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Strategic design lead jobs in Manchester
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Job description
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.
Organisation
MAG (Mines Advisory Group)
View profile
Registered Charity
More than 1000
Registered Charity
More than 1000
We do whatever it takes to get to a landmine before another child does.
Posted on: 08 July 2026
Closing date: 21 July 2026 at 11:30
Tags: Talent Acquisition / Retention
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Remote
c.£56,000 per year
Full-time or part-time
Permanent
Job description
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
Organisation
Posted on: 26 June 2026
Closing date: 19 July 2026 at 23:30
Tags: Campaigns, Communications, Policy, Training / Learning, Project Management, Operations, Culture, Ethnic Minority / BAME, Partnerships, Strategy, Youth / Children, Governance / Management
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Job description
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.
Organisation
National Fire Chiefs Council Limited
View profile
Registered Charity
101 - 500
Registered Charity
101 - 500
NFCC is an independent membership association and the professional voice of UK fire and rescue services.
Posted on: 07 July 2026
Closing date: 31 July 2026 at 13:31
Job ref: SDI/CC/072026
Tags: IT, Data Analysis
The client requests no contact from agencies or media sales.
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Remote
£30,000 - £35,000 per year, depending on experience
Full-time
Permanent
Using Anonymous Recruitment
This organisation is using Anonymous Recruitment to reduce bias in the first stages of the hiring process. Submit your application as normal and our system will anonymise it for you. Your personal information will be hidden until the recruiter contacts you.
Actively Interviewing
This organisation is scheduling interviews as applications come in. They're ready to hire as soon as they find the right person. Don't miss your opportunity, apply now!
Job description
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).
Organisation
StreetVet
View profile
Registered Charity
11 - 20
Registered Charity
11 - 20
StreetVet is a national charity, committed to providing free vet care to the pets of people experiencing homelessness & to keep pets & owners together
Refreshed on: 06 July 2026
Closing date: 20 July 2026 at 17:30
Tags: Fundraising, Volunteering Management, Partnerships, Strategy, Events / Activities, Individual Giving, Major Donor, Trusts / Foundations, Grants
The client requests no contact from agencies or media sales.
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