Strategic design lead jobs in Manchester

The marketing and communications team is small but mighty. We help people find the School for Social Entrepreneurs (SSE), understand what we do and take the next step, whether that is applying for a programme, booking a workshop, coming to an event, becoming a partner or engaging with our work.

We lead programme recruitment across SSE. That includes campaign planning, email marketing, social media, web content, partner communications and applicant journeys. We also manage SSE’s outbound communications, making sure our messages are clear, timely and joined up across newsletters, press, stakeholder updates, programme promotion and wider brand activity.

It is a creative, varied team where the work moves quickly and no two days feel the same. You will work across the full communications mix, helping us turn ideas, stories and programme information into clear, engaging content that reaches the right people and encourages them to act.

The work is fast-paced, but it is also genuinely rewarding. Good marketing at SSE means more social entrepreneurs hear about the support available to them, more partners understand our impact and more people see the value of social enterprise. We are practical, collaborative and always looking for ways to improve. If you enjoy making things clearer, sharper and more engaging, and you want to see your work make a real difference, this is a brilliant team to be part of.

Talent Acquisition Partner (Permanent)

Manchester, United Kingdom

Starting salary £41,628 - £47,100

About MAG:

MAG (Mines Advisory Group) is an international humanitarian organisation based in Manchester, UK, and working in 32 countries. We remove landmines and unexploded ordnance to release safe and productive land for communities, and work to reduce the threat of armed violence by supporting governments to safely manage weapons and ammunition. In 1997, MAG was a co-recipient of the Nobel Peace Prize for our work campaigning for the Anti-Personnel Mine Ban Convention.

About the role:

Reporting to the Head of Talent, you will manage the operational delivery of MAG’s external and internal talent acquisition processes including recruitment, promotion, and deployment, managing day to day hiring activity and ensuring fair, timely and inclusive processes.

You will provide operational guidance to the Recruitment Officers, support hiring managers throughout the recruitment cycle, and manage the effective operational use of our applicant tracking system. You will build talent pipelines, produce recruitment data and reporting, and work closely with HR Managers to ensure smooth onboarding and strong workforce planning. The role is central to improving the candidate experience and strengthening MAG’s overall talent acquisition capability.

Job Purpose:

The Talent Acquisition Partner manage the operational delivery of MAG’s external and internal talent acquisition processes including recruitment, promotion, and deployment, managing day to day hiring activity and ensuring fair, timely and inclusive processes.

The role provides operational guidance to the Recruitment Officers, supports hiring managers throughout the recruitment cycle, and manages the effective operational use of our applicant tracking system. The Talent Acquisition Partner builds talent pipelines, produces recruitment data and reporting, and works closely with HR Managers to ensure smooth onboarding and strong workforce planning. The role is central to improving the candidate experience and strengthening MAG’s overall talent acquisition capability.

Job Description

Recruitment Delivery and Coordination with HR Managers

• Ensuring adherence to best practice recruitment and EDI policies and principles, operate as a strategic partner to the business, providing best practice advice and guidance on recruitment and selection.
• Lead end to end recruitment for your allocated roles, working closely with hiring managers to understand their needs and design fair, ensuring inclusive and efficient selection processes.
• Undertake evidence-based approaches to longlist candidates, develop interview and assessment materials, and support panels to make consistent and transparent hiring decisions.
• Take part in interviews and facilitate panel discussions to ensure consistency and alignment with best practice.
• Provide HR managers with regular updates, managing timelines, risks, and expectations throughout the process.
• Under direction of Head of Talent, support internal movement, promoting opportunities through internal channels, supporting in implementing succession plans and retention strategies.

Team Leadership and Workflow Coordination

• Manage and motivate two Recruitment Officers to perform to a high standard to deliver high quality recruitment support across the organisation, helping them prioritise work, strengthen their skills.
• Conduct appraisal meetings in line with MAG policy, agreeing and reviewing progress towards individual targets on a regular basis.
• Coordinate workloads across the team  to ensure recruitment activity flows smoothly and deadlines are met.
• Work towards creating a collaborative, supportive, and high achieving team culture.

Systems, Data and Continuous Improvement

• Lead the effective operational use of our applicant tracking system, ensuring that workflows, templates, and data are accurate and support strong decision making.
• Support the Head of Talent with recruitment metrics, providing insights on performance, diversity, and candidate experience to inform strategic decision making.
• Collaborate with the Head of Talent to identify system improvements and support their implementation.
• Safeguard the accuracy and integrity of recruitment data, ensuring adherence to compliance, safeguarding and privacy standards.

Talent Pipelines and Market Engagement

• Build and maintain talent pools for recurring or hard to fill roles, engaging proactively with potential candidates.
• Maintain accurate talent pipelines within the ATS for future recruitment campaigns.
• Monitor developments in labour markets, sourcing channels and recruitment trends to inform planning

HR Operational Support and Administration

• Review new starters, internal moves, and programme changes as required.
• Review offer documentation for accuracy and consistency.
• Oversee background checking processes, ensuring timely follow up and accurate handover to HR Operations.
• Check that all candidate documentation and approvals within the selection and deployment process are consistent, accurate and compliant.
• Update payroll change spreadsheets and collaborate with HR Operations to ensure data accuracy.
• Ensure new starter information is complete and submitted within required timelines.

Collaboration with other Centres of Excellence

• Work closely with HR Operations to ensure new starters are onboarded smoothly, with accurate documentation and timely handovers.
• Work with Safeguarding to ensure that MAG’s safe recruitment principles are integrated into recruitment processes and used in practice.
• Partner with HR Managers to understand programme needs, plan for upcoming vacancies and align recruitment with organisational priorities.
• Contribute to developing tools, guidance and training that will help managers to recruit confidently and consistently.

All staff are expected to undertake the following general duties:

• Work within the framework of MAG’s core values, promoting its ethos and mission statement.
• Work towards achieving programme and/or department business plan objectives.
• Ensure familiarity with and adhere to all MAG policies and procedures and keep informed of MAG activities.
• Undertake and apply learning from appropriate training and development programmes. 
• Occasionally required to travel internationally, sometimes to developing countries and areas in conflict.
• Undertake the role in a manner appropriate to the cultural context and within the local legal framework.
• Understand and uphold the standards outlined in MAG’s Safeguarding Framework, acting with due care and attention to safeguard the wellbeing of anyone that comes into contact with MAG’s work and reporting concerns if they do arise.

Requirements

About you:

You will have strong experience leading a talent acquisition team to deliver end-to-end recruitment in an international or multi-site context. Confident using applicant tracking systems and recruitment technologies, you bring experience in direct sourcing and building talent pipelines for hard-to-fill roles. A collaborative and credible partner, you work effectively with stakeholders across the organisation and closely with HR operational teams.

You are proactive, adaptable, and comfortable working at pace, with the ability to balance competing priorities while maintaining sound judgement. You bring creativity and a continuous improvement mindset to recruitment practice, with a commitment to fair, transparent, and inclusive hiring.

Essential Experience

• Experience leading and supporting a talent acquisition team to deliver end-to-end recruitment support in an international context or multi-site organization.
• Proficient use of applicant tracking systems (ATS) and other recruitment technologies.
• Experience in direct sourcing, market mapping or talent pooling activities for hard to fill roles.
• Experience in collating HR data and developing periodic reports.
• Experience collaborating with HR Operations, payroll or administrative teams.

Essential Skills and Knowledge

• Strong understanding of best practice talent acquisition, and an ability to contextualise this to meet organisational needs
• Excellent stakeholder management and communication skills, with the ability to influence across all levels of an organisation
• Demonstrated creativity to improve Talent Acquisition efficiencies, talent sourcing methodologies, and employer branding principles.
• Strong organisational skills, with the ability to manage competing deadlines and high-volume workloads.
• Ability to manage, motivate and develop a team

Essential Aptitude

• Proactive attitude to change with the ability to recommend improvements to process and practice, leading through to implementation.
• Demonstrated creativity and passion for talent sourcing methodologies, and employer branding principles.
• Proactive, collaborative, and adaptable in an evolving environment.
• Ability to work at pace and with a range of competing demands whilst maintaining excellent judgement

Desirable

• Experience using Workable ATS
• Experience in monitoring and reporting recruitment/EDI KPIs.
• Demonstrable understanding of optimising stakeholder experience and employer brand strengthening
• Experience of using an Employer of Record Service and/or dealing with employment for non-UK remote employees

We are happy to receive flexible working and job share requests in your application. If you are applying with an existing job share partner please see the candidate information sheet for further guidance.

Benefits

Remuneration

The starting salary will be £41,628, based on a 37.5 hour working week. MAG has a system of incremental pay increases, up to a limit, based on length of service in the role. Further information will be provided to the successful candidate.

Closing Date: 21st July 2026 - Midday

Interviews: 30 - 31 July 2026

(Previous applicants to this role will not be considered)

Please note that as part of MAG's commitment to safeguarding, this post is subject to background checks before an offer of employment is confirmed. For more information on MAG’s approach to safeguarding and background checks on our website.

MAG is committed to the principles of diversity, equality and inclusion. If you think you would be suited to one of our roles we would welcome your application regardless of your background. We strive to provide an inclusive and supportive working environment where all employees feel respected and supported in fulfilling their potential.

Vital Strategies is a global public health organization. Our programs strengthen public health systems and address the world’s leading causes of illness, injury, and death. We currently work in more than 80 countries, supporting data-driven decision-making in government, advancing evidence-based public health policies, and mounting strategic communication campaigns. Vital Strategies’ priorities are driven by the greatest potential to improve and save lives. They include noncommunicable disease prevention, tobacco control, road safety, food policy, environmental health, and data for health. Our programs are concentrated in low- and middle-income countries and cities in Africa, Latin America, Asia and the Pacific. Please visit our website to find out more about our work.

We believe our programs are strengthened when they are developed and supported by people with diverse life experiences whose understanding of social and cultural issues can help make our work and workforce more inclusive. We welcome applications from people of all backgrounds and do not discriminate on the basis of race, color, religion or creed, gender, national origin, ancestry, actual or perceived age, physical or mental disability, veteran or military status, marital status, sexual orientation or any other basis protected by local, state, or federal laws. As such, our commitment is to promote equal employment opportunities (EEO) for those seeking employment.

Job Purpose:

Vital Strategies has experienced significant growth in both its programs and global footprint in recent years. As the organization continues to expand, it is essential that our people practices remain legally compliant, operationally effective, culturally responsive, and forward-thinking to support an increasingly diverse and distributed workforce.

We are seeking an experienced Global HR leader who will continue to build on our efforts to strengthen global HR operations and compliance. This is an exciting opportunity for a collaborative, culturally agile leader who is passionate about operational excellence, continuous improvement, and making a meaningful global impact. 

The Director, Global HR Operations and Compliance is a critical leadership role within the Human Resources function, responsible for advancing HR operational excellence, strengthening global compliance, and supporting the continued evolution of our people practices. With seven global offices and Employer of Record (EOR) arrangements in thirteen countries, this position provides strategic leadership and oversight for Vital's global HR operations, compliance framework, and employee services, ensuring consistent, efficient, and legally compliant HR practices across all locations.

The Director will lead the development and implementation of inclusive policies, procedures, and best practices; provide guidance on global employment actions and employee relations matters; support workforce expansion into new countries; and oversee global compensation, benefits, and HR governance programs. This role is responsible for identifying and mitigating employment-related risks while ensuring a positive employee experience and operational consistency across diverse jurisdictions.

Reporting to the Vice President, Global HR, the Director partners closely with organizational leaders, HR colleagues, legal counsel, country offices, and external partners to strengthen HR infrastructure, optimize systems and processes, and enhance the organization's ability to manage a global workforce effectively. Success in this role requires deep global HR expertise, strong judgment, cultural sensitivity, and the ability to lead change while balancing organizational standards with local legal, cultural, and operational requirements.

This job opportunity may be based in the UK, Switzerland, or Kenya. Vital Strategies will offer a competitive salary based on local market benchmarking. Additional locations in Europe and Africa where Vital Strategies is operational may be considered. The applicable salary ranges for the hiring locations are:

• UK: £110,000- £120,000
• Switzerland: CHF 120,000 to 140,000
• Kenya: KES 14,000,000- 18,500,000 KES

Duties & Responsibilities:

Global HR Operations - 

· Maintain a high-quality global HR operations function, including standardized policies where legally appropriate, standardized processes, technology, systems, tools, forms, and guidelines that are accessible, well understood, and consistently utilized across all offices.

· Balance global organizational standards and compliance requirements with the operational, cultural, and legal realities of individual country offices, ensuring an appropriate and practical approach across diverse environments.

· Build trusted relationships with global office leadership, HR and Country Directors, to encourage transparency, collaboration, and timely sharing of HR-related information necessary for effective operations, risk management, and compliance.

· Partner with, support, and advise global HR team members and Country Directors on HR operational matters; while supporting local HR partners in assuming HR functions locally as appropriate for each office.

· Lead global HR due diligence (terms and conditions of employment, infrastructure and documentation) and manage the maintenance of international office employee handbooks and guides for EOR-hired staff.

· Partner with leadership, programs, and operation teams in opening offices or establishing EORs; as well as closing offices or programs.

· Ensure compliance with regulatory reporting requirements, maintenance of required documentation, and timely responses to HR audits and coordinate with the risk management committee.

· In partnership with local HR teams, lead annual global employee benefits renewals, including plan design, vendor coordination, and budget management.

· Oversee global compensation programs, including salary benchmarking, pay review processes, compensation guidance, and manager training.

· Work with Talent Acquisition, Grants & Contracts and Global Finance to coordinate the annual and reforecast workforce budget.

· Oversee the establishment of EORs and the ongoing vendor/employee/manager relationships.

· Ensure the global HR team is trained in the core HR operational areas, as well as any Vital HR specific procedures and practices.

· Ensure that HR policies, procedures, and compliance documents are accessible to all staff via the organizational intranet “Vital Pulse”.

· Collaborate with HR team to implement, analyze, and maintain operational metrics and people data to inform decision-making and strengthen organizational effectiveness.

· Serve as a key HRIS company administrator and partner to global HR teams, leveraging technology to improve HR operations, reporting, compliance and data integrity.

· Partner with HR and operational leaders to ensure HRIS data accuracy globally, establish effective governance processes, and support local teams in maintaining timely and accurate employee records.

Compliance - 

· In collaboration with Legal and VP HR, ensure that HR processes, policies, recordkeeping, and forms are in compliance with regulations, country and local labor laws, and donor guidelines.

· Oversee policy, process and procedure documentation to ensure consistency, accessibility, and compliance across the organization.

· Conduct spot checks to employee files to ensure audit readiness and compliance; and provide training to HR team members responsible for maintaining documentation.

· Ensure compliance with the Vital global data retention policy for employee data and HR documentation.

· Identify and proactively mitigate HR operational and compliance risks through strong controls, monitoring, documentation practices, and partnership with local offices.

Employee Services - 

· Coordinate the development and maintenance of HR programs and tools, including policies and procedures, SOPs, manuals, management guidelines, and other HR infrastructure to support business units, proposals, and projects.

· Ensure all offices and employees hired through EOR arrangements have access to an HR Help Desk or equivalent support structure with timely communication, responsiveness, and follow-up.

· In consultation with the VP HR and General Counsel, and in coordination with HRBPs, manage complex employee relations matters in a balanced, fair, and objective manner using appropriate counseling, investigative, intervention, and mediation techniques.

· Serve as an internal consultant and facilitator to managers and employees in resolving employment and performance-related issues in collaboration with HR business partners as appropriate.

· In collaboration with the Director of Talent Management and HR Country Teams, ensure timely delivery of training to managers on HR operations, policies, systems, and practices; and support clear communication of Vital HR business practices to employees globally.

· Foster a service-oriented HR culture that emphasizes responsiveness, partnership, trust, consistency, and practical problem-solving across all global offices.

Qualifications:

Education - 

· Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.

· Professional HR certification such as SHRM-SCP, SPHR, CIPD, or equivalent international HR certification preferred.

Skills & Abilities - 

· Strong knowledge of global HR operations, employment practices, compliance requirements, and HR infrastructure across multiple countries and regions.

· Demonstrated ability to balance global organizational standards with local legal, cultural, and operational needs in diverse international environments.

· Strong relationship-building, influencing, and partnership skills, with the ability to establish trust and credibility across global offices and with leaders at all levels.

· High degree of diplomacy, cultural sensitivity, discretion, and sound judgment when managing complex and sensitive employee and organizational matters.

· Ability to proactively gather, assess, and synthesize information from multiple stakeholders and environments to identify operational or compliance risks and support informed decision-making.

· Strong project management and organizational skills, with the ability to manage multiple priorities and initiatives simultaneously in a fast-paced global environment.

· Excellent verbal, written communication, and active listening skills, including the ability to communicate complex HR concepts clearly and effectively to diverse audiences.

· Strong analytical and problem-solving skills with the ability to use people data and metrics to drive operational improvements and business decisions.

· Service-oriented leadership approach with a focus on collaboration, responsiveness, practical solutions, and continuous improvement.

· Strong facilitation, training, and coaching skills for managers, HR teams, and employees.

· High level of integrity and ability to manage confidential information with professionalism and discretion.

· Strong technology proficiency and ability to leverage HR systems and tools to improve operational effectiveness, reporting, workforce analytics, compliance, and employee experience.

· Fluency in English required.

· Knowledge of global HR operational best practices and employment lifecycle processes.

· Knowledge of compensation, benefits, employee relations, performance management, and policy administration practices.

· Understanding of change management principles and organizational effectiveness practices in global organizations.

Experience Required:

· Minimum of 15 years of progressive human resources experience, including significant experience in global HR operations, compliance, and employee services.

· Demonstrated experience supporting a complex, multi-country or global organization, preferably within the nonprofit, international development, public health, or mission-driven sector.

· Experience partnering with global offices and navigating varying labor laws, cultural norms, and operational practices across regions.

· Proven experience developing and implementing global HR policies, procedures, systems, and operational processes.

· Experience managing HR compliance, audits, employee documentation, and data governance in international environments.

· Experience overseeing compensation and benefits administration across multiple countries and/or employer-of-record (EOR) arrangements.

· Demonstrated experience managing complex employee relations matters and conducting or supporting investigations in collaboration with legal counsel and HR business partners.

· Experience leading or supporting HRIS optimization, system configuration, reporting, and data integrity initiatives; experience with UKG strongly preferred.

· Experience using HR metrics and workforce data to support operational planning and organizational decision-making.

Working Conditions and Physical Requirements:

· The position may involve up to 10% travel to various international locations, depending on organizational needs

· Ability/willingness to work across multiple time zones

Today, 12 children and young people will be diagnosed with cancer. We’ll stop at nothing to make sure they get the right care and support at the right time.  

• Salary: c. £56,000 
• Full or Part Time – Open to both options 
• Permanent
• Location: We honestly don’t mind. You’ll be expected to travel between our London (Farringdon) and central Bristol offices as well as other locations across the UK. Either of our office locations or remote home working is acceptable. Please clearly state your preferred location in your application. 
• Closing date: 19 July 2026 (11:59pm) 
• First stage interviews: w/c 10 August
• Second stage interviews: w/c 17 August 

Change lives in a life-changing career

When a child or young person is diagnosed with cancer, their whole world can feel like it’s falling apart. Independence is taken and confidence is stolen. Stability no longer exists. The future suddenly feels uncertain.

The impact of cancer on young lives is more than medical. That’s why we exist. Our specialist social workers help children and young people with cancer and their families navigate the emotional and practical impact of cancer. We remove barriers, solve problems and prioritise wellbeing. And we stop at nothing to make sure they get the right care and support at the right time.

We challenge the systems and policies that surround children and young people, we highlight gaps and campaign for change. Because we know what a better future could look like. And we know what we need to do to make that future a reality. We need to push harder, reach further and work smarter. And we need the right people on our team to help us get there. People like you.

About the role

We’re looking for a Head of Diversity, Equity, Inclusion and Belonging (DEIB) with experience of designing and embedding organisational DEIB strategies and leading culture change at a senior level to join our CEO Office.

This is a pivotal leadership role at a critical moment in our DEIB journey. You will lead the development of our next DEIB strategy, building on our ‘Brave, Not Perfect’ commitments and driving forward meaningful, measurable change across the organisation. Working closely with the CEO and Executive Team, you will shape the vision, influence decision-making and ensure DEIB is fully embedded across our culture, systems and ways of working.

You’ll act as both a strategic lead and an organisational change expert – engaging colleagues, supporting leaders, and ensuring our work reflects the diverse needs of the children and young people we support. This role does not have direct reports but carries significant influence across the organisation, requiring strong leadership, resilience, and the ability to bring others on the journey.

What will I be doing?

No two days are the same at Young Lives vs Cancer. So, summarising your ‘day to day’ isn’t easy. Here are some of the main things you’ll be doing, but you’ll find more details in the job description.

The next step in Young Lives vs Cancer’s diversity, equity, inclusion and belonging journey 

• Building on the work in ‘Brave, not Perfect’ to develop the next iteration of DEIB strategy at Young Lives
• To engage the organisation in the development and context of this work, and to deliver a programme model for the delivery of the goals within the strategy, including monitoring and evaluation 

Build on strong foundations

• To evaluate and develop our programme of internal DEIB engagement ‘DEIB Confident’ to reflect the goals within the next phase of DEIB strategy
• To support and develop our existing staff led networks, and the creation of new ones
• To lead and develop our approach to Equity Impact Assessment
• To coach, advise and challenge senior leaders and allies within the organisation

Leadership

• To role model the culture we want to see at Young Lives vs Cancer, through your behaviour, ways of working and approach to leadership 
• As a Head of department, you will be a key senior leader and manager, providing visible and confident leadership for all of our workforce at Young Lives vs Cancer, and taking a holistic organisational view in all matters – holding our strategy and vision for young cancer patients at heart.

What do I need? 

Diverse perspectives and unique skillsets are at the heart of Young Lives vs Cancer. If you're passionate about making a positive impact and eager to learn, we encourage you to apply, even if you don't meet the criteria and person specification fully. Your potential is what matters most to us, and we’re committed to fostering an inclusive and supportive work environment to help you develop.

The key skills we’re looking for in this role are:

• Experience of developing and implementing an EDI strategy at a senior level 
• Understanding and knowledge of EDI legislation, policies and best practices 
• Experience of managing change initiatives and a practical approach to culture change including through systems, policy and procedures 
• Experience of leading, inspiring and motivating staff 
• A good leader with ambition and conviction and the ability and desire to inspire staff at all levels. 
• Demonstrable influencing skills and ability to develop networks both internally and externally 
• Experience of facilitating activities across geographically dispersed operations
• A respected project and change expert with personal confidence
• Understanding of oppression and the barriers that marginalised people face, and strong commitment to deliver anti-oppressive practices
• Demonstrate that Young Lives vs Cancer’s values are at the heart of everything you do: Curious, Creative, Collaborative, Changemaking, and Courageous

What will I gain?

For people to reach their full potential, they need the right environment. As a member of Team Young Lives, you’ll be made to feel supported, valued and appreciated. Here’s how we do it:

• Flexible working: we’re open to working hours outside of 9 - 5 and we can talk through your flexibility requirements at interview stage
• Wellbeing days: four days a year to do what works for you – from catching up on training to going for a walk
• Generous annual leave allowance
• Great family/caring leave entitlements
• Enhanced pension
• Access to our employee savings scheme

To find out more about our benefits package, have a look on our website.

Our commitment to Diversity, Equity, Inclusion and Belonging

At Young Lives vs Cancer, we recognise that opportunities for too many people remain a condition of their sex, ethnicity, class, gender identity, disability, sexual orientation – or a combination. This has never been acceptable to us as an organisation. We don’t just accept difference, we value it, celebrate it, nurture it and we thrive because of it.

We’re on a journey to be reflective of the diverse children, young people and families we support. We know we aren’t there yet, and we’re passionately committed to taking actions and making changes to be a truly diverse, inclusive and equitable organisation. This includes taking anti-oppressive action and removing barriers in our recruitment practices. Our Diversity, Inclusion, Equity and Belonging strategy will tell you more.

To ensure fairness and consistency to select the best candidate for this role, all our applications are anonymised up until an interview has been confirmed. We recognise the benefits of AI, but if you're considering using it to submit your application, we encourage you to reflect on the value AI adds. AI tools often lack the personal touch and authenticity that set candidates apart. We want to hear your unique perspective, experiences, and skills, so we encourage you to tell us about your skills and experiences in your own voice.

Accessibility

We’re committed to providing reasonable adjustments throughout our recruitment process and we’ll always aim to be as accommodating as possible.Please let us know in your application form of any adjustments or access requirements we could make to help you with the application process and interview.

#ShowTheSalary #NonGraduatesWelcome

Department: People, Culture and Leadership Hub (PCL) Hub 

Contract type:12 month Fixed Term Contract or secondment 

Salary Level:  Circa £46,453 per annum

Location:Home Based (UK wide travel as required) 

Reports To:Programme Manager 

The fire and rescue sector is undergoing a major transformation in how it defines, develops and assures professional competence. This role sits at the heart of that change. 

We are looking for a highly organised and motivated Competence Co‑ordinator to support delivery of the NFCC Competence Reform Programme—helping ensure that people across the sector have the right knowledge, skills and behaviours to keep communities safe. 

About this role 

Working closely with the NFCC Competence Programme Manager, you will play a critical role in coordinating and supporting the development of national competence frameworks, tools and guidance. 

You will collaborate with NFCC Hubs, fire and rescue services, and subject matter experts to translate the NFCC Model of Competence into practical, consistent and high‑quality outputs that can be used across the sector. 

This is a varied and hands‑on role combining programme coordination, stakeholder engagement and content development. 

Key Responsibilities 

Programme coordination & governance 

• Support planning and delivery of the Competence Reform Programme 

• Maintain programme documentation (plans, trackers, risk logs, action logs) 

• Coordinate meetings, agendas, minutes and follow‑up actions 

• Prepare reports and updates for boards, committees and governance groups 

Competence framework development 

• Support NFCC Hubs to design, test and refine competence frameworks 

• Coordinate subject matter expert input and feedback processes 

• Ensure frameworks align with the NFCC Model of Competence 

• Maintain version control, development records and publication readiness 

Training tools & guidance 

• Contribute to the development of:

• Training materials 

• Learning resources 

• Implementation guidance 

• Templates and toolkits 

• Translate technical content into clear, practical guidance 

• Support creation of slide decks, FAQs and facilitator notes 

Stakeholder engagement & implementation 

• Support engagement with fire and rescue services and national stakeholders 

• Maintain accurate records of consultation and feedback 

• Assist with communications, briefings and presentations 

• Support implementation and adoption of competence frameworks 

About you 

You are a highly organised and collaborative individual with strong communication skills and experience supporting structured programmes or content development projects. 

Essential experience 

• Developing frameworks, guidance, training materials or similar products 

• Working with subject matter experts to produce clear written outputs 

• Managing documentation such as plans, trackers, logs or reports 

• Supporting meetings, governance processes and stakeholder engagement 

• Strong written and verbal communication skills 

• Excellent organisational and IT skills (Microsoft Office and collaboration tools) 

Desirable experience 

• Learning & development, HR, organisational development or workforce planning 

• Competence frameworks or professional standards development 

• Programme or project delivery in complex environments 

• Experience in the fire and rescue sector or other public/emergency services 

• Knowledge of UK fire sector governance or national standards 

Qualifications (desirable) 

• CIPD Level 3 / 5 or equivalent experience 

• Project or programme management qualification (e.g. PRINCE2, AgilePM) 

What you’ll bring 

• Attention to detail and ability to manage multiple priorities 

• Confidence working with a wide range of stakeholders 

• Analytical thinking and ability to synthesise complex information 

• A commitment to equality, diversity and inclusion 

• A proactive, collaborative and improvement‑focused mindset

If this sounds like the kind of opportunity that you would be interested in; please have a look at the Job Description and apply. 

How to apply: 

Please complete the application form via the ‘apply now’ button below. CV’s will NOT be accepted for this position. 

Closing Date:31st July 2026

Interviews & Exercise:Week commencing 24 August 2026 (via Microsoft Teams) 

NFCC is committed to safeguarding and promoting the welfare of children, young people and adults and will require a DBS check to be completed prior to commencing in post. 

NFCC is committed to being an inclusive employer. We comply with the Equality Act 2010, and we believe that everyone deserves to work in safe environments that are free from bullying, harassment and discrimination, abuse, and harm, where they feel supported, welcome, and able to thrive. 

NFCC acknowledges the duty of care to safeguard, protect and promote the welfare of children and vulnerable adults and is committed to ensuring safeguarding practice reflects statutory responsibilities, government guidance and complies with best practice, all staff are expected to share this commitment. 

Programmes HR Manager

Remote UK

Starting salary for this position is £41,628 per annum (plus contributory pension)

About MAG:

MAG (Mines Advisory Group) is an international humanitarian organisation based in Manchester, UK, and working in 32 countries. We remove landmines and unexploded ordnance to release safe and productive land for communities, and work to reduce the threat of armed violence by supporting governments to safely manage weapons and ammunition. In 1997, MAG was a co-recipient of the Nobel Peace Prize for our work campaigning for the Anti-Personnel Mine Ban Convention.

About the role:

As a MAG Programmes HR Manager, you will provide trusted generalist HR advice and support to our programmes across Eastern Europe, Latin America and the Caribbean, and Sahel West Africa. Working with Regional Directors, Senior Managers in Country and local HR teams, you will advise on complex people issues and change, strengthen in-country HR and manage risk across varied legal and cultural contexts. You will directly support Eastern Europe and Latin America and the Caribbean and line manage the HR Advisor supporting Sahel West Africa. You will also contribute to policies, employment frameworks, reward, new programme set-up and wider People and Culture projects. The role includes overseas travel to our programmes.

Please note that as part of MAG's commitment to safeguarding, this post is subject to background checks before an offer of employment is confirmed. For more information on MAG’s approach to safeguarding and background checks on our website.

MAG is committed to the principles of diversity, equality and inclusion. If you think you would be suited to one of our roles we would welcome your application regardless of your background. We strive to provide an inclusive and supportive working environment where all employees feel respected and supported in fulfilling their potential.

About you:

You will have a strong track record of delivering HR services in an international or multi-country setting and advising senior managers on complex, sensitive or high-risk people matters. You can interpret employment law, policy and contracts to provide credible, practical advice across different operating contexts. You will bring sound judgement and discretion, together with strong communication, influencing and project-management skills. Experience of line management, coaching or mentoring is essential, as is the ability to work autonomously and build effective relationships across cultures and at a distance. International NGO experience is desirable, French and/or Spanish language are highly desirable, and Ukrainian language skills would also be an advantage.

We’re looking for someone with:

• A demonstrable track record of managing and delivering HR services in an international or multi-country setting.

• Experience of advising senior managers on complex, sensitive or high-risk employee relations matters, using sound employment-law knowledge and judgement.

• Experience of developing or improving HR policies, procedures, systems or employment frameworks and delivering work to a high standard.

• Experience of line management, supervision, coaching or mentoring, with strong communication and influencing skills across remote and culturally diverse teams.

Benefits and Further Information:

• Salary: £41,628 and this increases with service.

• Pension: MAG has a salary sacrifice group personal pension plan in place, and matches employee’s contributions up to 5%.

• Leave: We recognise our staff work hard and need the appropriate time out to stay motivated. Annual Leave starts at five weeks each year and increases with service to six weeks.  We also offer paid sick leave, and the amount of the entitlement increases with service. Once you’ve been with MAG for two years, you’re entitled to 13 weeks. MAG also has policies on compassionate leave, flexible working and family leave, including maternity, paternity, adoption and surrogacy leave.

• Insurance: MAG provides personal accident insurance and life assurance to all staff, as well as medical and repatriation insurance for any period spent overseas whilst working for MAG.

• Professional Subscriptions: MAG will pay for the cost of your annual subscription/membership fee for one professional body in certain circumstances.

• Employee Assistance Programme: MAG offers free access to Health Assured, a service providing 24/7 confidential support and expert advice on a wide range of issues.

This role is based in the UK, therefore, a pre-existing right to work in the UK is a requirement and MAG will not be able to sponsor visa applications. Please note that if you have not declared your right to work in the UK on your application, we will not be able to consider you for this role.

We are happy to receive flexible working and job share requests in your application. If you are applying with an existing job share partner email us at recruitment [@] maginternational [.] org for further guidance. 

HOW TO APPLY

Please apply by submitting a CV and cover letter detailing your suitability for the role through the link before the closing date of 9am on Monday 3rd August 2026.

About StreetVet

StreetVet is a fast-growing national charity, committed to providing free, accessible veterinary care to the pets of those experiencing homelessness and to keeping pets and owners together to maintain their unbreakable bond. StreetVet relies on its team of over 500 vet and nurse volunteers in 23 locations around the UK to provide free veterinary treatment, funded by grants, corporate and private donors and partners. Since inception in 2016 the charity has treated nearly 3,500 pets and has won numerous awards including the Vet Trust Award for the Most Trusted Veterinary Charity, Purina Better with Pets Prize and Homeless Link Excellence Award for Excellent Support.

About the role

Duration: Permanent

Reporting to: Head of Marketing & Fundraising

Key Contacts: Colleagues, volunteers, external stakeholders, corporate partners, donors, prospects and other supporters

Location: Fully remote, with regular UK travel including evenings and weekends

Hours: 37.5 work week (flexible working available)

Holiday: 25 days per year plus national holidays

Salary: £30,000 - £35,000 depending on experience

We are seeking a passionate and experienced Fundraising Manager to join our team. The role will report to the Head of Marketing and Fundraising and will be responsible for developing and implementing the fundraising strategy, driving forward all aspects of fundraising, including building corporate charity of the year partnerships, individual giving, major donors,
trusts and foundations, legacies and community fundraising.

The successful candidate will be a core member of the Central Team, working closely with the Marketing Team to develop and deliver income for the charity.

 
This role will have budgetary responsibility to achieving a revenue target in financial year 26/27 of £1.5 million, whilst building a sustainable income stream for the long-term with Yr on Yr growth. Key priorities include increasing the Individual Giving and Regular Giving donor database, donor and fundraiser stewardship, organising fundraising events, and securing grants and sponsorships.

For more information about the role, please see attached job description.

Closing Date: Close of business Thursday 16th July 2026 (applications may close earlier depending on response).