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Charity Recruitment Team
Charity
Established in 2005, the charity team at Morgan Hunt has been successfully recruiting people into the charity sector for 15 years. We operate nationally and recruit for a wide range of roles for charities and not for profit organisations.
Together we have over 100 years of combined recruitment experience tailored to the charity and not for profit sector.
We have dedicated teams and consultants for each of the following roles:
- Chair, Trustee and Non-Executive Directors
- Chief Executives
- Heads of and Director level fundraising roles
- Officer and Manager level roles across all fundraising income streams including:
- Trust & foundations
- Corporate
- Major donor
- Legacy
- Events
- Human Resources
- Finance & Procurement
- Legal & Governance
- Policy & Public Affairs
- Marketing & Communications
- Business Support
We recruit at all levels of experience, from entry roles all the way to Director and Board level.
Interested in a new approach to your charity and fundraising recruitment? Get in touch for a friendly, no-obligation chat.
Team blogs
04 February 2015
Cause or career – Morgan Hunt gets behind the careers of fundraisers.
Is cause or career the ‘big question’ for fundraisers?
It states the obvious to say that fundraising is a critical role of any charity, yet it is an important fact to state since getting the right kind of person in place with the right kind of experience could be the make or break of the organisation. Many charities rely on the goodwill, values and experiences that lie at the core of their fundraiser; people who have joined them from different backgrounds, who embrace a cause that envelopes their very wellbeing.
The cause is often greater than the rewards - sometimes almost self-sacrificing. Yet fundraising is a skill like any other; you need to be creative and ‘gutsy’; not afraid to speak your mind, ask for money, tap into funds, a kind of commercial mindset that drives a person forward in our capitalistic society, even if this flies in the face of what a fundraiser is all about.
In Morgan Hunt’s experience many fundraisers do not change their cause for more pay and in a sense this skews the normal characteristics of supply and demand which sets pricing. High demand and low supply drives up cost in the world of business economics and this kind of market ‘disruption’ will impact on what fundraisers are paid and how they are rewarded.
So what do fundraisers say?
Morgan Hunt ran a poll to find out if cause or career was a major consideration for fundraisers. Would they move jobs for a different cause in order to further their career? Our poll is by no means statistically valid but gives some insight into the motivations behind being a fundraiser.
It is worth noting that on speaking to a fundraiser who had a previous life working on London’s Underground, who took up studies that would give him the skills to start a charity with a cause that was close to him; he was clear about his views: “you have to get over the fact that people get paid to do a job, this is my living, but I do something that I enjoy, that is rewarding in many ways that my previous life was not. You cannot run a charity successfully on just volunteers”. This is a clinical response that does not deny the nagging commercial principles that lie beneath it.
So would fundraisers move jobs for a different cause in order to further their career?
Our poll says a fundraiser would swap causes to further their career. No one said that they would swap for more pay.
What skills should fundraisers make sure that they have?
- Commercial principles – understanding the difference between a surplus and profit. Low overhead doesn't necessarily mean an organisation is good at its cause, or that its turnover is low and its people productive; or that the group is spending wisely.
- Creative ideas – how to access funds.
- Understanding your donors and how to tap into them.
Among others these would be a priority.
At Morgan Hunt our highly specialist fundraising and charities team maintains in-depth knowledge of the sector and how policy and regulatory developments, and change affect the market. We work closely with both clients and candidates to offer a consultative approach in order to expertly match candidates across a broad range of disciplines with their ideal fundraising job. To find out more contact our fundraisers team on 0207 419 8911 or [email protected]
28 July 2017
Are you a champion of causes and want a career that gives as good as it gets?If you’re the person getting behind the latest cause, have a way with words and the ability never to take no for an answer then working for a charity could be the perfect career for you. Paid charity work can cover nearly every career option from marketing and public relations to policy and hr, and comes with a healthy dose of job satisfaction. Not sure where to start? We’ve got you covered.
Fundraising
What they do
Feverishly generate cash to ensure the smooth operation of the charity’s work. A hands on role where you can be expected to recruit individuals, groups and organisations to the cause through planned sales activities.
What you need
Excellent communication and social skills are an absolute essential. If going out and meeting new people is not your thing then this might not be the job for you. Being able to talk to anyone from celebrities at a party to the head of a company is crucial to success, not to mention being a team player. Unbridled creativity and tenacity are all factors of a successful fundraiser.
Earning potential
Initial salary may start at around £20,000 or so for fundraisers just starting out, rising to well over £30,000 for management positions.
Perfect for
People who want to forge a career in the charity sector.
PR/marketing
What they do
Support the charity in improving visibility of the cause & brand building, usually includes public relations, copywriting, event organisation, campaign management and a range of other tasks.
What you need
As with most marketing roles, creativity is key. Drive, ingenuity and the ability to work well under pressure are all definite strengths when looking to work in marketing.
Earning potential
Depending on experience you can usually look to earn between £20 -£25,000 and upwards.
Perfect for
People who appreciate good advertising campaigns.
Events
What they do
Plan organise and promote a range of events, from bake sales through to fashion shows and more. If you’re the life and soul of the party then working in events is the job for you.
What you need
You’ll be representing and reflecting your charity at all times, so the ability to maintain effective relationships with donors as well as excellent planning & organisational skills are absolutely essential. There are no specific qualifications needed to become an Event Manager but experience throwing parties helps.
Earning potential
Starting salary can be around £18,000 rising to above £20,000 with additional experience.
Perfect for
People who love putting on a show.
Top tips
Visualise the job you want
The first step is the hardest step. Set your goals. If the end goal is a stretch too far at this point, break it down into realistic and achievable steps.
Know your abilities
Be honest about your strengths and weaknesses, brutally honest, know where you are in relation to your goal, but don’t let this put you off. You’re on a journey and that journey may take you onto some ‘B’ roads before you hit the highway.
Get hands on
Experience can be vital to break into the charity sector. If you’re just starting out, work experience and internships are both great ways to begin your journey. Entry level positions are also achievable with some transposable skills.
Talk to someone who is where you want to be
Find someone doing what you want to do. Now that you have a role model ask yourself what is it about them that has made them successful. Maybe sit and have a coffee with them and talk about their career journey. Find out their secrets-of-success. You will find that people are often more than happy to talk about themselves and offer this key information quite freely.
Connect with others
Build connections with people who can help you. Join communities and professional networks – these may be specific functional groups or skill specific associations. Build a LinkedIn profile. Be relevant to their conversations and be prepared to hold your own opinions. It’s important to share your passion but stay on piste and develop an antenna to tamper down when necessary.
Brush-up on your knowledge
Keep abreast of your profession, read sector related magazines and journals attend events and talk to people in commerce to get a fresh and up-to-date perspective.
Finally...
Passion and ambition is infectious. Your drive and energy will elevate you to stand out in the crowd. Be generous with your ideas and treat others how you wish to be treated yourself.
The Morgan Hunt fundraising team has extensive experience in connecting great candidates with exciting vacancies for charities, not-for-profit, education and arts and heritage organisations. Contact us by calling the team on 0207 419 8900 to find out more.
20 January 2015
The benefits and sense of fulfillment on offer for those working in the charity sector means that competition for charity jobs – particularity fundraising roles – is high.
If you’re looking to progress your career in fundraising, it’s vital that you adopt the right strategy for your job search to maxmimise your chance of success.
To help ensure you’re on the right track, we’ve provided some handy tips.
Determine your career goals and preferences for your next role
- Decide what your long-term career goals are:
- Where do you want to be in 5 or 10 years’ time? Do you see yourself working for a well established international organisation, specialising in a particular fundraising function; or perhaps you’d prefer to work for a small, lesser known charity, heading up the fundraising division to develop and establish the brand?
- How will you work towards that goal as you progress your career - what path do you need to take and what experience will you need to gain to get there?
- Make your search as targeted as possible and consider your job preferences:
- Think about the size and type of charity you want to work for;
- Pull together a list of charities (5-10 at the most) in which you would want to progress your career;
- Do some research on what type of fundraising role/function would best suit you and your career goals.
- The key is to be specific - but also realistic - when setting your preferences for your next job.
Maintain an up-to-date CV
- You should aim to review your CV at least every 2 months, ensuring that you add any new skills, experience and achievements as appropriate, as well as any volunteer/charity work performed outside of work;
- Register with Morgan Hunt, upload an up to date CV to and sign up for job alerts to notify you of any new fundraising jobs;
- Register your CV on specialist charity job boards (such as Third Sector and Charity Job) and set up job alerts specific to your search;
- Make sure your CV is publicly visible via these sites if you are openly job seeking.
Enhance your online profile
- Maintaining your online profile and enhancing your online brand should be a key part of your job search;
- Manage and conduct regular spot checks of all your social media profiles to ensure you maintain a professional, positive presence;
- Read our guide on how to maximise the potential of your online brand for more tips on how to get ahead of the competition in the fundraising market.
Don’t be overly ambitious – adopt a targeted approach to job applications
- Don’t waste precious time applying for jobs you are not qualified for – be realistic about your career level;
- Analyse the job description and essential requirements of the role and assess whether or not your skills and experience are a good match before applying.
Adapt your CV and cover letter to the role
- Job applications can be a lengthy process, so it’s important to get it right;
- Tailor your CV and cover letter (or supporting statement) to the job and the charity;
- Highlight relevant experience and key achievements high up on your CV so that the hiring manager is able to see this information clearly;
- Do your research on the charity to which you are applying and emphasise your passion for the cause, your career ambitions and how you would ‘fit’ the culture of the charity.
Get on the radar of your employers of choice
- Your Morgan Hunt consultant can approach the charities you want to pursue on your behalf on a speculative basis so it’s important you brief your consultant thoroughly;
- This will demonstrate your desire to work for the charity and will put you on their radar to be considered for current and future opportunities.
Ask for feedback on unsuccessful applications and interviews
- Always ask the recruiter or employer for feedback if you have interviewed for a particular role and were unsuccessful as this will help you hone your interview skills and technique;
- If you have applied for a role that you feel matched very closely with your skills and experience but were not shortlisted for interview, don’t be afraid to ask the recruiter or HR contact/hiring manager for feedback on why you were unsuccessful.
Regularly evaluate your progress and review your job search
- If you’ve been conducting your job search for a while but feel as though you haven’t made any progress, don’t keep ‘plugging away’ and hope for the best; stop and take some time to review your current strategy to identify what may be impeding your progress;
- Speak to your recruitment consultant and ask for advice on how you can improve your CV and job search strategy to increase your chances of securing the right job for you. They can advise on market trends/conditions, what type of roles and charities would suit you and what their clients are looking for in terms of stand-out skills and experience for fundraising posts;
- Aim to review your job search strategy every few months or so at least and continue to do your research and update your CV and online profiles regularly.
Stay motivated and keep that end goal in mind
- Securing the ideal job and making that next career move takes time and perseverance – it doesn’t happen overnight. Keep that end goal in mind to stay motivated;
- The important thing is to make the right move – don’t settle for a job that won’t provide that all important stepping stone to help you reach your career goals.
20 January 2015
Morgan Hunt provides 8 point plan to gain more recognition and better pay
The not for profit sector brings many rewards to those working in it. Sadly money is not one of them. But you should not be downtrodden even if you love what you do. The perception in the third sector is often that your role is about the cause and not the money, but this doesn't mean that you shouldn't earn what you're worth. If you have the skills and experience in the role that you do and you deliver excellence in this regard then you are worth a market rate.
Clearly charities are always looking to reduce their cost base and increasing the percent of charitable pound to their beneficiaries but this does not mean that you should not earn what you believe that you are worth.
If you want to negotiate your pay, here are a few key tactics to help:
- Be sure what your skills are worth and be prepared to support with evidence
It is important to have a clear understanding of the value of your skills in comparison to the market and sector average. So do your homework and research sector salary surveys. This can also help you plan your career or chose an alternative path that you may not have considered before.
- Be prepared to demonstrate your value to the organization.
It’s important to quantifiably show how you are delivering value and the benefits you bring to the organisation. Highlight your successes and your achievements.
- Be clear about your position in your organisation's future.
If you can show how you are part of your organsation’s strategic plan and goals it not only demonstrates your understanding of where they want to be but also the part you play in this. If you can show how integral you are to your employers, your worth will increase. Demonstrating your understanding of their long term vision also shows commitment and dedication to the cause.
- Be confident of your total worth.
Think about your total worth in terms of how much it would cost the organization to replace you and the learning curve that another would need to go through to get to where you are. Your research will have shown you; what the sector is paying and what you bring to the organization, now tot it all up with the additional hiring costs and the value that you bring to the role through having done it for some time.
- Be creative about what non-monetary benefits could add value?
This may sound a little hard-nosed so remember to keep conversations as negotiations and not demands. We are simply trying to evaluate all benefits that other employers provide that sometimes add up to a better package overall. For example you may finally settle on something that does not include a direct salary increase but as enhanced benefits instead.
Some additional things to consider might be:
- Is your role expanding or could you develop it
- Can you build on your experience by getting involved in new projects
- Is there a learning opportunity in which you can train or take extra qualifications
- Be rehearsed and role play.
This is not easy to do. Many tough nuts find it difficult too. So practice with a friend or relative. Go over the salient points in your pitch and work on tone and delivery. Brief your confidante to ask questions and test you.
- Be proactive and request a review.
Sometimes negotiations go over an extended period of time and it may mean that the increase that you want cannot be provided in the short term so there is an alternative approach which is to make sure you work towards your expectations through a series of performance reviews, setting out clear targets and SMART objectives. This will demonstrate your flexibility and it will be clear that you are not holding the organization to ransom but that you have needs too.
- Finally …
The aim is for a win, win situation. The exercise should not be just about what you think you are worth but a more holistic approach to what value you bring to the organization and what the market is paying others with a similar type of skill. Your expectations should be in line with market value.
Sector aside, a good employer will want to reward those who add value. If not, it could be time to re-consider your options. For more information on non profit jobs call us on 0207 419 8900 or email us on [email protected].
21 January 2015
With government cuts affecting many of the impoverished and most vulnerable in society, the role of charities in the UK has never been more important, and effective fundraising is a vital central function to the survival and growth of charities.
Additionally, reductions in public funding for charitable organisations has led to an increased need for more aggressive and forward-thinking fundraising strategies. There is now also a large demand for candidates who can apply a commercial mindset to fundraising roles.
Transferable skills
This need for a more competitive fundraising strategy has made many of the skills that are synonymous with the commercial sector particularly sought-after for charity jobs.
The communication skills and the ability to build relationships that has been developed within the private sector will be of significant benefit if you are looking to build a new career in fundraising. Project management and forward financial planning are two further transferable skills that are a prerequisite for success in a charity fundraising role.
Additional value of the private sector candidate to any charity organisation is the fresh perspective alongside the commercial experience that can revitalise their fundraising strategies and boost operational efficiency.
What are the benefits?
The primary benefit of working as a fundraiser within the charity sector is the sense of fulfilment that the job offers. Helping less fortunate, disadvantaged or vulnerable people means that you can go into work every day in the knowledge that you are making a real difference to the world around you, and this sort of job satisfaction is not available in any other career.
The charity sector can also provide a more relaxed working environment, often with a casual dress code, shorter and more flexible working hours, making it ideal for candidates who are looking to start a family or perhaps move into a sector that is more personally rewarding rather than frenetic and fast-paced.
Many of the charity and fundraising positions we recruit for at Morgan Hunt offer an incredibly varied working life where no two days are the same.
If you'd like to find out more about how we can help you make the move into the charity sector, get in touch.
08 January 2014
Has the New Year got you thinking about your value to your organisation and how best to boost your earning potential in the charities and not for profit sectors?
Our own Charities and Not For Profit Director, talks to the Guardian about dedication to the cause versus remuneration and knowing your worth in order to advance your career development. In this Guardian Global Development Professionals Network blog post, we offer insight into how to approach the topic of salary review and look at alternative ways to advance your career opportunities and overall worth.
The full article offering advice on raising awareness of your organisational value in the third sector can be viewed here.
Find out more about Morgan Hunt Charities and Not For Profit.
03 December 2014
Louise Parkes, Director of Fundraising at the British Heart Foundation, was recently appointed as a new Trustee to the Dame Kelly Holmes Legacy Trust, joining the board to take on the exciting challenge.
Working with Morgan Hunt recruitment agency, Louise secured her role as Trustee in September 2012. With Louise now nine months into her trusteeship, she talks about her motivations for pursuing the role and what advice she would give others looking to become a Trustee for a high profile charity.
The Dame Kelly Holmes Legacy Trust enables disadvantaged young people to get their lives on track and benefit from the skills, expertise and experience of world class athletes through a range of personal development programmes. The charity, founded in 2008 by Dame Kelly Holmes, has helped more than 50,000 young people to lead more positive lives.
The DKH Legacy Trust has recently been awarded £6.9million in funding from Sport England to support the roll out of the charity’s successful Get on Track initiative nationwide over the next four years.
With the charity moving forward with ambitious plans for growth and a new strategic direction, a new Trustee was required to play an integral part in realising the DKH Legacy Trust’s long-term growth and development goals. As a national supporter and proud partner of the DKH Legacy Trust, Morgan Hunt was approached to recruit for this exciting position.
How did you hear about the Trustee post at DKHLT?
"Morgan Hunt was involved in the recruitment for a senior role at the British Heart Foundation and Ben Pountney approached me directly with the Trustee role at the Dame Kelly Holmes Legacy Trust."
What influenced your decision to apply for the post?
"Having previously been a Trustee of a small charity, I was looking for a trusteeship for a cause I was passionate about, where I felt I could make a valued contribution."
With DKHLT being one of the fastest growing charities in the UK it must be an exciting time to be on the board. How does the charity plan to build on this success and continue to grow and develop in the future?
"It is a very exciting time to be involved with the Trust. Part of my role is to provide support and guidance on fundraising. Managing rapid growth and ensuring it is sustainable can be challenging, but the Trust is ensuring that it diversifies its income generation activities to provide a stable base moving forward."
How does your role as a Trustee differ from your role as Director of Fundraising at the British Heart Foundation? What are your typical responsibilities as a Trustee?
"The role is quite different, but there are some similarities. As a Trustee I have responsibility for governance and strategy, but I am also able to provide support, guidance and expertise in fundraising."
What's the most rewarding aspect of your role?
"The most rewarding aspect of the role is seeing and hearing the difference that we make to the lives of young people. Some of the stories are quite inspirational."
How do you feel your skills and experience complement those of your fellow board members?
"It is a fantastic board of Trustees, with each bringing different skills and experience to the table. Some of the Trustees have been involved in the Trust since it started, and have managed and guided the organisation through phenomenal growth. Understanding where an organisation has come from is a really important part of supporting its development in the future."
What qualities and attributes do you think are essential for anyone looking to get on the board of Trustees for a high profile charity such as DKHLT and what advice would you give for those wanting to pursue a Trustee post?
"Different organisations will be looking for different skills and attributes, depending upon the type of charity and the current constitution of the board. It can be incredibly rewarding, but it is also a significant commitment. Make sure it is a cause you are passionate about and can fully meet the expectations of the role and the organisation. I would recommend to anyone who cares about making a difference and has skills to offer to pursue a Trustee post."
26 May 2016
7 'common sense' rules of governance from Morgan Hunt’s round table discussion
7 'common sense' rules of governance from Morgan Hunt’s round table discussion
Morgan Hunt played host to charity CEO’s to discuss how charity boards can become a more effective and informed Trustee body.
Lead speaker Suzanne McCarthy outlined her 7 ‘common sense’ rules and led discussions on what is about to change that will affect how charities operate for good.
Change is in the air. A new code from the Independent Fundraiser Regulator will be published in July. And that’s not all. Down the line new legislation in data privacy will change the dynamics of fundraisers’ relationships with donors.
In Morgan Hunt’s breakfast roundtable we heard that the donor’s voice got lost under the strong fortissimo of fundraisers’ orchestral needs but how that must change with consent up front.
Suzanne McCarthy, Chair of Depaul UK led an inclusive discussion with our charity CEO’s; we listened to her down to earth advice on the importance of priorities and Trustees responsibilities; why relationships matter, how boards need to ensure that they work as an effective and informed body, where charity boards need skills to function properly, and why empathy alone is sometimes not enough.
The seven rules of governance will become even more important as charities get set to overhaul their operations in line with the new code of practice and new regulation to follow:
Governance fit for purpose
The first of the seven rules is grounded in a common problem that all charities face, working with volunteer Trustees.
Difficulties arise from working with a board consisting of volunteer Trustees which is much harder than working with boards made up of paid employees. Charity boards may only meet up to 6 times a year for a few hours at a time, with Trustees removed from the day to day operations of the organisation.
Beneficiary Trustees may have great passion for the cause, but might not possess the functional skills and experience for the task. Yet a charity board must ensure that adequate governance is in place and that their Trustees are fully conversant with their wider responsibilities.
Furthermore Trustees need to realise that everything done in fundraising is now done in their name and that good practise in Governance also demands constant review.
The function of the Chair
The Chair’s main function is to set the Board’s tone and direction to ensure Trustees clearly understand their function. The success or failure of a Trustee can depend on this.
A key point made was everything that a charity organisation does must be tied to value. It’s not about the money but about value, and Trustees must have a feeling and a kinship for those values.
This is not the mission statement but about what a charitable organisation is there for. We heard that if this cannot be articulated clearly then the charity will have difficulties with Trustees focusing on what they are supposed to do.
Value driven Trustees are supposed to act in the interest of the charity and their beneficiaries; to protect and safeguard the charity’s assets, and act with reasonable care and skill. They need to understand what the charity is there to do; the charity’s purpose, what the charity does and what it wants to achieve.
Trustees – not just for Christmas
It was made clear that being a charity board Trustee is not a half-hearted occupation. We heard that it’s not something that you can pick up and leave, like a puppy. It’s not just for Christmas, but a very serious responsibility that requires long term commitment.
The appropriate mix of expertise to have on board depends on the skills required to function and does not need to be a client beneficiary, unless it is written into the constitution, but you do need their voice.
“We want Trustee boards to genuinely understand the challenges that beneficiaries face. But we also need to move to more professional boards - the two things have to go hand in hand” said McCarthy.
Participating charities discussed ways in which to get understanding. We heard that sending Trustees out in the field or on a beneficiary project so they could understand the values and see what it is they are delivering was a great way in which to build this understanding. Trustees can get the chance to bond together and meet with staff. So it’s possible to get professional boards closer and engaged with beneficiaries.
Common to a lot of charities is the difficulty in recruiting Trustees and often the reason why charities only have beneficiaries on boards of whom may not have the necessary skills required. We heard ideas of non-remunerating ways of engaging people and keeping in touch, indeed with younger members, a chance to acquire skills and experience that they could take with them to new employers.
Size matters
Charity boards of the right size matter, particularly when boards have a number of different committees. Trustees must appreciate the requirements of confidentiality, collective responsibility and behavioural standards even outside of meetings.
But it was emphasised that if it is a committee that is covering the issue the Trustee cannot think ‘oh that’s already done’, committees do not let Trustees off the hook. They still have responsibility for what is going on.
Trustee appraisals
Described by one delegate as a weak link many Trustees are still not appraised. We heard about the benefits that an appraisal system has in directing and in relationship building.
Yet a number of our participating charities already had appraisals in place. They were holding reviews and appraising Trustee performance with annual objectives for each member of the board, reviewed at the end of each year. Some participants were positive about how it was helping to professionalise chairs and boards. Others talked about the brick wall that they faced in trying to formalise their Trustee arrangements.
Rule number five is that Trustees should be regularly audited and appraised as individuals and as a collective – ideally on an annual basis.
It’s all about Priorities
Since Charity boards do not meet that often a meeting agenda needs to be focused on priorities.
The point was made that work is not done in committee meetings but afterwards. Charities were advised to work on getting decisions made at meetings. Important issues should be given sufficient time and space, commensurate with the level of decision taking required. For example large scale investment decisions should not be trumped by low level irritations.
And as not every Trustee will read every word of the agenda paper an Executive Summary has to be good enough to communicate the priorities. And that Executives and team members should be able to present their agenda to the board in a clear and concise manner.
The first hour of a charity board meeting is the most important. Board papers should be written in clear English, be accurate and contain good and timely performance management data. The requirement for the Trustee should be explained clearly from the beginning of the paper.
Finally always appraise meetings. Sit back and ask whether it went well. Question whether you covered everything that you intended to.
The partnership - Chair and CEO
The last of the seven rules was about the relationship between the Chair and the CEO. This must be a partnership and it requires trust, respect and openness. Chemistry counts and the relationship is crucial to get right.
The Chair and CEO must have a robust relationship and trust each other; working together towards strategic goals as a collective, effective and informed Trustee body.
For more information email our Senior Appointments team.
01 July 2019
We are proud that the Institute of Fundraising (IoF) has agreed a partnership with Morgan Hunt to exclusively provide a free year’s Individual Membership to this forward-thinking body. This offer is available for all candidates who successfully secure a new permanent fundraising role through Morgan Hunt’s recruitment service and is valid from the 1st July 2019.*
“We approached the Institute of Fundraising with the proposal of providing our candidates with a great on boarding gift in the form of a year’s membership to this great organisation. We know from our work in other sectors that access to the latest best practice, a network of industry peers, tools and guidance encourages professional development and fosters a collective sense of duty to their sector. The response so far from the fundraising professionals we speak to on a daily basis has been extremely positive.” comments Frazer Thouard, Director, Morgan Hunt.
“For the employers Morgan Hunt work with, this further confirms our sector expertise and commitment to finding them the best calibre talent to deliver value to their clients and end users.”, adds Thouard.
Adam Bryan, Director of Partnerships and Innovation, the Institute of Fundraising explains “As the professional membership body for UK fundraising, this initiative champions our goal of supporting fundraisers through leadership and representation; best practice and compliance; education and networking. Working with Morgan Hunt helps us reach the many candidates who turn to this recruiter to continue their fundraising career. Signing up to a membership when embarking on a new role will set them up with the right support to make a great success of their next position.”
If you are a fundraiser looking for a new permanent opportunity please get in touch with our fundraising recruitment team on 0207 419 8900 or email [email protected].
12 October 2022
Is the repeal of the 2017 and 2021 reforms to the off-payroll working rules as part of last month’s ’Mini Budget’ statement the good news our contractors, employers and agencies wanted? What do you think? Are you ready for a change and do we actually know what the new legislation will mean?
Dave Hedges is a tax partner at Azets and says there is “an absence of fine detail” around how HMRC will manage the transition over the coming months. “While the changes are welcome and have been lobbied for, we are advising clients throughout the engagement chain to tread carefully pending clarification,” he said.
Some questions remain following the chancellor’s announcement that the Off-Payroll Working (OPW) rules are to be repealed from April 6th 2023. There are three main reasons for this:
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Is it really going to happen? Nothing has changed yet and we have a Budget coming up in November, preceded by a government already doing a U-turn on its 45p tax rate plan. The possibility of further U-turns therefore seems significant. Fingers crossed that this promised repeal of the OPW rules goes ahead. But it’s not certain.
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End-clients (both public and private sectors), agencies, umbrella companies, accountants and IR35/OPW advisers are all taking stock and wondering how this could affect their business. And yes, that goes for me too!
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Contractors are realising that unless they have always been outside IR35 and working for ‘small’ companies (not affected by the OPW rules), that their own circumstances are complicated. Notably where the contractor is:
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currently with an umbrella, or
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holding an SDS where the client has stated ‘inside IR35’, or;
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regularly jumping between their PSC and an umbrella company depending on the IR35/OPW assessment.
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At this stage (Q4 2022), nobody knows how the repeal of the OPW rules will work. That’s the unpopular, hard truth. Many commentators are reaching for their crystal balls, with some suggesting that there will be new rules for contractors added onto the IR35 rules of old (2000), such as requiring contractors to complete Status Determination Statements. There’s even the odd whisper that end-clients will continue to determine IR35 status; that blanket bans on using PSCs will continue indefinitely, and that HMRC will declare some sort of ‘amnesty’ on prior SDSs with ‘inside’ results. As interesting as they are, these really are only opinions at this stage and should be taken as nothing more.
So what can we do now? Every part of the contracting chain needs to use this time to analyse the effects on their own businesses and it is vital that all get up to speed with IR35 version one (2000).
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Keep watching the contractor press for developments (the contractor ‘press’ that doesn’t just stick a press release up!).
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Decide what you want to do -- if you could.
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Collect and keep all evidence including SDS outcomes, online IR35 status tool outputs, end-client correspondence, contract review results, and working practices changes/opinions.
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Find out about your personal situation now, to see what the options and (above all else) the risks are, and if a change in your status is feasible.
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Speak to your client and find out what their position may be come April 6th 2023, especially if you are contracting with an organisation that has banned PSCs.
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Take advice from only those that, as impartial as possible, understand all the rules (from 2000 onwards), and ideally those with hands-on experience of successfully defending IR35 HMRC investigations.
This could be great news for professional interim and self employed workers, it could be great news for large private companies and the public sector to attract and retain key skills to help them deliver growth and it could be great news for those involved in the supply of these people. For now, keep up to date, get planning and be ready, April will soon be here…
03 July 2023
We’re thrilled to announce the successful completion of a retained executive search and selection campaign resulting in the appointment of a new Chief Executive Officer (CEO) for Woking & Sam Beare Hospice.
Will Worthington, Principal Consultant at Morgan Hunt, worked closely with Woking & Sam Beare Hospice throughout the recruitment process.
- Engagement: 9th December 2022
- Shortlist delivered: 1st February 2023
- Search Completed: 21st March 2023
These dates were all in line with the previously agreed timescales considering the Christmas and New Year Break.
Recruitment Process
The search was tailored to target experienced CEOs from the charity sector, specifically those with a deep understanding of the hospice industry. Additionally, the campaign aimed to identify senior leaders from the NHS who possessed transferable skills essential for the role. Morgan Hunt's diligent approach encompassed a thorough assessment of both internal and external candidates to ensure a comprehensive selection process.
Seven candidates were meticulously shortlisted for interviews. To ensure an in-depth evaluation, psychometric testing was employed for all candidates, which were carefully analysed and detailed summaries highlighting strengths and weaknesses were provided for each candidate.
Successful Hire
Siân Wicks LLM RGN joined Woking & Sam Beare Hospice as the new Chief Executive on 21st June 2023. Siân brings nearly four decades of experience as a Chief Executive, Non-Executive Director, and former Chief Nurse. Her continued inclusion in the NMC register underscores her ongoing commitment to professional excellence.
Siân has a proven track record of providing strategic direction within health and social care across the NHS, Independent, and Charity sectors. Most recently, Siân served as the CEO of Haven House Children's Hospice and currently holds the position of Chair of the Board for Achieving for Children (AFC) LTD.
Morgan Hunt Executive extends its warmest congratulations to Siân Wicks on her appointment as the new CEO and expresses gratitude to all the candidates who participated in the search process. Morgan Hunt would also like to acknowledge the invaluable contribution of Will Worthington, Principal Consultant, for his outstanding efforts and dedication in ensuring a successful outcome.
Latest jobs
Are you passionate, creative and curious about creating change in communities across the UK? We’re looking for two people to join our UK Portfolio Team as Portfolio Officers. These roles are 18-month fixed term contracts.
The UK Portfolio delivers funding programmes and supports projects that aim to inform, influence or scale work across the UK providing benefit to communities. With a UK-wide reach, we are uniquely positioned to complement the work of the Fund’s other four country portfolios: England, Northern Ireland, Scotland, and Wales.
We’re a relatively small team with wide ranging experience and interests, which reflects in the work we deliver. Annually we distribute approximately £80m across different programmes supporting projects from Fife to Omagh, Teesside to Bridgend.
This is an exciting time to join the Fund as we embark on the delivery and implementation of our new strategy – ‘It starts with community’.
Portfolio Officers are at the core of what we do, they work closely with grant seekers to support them through our funding, assess their applications and provide recommendations to our decision makers. They also work closely with grant holders ensuring public money is spent appropriately within communities across the UK and share learning and insights from the work we fund.
You’ll report to one of our Portfolio Managers and work with other Portfolio Officers across different areas of the team. Some of our recent and exciting programmes and activity include:
• The Climate Action Fund, a £100m programme supporting communities across the UK to take action on climate change.
• The UK Fund, our first response to our new strategy, 'It starts with community,' supporting communities to come together and help make a better-connected society.
You will work across the full life cycle of our grant making assessing applications on current, open programmes and managing and closing down grants as they are completed. As we continue to shape our work in response to the new strategy, there may also be opportunities to help the design of new programmes. You will also support the effective running of team meetings and be responsible for ensuring our data is accurate and of high quality.
You’ll be joining a dynamic and welcoming team, working with important and fascinating projects that are responding to and addressing a wide range of topics from employment to climate, racial justice to community cohesion.
These roles would suit people who:
• can work flexibly at pace and to tight deadlines
• are adept at building and maintaining relationships with those from a range of backgrounds and job roles
• are comfortable working across a number of funding programmes and workstreams
• can use their initiative and manage their time working comfortably with competing priorities and deadlines and a can-do attitude
• are comfortable working with an online and geographically dispersed team
• are comfortable learning and working with different systems and data
• can apply critical thinking and learn quickly about complex and nuanced issues, think about and create connections and synthesize this information to present it to others in a clear and concise manner.
Importantly we need people who are curious about the society we live in and passionate about making a difference through our funding and the vital role of charities and voluntary organisations in helping communities to thrive.
You will need to travel from time to time for this role, supporting colleagues and communities across the UK. We do not expect this to be any more than one to two occasions per month.
Contract type: 2 x fixed term contracts (18 months)
Hours: We are looking to fill these roles as a full-time post (37 hours per week). However, we’re open to what that looks like and keen to consider flexible working approaches. Please tell us what your desired work pattern is in your application
Interview Date: Week commencing 29 January 2024, taking place online.
Location: UK wide
Salary: £27,000 - £29,000 (We expect to recruit to the lower end of the pay range, but the salary offered will be based on skills and experience)
We have a hybrid approach to working. Work pattern and location will be agreed with the successful candidate. The role can be based at any of our UK offices, these are Belfast, Birmingham, Cardiff, Exeter, Glasgow, Leeds, London, Newcastle, Newtown and Manchester
If you would like an informal conversation about the role specifically, please contact:[email protected].
Any questions about the recruitment process, please email:[email protected].
We are looking for talented people from a wide range of backgrounds, cultures and experiences who share our values and are passionate about making a difference through our funding. Whether through lived, learnt or gained experience you will really understand the communities we work with. In your application, you need to demonstrate how you address the following criteria:
Essential criteria
• Managing relationships: Ability to build and nurture effective and collaborative relationships between colleagues, community organisations and other external stakeholders, with a strong commitment to equity and inclusion.
• Communication skills: Strong listening, written and verbal communication skills. Capable of producing high quality written reports and presentations to set deadlines, with the ability to communicate complex ideas in an engaging and accessible manner.
• Analytical skills: Ability to assess applications and consider a diverse range of information to make objective, judgement-based decisions with confidence, offering challenge when appropriate and managing risk appropriately throughout the grant making lifecycle.
• Organisational skills: Ability to use your initiative and manage a caseload of assessments and grant management across multiple programmes, dealing with competing priorities and deadlines and demonstrating strong organisation and prioritisation skills.
Desirable criteria
• Alignment with our work: A good knowledge and understanding of UK communities and the voluntary sector. Ability to spot trends and identify opportunities for work that aligns with the ambitions and programmes of the UK Portfolio.
• IT Skills: Strong IT skills and the ability to learn detailed processes.
• Continuous improvement: Ability to identify opportunities for learning and improvement across the team by taking a proactive approach to problem-solving and continuous improvement.
• Data and finance: The ability to understand and assess data and financial information, including within our Salesforce Grant Management System, and present this in a way that is accessible to others.
Equity, Diversity and Inclusion
Communities in the UK come in all shapes and sizes. National Lottery funding is for everyone – therefore, we are committed to equity, diversity and inclusion and we work hard to ensure our funding reaches where it is needed.
We also believe our people should represent the communities, organisations and individuals we work with. That’s why the National Lottery Community Fund is committed to being an inclusive employer and a great place to work. We recognise and celebrate the fact that our people come from diverse backgrounds. We positively welcome applications from people from ethnic minority backgrounds, people with disabilities or longstanding health conditions, people who are LGBTQ+, and people from different socio-economic and educational backgrounds, as well as people of all ages.
As a Disability Confident Employer, we take a proactive approach in making reasonable adjustments, if needed, throughout the recruitment process and during employment. (This can be related to a physical and mental health condition.)
- Do you dare to care?
- Do you have the skills, resilience and commitment to work with children who are on remand or sentenced to time in custody?
- Do you want to support children to develop their life skills as well as their emotional, social and cognitive abilities?
- Are you passionate about transforming the lives of the most vulnerable children?
- Do you want to be part of a revolution in youth justice?
We are offering a hugely exciting opportunity for people with both personal and professional experience of working and engaging with vulnerable children to join our team of Restore Practitioners.
Restore Practitioners are our key frontline residential staff at Oasis Restore, the first Secure Academy Trust in England to educate children in custody. The school is all year-round, offering 24/7 integrated and therapeutically informed education, health and social care, and is due to open its doors to children in Spring 2024.
Oasis Restore represents a revolution in youth justice: an opportunity for children within the criminal justice system to experience a restorative environment that creates the potential for them to thrive both now and for the future. Restore Practitioners will build and model healthy and trusting relationships with children that enable them to feel safe, learn and reach their full potential.
Your role as a Restore Practitioner is a commitment to improving the outcomes of vulnerable children through bringing your dedication, energy, warmth, resilience, and skills to their care. Restore Practitioners will work in teams based in each of the 12 residential flats at Oasis Restore, taking primary responsibility for the children living in this flat and working within an inter-disciplinary team around each child.
You will benefit from a comprehensive system of training, supervision and reflective practice designed to empower you in your work individually and as a team, allowing you to connect with colleagues about your experience of the work to enable you to give your best and effectively support children and meet their needs. You will work within a team which includes experienced social care managers and therapists as well as working with teaching staff to support the children’s engagement in education and wider school activities. You will play an active role in the school’s enrichment programme, delivering sessions which promote the development of the whole child.
We are looking for people who understand that a foundation of trusting and caring relationships with clear boundaries is the key to enabling children to learn and develop. You will need to have the enthusiasm, resilience, and commitment to offer this to all of the children at Restore. You will be someone who cares about developing yourself and others, who brings a readiness to get involved, to take up responsibility and authority, and to bring yourself to the work in a whole-hearted, fair, and professional manner.
You will be passionate about making a difference to children’s lives, empathetic in your approach to them and to your colleagues, patient, hopeful, forgiving, and able to behave with a curious mindset in your approach. You will have integrity, respect for others and their different life experiences and backgrounds and will understand and be able to maintain professional relationships and boundaries and have an unwavering commitment to child safeguarding. You will be dedicated to finding a way through, and never giving up.
Our Academy
Oasis Restore is the country’s first secure school that is a proof-of-concept policy initiative funded by the Ministry of Justice (MoJ). Oasis Restore’s mission is to transform the life chances of children aged 12-18 years in the criminal justice system through delivering psychologically informed, integrated practice that centres on trusted, safe relationships between staff and children. Oasis Restore is a learning community that embeds hope, stability, and opportunity for children beyond the secure school.
Our offer to you
As a newly established subsidiary of the Oasis Charitable Trust, you will enjoy the benefit of being part of a national organisation that aims to support all staff to reach their full potential and a once in a lifetime opportunity to create, develop and grow a new collaborative and innovative values-based organisation. As well as this you will also benefit from the following opportunities:
- A mixture of one to one and group reflective practise, coaching & supervision sessions as well as regular line management.
- Experience an Appraisal policy that decouples pay and performance. An elected staff forum to listen to, and act on staff feedback (this will be set up in 2024).
- Access to the Local Government Pensions Scheme (a competitive, defined benefit pension scheme)
- 33 days annual leave including bank holidays, rising to 35 days after two years.
- Subject to meeting basic eligibility criteria, be entitled to up to 8 weeks full-pay and 18 weeks half-pay paid maternity/adoption/shared parental leave (based broadly on the NHS Employers scheme).
- Subject to meeting basic eligibility criteria be entitled to up to 3 weeks fully paid paternity leave.
- Paid time off to attend antenatal appointments (those staff who are either pregnant or whose partner is pregnant)
- Have a structured and bespoke induction training plan plus a training offer bespoke to our context leading to a level 4 qualification in the therapeutic care of adolescents.
- Receive the same offer of sick leave pay (based broadly on the length of service framework in the national ‘Green Book’ framework) from Day 1 of employment.
- Up to 5 days discretionary paid compassionate/emergency/general leave plus further discretionary unpaid leave.
- Up to 4 weeks paid parental bereavement leave plus up to 5 days paid bereavement leave for the death of other specified close relatives.
- Blue Light Card (subject to meeting their eligibility criteria)
- Expenses and travel costs incurred as part of the working day (as appropriate, not including travel to work)
- Access to an eye care vouchers scheme, season Ticket Loans, a cycle to work scheme and free car parking.
- We are in the process of setting up a new employee health care cash plan and employee discount scheme.
APPLY TODAY!
Closing date: Wednesday 10th January 2024 (9am).
Start Date: Spring 2024.
Assessment Day: Saturday 20th January 2024 (London or Kent, TBC)
About the role:
The first national strategy for kinship care in England is expected soon, and the focus on kinship care is growing. We have an exceptional opportunity for a dynamic and strategic network builder to join us at a time of change and opportunity.
You’ll seize opportunities to influence positive change, leading on the design and delivery of targeted strategies to develop and co-ordinate strong and collaborative relationships with local authorities and other services supporting kinship families in England. You’ll lead on mapping local and national services, developing effective partnerships and connecting the ecosystem of support for kinship families so they can more easily find the support they need.
You’ll have a particular focus on developing relationships with local authorities to support the successful delivery of our new national Kinship Carer Training and Support Service, funded by the Department for Education (from October 2023 for 18 months with potential extensions up until March 2027), as well as generating opportunities for our growing peer support network and Kinship’s wider portfolio of services.
You’ll combine strategic planning with an ability to model a new way of working that is centred on partnerships, collaboration and excellent use of our Salesforce CRM. Leading a new team of two regional Network Development Managers, each of you will be responsible for delivery of your plan in one region in England (North, Midlands and South). You’ll also work closely with colleagues in Wales to support a co-ordinated approach.
This is an evolving role in our growing and impact driven charity. Importantly, you’ll be committed to our mission to improve recognition and support for kinship families, and you’ll be ready to seize and shape opportunities to build connections and partnerships as we work hard to design a system that works for kinship families so they are more able to find the support they need, when they need it.
What we’ll offer you
Kinship offers 30 days’ annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This fixed-term role is open to flexible working (school hours would be considered). We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.
Kinship is committed to championing equality, diversity and inclusion. We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams. We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us.
This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity!
To apply:
Please apply for this role through BeApplied: https://app.beapplied.com/apply/y3shepqtev You will be asked to answer five questions and attach your CV. You will have max 250 words per answer.
- Describe how your experience and values are a good fit for this role
- If you were offered the role, what would you prioritise in the first three months and why? Tell us about what you’d need to find out and what would be your approach to the role.
- Describe how you have used and managed data to inform successful network building and relationship management within a regional or national context.
- How would you go about building a new team that is motivated, high performing and happy in their role.
- What excites you about this role?
Application deadline: 4:00pm on Monday 11 December 2023
Interview date: Monday 18 December 2023 – in-person (Vauxhall). The interview process will be one stage in-person and you will be asked to create a presentation as part of the interview (you will hold full copyright and ownership of the presentation and contents).
Content Designer
Charity£36,000 – £38,000 (out of London) to £39,226 – £41,226 (including London weighting)
Are you able to think about the best way to deliver clear content which meets the needs of our kinship carers? Join us!
We’re on an exciting digital service innovation journey at Kinship. We’ve been funded by the Department for Education to deliver the first ever national training service for kinship carers in England. This is game changing.
We are developing training (online and in person) alongside easily accessible online advice and information as part of a new taxonomy which meets kinship carers needs as they ‘become’ and ‘live’ as a kinship carer. We’re creating a new ‘Knowledge Board’ of subject experts to ensure all our content is consistent, user led and continuously updated and relevant.
We have already developed Kinship Compass, the first independent online information, advice and support hub for kinship carers and we’ll be building on this as we also redevelop our website. We’ll be working with an experienced digital agency to ensure we’re providing content which is tailored for local, regional and national needs.
You’ll research, create and deliver engaging, user focused content, and deliver a seamless user content experience. Working with kinship carers will be a big part of your role.
Content Design by Sarah Winters will be your guide to best practice and content design principles. You’ll be confident facilitating discovery and research and building user stories and job stories with clear user goals.
This is a great opportunity if you’re a self-starter, brilliant at building trusting relationships and someone ambitious to make their mark in content design. We’ll also provide excellent training and support to help you.
One day you could be working with our Lead Legal Practitioner to support training content for a workshop and materials, on another you could be doing paired writing with one of our Advice Team to explain the different types of kinship care.
What we’ll offer you
Kinship offers 30 days’ annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This fixed-term role is open to flexible working (school hours would be considered). We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.
Kinship is committed to championing equality, diversity and inclusion. We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams. We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us.
This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity!
To apply: Please apply for this role through BeApplied: https://app.beapplied.com/apply/cvwiha9aok You will be asked to answer four questions and attach your CV. Please do not use AI tools like ChatGPT to produce your answers. You will have max 250 words per answer.
- Describe how your experience and values are a good fit for this role
- Tell us about a content design project you’ve worked on with direct beneficiaries, one which you are most proud of. How did you work with your users and how did you evidence that the content met their needs?
- Describe a time when you’ve developed a new process or system to improve ways of working.
- Describe how the lives of kinship carers might impact on the way you might design content and three things which would be important for you to think about.
Application deadline: 9:00am on Monday 4 December 2023
Interview date: Tuesday 12 December 2023 – online (TBC). Pre interview we will ask you to demonstrate a 15 minute live task (so we can ensure no use of AI) and test your core skills. The interview process will be one stage online (on Zoom) and you will be asked to create a 10-minute presentation as part of the interview (you will hold full copyright and ownership of the presentation and contents).
Website Content Manager
Charity£36,000-£38,000 (outside of London) or £39,226-£41,226 (including London weighting)
It’s an incredible time to join Kinship as our new Website Content Manager and you will make a huge difference.
You’ll join a new Digital and Content team with brilliant opportunities for personal development and training to support you in your role.
Your team will be responsible for the development of a new website, digital products and online website content which will allow kinship carers to access advice, training and information easily and effectively.
As our Website Content Manager, you’ll manage the content production for our website based on user needs, analytics and research. You’ll own the website governance including the process for creating new website content and updating and maintaining current content. You’ll develop ‘website champions’ across the organisation, providing training and support for chosen colleagues in each team to update the website.
You’ll develop ‘website champions’ across the organisation, providing training and support for chosen colleagues in each team to update the website.
You’ll work closely with the Communications and Policy Teams to align with our organisational social media content strategy, digital marketing and core objectives (including our influencing, campaigning, research and policy work).
The right person will need to work collaboratively with colleagues across Kinship and be used to working in cross-functional teams. You’ll need to be curious, detail orientated with an improvement mindset.
A new Associate Director of Advice, Training and Information will set up and embed a new ‘Knowledge Architecture Strategic Board’, of which you will join as a key member. This will drive our website content.
What we’ll offer you
Kinship offers 30 days’ annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This fixed-term role is open to flexible working (school hours would be considered). We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.
Kinship is committed to championing equality, diversity and inclusion. We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams. We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us.
This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity!
To apply: Please apply for this role through BeApplied: https://app.beapplied.com/apply/wtlweb3txk You will be asked to answer four questions and attach your CV. Please do not use AI tools like ChatGPT to produce your answers. You will have max 250 words per answer.
- Describe how your experience and values are a good fit for this role
- Talk us through your approach to website migration as part of website redevelopment project – what are they key things you need to think about?
- Describe a time when you’ve developed a new process or system to improve ways of working across teams.
- When being briefed to produce a website content strategy, what are the key questions you would want answered?
Application deadline: 9:00am on Monday 4 December 2023
1st Interview date: Monday 11 December 2023 (online) – TBC
2nd interview date: Friday 15 December 2023 (in-person) – TBC. You will be asked to create a 15-minute presentation as part of the second interview (you will hold full copyright and ownership of the presentation and contents). The second interview panel might include a kinship carer.
About the role:
This is an exciting new role, leading the new digital team of five in Kinship. We’re developing a new website alongside the delivery of a brand-new training service for kinship carers.
The focus for your team is to build a brilliant website and digital products which meet the needs of our kinship carers and our other key audiences. We’ve already launched Kinship Compass, our online information hub for kinship carers and part of the new website redevelopment will be to create one seamless experience and integrate both.
You’ll manage Content Designers who will create user led content for Kinship Compass (online advice and information) and our training service – creating online content and workshop content. They will work closely with subject experts across the organisation.
You’ll provide digital leadership, increasing our digital capabilities across the organisation by driving innovation. Identifying opportunities to leverage gen AI and machine learning to develop our online services and content.
We’re looking for someone who is curious about using digital to support and enhance our services for kinship carers. And you’ll use data and insight to do that, continually optimising user journeys and experiences.
Our influencing, campaigning, research and policy work is core to changing the system for kinship carers and our new website needs to support the strategic objectives for these audiences. Working with our fundraising team, the right person will support the team to create better supporter journeys.
We have just been awarded the Department for Education contract to deliver high quality training to kinship carers across England. You will work closely with the Advice, Training and Information team to ensure kinship carers are able to book online or face-to-face training through our website without friction.
This is a new role and team so you will need to be someone who is comfortable with a high level of ambiguity and who is able to build high performing and effective teams quickly.
Working collaboratively with colleagues across Kinship and in cross-functional teams will be to be a key strength. You’ll need to be curious, detail orientated with an improvement mindset.
A new Associate Director of Advice, Training and Information will set up and embed a new Knowledge Board, which you will also co-own. The board will develop a new taxonomy which will form the framework for all content (including online) to support kinship carers as they become and live as a kinship carer.
You’ll be supported by an ambitious and supportive executive team and will join a high performing senior management team.
What we’ll offer you
Kinship offers 30 days' annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This role is open to flexible working. We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.
Kinship is committed to championing equality, diversity and inclusion. We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams. We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us.
This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity!
To apply:
Please apply by submitting a CV and answering five short questions via BeApplied: https://app.beapplied.com/apply/gzcnpr7tep Please note that all answers will be viewed anonymously by reviewers and CVs will not be viewed until after this sift has happened. This is the first opportunity to demonstrate your experience and to stand out in the recruitment process. Reviewers will not see all your answers together and will be marking on the strength of the response to each question.
Once this has been completed, all of your application will be reviewed together and discussed by the shortlist panel.
If we invite you for interview, we will ask you to share a portfolio of work (if you have one), please don’t worry if you don’t. You will have a maximum of 250 words per answer.
- Describe how your experience and values are a good fit for this role
- If you were offered the role, what would you prioritise in the first three months and why? Tell us about what you’d need to find out and what would be your approach to the role?
- Describe a time when you’ve developed a new process or system to improve ways of working across teams.
- How would you ensure your team are motivated, high performing and happy in their role?
- When being briefed to produce a digital strategy, what are the key questions you would want answered?
Key Dates
Application deadline: Monday 4 December at 9.00am
1st stage interviews: Friday 8 December 2023 (online)
2nd stage interviews: Tuesday 12 December 2023 (Vauxhall office)
About Kinship:
Kinship is the leading charity in England and Wales for kinship carers – relatives and friends who raise children when their parents aren’t able to. We offer kinship carers expert advice as well as financial, legal, practical and emotional support and understanding from the moment they need it, for as long as they need it. We’re always there to help with the complicated and stressful decisions that so many kinship families have to make, as well as to celebrate the good times.
Working alongside kinship carers and the children they raise, with their voice and views at the fore, we build communities of support and give everything we have to fight for each family and their rights, as well as to raise awareness of kinship care and secure better support for all those playing this critical role.
About the role:
We have been awarded a Department for Education contract to deliver high quality training to kinship carers across England, which will complement our existing progammes and services, including our national Peer-to-Peer Programme, innovative programmes commissioned by local authorities in England and Wales and our free information and advice services including Kinship Compass.
In order to reach and support more kinship carers with these programmes and services, we are building a new Marketing Team – comprising a Head of Marketing, Marketing Manager and Marketing Officer - to develop and deliver integrated, strategic and creative marketing campaigns and strategies.
This is an exciting opportunity for an experienced, senior-level marketeer with a strong track record in overseeing the development and delivery of effective and successful multi-channel marketing strategies targeted at a range of audiences to join us as our Head of Marketing. We’re looking for someone excited to hit the ground running in developing a new team and function, and who is able to plan strategically and creatively about how to maximise engagement and acquisition with a small in-house team. You will play a crucial role in supporting Kinship’s growth including through income generation, by increasing brand awareness and developing compelling marketing offers for key audiences including kinship carers, local authorities and referral partners.
A strategic thinker and natural collaborator, you’ll be able to work across the organisation to develop integrated marketing strategies and plans across all of Kinship’s services and programmes, and ensure these align with our wider external communications, including to our Kinship Community of around 12,000 carers. You’ll also be comfortable getting involved in the operational delivery of our marketing plans, supporting your team of two and demonstrating an insight and audience-led approach to both digital and offline marketing, thriving in an environment where you’ll be responsible for overseeing the progress of various strands of marketing activity.
You will have significant experience in leading marketing teams in the charity sector, and have demonstrable experience in delivering successful, engaging marketing strategies in-house. You will have experience of operating at a senior management level – perhaps as a Senior Manager, Head of or other senior-level role, adept at working with senior level internal and external stakeholders.
We will guarantee interviews to any candidates with experience of kinship care (either of being in kinship care or of being a kinship carer) who demonstrate that they meet the essential skills and experience outlined below.
What we’ll offer you
Kinship offers 30 days’ annual leave plus bank holidays (pro-rata for part time) as well as a generous pension scheme. This fixed-term role is open to flexible working (school hours would be considered). We have an excellent wellbeing offer including the Employee Assistance Programme and clinical supervision. We will invest in your professional development with training and career development opportunities.
Kinship is committed to championing equality, diversity and inclusion. We believe our work is greatly enhanced by the varied backgrounds, experiences and views represented within our teams. We aim to create inclusive teams, celebrate differences and encourage everyone to join us and be their true self at work. We therefore encourage applications from anyone who fits our values, whatever their religion or belief, sex, gender identity, race, age, sexuality or disability and are actively seeking candidates that can bring real innovation and commitment to us.
This is a fantastic time to join a supportive and well-established team within an organisation with rapid growth ambitions. This role will be what you make it and we’re looking for someone to seize this opportunity!
To apply:
Please apply for this role through BeApplied: https://app.beapplied.com/apply/lrpilltfmm You will be asked to answer four questions and attach your CV. You will have max 250 words per answer.
- Tell us why you’re interested in working for Kinship in this role. Please also include how your personal values align with ours - Step up, Be stronger together, Be bold and Put people first.
- If you were offered the role, what would your priority actions be in the first three months and why? Tell us about what you’d need to find out and what would be your approach to the role?
- How would you ensure your team are motivated, high performing and happy in their role?
- This role will involve working with a wide range of stakeholders across the kinship care landscape, to gather views, insights and contributions. How would you go about identifying, listening to and working with stakeholders and seeking consensus? What would you do when consensus cannot be reached?
Application deadline: 9:00am on Monday 11 December 2023
1st interview date: Friday 15 December 2023 (online)
2nd interview date: Monday 18 December 2023 – in-person (Vauxhall). The interview process will be two stages online (on Zoom) and for the second interview you will be asked to create a presentation (you will hold full copyright and ownership of the presentation and contents) and there will be a timed written task.
Trainee Venue Manager
Grade C - £23,144 (progression to £24,533), full-time, permanent
Details:
If you have the energy and enthusiasm to assist us in achieving our goal of making life better for our students, then we have the ideal opportunity for you to join our Venue and Events team.
The ideal candidate for this role will be looking for their first step in their career in venue management. They will be highly self-motivated, have exceptional customer service skills and prepared to develop and progress whilst supporting the venue and events team.
The post holder will be given extensive induction training explaining the role and responsibilities and the basic skills required to undertake the role. At least 3 formal, certified training courses will be provided as well as regular reviews to monitor set targets. An ongoing development plan will be provided throughout the first year covering all areas of the business operation with a view for the role to lead into our permanent venue management team.
Bucks Students’ Union is a democratic, student-led organisation whose mission is to make life better for students at Bucks. We are committed to improving the student experience and actively seek to bring positive change to student life.
We are ranked the number one students’ union in the UK, are a Real Living Wage Employer, a Mindful Employer and have achieved the highest standards in accreditation for Fairtrade, Green Impact, Best Bar None and Quality Students’ Unions.
Our reward package provides over 40 days paid annual leave each year as well as a competitive pension, extensive development opportunities, wellbeing support and discount schemes, amongst other benefits.
We are committed to tackling inequality and offer a ‘guaranteed interview scheme’ for applicants of colour and/or applicants with a disability. If you have a disability and/or are a person of colour and you meet the criteria of a role description and person specification of a role, please select the ‘guaranteed interview scheme’ option on the application form.
Please note, this role will require someone who can work flexibly due to the irregular shift patterns and annualised hours of work.
View the full specification and details on how to apply here https://www.bucksstudentsunion.org/jobs/vacancy/713/
For more information, contact [email protected] or call 01494 601600.
Morgan Hunt are recruiting a Finance Manager for an well-known charity. This is a permanent role paying £36,000
The roll supports the Chief executive in delivering high quality and responsive financial service for the organisation and external
Main responsibilities of a Finance Manager:
- Manage the day-to-day running of the finance function including banking, credit control, petty-cash, invoicing, receivables, payables, cash flow forecast, and production of management accounts - ensuring processes and controls are in place and adhered to.
- Annual budgeting, own the month-end close process and the production of monthly rolling forecasting and quarterly management accounts outputs.
- Manage the security of all financial information, including backing up, computer files and storage of business-critical data, on site and off site if required.
- Be responsible for payroll, and ensure that pay is processed on time, accurately and in compliance with the HMRC and other relevant regulations and liaise accordingly with the pension and benefit providers.
- Investigate and rectify payroll queries, errors, or discrepancies.
- Ensure the timely and accurate issuing and processing of invoices to donors, sponsors, funders as required, and to clients for all paid-for services, and resolve related queries.
- Responsible for processing and paying organisation\'s bills and suppliers in a timely manner.
- Check and process timely authorised expense returns from staff and volunteers.
- Prepare and process Gift Aid repayment claims.
- Manage and support the external auditing process including to prepare for and maintain accurate records for the auditors, including records of restricted and non-restricted grants/donations income and expenditure to support accurate reserves reporting.
- To submit the approved annual accounts to the Charity Commission and Companies House.
- Ensure compliance with organisation\'s financial management policy and all other relevant policies and procedures including Health & Safety, Safeguarding, GDPR and to promote Equality, Diversity, and Inclusion.
- To support the CEO, senior management team and Board of Trustees by ensuring they have accurate and up-to-date financial information including reporting on KPI metrics that underpin Charity\'s financial performance.
- Effectively manage and develop the organisation\'s finance team.
- Ensure the continuous improvement process in payroll, purchasing, and bookkeeping.
As a Finance Manager, it would be ideal if you have:
- Experienced charity accountant
- Qualified professional accountancy qualification (ACA, ACCA, CIMA)
- Experience of managing budget, and income generation.
- Technical ability to prepare, review and ensure accuracy and completeness of financial reports.
- Experience of calculating and preparing salary and PAYE data, managing payroll, HMRC returns and managing contributory pension scheme.
- Experienced in the application and use of accounting software packages such as QuickBooks, SAGE
- Working knowledge of charity accounting and Charity Commission compliance requirements
- Experienced in preparing for and managing audits.
- A working knowledge of data protection practice and processes.
- Excellent IT skills including advanced Excel skills.
- Analytic and problem-solving skills
- Strong workload planning skills
- Ability to confidently deal with colleagues and develop strong internal and external relationships with stakeholders.
- Excellent communication skills - both written and verbal.
- Able to work with minimum levels of direct supervision.
If you are an experienced Finance Manager, or worked in roles of a similar nature, then please apply!
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual\'s skills, qualifications and abilities to perform the relevant duties required in a particular role.
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To apply for this role, please go through our direct recruitment portal, using this link:
https://jobs.tnlcommunityfund.org.uk/vacancies/vacancy-details.aspx?VacancyID=139&culture=en-GB
The National Lottery Community Fund has created a new role for a Records Manager who wants to make a difference. This is a fantastic opportunity to join the UK’s leading community funder to lead on our information assets approach.
We are looking for a colleague who has experience and understanding of applying Records Management principles and standards in a public sector setting. This is a role you can make your own to build a meaningful framework and an engaged colleague culture on managing our information assets and records.
Particularly focus areas for the role will be:
- ensuring we have an Information Asset Register that is user-friendly and easy to keep up-to-date
- developing and managing a revised data retention policy that reflects our wide range of information and systems
- establishing and rolling out a user-friendly classification and marking system for our documents
- Establishing an archiving policy and practice with the National Archives and other external organisations we work with to best manage our information assets.
This is a rewarding role for anyone who enjoys relationship-building and influencing colleagues at all levels to drive positive change; you will work with every team across The National Lottery Community Fund to help us get the most out of our information assets and ensure we are a good custodian of our information.
This is also a great role for a strategic thinker who enjoys a good mix of big-picture-thinking and an attention to detail. You’ll have strong planning and organisational skills and experience and confidence using IT systems for managing information, particularly Microsoft Office 365 (M365).
You will be part of our friendly Legal and Information Governance team, reporting into the Head of Legal with a dotted line to our Senior Information Risk Owner (SIRO). This is a hybrid-working role with a good balance between travelling to our offices UK-wide to engage with colleagues and team and autonomous working from home.
Interview Date: Interviews will be held in December 2023 with the role commencing early 2024.
Location: We have a flexible approach to working and work pattern and location will be agreed with the successful candidate. The role can be based at any of our UK offices, these are Belfast, Birmingham, Cardiff, Exeter, Glasgow, Leeds, London, Newcastle and Newtown.
If you would like an informal conversation about the role specifically, please contact: [email protected]
Any questions about the recruitment process, please email: [email protected]
Essential criteria
- Experience of designing and implementing records management strategies and systems
- Experience of using IT systems for managing information (particularly M365)
- A sound understanding of Records Management principles and best practice and knowledge of Data Protection and Freedom of Information legislation
- Experience of influencing, relationship-building and training colleagues at all levels and an ability to prioritise effectively.
- Experience of working within cross-organisation teams and a strategic and solutions-focussed approach.
- Relevant experience gained within a public sector setting or a similar environment
Desirable criteria
- Qualification in records or information management and/or accreditation by a relevant professional body (e.g. Information Records Management Service (IRMS), Archives & Records Association (ARA) or the Chartered Institute of Library and Information Professionals (CILIP).
- Experience working in a complex environment with multiple and sometimes competing priorities.
Equity, Diversity and Inclusion
Communities in the UK come in all shapes and sizes. National Lottery funding is for everyone – therefore, we are committed to equity, diversity and inclusion and we work hard to ensure our funding reaches where it is needed.
We also believe our people should represent the communities, organisations and individuals we work with. That’s why the National Lottery Community Fund is committed to being an inclusive employer and a great place to work. We recognise and celebrate the fact that our people come from diverse backgrounds. We positively welcome applications from people from ethnic minority backgrounds, people with disabilities or longstanding health conditions, people who are LGBTQ+, and people from different socio-economic and educational backgrounds, as well as people of all ages.
As a Disability Confident Employer, we take a proactive approach in making reasonable adjustments, if needed, throughout the recruitment process and during employment. (This can be related to a physical and mental health condition.)
- Do you dare to care?
- Do you have the skills, resilience and commitment to work with children who are on remand or sentenced to time in custody?
- Do you want to support children to develop their life skills as well as their emotional, social and cognitive abilities?
- Are you passionate about transforming the lives of the most vulnerable children?
- Do you want to be part of a revolution in youth justice?
We are offering a hugely exciting opportunity for people with both personal and professional experience of working and engaging with vulnerable children to join our team of Restore Practitioners.
Restore Practitioners are our key frontline residential staff at Oasis Restore, the first Secure Academy Trust in England to educate children in custody. The school is all year-round, offering 24/7 integrated and therapeutically informed education, health and social care, and is due to open its doors to children in Spring 2024.
Oasis Restore represents a revolution in youth justice: an opportunity for children within the criminal justice system to experience a restorative environment that creates the potential for them to thrive both now and for the future. Restore Practitioners will build and model healthy and trusting relationships with children that enable them to feel safe, learn and reach their full potential.
Your role as a Restore Practitioner is a commitment to improving the outcomes of vulnerable children through bringing your dedication, energy, warmth, resilience, and skills to their care. Restore Practitioners will work in teams based in each of the 12 residential flats at Oasis Restore, taking primary responsibility for the children living in this flat and working within an inter-disciplinary team around each child.
You will benefit from a comprehensive system of training, supervision and reflective practice designed to empower you in your work individually and as a team, allowing you to connect with colleagues about your experience of the work to enable you to give your best and effectively support children and meet their needs. You will work within a team which includes experienced social care managers and therapists as well as working with teaching staff to support the children’s engagement in education and wider school activities. You will play an active role in the school’s enrichment programme, delivering sessions which promote the development of the whole child.
We are looking for people who understand that a foundation of trusting and caring relationships with clear boundaries is the key to enabling children to learn and develop. You will need to have the enthusiasm, resilience, and commitment to offer this to all of the children at Restore. You will be someone who cares about developing yourself and others, who brings a readiness to get involved, to take up responsibility and authority, and to bring yourself to the work in a whole-hearted, fair, and professional manner.
You will be passionate about making a difference to children’s lives, empathetic in your approach to them and to your colleagues, patient, hopeful, forgiving, and able to behave with a curious mindset in your approach. You will have integrity, respect for others and their different life experiences and backgrounds and will understand and be able to maintain professional relationships and boundaries and have an unwavering commitment to child safeguarding. You will be dedicated to finding a way through, and never giving up.
Our Academy
Oasis Restore is the country’s first secure school that is a proof-of-concept policy initiative funded by the Ministry of Justice (MoJ). Oasis Restore’s mission is to transform the life chances of children aged 12-18 years in the criminal justice system through delivering psychologically informed, integrated practice that centres on trusted, safe relationships between staff and children. Oasis Restore is a learning community that embeds hope, stability, and opportunity for children beyond the secure school.
Our offer to you
As a newly established subsidiary of the Oasis Charitable Trust, you will enjoy the benefit of being part of a national organisation that aims to support all staff to reach their full potential and a once in a lifetime opportunity to create, develop and grow a new collaborative and innovative values-based organisation. As well as this you will also benefit from the following opportunities:
- A mixture of one to one and group reflective practise, coaching & supervision sessions as well as regular line management.
- Experience an Appraisal policy that decouples pay and performance. An elected staff forum to listen to, and act on staff feedback (this will be set up in 2024).
- Access to the Local Government Pensions Scheme (a competitive, defined benefit pension scheme)
- 33 days annual leave including bank holidays, rising to 35 days after two years.
- Subject to meeting basic eligibility criteria, be entitled to up to 8 weeks full-pay and 18 weeks half-pay paid maternity/adoption/shared parental leave (based broadly on the NHS Employers scheme).
- Subject to meeting basic eligibility criteria be entitled to up to 3 weeks fully paid paternity leave.
- Paid time off to attend antenatal appointments (those staff who are either pregnant or whose partner is pregnant)
- Have a structured and bespoke induction training plan plus a training offer bespoke to our context leading to a level 4 qualification in the therapeutic care of adolescents.
- Receive the same offer of sick leave pay (based broadly on the length of service framework in the national ‘Green Book’ framework) from Day 1 of employment.
- Up to 5 days discretionary paid compassionate/emergency/general leave plus further discretionary unpaid leave.
- Up to 4 weeks paid parental bereavement leave plus up to 5 days paid bereavement leave for the death of other specified close relatives.
- Blue Light Card (subject to meeting their eligibility criteria)
- Expenses and travel costs incurred as part of the working day (as appropriate, not including travel to work)
- Access to an eye care vouchers scheme, season Ticket Loans, a cycle to work scheme and free car parking.
- We are in the process of setting up a new employee health care cash plan and employee discount scheme.
APPLY TODAY!
Closing date: Wednesday 10th January 2024 (9am)
Start Date: Spring 2024.
Assessment Day: Saturday 20th January 2024 (London or Kent, TBC)
Our Head of Equity, Diversity and Inclusion (EDI) is looking for Two EDI Funding Managers (Policy and Practice). These two opportunities are fixed term contracts until September 2024.
The EDI team is located in the Strategy Implementation team which sits in the Funding Strategy, Communications and Impact Directorate.
Together we will develop EDI practice, tools, advice and guidance to support colleagues and the organisation to imbed deliverables and drive progression towards the new strategy commitments, 'It starts with Community', ensuring the success of our Equity based approach, throughout the UK.
Focussing your activity on grant-making processes and organisational performance, you will ensure delivery of our strategic EDI ambitions to deliver equitable and inclusive grant-making. You will use your great communication skills to engage colleagues and deliver EDI concepts and tools to support our funding priorities across decision making spaces. You will be able to analyse and interpret sensitive or complex information and data to identify key specific issues, barriers and developing trends. Collaborating with EDI leads, you will work Fund wide to ensure the delivery and progression towards the new strategy commitments via regular communications including written work, outreach, presenting and other means of engagement.
You will:
· Act as the key point of contact and resource for teams connecting and aligning EDI activity to the overall Fund EDI mission, facilitating consistency, common understanding and progression
·Establish and coordinate resource to drive delivery and ensure appropriate monitoring and evaluation methods are employed for all EDI activities
· Map and collate learning on practice activity and identify key specific issues, barriers and developing trends via an EDI lens, collaborating with EDI leads where available
· You will keep up to date with best practice, including legislative requirements and be committed to your own professional development, using this wider knowledge to improve and develop organisational knowledge.
· Ensure the consistent implementation of EDI initiatives in all funding portfolios, building positive connections and influencing effectively at all levels
· As part of a dispersed team, you can be based at any of our offices, with options for hybrid working, across the UK, with an expectation of intermittent UK-wide travel
Interview Date: 14th and 15th December
Location: We have a hybrid approach to working, work pattern and location will be agreed with the successful candidate. The role can be based at any of our UK offices, these are Belfast, Birmingham, Cardiff, Exeter, Glasgow, Leeds, London, Newcastle and Newtown.
Contract: Two Fixed Term Contracts until September 2024. Full time, 37 hours per week. Open to a conversation on part time, minimum 3 days, or job share. Please just reach out if you would like to discuss further.
If you would like an informal conversation about the role specifically, please contact: [email protected].
Any questions about the recruitment process, please email: [email protected]
Essential:
1) Professional or lived understanding of issues relating Equity, Diversity and Inclusion
2) Experience of delivering Equity, Diversity and Inclusion concepts in an organisational setting
3) Excellent communicator able to widely engage, connect and maintain relationships
4) Ability to work strategically and flexibly across diverse teams, to drive and deliver change
Desirable:
1) Detailed understanding of grant-making portfolios, policies, and practice at the Fund.
2) Ability to analyse, interpret and present information to a range of audiences
3) Understanding the policy and political differences across the UK
4) Evidence of professional development in the Equality, Diversity and Inclusion
Equity, Diversity and Inclusion
Communities in the UK come in all shapes and sizes. National Lottery funding is for everyone – therefore, we are committed to equity, diversity and inclusion and we work hard to ensure our funding reaches where it is needed.
We also believe our people should represent the communities, organisations and individuals we work with. That’s why the National Lottery Community Fund is committed to being an inclusive employer and a great place to work. We recognise and celebrate the fact that our people come from diverse backgrounds. We positively welcome applications from people from ethnic minority backgrounds, people with disabilities or longstanding health conditions, people who are LGBTQ+, and people from different socio-economic and educational backgrounds, as well as people of all ages.
As a Disability Confident Employer, we take a proactive approach in making reasonable adjustments, if needed, throughout the recruitment process and during employment. (This can be related to a physical and mental health condition.)
To apply for this role, please go through our direct recruitment portal, using this link:
Funding Officers in Birmingham - TNL Community Fund - English
Working as a Funding Officer within the England Central Funding team, you will join our Awards for All programme.
You will be assessing applications for funding from a wide range of customers, dealing with grant management and related queries and looking at risk management, or supporting our Advice Team. This will include contact directly with grant holders and applicant organisations and with a range of colleagues.
You will have a strong understanding of our vision and our commitment to equity, diversity, and inclusion. You will manage your own caseload.
The England Awards for All Team have several Funding Officer vacancies, both permanent positions and fixed term contracts until December 2024. The successful candidates must be based near to and be able to easily travel to one of our centres in Birmingham and Newcastle-upon-Tyne, as this role may require office working from time to time.
Contract Type: Permanent and Fixed Term – Please state which you are open to in your application, this can be both.
Hours: Full time, 37 Hours per week. Flexible - Part time hours will be considered
Interview Date: Week commencing 18th December.
Location: Working from our Birmingham or Newcastle-upon-Tyne office/hybrid working
If you would like an informal conversation about this role, please contact: [email protected]
Any questions regarding the recruitment process, please email: [email protected]
Essential:
- Ability to analyse a range of information in order to make evidence-based judgements, to challenge when appropriate and to manage risk.
- Ability to learn and apply a variety of detailed processes and technology systems (MS office and Salesforce).
- Good planning, organisation and time management skills. Managing your workload to meet targets and handle competing priorities, alongside confidence to continually seek and act on feedback to evaluate and improve your own performance.
- Ability to build and maintain effective relationships, working within a large team and demonstrating a strong commitment to equity, diversity and inclusion. Strong listening, written and verbal communication skills.
Desirable:
- Understand the communities we work with and how we make a difference through our funding.
- The ability to understand and assess data and financial information
- Knowledge of the social policy environment and the role of the third sector
- Proactively share learning, knowledge and information, and make improvements by working with colleagues
Equity, Diversity and Inclusion
Communities in the UK come in all shapes and sizes. National Lottery funding is for everyone – therefore, we are committed to equity, diversity and inclusion and we work hard to ensure our funding reaches where it is needed.
We also believe our people should represent the communities, organisations and individuals we work with. That’s why the National Lottery Community Fund is committed to being an inclusive employer and a great place to work. We recognise and celebrate the fact that our people come from diverse backgrounds. We positively welcome applications from people from ethnic minority backgrounds, people with disabilities or longstanding health conditions, people who are LGBTQ+, and people from different socio-economic and educational backgrounds, as well as people of all ages.
To apply for this role, please go through our direct recruitment portal, using this link:
Funding Officer in London and the South East - TNL Community Fund - English
As a Funding Officer, you will work with The Phoenix Way Partners (TPW), a national collaborative partnership created during the Covid-19 pandemic as a response to the structural inequalities which Black and Ethnic Minority communities and community-led organisations face in relation to influencing and accessing grant funding in the UK
You will assess requests for funding and manage grants using best practice, thematic expertise, and the experience of customers and stakeholders to improve our grant making and inform our decision making.
Funding Officers will ensure our grant management and assessment play an effective part in contributing to the Fund’s knowledge and learning as a grant maker. You will manage your own caseload, liaise with grant holders, partners, undertake project visits, identify and manage risk, supporting organisations to deliver their projects and measure their impact.
You will share learning from your conversations, project visits, grant holder reports and evaluations with other colleagues so that we can maximise our impact.
You will ideally live in the London or South East of England or have excellent knowledge of the area. Being responsible for supporting local people and communities you will have a strong knowledge of the challenges and opportunities for the Black and Ethnic Minority communities and community-led organisations in that area.
You will have a passion for equitable grant making and be part of an inclusive team. You will be able to demonstrate a “can do” attitude and a solution focused approach.
You’ll be part of a team, led by a Funding Manager, and comprised of several other Funding Officers.
You’ll also need to work within the Fund’s policies and procedures and the necessary legislation, and in a way that is in line with our vision and principles.
We particularly welcome applications from people who are from Black or ethnic minority communities. It will be advantageous if a candidate can demonstrate expertise working with Black and ethnic minority led groups and organisations, and/or involvement in delivering funding to Black and ethnic minority communities.
Visit The Ubele Initiative - The Phoenix Way to find out more about the The Phoenix Way and the Phoenix Way Partners.
Interview Date: w/c 18th December 2023
Location: Hybrid working, mobile working contract, expectation to travel around the London and South East region. Our London office is based near Kings Cross from January.
Hours: Full Time, 37 hours per week.
If you would like an informal conversation about this role, please contact: [email protected]
Essential criteria
- Strong understanding and experience of working with and for the Black and Ethnic-minority led voluntary and community sector and/or targeted funding programmes
- Communication skills: Strong listening, written and verbal communication with an emphasis on written communication for assessment purposes.
- Relational skills: Ability to nurture, develop and promote effective relationships and communication with colleagues, community organisations and partners, with a strong commitment to equity and inclusion
- Organisational skills: Ability to use your initiative and manage your own workload with minimal supervision, dealing with competing priorities and deadlines and demonstrating strong self-organisation and prioritisation skills.
Desirable Criteria
- Able to identify opportunities to share learning, knowledge and information, and make improvements by working with colleagues and partners.
- Sound IT skills and the ability to learn detailed processes.
- Analytical skills: Ability to assess a high volume of applications, make good judgements, challenge when appropriate and manage risk.
- Experience in working collaboratively within a team.
Equity, Diversity and Inclusion
Communities in the UK come in all shapes and sizes. National Lottery funding is for everyone – therefore, we are committed to equity, diversity and inclusion and we work hard to ensure our funding reaches where it is needed.
We also believe our people should represent the communities, organisations and individuals we work with. That’s why the National Lottery Community Fund is committed to being an inclusive employer and a great place to work. We recognise and celebrate the fact that our people come from diverse backgrounds. We positively welcome applications from people from ethnic minority backgrounds, people with disabilities or longstanding health conditions, people who are LGBTQ+, and people from different socio-economic and educational backgrounds, as well as people of all ages.
As a Disability Confident Employer, we take a proactive approach in making reasonable adjustments, if needed, throughout the recruitment process and during employment. (This can be related to a physical and mental health condition.)
For over 60 years the National Children’s Bureau (NCB) has been building a better childhood for all.
The IT & Digital Manager is a new role with a dual focus, working both to ensure the provision of high-quality IT services and on projects to deliver improvements and change. This role reports to the Head of Digital and Technology.
NCB is a growing organisation, currently with approx 150 staff working in a hybrid way across 3 offices, with the majority based in our London Fields office in London. We primarily provide IT through an outsourced IT provider and the IT & Digital Manager will work closely with them to ensure a seamless service for our users. We have recently moved from a remote desktop to cloud-based working (Microsoft365, Sharepoint, Teams), and are ambitious to capture all the benefits of this and strengthen our use of technology.
This role requires a mix of technical expertise, analytical thinking and excellent communication skills. The role will suit someone with a passion for working both with technology and with people, and with an enthusiasm for driving improvement.
To apply for this position, please complete and return a completed Application Form and Equal Opportunities Form by email to [email protected]. Applications close at 08:00am on Monday 11 December 2023. Please follow the link to our Jobs site to find application forms. IT & Digital Manager (ncb.org.uk)
Please quote the job title and reference number in your application. CVs will not be accepted. Assessment and interviews to be conducted on Monday 18 December 2023.
Please note that only shortlisted candidates will be contacted.
NCB is an equal opportunities employer and we particularly welcome applications from Black, Asian and minority ethnic candidates, LGBTQ+ candidates, candidates with disabilities, and male candidates, as we would like to increase the representation of these groups at NCB. We strive for our workforce to be representative of the communities that we serve and we know that greater diversity will lead to even greater results for children.
Only completed applications will be considered for this role. All applicants will need to complete an application form via our website as we do not accept CVs: https://coram.octo-firstclass.co.uk/candidates/c/applicationform/jobpost/166177?aisId=12&rmId=4322&qc=1&d=4f5640791ce01fe44e72d39a93170323c1aa0f13&src=2
Job Title: Children’s Rights Services Manager
Contract Type: Permanent
Hours: 35 hours per week
Salary: £36,000-£40,000 per annum
Location: Coram Campus, Bloomsbury, London (Hybrid Working)
We are looking for an experienced, capable and motivated individual who will relish the opportunity to lead and develop Coram Voice’s children’s rights services in London and the South East.
About Coram Voice
Coram Voice is part of the Coram Group of charities. We are a leading children’s rights organisation who works with children and young people in care, leaving care and on the edges of care to have a voice and to improve the lives of children like them.
To achieve our goals we need to be able to communicate our messages effectively to children and young people as well as professionals. The content across our communications channels needs to be up to date and compelling. We need to make sure we are using online opportunities to deliver our messages and engage with young people. Central to achieving this is working with care experienced young people and children (supported through our participation team) and engaging our Young Creatives in relation to how we communicate with young people and in the creation of young people facing information.
About the role
This is an exciting opportunity to join Coram Voice as our new Children’s Rights Services Manager. This is a pivotal role for the organisation as you will lead our specialist children’s rights in London and the South East.
You will have overall responsibility for the management of our range of locally commissioned and grant funded children’s rights services including advocacy for looked after children, care leavers, and homeless young people and a number of independent visitor services.
Leading the service’s managers, coordinators, and specialist advocates you will be a resilient and supportive leader with excellent interpersonal skills. You will also be a capable ambassador for Coram Voice with the ability to engage effectively with commissioners, and other stakeholders.
We are looking for an experienced professional who can lead, work as part of a team, and proactively contribute to service development. We want someone who likes a challenge, wants to make a real difference in the lives of the children and young people and will innovate to achieve this. Above all we want someone who will be a champion for children and young people’s rights.
Coram Voice reward and recognise the valuable contributions our staff make to the organisation and offer an attractive benefits package to do so. Coram Voice benefits package includes a competitive salary, a matched pension scheme up to 5% of salary, generous leave entitlements of up to 28 days’ annual leave plus an additional 3 days paid leave between Christmas and New Year and a suite of family friendly policies, which promote employee wellbeing.
We are seeking candidates who are committed to our objectives for children and young people and equally committed to the organisation and the development of our services.
To apply for this role, please click on the 'apply now' button below to complete the application.
Closing date: Thursday 7th December 2023 at 9am
Interview date: Week commencing 31st December 2023 (online)
The interview panel will be made up of senior Coram Voice managers and a care experienced consultant.
Following an initial interview candidates may be invited to a further interview. The successful candidate will be required to take part in a Warner style interview as part of our safer recruitment process before their appointment is confirmed.
Coram Voice is an equal opportunities employer and welcomes applications from all sections of the community. We actively encourage applicants from Asian, African, Caribbean and other minority ethnic backgrounds as well as people with lived experience of the care system to join our teams. Whilst we have a diverse team we recognise we are a predominantly white workforce and are genuinely committed to encouraging candidates from diverse communities in order to improve the services to the children and families we help.
We are committed to the safeguarding of children and where appropriate will require the successful applicant to undertake a check from the Disclosure and Barring Service.
Registered Charity No. 312278.
Morgan Hunt are looking for a Financial Accountant to work within a well-known Charity based in London. They are looking for a Financial Accountant to manage Financial operations, this will be a Permanent role paying £45,217 - £58,167. The ideal candidate will have a degree in accounting or a related field and experience working in a Finance or accounting. This role is an excellent opportunity for someone who is looking to grow their career in accounting within a dynamic and supportive organisation.
Key Responsibilities of a Financial Accountant:
- Oversee all aspects of financial accounting, including accounts payable, accounts receivable, general ledger, and payroll.
- Prepare accurate and timely financial statements, reports, and budgets for internal and external stakeholders.
- Monitor and analyse financial performance, identify trends, and provide recommendations for improvement.
- Ensure compliance with relevant accounting standards, regulations, and reporting requirements.
- Conduct regular internal audits to assess financial controls and identify areas of risk or opportunity.
- Collaborate with other departments to develop and implement financial policies and procedures.
- Support grant applications and reporting, ensuring compliance with funding guidelines.
- Provide financial guidance and support to project managers, program directors, and other stakeholders.
- Assist in the preparation of annual budgets and forecasting activities.
- Stay updated on industry best practices, accounting standards, and emerging trends in the non-profit sector.
Qualifications and Skills of a Financial Accountant:
- Bachelor\'s degree in Accounting, Finance, or a related field (Master\'s degree preferred).
- Professional accounting qualification (CPA, CMA, ACCA, or equivalent).
- Proven experience as a Financial Accountant or similar role, preferably in the non-profit sector.
- In-depth knowledge of accounting principles, financial reporting, and compliance requirements.
- Strong analytic skills with the ability to interpret financial data and provide strategic insights.
- Proficiency in using accounting software and advanced knowledge of spreadsheet applications.
- Excellent attention to detail and accuracy in financial reporting.
- Strong communication and interpersonal skills, with the ability to collaborate effectively with diverse stakeholders.
- Ability to work independently, prioritise tasks, and meet deadlines.
If you are an experienced Financial Accountant within the Public Sector, apply here.
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual\'s skills, qualifications and abilities to perform the relevant duties required in a particular role.
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I am working with a reputable health-care/disability advocacy charity, who are looking for a Policy Lead (Scotland and Northern Ireland on a permanent basis. This is an exciting opportunity to develop your policy career, whilst contributing to the charity\'s strategic aims and national policy priorities.
As a Policy Lead, you will be responsible for advocating on behalf of patients. You will be responsible for developing and implementing policy recommendations, whilst identifying opportunities for the charity to expand is scope of influence. You will represent the charity at external events and engage with senior decision makers in Parliament.
Key Responsibilities
- Contributing to the inception and implementation of policy specific to the Scotland and Northern Ireland context, in line with the strategic aims of the charity.
- Monitoring the external political and health environment to achieve tangible outcomes for patients.
- Establishing strong professional relationships with key decisions makers in Parliament, relevant government departments and health-care providers.
- Communicating policy developments to relevant stakeholders through briefings, reports and consultation responses.
Essential Criteria
- Experience of developing and delivering evidence-based policy in a nation-wide context.
- Knowledge of health services and health system policy in Scotland or Northern Ireland.
- Experience of establishing and maintaining effective relationships with external stakeholders.
- Proven communication skills including excellent written and verbal skills.
- Experience of collaborative working and a team approach.
- Experience of horizon scanning and networking to keep up to date with policy developments across the UK and beyond.
Please contact Alex Cannon at or on 07925851747 to learn more about this opportunity.
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual\'s skills, qualifications and abilities to perform the relevant duties required in a particular role.
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