeing day’s leave (not calculated pro rata)

The role                     

To place ex-offender candidates into sustainable paid employment with local employers

Purpose

We place people with convictions into paid work, so they can build purposeful lives and see their families thrive

Mission

We do this by providing practical employment support, linking them to companies with good jobs

Vision

A  society  where  people’s  past  convictions  don’t  define  their  employment future

Duties and Tasks

There are three main areas of work, all of which are vital to achieving the key positive outcome for the individuals we support: sustained meaningful employment.

1. Job Finder Support

Interviewing ex-offenders, offering one-to-one job coaching to help them into work, and providing ongoing mentoring for the first 12 months in employment.

Ours is a face-to-face, holistic and wraparound service that culminates in our candidates finding good jobs that last, with a wide array of socially inclusive employers on our books. Our job finder support can begin in custody and continue through the gate into the community, or start in the community. Typically, we will work with a person for between one and three months to establish work readiness and will continue to support them for up to a year once they find employment. Many people stay in touch and return to us for their second or third job over a period of years, and we consider our door to be open for as long as support is needed.

You will:

• Conduct one-to-one assessments with job-seeking candidates and, using your professional judgement, accept them directly into our paid-work search services or refer them to partner organisations for pre-employability support where issues such as substance misuse or homelessness remain significant barriers.
• Work with candidates over several weeks and months as a job mentor, meeting regularly to assist in all aspects of their job search.
• Help craft strong CVs and disclosure letters, ensuring candidates understand the facts and disclosure obligations relating to spent and unspent convictions.
• Check that candidates have the correct Right to Work documentation and arrange replacement birth certificates and National Insurance letters where required.
• Book candidates onto relevant training courses with third-party providers, including CSCS cards, HGV driver training and renewable energy qualifications.
• Encourage and support candidates in their own job search activity, including teaching them how to use online job boards and complete application forms.
• Submit candidates for vacancies with our inclusive employer partners and proactively identify additional opportunities on their behalf.
• Organise interviews, ensuring candidates have suitable interview clothing and the financial means to travel to interviews where required.
• Follow up immediately after interviews, helping candidates process outcomes, manage expectations and rebuild confidence if unsuccessful.
• Confirm job starts with both candidate and employer, ensuring candidates have access to any required workwear and travel-to-work support.
• Offer practical assistance as needed, including food parcels, hygiene packs, pre-loaded SIM cards, clothing and utility top-ups.

2. New Employer Engagement

Expanding our network of employers to generate a regular flow of job opportunities and enable more candidates to move into work.

This requires new business development and excellent relationship management. You will identify the roles most sought after by our candidates and focus on employers who demonstrate agility and responsiveness in their hiring processes. Contacts are likely to include business owners, divisional managers and site supervisors rather than social value or EDI teams.

You will:

• Proactively approach local employers advertising roles that match the skills and experience of current candidates, with the aim of securing interviews and recruitment instructions.
• Approach organisations that are not currently recruiting but are likely to offer suitable opportunities in the future.
• Maintain and develop a database of active and prospective employers.
• Take ownership of specific sectors or geographical areas in consultation with colleagues to maximise reach and avoid duplication.
• Visit employers to explain our services, answer questions about employing people with convictions and gain a thorough understanding of the workplace environment.
• Select and submit suitable candidates, advocating for each individual based on your knowledge of their strengths, achievements and progress.
• Positively challenge employer concerns where appropriate and advocate for fair consideration of candidates.
• Disclose offending history and risk profiles appropriately, highlighting personal attributes and workplace strengths while guiding employers through the recruitment process in partnership with the candidate.

3. In-Work Support

Supporting candidates to sustain employment for up to one year after starting work.

Maintaining employment is a key part of the journey. Newly employed candidates, particularly recent prison leavers, can face a range of practical, emotional and lifestyle challenges. The strongest chance of successfully supporting both candidate and employer comes from strong relationships built on trust, honesty and confidence.

You will:

• Advise employers on successfully onboarding new employees during their first weeks and months in work.
• Help employers understand and accommodate any additional support needs, such as housing transitions, medical appointments or probation requirements.
• Be aware of and proactively manage issues relating to media attention around previous convictions, including advising on measures to protect privacy and reputation where appropriate.
• Maintain regular contact with candidates during their first 12 months in employment through phone calls, meetings and ongoing mentoring support.
• Record all candidate and employer interactions, progress and outcomes on the Itris recruitment CRM database.

This is a non-exhaustive list of tasks and may be amended from time to time in line with the needs of the charity.

Our Interview Process

This vacancy will close on 6th September, with applications being shortlisted on 7th September.

If you are successful at the shortlisting stage, you will be invited to attend the first stage of our interview process on Tuesday 8th September, between 4:30pm and 7pm, at our new offices in Preston.

We want our recruitment process to give you the opportunity to get to know The Recruitment Junction (TRJ) just as much as it allows us to get to know you.

The evening will begin with an introduction to TRJ from our CEO and Senior Leadership Team, giving you the opportunity to hear more about who we are, our values. the work we do and what it is like to be part of our team. You will also have the opportunity to ask questions in an open audience environment, allowing you to find out more about TRJ, our work and our organisation. Refreshments will also be provided.

You will then have a short, informal, face-to-face conversation with one of our hiring managers. This is designed to be a relaxed opportunity for us to learn a little more about you, while also giving you the chance to ask questions and decide whether TRJ is somewhere you would like to continue pursuing a career.

Following the first-stage event, we will invite successful candidates for a formal final interview.

Key dates:

• Applications close: 6th September
• Shortlisting: 7th September
• Stage One – Recruitment Evening: Tuesday 8th September, 4:30-7pm
• Stage Two – Formal Final Interview: Wednesday 16th September – time to be confirmed

We hope this approach creates a welcoming and informal first stage, giving you a genuine opportunity to learn more about TRJ, meet members of our team and decide whether we are a fit for each other.

As Individual Giving Senior Executive, you'll play a key role in developing and delivering multi-channel campaigns that inspire supporters to continue and deepen their relationship with the Charity. 

You'll manage a varied portfolio of appeals, supporter retention, development, upgrade, cross-sell and reactivation activity, working across channels including direct mail, email and telephone. From campaign planning and creative development through to analysis and reporting, you'll take ownership of projects that help grow supporter loyalty and maximise long-term income.

Working closely with colleagues across the Charity and external agencies, you'll lead on the planning and delivery of campaigns and supporter journeys that place supporters at the heart of everything we do.

This role also includes line management responsibility for an Individual Giving Assistant, making it an excellent opportunity for someone looking to build their leadership experience.

About us

At The Royal Marsden Cancer Charity, we raise money to save the lives of people affected by cancer. The funds we raise support world-leading research, state-of-the-art equipment and exceptional patient care at The Royal Marsden, helping deliver breakthroughs that benefit people with cancer across the UK and around the world. 

We're entering an exciting period of growth, with ambitious plans to increase income, grow our supporter base and deliver exceptional supporter experiences. That's why we're looking for a talented Individual Giving fundraiser to join our Supporter Retention & Development team.

About you

We're looking for someone who combines strong direct marketing experience with excellent project management skills and a genuine passion for creating outstanding supporter experiences. 

You will have:

• Experience delivering successful Individual Giving or direct marketing campaigns, ideally focused on supporter retention and development. 
• Strong project management skills, with experience managing multiple campaigns, budgets and deadlines. 
• Confidence analysing campaign performance and using insight to inform future activity and testing. 
• Experience working with databases, data selections and campaign reporting. 
• Excellent communication and relationship-building skills, with experience working with agencies and suppliers. 
• Strong organisational skills, attention to detail and the ability to manage competing priorities. 

Experience of digital fundraising, mid-value giving or telephone fundraising campaigns would be an advantage, but is not essential. 

Why join us?

This is a fantastic opportunity to develop your fundraising career at one of the UK's leading cancer charities and help The Royal Marsden to revolutionise cancer treatment through groundbreaking research, and deliver world-leading care.

We offer:

• 27 days' annual leave plus bank holidays, rising with service
• Hybrid and flexible working (60% home working)
• Generous pension contributions
• Enhanced maternity and adoption pay
• Life insurance
• Employee assistance programme
• Subsidised canteens
• Access to learning and development opportunities
• A supportive, collaborative and values-led culture 

Our values

We're proud to be Respectful, Kind, Ambitious, Purposeful and Versatile. If you share our values and want to use your fundraising skills to make a meaningful difference to people affected by cancer, we'd love to hear from you. 

Apply today and help us make life-saving breakthroughs happen for people with cancer, now and in the future.

At Bipolar UK, we believe that no one should face bipolar alone. Every day, we work to ensure that people affected by bipolar can access the understanding, support and information they need to live well. As the UK's only national charity dedicated to bipolar, we reach around 10,000 people each month through our peer support services, online community, information resources, research partnerships and campaigns to improve diagnosis and access to care. 

We're entering an exciting period of growth and are looking for a passionate Senior Partnership Officer to help us build the partnerships and funding needed to expand our impact. Could you help us create a future where everyone affected by bipolar has access to timely support and specialist services? 

As Senior Partnership Officer, you'll play a pivotal role in developing and managing high-value relationships with corporate partners, major donors and strategic supporters. You'll identify and secure new partnership opportunities, create compelling funding propositions and steward supporters to deepen their engagement with Bipolar UK. Your work will directly help us reach more people affected by bipolar and deliver life-changing support across the UK. 

Key Details

Location: Flexible, home-based with occasional travel to events and team meetings. 

Hours: 35 hours per week. 

Salary: £35,000 depending on experience. 

Annual Leave: 25 days plus Bank Holidays (with an additional day accrued per each year of service)

Reporting to: Strategic Partnerships Manager. 

What You'll Be Working On

• Building and securing new corporate fundraising and strategic partnership opportunities. 
• Developing tailored partnership proposals and delivering engaging pitches to prospective supporters. 
• Managing and growing relationships with corporate partners, major donors and strategic allies. 
• Working with colleagues across services, fundraising and communications to develop innovative partnership opportunities. 
• Providing excellent stewardship through meetings, events, impact reporting and regular supporter engagement.
• Recording and tracking partnership activity through Salesforce and supporting effective monitoring and evaluation.

This Job Is For You If...

• You're a confident relationship builder who enjoys connecting with supporters and stakeholders. 
• You have experience securing income through partnerships, fundraising or business development. 
• You can create compelling written proposals and communicate persuasively with a range of audiences. 
• You're highly organised and able to manage multiple opportunities and projects simultaneously. 
• You're motivated by making a meaningful difference to the lives of people affected by bipolar. 

At Bipolar UK, we value diversity and encourage applications from people of all backgrounds and experiences. If you're excited about the role but don't meet every requirement, we'd still love to hear from you. Together, we can ensure that more people affected by bipolar receive the support they need.

Westcott House is seeking to appoint a full-time Finance Director to take up post in October 2026, or as soon as possible thereafter. As a member of Senior Leadership, this is a dynamic role helping to lead the college in its strategic development and implementation, and in its delivery of exceptional theological education.

The Role

This is an exciting opportunity for an experienced and capable Finance Director to make a difference in a Christian charity with an open and inclusive ethos.

The Finance Director is a member of the Senior Leadership of the college and has a pivotal role in ensuring its success. The Finance Director supports the Principal and Trustees in developing and implementing the strategy of the college, oversees and ensures excellent delivery of all financial operations, ensures compliance with all legal and regulatory structures applicable to the college, and ensures clear processes and robust controls are in place and adhered to consistently.

Theological education in the Church of England has faced challenges in recent years, with a drop in numbers training for ministry. We are looking for a senior colleague who will be inspired by the opportunity to help us navigate the coming years on a secure financial footing, so we continue to deliver exceptional theological education for the Church. 

This is a permanent, full-time role. The post holder will be expected to work on site, subject to any reasonable adjustments required under the Equality Act 2010. The salary for this position is currently £62,500 per annum. The 2026 pay review is underway, and any increase would apply from 1 September 2026.

Benefits include:

• 38 days annual leave (including public holidays)
• Generous non-contributory pension scheme
• Free meals on site during working hours in term
• On-site parking
• A rewarding work environment within a friendly, welcoming team

About Us

Situated in central Cambridge, Westcott House is a theological college that prepares people for public ministry in the Church of England and offers theological education, training and research opportunities to clergy and lay people.

Training people for ministry in the Church of England has been our core work over many years and continues to shape our life as a community. More recently we have been joined by increasing numbers of lay and ordained independent students, typically studying at a distance, who now make up around half of our student body.

Application Process

The closing deadline for applications is 12 noon, Wednesday 9 September 2026.

The successful candidate will be required to demonstrate their right to work in the UK before employment commences. Westcott House is an equal opportunities employer and will select candidates against the criteria in the job description and person specification. Applications are particularly encouraged from candidates of UKME and global majority heritage. Reasonable adjustments will be made for disabled applicants throughout the recruitment process where required.

Westcott House is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. All post holders are expected to share this commitment.

Interviews will be held in September at Westcott House, Cambridge. Reasonable UK travel expenses will be paid. 

Further particulars, including how to apply, are available on our website.

Legal Officer, Immigration Law Practitioners’ Association (ILPA)

Job Title: Legal Officer

Organisation: ILPA

Contract: Permanent

Salary: Up to £36,000 per annum

Location: Hybrid. Primarily remote with one weekly hub day in London. Working arrangements may change.

Application Deadline: 4 September 2026

Job Description

About ILPA:

The Immigration Law Practitioners’ Association (ILPA) is the leading professional membership body for practitioners working in immigration, economic migration, asylum and nationality law. ILPA works across the full breadth of immigration law and policy including asylum and refugee protection, detention and removals, legal aid and access to justice, tribunals and appeals, and economic migration and sponsorship policy.

We exist to promote and improve the law and practice of immigration, economic migration, asylum and nationality law and to ensure that policy and legislation are informed by evidence, expertise and the lived experience of those affected.

Legal Officer:

ILPA is recruiting a Legal Officer to support delivery of ILPA’s legal and policy work, undertaking detailed legal analysis, parliamentary support and member engagement. The role will sit horizontally alongside an existing Legal Officer post.

What we are looking for:

We are seeking candidates who bring:

• Strong expertise in UK immigration, economic migration, asylum and nationality law
• Excellent legal and policy analysis and drafting skills
• A commitment to improving law, policy and practice
• The ability to work collaboratively in a small, expert team

The role offers the opportunity to influence national debate, work closely with leading practitioners and contribute meaningfully to the development of immigration law and policy.

Why work at ILPA

• National profile and respected reputation
• High-impact policy and legal work
• Flexible and supportive working culture
• Collaborative, expert-led organisation

Job Description

Purpose of the role

The Legal Officer will play a key role in supporting ILPA’s legal and policy work on immigration, economic migration, asylum and nationality law.

Working under the direction of the Director of Policy and Advocacy, the post holder will engage in detailed legal and policy analysis, support parliamentary and influencing activity, support legal project delivery, and contribute to high-quality information and engagement for ILPA members. The Legal Officer will need to work reliably and flexibly across a broad range of legal and policy issues, often at short notice.

The Legal Officer will also work with the Director of Strategic Litigation and Advice where legal policy and strategic litigation intersect.

Key responsibilities

1. Legal and policy analysis

• Produce high-quality analysis of immigration, economic migration, asylum and nationality law and policy.
• Monitor developments in legislation, case law and policy, including secondary legislation and guidance.
• Prepare written briefings, updates and summaries for members, trustees and external stakeholders.
• Support the Director of Policy & Advocacy in the development and delivery of ILPA’s legal strategy.

2. Parliamentary and influencing work

• Support ILPA’s parliamentary work, including monitoring legislation and parliamentary business.
• Draft consultation responses, briefings and evidence submissions.
• Assist in engagement with parliamentarians, officials, peers and external organisations.
• Support the organisation of meetings and briefings with MPs, peers, civil servants and sector partners.
• Contribute to ILPA’s influencing activity through written and oral advocacy.

3. Member engagement and sector support

• Liaise with ILPA members to gather evidence and practice insight to inform policy positions.
• Support ILPA’s thematic working groups, including attending meetings and progressing agreed actions.
• Respond to and triage member enquiries, directing issues to appropriate working groups or colleagues, and escalating complex queries as needed.
• Promote knowledge-sharing across the immigration and advice sector.
• Prepare agendas and papers for meetings, and take/circulate minutes and actions points.

4. Legal project delivery

• Ensure project outputs are delivered on time and to the required standard.
• Contribute to monitoring, evaluation and funder reporting where required.
• Provide general administrative support to the legal team, including coordination for external meetings, taking and sharing minutes, organising correspondence, and storing materials timely and safely.

5. Information management and publications

• Ensure legal and policy information is accurately stored, organised and retrievable.
• Work with the Content and Communications Manager to ensure accuracy and clarity of published legal content, and draft the legal section of ILPA’s weekly newsletter, and parts of the Annual Report.

6. Organisational contribution

• Support cross-team working with training, content and litigation colleagues.
• Contribute to organisational planning, learning and continuous improvement.
• Undertake other duties consistent with the seniority of the role.

Accountability and relationships

Reports to: Director of Policy & Advocacy

Key working relationships:

• Legal Officer
• Legal Project Officer
• Director of Strategic Litigation and Advice
• Content and Communications Manager
• Training Manager
• Membership Engagement Manager
• Chief Executive and Trustees

Person specification

Essential

• Appropriate post-qualification experience in UK immigration, asylum and nationality law, or equivalent expertise demonstrated through substantial legal practice or policy work at an equivalent level;
• Substantial knowledge and experience of UK immigration, economic migration, asylum and nationality law;
• Strong legal and policy analysis and drafting skills;
• Ability to communicate complex legal information clearly;
• Experience of parliamentary or government engagement;
• Excellent organisational skills and ability to manage a high volume of work, competing deadlines, and shifting priorities in a fast-paced environment;
• Experience of member, stakeholder or practitioner engagement;
• Ability to work independently and collaboratively with partners across the sector;
• Commitment to ILPA’s charitable objectives.

Desirable

• Knowledge of parliamentary process and legislative scrutiny;
• Experience supervising or supporting junior colleagues;

• Experience of project management or grant-funded work;
• Experience of using different software, including WordPress, Salesforce and Campaign Monitor.

How to apply

To apply, please complete:

• ILPA Application Form
• ILPA Equalities Monitoring form

And submit these with your CV to our recruitment email address. Please see our website (linked) for full details on how to submit your application and our contact for this job ad.

This vacancy advert may be taken down from our job board earlier than the stated deadline if a high standard of applications is received. 

We welcome applications from everyone and particularly encourage applications from people whose backgrounds, experiences or circumstances are under-represented in our workforce, including people with lived experience of migration and people with a disability. We are committed to building a diverse and inclusive workforce, including at senior grades. To reduce bias in our shortlisting process, ILPA operates an anonymised application process. If for any reason you prefer to apply in a different format, or require adjustments to the process, please get in touch.

Over the past decade, Escapeline has become a recognised leader in the prevention of child criminal and sexual exploitation across the South West. Through awareness raising, education, direct intervention, family support, professional training and strong partnership working, we have empowered thousands of children, young people, families and professionals to better understand, identify and respond to the risks of exploitation.

Our work has never been more important. As the nature of exploitation continues to evolve, so too must our response. We are therefore seeking an exceptional Chief Executive who can provide visionary leadership, inspire confidence among stakeholders, strengthen strategic partnerships and ensure Escapeline continues to be at the forefront of protecting vulnerable children and young people.

Building on our strong foundations, we see significant opportunities to expand our reach and deepen our impact, particularly across Dorset and Wiltshire, where support for the charity remains strong and continues to grow. The successful candidate will have the opportunity to shape the next chapter of our development, broadening our influence, diversifying income streams, enhancing our services and securing long-term sustainability.

While preventing the exploitation of children will always remain our core purpose, we are equally committed to supporting the wider impact that exploitation has on families. Our specialist helpline and parent support community provide a vital source of guidance, understanding and hope for families who often feel isolated and overlooked by traditional support services. We are determined to strengthen and expand this provision, ensuring that no family faces these challenges alone.

We are looking for a leader who combines strategic vision with emotional intelligence, commercial awareness with compassion, and ambition with an unwavering commitment to our values. You will lead a dedicated team, work alongside an engaged and supportive Board of Trustees, and build on a reputation that has been earned through years of trusted and impactful work.

Most importantly, you will have the opportunity to make a lasting difference to the lives of children, young people and families at a time when that difference is urgently needed.

If you are inspired by our mission and share our ambition to create safer futures for children and young people, we would be delighted to hear from you.

This is a pivotal senior leadership role with full strategic and operational accountability.  Leadership and exceptional communication skills will be critical as The DBR Foundation establishes and grows.  Reporting to the Board of Trustees, the Chief Executive Officer will have a proven track record and experience as a CEO or in a similar executive leadership position.  An extensive knowledge of the implementation of charity governance will be essential in this role. 

The Chief Executive Officer will be responsible for the drafting and implementation of policies and procedures, ensuring financial sustainability, overseeing activities, memberships, fundraising and advocacy.

The Chief Executive Officer will have responsibility for recruitment and establishing a new team, resources and managing key relationships in line with the overall strategic policies, direction, goals and budget, for the purposes of advancing The DBR Foundation’s objectives, purpose and identity worldwide.

The DBR Foundation’s objectives are:

• The improvement of health by furthering the advancement of the theory and practice of Deep Brain Reorienting ("DBR")
• The relief of emotional and psychological distress wherever it may arise by the provision of appropriate DBR training and therapy
• The relief of poverty and distress wherever it may arise by the provision of humanitarian aid, by supporting other like-minded charities

Key Responsibilities

Leadership, Strategy & Organisational Direction:

• Lead strategic initiatives and sustainable organisational long-term development
• Drive sustainable growth and measurable impact
• Lead organisational strategy and service development
  

Operations & Service Quality:

• Oversee all operational delivery
• Ensure members are equipped with relevant, up-to-date, and impactful resources

Financial Management, Corporate Governance & Regulatory Compliance:

• Provide strong financial oversight and sustainability planning
• Ensure regulatory, and governance compliance
• Performance and risk overview to the Board of Trustees

Business Development & Commissioning:

•  Income strategy and fundraising
• Grant applications and partnership funding
• Building relationships and funder partnerships

 People & Values:

• Build a high performing operational team
• Establish a culture that reflects the core values and culture of the Foundation

External Engagement & Stewardship:

• Act as senior ambassador and spokesperson
• Represent the Foundation across statutory, voluntary, education and health sectors
• Strengthen partnerships and influence

Essential Skills:

• Senior leadership experience in the charity, public or social sector
• Strong organisational and operational management experience
• Experience working with a Board of Trustees
• Proven financial oversight and budget responsibility
• Experience delivering organisational strategy
• Fundraising or income generation leadership experience
• Strong partnership and stakeholder management skills
• Commissioning and contract delivery experience

Help transform healthcare for patients across Bristol, Weston and beyond

At Bristol & Weston Hospitals Charity, we do great things for everyone. From first breaths to final goodbyes, our work touches over 1.75 million patients across our hospitals. Together with our supporters, NHS colleagues and partners, we fund projects that bring comfort, hope and innovation to patients and their families.

We're looking for an experienced and strategic finance leader to join our Senior Management Team during an exciting period of delivery and growth following our recent merger with Southmead Hospital Charity.

This is a rare opportunity to use your expertise to help improve healthcare for patients, families and NHS staff across the region. Reporting directly to the CEO, you'll play a pivotal role in shaping the charity's future, ensuring strong financial stewardship, effective governance and operational excellence across the organisation so that together we can create the greatest possible impact.

About the role

As Director of Finance & Operations, you'll provide strategic leadership across finance, operations, governance, risk management and charitable grant-making. You'll work closely with the CEO, Trustees and senior colleagues, helping guide key decisions that support the charity's long-term sustainability and impact.

No two days will be the same. One moment you could be presenting financial insights to the Board, the next working alongside NHS colleagues to identify where charitable funding can make the greatest difference for patients, families and staff. You might be leading an operational improvement project, overseeing risk and governance, supporting investment decisions, or helping develop our people and culture. You'll also have opportunities to meet the incredible supporters, donors and fundraisers whose generosity makes our work possible, giving you a direct connection to the impact of the charity and the communities we serve.

You'll lead and support a talented team, including our Financial Controller, Head of Grants and Head of Operations, creating an environment where people can thrive and continue delivering outstanding results.

About you

We're looking for a qualified accountant with significant senior leadership experience in the charity sector and a track record of providing strategic financial leadership at executive or director level.

You'll bring:

• Strong experience presenting to boards and trustees and influencing decision-making.
• Expertise in financial strategy, budgeting, cashflow management, reporting and audit.
• Excellent communication skills, with the ability to make complex financial information clear and accessible.
• Experience of charity governance, risk management and regulatory compliance.
• A collaborative leadership style and a talent for building trusted relationships with a wide range of stakeholders.
• Experience leading operational, digital or systems improvement initiatives.

Most importantly, you'll share our commitment to improving healthcare and making a lasting difference for patients and communities across Bristol, Weston and beyond.

Please note we are looking for the successful candidate to start in early to mid October to ensure a handover period with the substantive Director of Finance & Operations before she goes on maternity leave.

Why join us?

This is an opportunity to use your financial and operational expertise for a cause that matters. You'll join a passionate and supportive team and play a key role in helping the charity deliver extraordinary impact in our hospitals every day. In addition, you'll enjoy: 

• 27 days annual holiday entitlement plus an additional day off on your birthday and a wellbeing day. Plus, an additional two days leave after five years of service.

• Commitment to hybrid and flexible working. 

• Competitive pension scheme. We'll match employee pension contributions up to 8% (minimum 5%). 

• Additional support via our enhanced Employee Assistance Programme, including up to eight sessions with a licensed counsellor. 

• Life assurance cover - 4x annual salary 

• Commitment to training and development with budget set aside 

• Medicash health plan - claim cash towards a range of medical costs 

• Free Blue Light Card that allows access to hundreds of discounts at major retailers. 

If you're an experienced charity finance leader who combines strategic thinking with hands-on delivery, we'd love to hear from you.

1st stage interviews: 23/24th September.2nd stage interviews: 29/30th September.

DIVERSITY & INCLUSION

Bristol & Weston Hospitals Charity is committed to diversity, equity and inclusion.

We are committed to a fair and inclusive recruitment process and use anonymised recruitment, removing personal details such as names and email addresses during shortlisting.

As a Disability Confident and Mindful Employer, we will offer an interview to a fair and proportionate number of disabled applicants who meet the eseential criteria for the role. If you wish to share information about a disability or long-term condition and would like us to consider any adjustments, please let us know in your application.

Role Purpose 

The Chief Executive Officer will provide strategic, operational and values-led leadership for Home-Start Norfolk, ensuring the charity delivers its mission, supports its families effectively and remains financially sustainable. Working closely with the Board of Trustees, the CEO will lead the organisation’s strategy, people, services, partnerships, governance, income generation and volunteer strategy, while acting as an ambassador for the charity and its work. 

Key Responsibilities 

Strategic Leadership 

• Lead the development and delivery of the charity’s strategic plan in partnership with the Board of Trustees. 

• Translate the charity’s vision, mission and values into clear priorities, measurable objectives and effective operational plans. 

• Identify opportunities for growth, innovation, collaboration and improved impact. 

• Ensure services and activities remain responsive to beneficiary needs and changing external circumstances. 

Governance, Compliance and Risk 

• Support the Board of Trustees to fulfil its governance responsibilities through clear reporting, sound advice and timely information. 

• Ensure the charity complies with charity law, company law where applicable, employment law, fundraising regulation, data protection requirements, safeguarding duties and all relevant regulatory obligations. 

• Maintain a robust approach to risk management, internal controls, policies and procedures. 

• Promote transparency, accountability and ethical decision-making across the organisation. 

Financial Leadership and Income Generation 

• Provide overall leadership for financial planning, budgeting, forecasting and long-term sustainability. 

• Work with trustees and senior colleagues to ensure resources are used effectively and in line with charitable objectives. 

• Lead the development of a diverse and resilient income strategy, including grants, trusts and foundations, individual giving, corporate partnerships, contracts and other appropriate income streams. 

• Maintain strong relationships with funders, commissioners, donors and supporters, ensuring excellent stewardship and reporting. 

Service Delivery, Quality and Impact 

• Ensure the charity delivers high-quality, safe and effective services that achieve positive outcomes for families. 

• Embed continuous improvement, evidence-based practice and meaningful beneficiary involvement. 

• Oversee monitoring, evaluation and impact reporting to demonstrate the value and effectiveness of the charity’s work. 

• Champion safeguarding, inclusion, accessibility and dignity in all areas of service delivery. 

• Comply with Home-Start UK’s Quality Audit Policies and Process, to ensure the charity maintains a high standard of quality assurance. 

People, Culture and Organisational Development 

• Lead, support and develop the senior leadership team and staff, creating a positive, inclusive and high-performing culture. 

• Ensure the charity has the right structures, systems, skills and capacity to deliver its strategy. 

• Promote wellbeing, learning, accountability and collaboration across the organisation. 

• Ensure effective HR, performance management and recruitment practices are in place. 

Volunteer Leadership 

• Provide strategic leadership for the development and delivery of the charity’s volunteer strategy, ensuring it supports organisational priorities and beneficiary needs. 

• Oversee effective volunteer recruitment, induction, training, supervision, support, retention and recognition. 

• Ensure volunteers are valued, well-supported, appropriately deployed and able to contribute safely and confidently to the charity’s work. 

• Develop a sustainable volunteer workforce plan, identifying current and future volunteer capacity, skills and support requirements. 

• Promote a positive volunteering culture that reflects the charity’s values and strengthens engagement, inclusion and community connection. 

External Relations, Partnerships and Advocacy 

• Act as the public face and senior ambassador for the charity, representing it with credibility and confidence. 

• Build and maintain strong relationships with beneficiaries, partners, funders, commissioners, local communities, statutory bodies and sector networks. 

• Raise the charity’s profile and influence through effective communications, thought leadership and advocacy. 

• Promote collaboration and partnership working to extend reach, improve outcomes and strengthen sustainability.