Hr Officer Jobs in Greater London

About SafeLives

We are SafeLives, the UK-wide charity dedicated to ending domestic abuse, for everyone and for good.    

Last year alone, 14,000 professionals received our training. Over 80,000 adults at risk of serious harm or murder and more than 100,000 children received support through dedicated multi-agency support designed by us and delivered with partners. In the last six years, over 4,000 perpetrators have been challenged and supported to change by interventions we created with partners, and that’s just the start. 

Together we can end domestic abuse. Forever. For everyone.

About the role

We are looking for a values-led, senior People professional to provide maternity cover for the role of our Senior People & Culture Manager. The successful postholder will be responsible for providing high quality generalist People & Culture services at SafeLives, in conjunction with a People & Culture Officer. The role will oversee the smooth running of key HR operations and will be instrumental in building a culture amongst our employees that reflects our values through the provision of excellent People support.

As part of a small, ambitious team you will provide a range of comprehensive, and customer orientated human resources services which support the implementation of SafeLives’ People & Culture strategy. You will be the lead operational HR professional, supported by the Director of People and Culture on strategic matters and a full- time People & Culture Officer on transactional matters, and access to external legal and HR consultancy support when needed. There will be a strong focus on supporting the embedding and development of our culture and behaviours; employee engagement; learning and development, and staff well-being across the organisation.

Hours: Full-time, 37.5 hours per week.

Contract: Fixed term, maternity vover for 9 months.

Location: Remote with occasional travel to London and Bristol offices.

Benefits

• 34 days' holiday incl. public holidays
• Flexible working e.g. compressed hours
• Cycle to work scheme
• Eye care vouchers
• Pension scheme with 4% employer contribution
• Childcare vouchers
• Employee assistance programme
• Clinical supervision
• Holiday purchase scheme to buy up to an additional 5 days
• Enhanced family leave policies
• Enhanced sick pay
• Professional development fund
• Individual learning budget
• Restorative practice training
• Time off in lieu 

If this challenge sounds as exciting to you as it does to us and you believe you have the qualities we have described, please take a look over the job description and submit a 500-word cover letter and CV.

Closing date: 9.00am on 3rd April 2025. 

SafeLives is a committed provider of equal opportunities for all; please see our job description for full details.

No agencies, please.

About Kinship

We are Kinship. The leading kinship care charity in England and Wales. We’re here for kinship carers – friends or family who step up to raise a child when their parents aren’t able to. 

Together, let’s commit to change for kinship families.

About the role

This role will support Kinship to operate as an effective and growing charity by ensuring effective day-to-day operations and seamless delivery of the People operations at the charity. 

This role is pivotal and will hold responsibility for ensuring that all people activity is delivered in a timely and effective manner. You will ensure that all policies, procedures, and processes relating to the People function are up-to-date and legally compliant. This will include all employee lifecycle activities such as onboarding/offboarding, Employee Relations (including performance management), engagement and wellbeing, EDI, and learning and development.

The type of person we're looking for

You’ll bring your People skills, knowledge and experience to the role. You’ll need to be structured in your approach with strong attention to detail and excellent communication skills to ensure that day-to-day issues are handled while also working to improve processes and systems for the organisation to work more effectively.

You will be able to effectively prioritise competing activities. With a positive mindset, you will creatively problem-solve, whilst showing empathy and compassion to our colleagues.

You will be highly motivated by our mission, recognising that excellent People processes are essential to allowing others to effectively complete their roles and achieve our mission. This role will require monthly travel to the London office.

Key responsibilities include:

• Working with the Chief Operating Officer (COO), the management team and Kinship’s external HR consultants (The HR Dept) to design, develop and embed a high-quality People function to support the employee life cycle.

• Manage HR systems including MyHR Toolkit, Applicant Tracking System, iHASCO, DBS and other platforms.

• Ensure all People matters are handled consistently in line with legal requirements and Kinship’s policies and procedures, taking responsibility for the update and launch of the handbook and People Policies.

• Act as the first point of contact for line managers on all People queries signposting as appropriate to HR Dept. 

• Ensure clear job descriptions, person specifications, recruitment packs and job adverts are legally compliant. 

• Support and coach line managers on the recruitment and interview process including use of the applicant tracking system (ATS) platform. 

• Contribute to the development of the charity’s induction framework. 

• Ensure new joiners have an excellent onboarding and induction experience. 

• Ensure offboarding processes are robust and implemented consistently to safeguard the charity’s assets and to comply with Data Protection rules.

Essential knowledge, abilities, skills and experience include:

• HR certification or significant demonstrable experience in supporting the development of a high-quality People function within a growing organisation. 

• Ability to work in a changing and flexible organisation.

• Demonstrable problem-solving and conflict resolution abilities. 

• Knowledge of best practices, employment laws, and regulations. 

• Effective written communication skills with a proven ability to write accurately, clearly, and persuasively for different audiences.

• Demonstrable communication skills. 

• Strong interpersonal skills – a genuine team player able to relate to a wide range of people. 

• High level of accuracy and exceptional attention to detail – including strong numerical skills. 

Kinship are an equal opportunities employer. We warmly welcome applications from appropriately qualified people from all sections of the community and aim to promote diversity. 

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!

How to apply

Please apply via Charity Job with your CV and a cover letter of no more than 2 pages. Please include your notice period and earliest availability to start in your cover letter.

• Application opens: Monday 10 March  
• Application deadline: Monday 31 March, 10 AM. 
• First interview: Online - starting from Thursday 20 March 
• Second interview: In person - starting from Monday 24 March (travel expenses covered if required) 

Some tips for your application: 

• Make sure you’ve read the job description and the essential requirements – make sure your answer reflects those points in the requirements very clearly.

• Really tell us why you want to work for Kinship. We’re interested in working with people who share our values. You can read about our values above. 

• Keep your response clear – use bullet points and short paragraphs if that helps. It will help the recruitment team to focus on your answer.

• Don’t go over 2 pages on your covering letter.

• Please do not use AI tools like ChatGPT to produce your answers. We use software to check and your application will be rejected if you do.

We will shortlist for this role on a rolling basis, so encourage you to apply as soon as possible. 

Kinship reserves the right to close a recruitment campaign earlier than the advertised where we have received sufficient applications.  

Senior People and Culture Business Partner

Permanent and part-time (4 days a week)

Up to £70,377 pa (pro-rata) and depending on experience

Drinkaware is the UK’s leading alcohol charity with a vision of working together to reduce alcohol harm. We use our expertise to give governments, industry, communities and individuals the knowledge and support to make informed decisions about alcohol and how to reduce the harm it can cause.

We deliver public-facing campaigns and digital services, information and guidance, evidence-led advice to governments and industry as well as independent research, consumer insight and evaluation.

We are excited to recruit a Senior People and Culture Business Partner, with hybrid working arrangements possible. The role will sit within our Central Services Team and will report to the Director of Resources and Business Systems.

What are we looking for?

Are you passionate about making a difference in a small national charity?

We're looking for a dynamic HR leader to join our Senior Management Team and drive our People Strategy. This role combines strategic leadership with hands-on HR management, ensuring our processes align with our mission and values.

You will oversee everything from recruitment to employee wellbeing, promote diversity and inclusion, and support organisational development.

If you're ready to lead HR initiatives that enhance our workplace culture and support our dedicated team, we want to hear from you!

How to apply?

For further information on the role, please refer to the attached job description and read about Drinkaware on our website.

Please submit an up-to-date CV and a covering letter (maximum two pages) outlining how you meet the role’s requirements and what you can bring to Drinkaware.

Final closing date: Sunday 23 March at 5pm

Drinkaware is committed to equality and diversity and welcomes applications from all backgrounds and sections of the community.

This role will provide strategic leadership and direction on all areas of people experience, culture development, HR practices and our physical environment.  You will partner with the Executive and Leadership teams to shape a Christ-centred culture and ensure that Stewardship has the skills, capabilities, leadership and structure to succeed in our mission. 

This role goes beyond traditional HR; it integrates people, culture, and workplace strategy to ensure that every employee flourishes in their calling and that Stewardship is recognised as an exceptional place to work, to accomplish exceptional things for the Kingdom.

As a result of our Christian ethos, this post is covered by an Occupational Requirement (OR) under Part 1 of Schedule 9 to the Equality Act 2010. The successful applicant will be expected to be a practising Christian and to clearly demonstrate a personal commitment to the mission, principles, values and practices contained in our Ethos Statement, by:

· Active membership of local church congregation.

An understanding of the faith aspects of the work of Christian charities, including the preparedness to pray with colleagues, where appropriate.

A little bit about the role 

Please note this role will be closing at 9am on Friday 28 March. 

Frontline has achieved significant growth and impact in our first 11 years, and we are now recruiting a director to lead on ensuring our culture and operational infrastructure enable us to continue to grow and drive change for children and families.

With a ~£25m budget and ~146 employees we need to have robust systems, a clear strategy and enabling culture in place to support people to do their best work so we can achieve our mission. Reporting to the CEO, the director of culture and operations will lead on strengthening and further embedding our culture of Freedom and Responsibility and providing excellent operational leadership across Frontline.

As an ambitious organisation, we work hard to attract and develop our fantastic team, using data, feedback and technology to do so. We focus on creating an inclusive culture and supporting hard working teams, to achieve our mission. The director of culture and operations will lead this work to ensure we have the right mechanisms and communication channels to effectively bring teams across the country together. Frontline is in a strong position. We have a clear strategy, stable finances and strong internal processes so we look forward to welcoming our new director of culture and operations to help build on this, so we can have even greater impact.

Some key responsibilities include:

• People – Manage the head of people to ensure the team provide excellent HR administration, support and up to the minute data
• Finance – Manage the head of finance, supporting them and the finance team to deliver sound financial controls/clear reporting and manage an annual budget of £25m – ensuring financial capability and clear cross-team communication.
• Governance – Lead on the management of board/subcommittee meetings, maintaining efficient and effective processes to ensure targets and deadlines are met
• Management of external contracts and relationships – Manage the delivery manager with responsibility for the Department for Education (DfE) contract oversight, university approval and regulatory relationship management, ensuring effective internal governance, compliance and reporting.

Full list of role responsibilities can be found in the job pack.

A little bit about you 

You should have strong leadership experience, the ability to balance multiple priorities under pressure, and a track record of shaping organisational culture. Experience in financial management, HR strategy, and operational leadership is essential, while familiarity with charity governance and regulatory compliance would be beneficial.

We’re looking for someone with exceptional communication skills, a collaborative mindset, and a practical approach to problem-solving. If you’re a values-driven leader eager to shape culture, strengthen operations, and support our mission, you’d be a great fit.

We have a fast-moving culture within the team and organisation, so we’re looking for someone who is who is well organised, details-focused and can use their initiative to do what works. You will have excellent communication skills, be able to build relationships with people and be willing to learn. There are lots of opportunities for growth and development in this role – and for the right candidate to make the role their own. 

If you feel you have the skills to make a real impact and contribute to creating lasting social change for children and families, we would love to hear from you. 

Important information

We have increased the diversity of Frontline’s workforce in the last 12 months, but we need to do more to have greater racialised minority representation in our senior roles. We know the value racialised minority voices bring and therefore, we are strongly encouraging applicants from these backgrounds to apply. We are also a disability confident employer and welcome applicants with disabilities.

We recognise that artificial intelligence (AI) such as ‘ChatGPT’ etc can be useful for applicants e.g. to shorten an initial draft, so we do not attempt to have an absolute ban on AI in applications. However we would caution applicants not to rely too much on AI in drafting answers to application questions. We want to hear your authentic voice arising out of your experience, and we will be looking for answers that use examples and experiences that are specific to you. You are more likely to be able to produce that kind of content yourself than an AI will.

We reserve the right to close this role ahead of the deadline once we reach a suitable number of applications, so please apply as soon as you can!

You will need to have current right-to-work in the UK prior to application and for at least the first six months (for permanent positions) or for the full duration of the contract (for fixed-term positions). Visa sponsorship is not guaranteed.

JOB PURPOSE

We are looking for a proactive, inclusive and insightful HR generalist to join us as we develop our People function. This new role reports to the Director of People and will manage day-to-day HR advisory and operational support for the organisation, as well as a range of forward-thinking projects, as we continually align our People policies and practice with the strategic goals of the charity. You will partner closely with department heads, line managers and staff to develop confidence in and understanding of our policies and practices. An experienced HR generalist who is passionate about supporting the organisation and individuals within it to develop, you’ll be an empathetic and skilled relationship builder, and have experience in leading a range of HR improvement projects. You’ll have strong problem-solving skills, an aptitude for data, a test and learn approach and an eye for detail.

WHO WE ARE AND WHAT WE DO

United Kingdom for UNHCR is the United Nations Refugee Agency’s national charity partner for the United Kingdom. We generate public awareness of the plight of refugees and raise funds to help protect them through UNHCR’s humanitarian operations across the world.

Our supporters include UK private individuals, communities, corporate partners, trusts and foundations. The funds we raise help UNHCR deliver emergency relief such as shelter, medical care and basic supplies to people fleeing conflict and persecution, as well as healthcare, education and livelihoods opportunities for those who remain displaced over the long term.

Nobody chooses to be a refugee, but we can all play a part in their protection, and we want those who work with us to share our values and passion for the cause.

DIVERSITY, EQUITY, INCLUSION AND BELONGING

We strongly value diversity and recognise that it is critical to our success and the cause that we serve. We are committed to providing an inclusive environment for all who work with us and strongly welcome applications from diverse backgrounds, particularly those with lived experience of being a refugee, asylum seeker, internally displaced person, or a stateless person.

UK for UNHCR is proud to have Diversity & Inclusion Working Group. The Diversity & Inclusion Working Group is a group of colleagues focusing on tasks that drive action in the implementation of our D&I Approach.  The group also works to create safe spaces that brings colleagues together for events, discussions and learning experiences that celebrate and support diversity and tackle barriers to inclusion. 

We are also open to flexibility in many ways, including an element of working from home and flexible hours. Please don’t be afraid to speak to us about this at the interview stage, so we can explore what’s possible.

Role Responsibilities  

• Manage and/or advise on employee relations casework including dispute resolution, disciplinaries, grievances, absence, change management processes.
• Responsible for overseeing the HRIS system, ensuring it is used effectively, information is up to date and compliant.
• Produce and use People data to analyse trends and help make decisions. To include producing dashboards for managers, the SMT and the Board where required.
• Oversee the planning and delivery of key activities in the HR calendar such as the employee engagement survey and the appraisal process.
• Develop and evaluate the confidence and capability of managers and staff in our People practices.
• Develop, update and communicate our People policies and procedures, in line with organisational strategy, best practice and employment legislation.
• Ensure our People practices have safety, diversity, equity and inclusion at their core.
• Provide first line advice on our Total Reward offer to managers and staff, and liaise with benefits suppliers.
• Support managers in recruitment processes, ensuring compliance, best practice and use of appropriate metrics to continually inform our recruitment strategy.
• Use and update reward benchmarking in line with our reward policy.
• Work with and develop competency frameworks and development pathways and advise staff and managers around these.

The above list is not exhaustive, and the post holder may be required to perform duties that are not detailed above.

PERSONAL ATTRIBUTES AND EXPERIENCE

Essential Experience

• Minimum level 5 CIPD qualified or equivalent proven generalist HR experience.
• Advising and leading on a range of informal and formal employee relations cases.
• Design and delivery of HR process reviews and improvements.
• Experienced in developing and supporting managers and staff through change.
• Experienced in advising managers and staff around performance management.
• Scoping, managing and overseeing delivery of a varied range of HR projects to enhance efficiency and the employee experience.

Essential Skills/Knowledge 

• Solid knowledge of UK employment and relevant data protection legislation and its application.
• Skilled in using HRIS systems and using them for reporting and streamlining processes.
• Skilled in Microsoft Office suite, including SharePoint.
• Knowledge and experience of using reward data and benchmarking tools.
• Understanding of Diversity, Equality and Inclusion considerations and best practice.
• Knowledge of Safeguarding principles and practice.
• Skilled in using HR analytics to enhance decision making and provide insights.
• Strong proactive customer service and relationship building skills and an ability to maintain confidentiality.
• A growth mindset, open to giving and receiving feedback.

Desirable Skills/Experience

• Lived experience of or a strong affinity to the refugee cause.
• Understanding and experience of competency frameworks.
• Experience of basic design and delivery of learning and development initiatives.
• Experience of line managing or task managing the work of others.
• Experience of taking a coaching approach to develop others.
• Working towards or interest in development towards level 7 CIPD.

 
WHY JOIN UNITED KINGDOM FOR UNHCR?

You will be part of a high performing agile team of talented people, all committed to build solidarity and raise funds for refugees and displaced people worldwide. You will be working in a flexible, supportive, and inclusive environment, where your work will be recognised and appraised.

What else?

Wellbeing

• 28 days’ leave per annum plus bank holidays.
• Employee Assistance programme providing 24/7 access to online GP, mental health support and virtual wellbeing.
• Access to 100s of perks with discounts on everyday purchases.
• Office wellness perks.
• Discount on gym memberships.
• Hybrid and Flexible Working.
• Staff socials.

Financial

• Pension scheme with an employer contribution of 8%.
• Non-contributory group life assurance scheme.
• Non-contributory Income protection scheme.
• One-off contribution towards homeworking set up.
• Enhanced maternity, paternity, shared parental, and adoption pay.
• Enhanced sick pay scheme.

Development

• Comprehensive training and continuing development opportunities.
• Individual training budget.

HOW TO APPLY

If you have the relevant skills and the passion to use them to support refugees, please apply by completing our application form which is available in the documents section.   

Closing date: Midnight 19th March 2025.

Interviews date: w/c 24th March/first week of April.

If you would like to discuss any reasonable adjustments to the application or hiring process that may better facilitate your participation, please contact us using the email address provided when you click through to our online portal.  We will make every effort to respond to your request for assistance as soon as possible. 
 

United Kingdom for the UN Refugee Agency (UNHCR) is registered with the Charity Commission (England & Wales), charity no. 1183415. It is the UK national partner of the United Nations High Commissioner for Refugees (UNHCR), the UN Refugee Agency.

Salary: £16 - £18 an hour holiday pay
Hours: Full time, 35 hours a week
Pattern of work: Hybrid, 2 days office, 3 days home
Reporting: CEO
In this busy and diverse role you will work with the wider charity, offering a comprehensive and timely HR service. You will work cover every aspect of the employee life cycle, whilst relying on the support and partnership of senior external partners for complex ER/HR issues.
In your role as HR Administrator your day-to-day duties will include;

• Onboarding of all new starters
• Responsible for all recruitment administration, including advertising, booking interviews etc
• Managing and processing queries in the HR inbox
• Being the first point of contact with regards to all HR policy queries
• Managing and updating all payroll queries and monthly payroll changes
• Working with external HR partners on complex HR matters

In this busy and diverse role the skills you will bring will include;

• Working knowledge of employee life cycle
• Prior experience in a similar role ideally in sole capacity
• Ability to communicate with stakeholders at various levels of experience and seniority
• Some understanding of payroll changes

If you are interested in applying for the position of HR Administrator through TPP Recruitment please do by sending your CV to [email protected]

We want you to have every opportunity to demonstrate your skills, ability and potential; please contact us if you require any assistance or adjustment so that we can help with making the application process work for you.

HR, EDI and Wellbeing Officer

Could you be the talented HR, EDI and Wellbeing Officer we’re looking to welcome into a small, friendly nature charity? Supporting a brilliant team, you’ll play a part in protecting and restoring UK wildlife, while advancing your career in the fast-growing ‘nature and climate’ space. 

Overview

Position: HR, EDI and Wellbeing Officer

Salary: £12,800 per annum for 14 hours per week (£31,500 FTE)

Location: Fully remote (with occasional travel)

Hours: Part-time, 14 hours per week (0.4 FTE) – flexible working available

Contract: Permanent

Closing Date: 9am, Monday 24 March 2025

Interview Date: Thursday 27 March 2025

About the Role

As HR, EDI and Wellbeing Officer, you will play a key role in fostering a positive workplace culture, ensuring the team feels valued, supported, and engaged. Working across HR, Equality, Diversity & Inclusion (EDI), and wellbeing, you will develop and implement initiatives that improve efficiency, transparency, and employee experience.

Key responsibilities include:

• Managing the Trust’s HR, EDI and Wellbeing functions.

• Providing advice and support to staff on HR and wellbeing matters.

• Identifying and implementing improvements to policies and processes.

• Promoting an inclusive and fair work environment.

About You

We’re looking for someone with:

• Experience in HR, EDI, wellbeing, or a related field.

• Strong communication and interpersonal skills.

• Ability to work independently in a fully remote setting.

• A passion for creating a positive and inclusive workplace.

About the Organisation

The organisation is a unique conservation charity dedicated to making data work for nature. By providing access to vital wildlife data, they support conservation efforts across the UK. They’re a 100% remote-working organisation with a strong commitment to diversity, inclusion, and flexibility.

Other roles you may have experience in could include:

HR Officer, People & Culture Officer, Equality and Diversity Advisor, Employee Wellbeing Coordinator, HR and Compliance Officer.

If you’re passionate about HR, inclusion, and wellbeing, we’d love to hear from you!

Position Overview

Afghanaid is seeking a highly skilled Deputy Director of Human Resources (DDHR) who is passionate about mentoring, capacity-building, and fostering a culture of excellence, inclusion, and continuous learning, to lead strategic HR initiatives, ensuring effective people management, talent development, and operational excellence. This is a unique opportunity for an HR professional to make a lasting difference for the most vulnerable communities in Afghanistan while advancing their career in the international humanitarian and development sector. 

Reporting to the Director of Finance and Operations, over a 24-month period the DDHR will play a pivotal role in strengthening Afghanaid’s HR capacity through: 

• Coaching and mentoring, building the capabilities of identified HR management talent to enable them to develop into the role upon completion of the contract;
• Leading the Afghanistan-based HR team to review and upgrade HR policies, structures, systems, and processes, aligning them with Afghanaid’s mission and values;
• Providing expert guidance on all aspects of HR management, including talent acquisition, employee relations, performance management, leadership development, gender and inclusion and HR compliance. 

The role requires regular travel to Afghanistan, working closely with the local HR team and senior leadership. 

Job Description

Reporting to the Director of Finance and Operations and serving as a member of the Board of Directors, the Deputy Director of Human Resources (DDHR) leads the human resource department and will be responsible for mentoring the HR team based in Afghanistan to build their capacity across all HR functions. The role involves working closely with the local HR team and senior leadership by implementing HR strategies to support Afghanaid’s mission and objectives, while enhancing the skills and capabilities of the HR team. As a member of the Board of Directors, the DDHR supports the Managing Director and Board of Trustees in overall strategic and operational leadership of the organization. 

Key Responsibilities: 

• Lead the review, enhancement, and implementation of HR policies, structures, and frameworks to align with international best practices and regulatory requirements. 
• Develop long-term HR strategies that support Afghanaid’s mission, focusing on workforce planning, retention, HR development and succession planning. 
• Establish HR governance and compliance frameworks, ensuring adherence to Afghan labour laws, UK regulations and international standards. 
• Provide high-level HR advisory support to the Managing Director and Board of Trustees on strategic people management initiatives. 
• Lead change management efforts, fostering a culture of continuous improvement and innovation. 
• Serve as a mentor and technical advisor to the Afghanistan-based HR team, equipping them with the knowledge and skills required to assume leadership roles, and the deputy director role in particular. 
• Facilitate knowledge-sharing and best practice adoption through structured learning pathways for HR staff. 
• Guide the HR team in Afghanistan on handling complex employee relations issues, grievance redressal, and disciplinary actions. 
• Strengthen the effective implementation of HR operations, including talent acquisition and development, on-boarding, performance management, employee relations, compensation, and benefits administration. 
• Strengthen HR systems, processes, and documentation, ensuring consistency, transparency, and efficiency. 
• Lead compliance and risk management efforts related to employment law, safeguarding, and ethical recruitment practices. 
• Conduct regular HR audits and risk assessments, implementing corrective actions where necessary. 
• Oversee the performance management system, ensuring alignment with organisational goals and staff development needs. 
• Design and implement succession planning, trainings and leadership & professional development programmes to build an internal pipeline for future leadership across all departments and teams. 
• Develop strategies to enhance employee engagement, workplace culture, and team cohesion. 
• Lead diversity, equity, and inclusion (DEI) initiatives, ensuring equal opportunities and representation across the organisation. 
• Oversee the implementation, integration, and optimisation of the HR Management Information System (HRMIS), ensuring data accuracy and operational efficiency. 
• Develop HR analytics and reporting tools to support data-driven decision-making. 
• Provide training to HR and senior management on HRMIS utilisation and best practices.

About Afghanaid

Afghanaid is a community-led humanitarian and development organisation operating in Afghanistan. For more than forty years we have worked with millions of families in some of the poorest and most remote communities in Afghanistan. We build basic services, improve livelihoods, strengthen the rights of women and children, help communities protect against natural disasters and adapt to climate change, and respond to humanitarian emergencies.

Our community-led approach ensures Afghans shape their own development, making them active participants in determining the future of their country. With our years of experience, our 97% Afghan team, and our deep understanding of local, cultural and ethnic issues, we have earned great trust and respect among the communities we work alongside. This has allowed us to gain access to some of the most underserved areas of the country.

Download our attachment to read the full job description and person specification.

Are you a senior HR generalist with exceptional communication skills and the ability to deliver change programmes? Would you like to manage delivery of a strategic People Plan, lead HR transformation and drive delivery of critical projects?

I am working exclusively with Tommy’s, the UK's largest charity funding research, and providing support and information, into the causes and prevention of pregnancy complications, miscarriage, stillbirth and premature birth. Located in central London close to Cannon Street station, Tommy’s currently has around 90 employees and is embarking on an exciting period of growth. To support its new strategy, Tommy’s has launched a People Plan, which seeks to build an expert, representative and passionate team. Tommy’s is committed to making their organisation a place where everyone is treated fairly, has the same opportunities, is supported to achieve their very best and feels welcome, included and part of the Tommy’s team.

The charity goes into the office on a hybrid basis, allowing employees to work from home up to 3 days per week.

The purpose of this 12-month FTC HR Lead role paying £49,000 - £53,600 will be to coordinate delivery of the charity’s people plan, and driving key HR projects to create a high-performing HR function. You will also review and update the current HR processes to ensure they are in line with Tommy’s growth and direction.

The key responsibilities of this role include:

• Managing the day to day HR operations and payroll.
• Advising staff and managers on HR policies and procedures.
• Coordinating delivery of the People Plan, including the development of a project plan and supporting SLT leads in the delivery.
• Supporting the activity of EEDI and Wellbeing working groups.
• Leading on the rolling out of the new HR Information System (Sense HR)
• Developing a recruitment strategy.
• Continuously improving HR processes.

This is a fantastic opportunity for a senior HR professional with charity sector experience. You will need to have experience in supporting through periods of change along with delivering improvements to the HR function.

Reporting into the Chief Operating Officer, the HR Lead will need to be able to make an immediate impact and work collaboratively across the organisation, to effectively embed change and engage colleagues throughout this exciting transformation period. The role also requires the post holder to build and manage relationships with stakeholders both internally and externally.

The interview process will consist of two interview stages. The first will be held virtually and the second in person at their office in central London. Tommy’s would ideally like someone in post in April 2025. The charity goes into the office on a hybrid basis, allowing employees to work from home up to 3 days per week.

For information about this important HR role working for an amazing charity, please get in touch.

Deaf Unity is seeking an Organisational Development Consultant with experience of successfully supporting small charities through growth and change.  

We are planning the transition from a freelance to a PAYE salary structure and require support with: 

• Designing an appropriate staffing structure 

• Benchmarking salaries 

• Business and financial planning 

• HR/employment systems and policies, related training 

• Governance 

The overall aim of this commission is to establish an effective and well-managed staffing structure for the organisation, with strong systems and policies embedded across our teams. Ultimately this will build Deaf Unity’s stability and resilience for the long-term. 

Deaf Unity: mission and purpose 

Deaf Unity is a deaf-led charity (CIO), based in London, that works to empower, nurture and train deaf individuals. Our particular focus is on three main points of transition that are pivotal in enabling deaf people to realise their potential – and to thrive within and contribute fully to society. These transition points are: 

• leaving school to enter further/higher education 

• entering the workforce 

• progressing in the workplace 

We work with our community in London to identify the barriers deaf people face at every stage of this journey, empowering them to make informed choices and to succeed. We partner with stakeholders (universities, employers, voluntary sector partners) to decrease, overcome or eradicate these barriers altogether. 

From our home base in London, we work alongside our community and partners to develop and deliver new initiatives in response to clearly identified needs. We directly engage 300+ deaf people each year: inspiring and supporting school-leavers to take their first steps into higher education; empowering graduates and employees to navigate the world of work with confidence; and connecting deaf people with each other to build community, tackle isolation, mobilise around key issues and break down barriers to learning and employment. Sharing and dissemination of our work (including online to reach the national community) goes on to engage far greater numbers. 

Deaf Unity generates much of its income from providing interpreting and consultancy services and delivering training (British Sign Language and deaf awareness courses).  This activity fully aligns with our charitable mission and generates essential unrestricted funding to support our wider activities. Income in the year ending December 2023 was £115,316, of which over 80% was generated from course delivery and interpreting services. That year we generated a surplus of £11,102. 

Context for the commission 

To date, deaf Unity’s programmes have been delivered entirely by a freelance team: CEO, administrator,  tutors and project managers/coordinators leading on different streams of activity.  We have recently recruited a Training and Operations Manager (freelance) to lead on training and interpreting services. 

Activity continues to grow. Turnover in 2024 was c. £175,000 (final accounts are currently being produced), demand for courses is strong and we have had a successful year of fundraising. 

Our activities engage a broad range of beneficiaries, participants and stakeholders: deaf students and employees; our local deaf community in London; and many different stakeholders – universities, employers and local councils – working with us to remove the barriers that disadvantage deaf people and prevent access to opportunity. We are proud of a track record of impactful interventions that have made a real difference in the prospects of deaf learners, jobseekers and employees. 

This said, we have not reaped the full benefits of the partnerships and experience that have contributed to this success. A wholly freelance workforce means skills, knowledge, relationships and learning are regularly lost. We now wish to bring a core team into a salaried, PAYE structure to assure greater stability and continuity. We wish to invest in our people and demonstrate good employability practices, as champions of Deaf parity in the workplace. Specialist support is needed to ensure a good process, an affordable structure, and that appropriate systems, policies and structures are in place to support future work.

In late 2023, the Board of Trustees agreed a forward plan, setting out the charity’s objectives and the activities we plan to deliver over the next 3-5 years. Our work is guided by 5 high-level, strategic objectives. We aim that by 2028:

1. Deaf Unity will have created in partnership with London schools a high-quality, effective careers advice pack/toolkit which can be accessed digitally by schools across the UK to inspire and support deaf learners on their FE/HE/vocational journey.

2. Deaf Unity will be providing a comprehensive package of support around employability, that is recognised and in use by 5 leading nationwide employers and by the National Union of Students (NUS). 

3.  We will be hosting in London a highly respected, impactful annual event for deaf people in work that is reaching 100 deaf people each year, directly or indirectly 

4. Deaf Unity will be able to evidence that the CIO is making a substantial positive difference in the lives of learners, students and employees - through quantitative and qualitative feedback including testimonials and case studies 

5. Our organisation will be stable, financially secure and resilient, supported by strong governance and management systems and effective partnership networks

This commission directly supports objective 5. 

In parallel with this: 

1. Deaf Unity will work with an Evaluation specialist to develop a practical, effective evaluation framework and plan enabling us to capture and analyse our impact across the full range of our activities. This will enable us to improve the design and delivery of our services and activities, on an ongoing basis and to better evidence the charity’s impact and the difference we are making in people’s lives. 

2. Staff and Trustees will undertake training to address identified skills and knowledge gaps (a modest budget is allocated for this) 

This programme of development activity is kindly funded by Trust for London. 

In the course of the year Deaf Unity will also be working with a corporate partner offering pro-bono support to redevelop the website and advise on online course delivery. 

Overview of role 

The consultant will be required to lead and support Deaf Unity’s CEO and Board through a systematic approach to agreeing, implementing and embedding the new structure. We currently envisage that this will include: 

• A review of the functions, skills and competencies required to deliver Deaf Unity’s forward plan 

• Producing a proposed, costed staff structure, with salaries, rates of pay and conditions that are benchmarked against the sector and meet good practice e.g. in terms of Living Wage parity 

• Business planning to include producing a revised budget for 2025 (currently indicative only) and an indicative budget for 2026, based on current levels of activity/growth, to ensure that the new structure is affordable. (An in-depth business development process is planned for a later stage, separate from this commission) 

• A review of governance and existing policies

• Support with the transition process e.g. ensuring that the moving of any freelance staff to salaried contracts is compliant with the law and with good employment practice

• Development of a training plan (spanning the Board, staff and freelance team) to address identified skills gaps 

We will however welcome alternative proposals for how this work might most effectively be structured.

Schedule 

We aim to start work in mid April 2025, completing by end October 2025 (7 months). The consultant will be required to work flexibly throughout this period and this will be negotiated with you on appointment, bearing in mind your other commitments. 

Time commitment: estimated 15-20 days over a 7-month period 

Fees: Fixed fee is £8,250 inclusive of VAT and expenses 

Specification 

The consultant will - 

• Inform and guide the transition to this new staffing model and way of working, to ensure the resulting structures are effective, affordable and compliant with statutory requirements and with best practice 

• Provide hands-on practical support where necessary e.g. benchmarking salaries, drafting job descriptions, reviewing and updating budgets, reviewing policies 

• Be aware of and alert to Deaf Unity’s ongoing, parallel streams of activity (e.g. evaluation work, development of website) and strive to maximise synergies and added value linked to these 

• Have due regard throughout the process to Deaf Unity’s charitable objects, so as to ensure that all progress is made with these and the good of our beneficiaries in mind 

Person specification 

Essential 

• Evidenced skills and experience in supporting projects of this nature for third sector organisations that have limited capacity and resources 

• Comprehensive and up-to-date knowledge of employment/HR law and practice 

• An understanding of the operating context of a charity such as ours, that is reliant on mixed income streams including fees, public grants and charitable grants. 

• Experience of business planning for the voluntary sector 

• Exceptional communication and strong facilitation skills, coupled with sensitivity and a commitment to confidentiality 

Desirable 

• Some knowledge of British Sign Language 

• Familiarity with the XERO accounting system 

• Commitment to values of social justice and equity 

• Experience of working with the deaf community 

It is anticipated that you will work remotely: Deaf Unity currently does not use a main office. 

How to Apply 

To apply for this role, please submit an application of no more than 1000 words detailing your relevant experience and qualifications; two or more examples of past, comparable roles you have successfully completed and your interest in the project.  Please provide details of two referees.

Please submit this by 5pm on 7 April 2025.  Please use “Organisational Development” as your title.

This will be a Freelance contract. You will be responsible for paying your own Tax and NI contributions.

Interviews will be held online in the week commencing 14th or 21st April 2025 

Deaf Unity celebrates diversity and opportunity. We strive to ensure the deaf Community and its members have access to the same opportunities as those in wider society and the same chances to contribute their talent and skills to the workforce. We will guarantee an interview for all deaf applicants to this role who meet the essential criteria. 

Title People Team Administrator

Reporting To People Manager 

Location Hybrid, with a minimum of one day per week in the office, and flexibility to attend more often if required. Our office is based in Shepherd’s Bush, London.

Salary £27,000 per annum 

Hours of Work 40 hours per week (inclusive of a one hour paid daily lunch break)

Contract Permanent, starting April onwards 

Benefits:

• 25 days annual leave per year, plus public holidays;
• Company electronic devices;
• Enhanced pension and policies;
• Private health insurance;
• Eligibility for a Blue Light discount card 

Closing Date: 14th March 2025, 5pm 

Job Summary

To provide high quality HR administrative support across the whole employee lifecycle, working towards MHI’s goal of transforming mental health support in the UK and being a great place to work. Working closely with MHI’s People Manager and Head of People and Culture, you will be involved in all aspects of HR, from the day-to-day administration to recruitment and payroll processing. This is a unique opportunity for someone with administration experience who is looking for a role in HR to join a growing mental health charity.

Key duties and responsibilities

HR Administration

• General filing and administration support for People Team
• Administration of personnel records, ensuring everything required is up to date and compliant with statutory requirements (ie Right To Work, background checks)
• Supporting with compliance auditing, payroll administration and HR reporting
• Maintain accurate records on our HR system
• Be the first line of support for HR related queries and incoming tickets on the HR Service Desk, escalating as appropriate 
• Complete administration for approvals of new recruitment and payroll authorisations (ie promotions, change of job roles)
• Produce appropriate documentation as required
• Sending communications via MHI’s HR system or other platforms to announce new starters, leavers, vacancies, and any other relevant updates 
• Drafting and sending the monthly HR newsletter
• Complete audits on MHI’s HR system and employee records to ensure that the data held is accurate and secure, including supporting with projects to move and accurately record historical employee data to our HR system
• Managing time off recording on MHI’s HR system, including ensuring that annual leave balances are correct 
• Sending gifts to employees, ensuring that agreed budgets are adhered to 
• Supporting with training, travel and any other bookings as required by 
• To support the People Team with any other administrative tasks and projects as required

Recruitment

• Advertising new vacancies on our HR system and other relevant channels
• Working closely with relevant teams to support effective employer branding during recruitment, attracting candidates that align with our mission and values 
• Ensure a value-for-money approach to recruitment ensuring we attract diverse and high quality candidates by using appropriate sources
• Managing incoming applications and liaising with hiring managers for shortlisting 
• Administration and liaison with candidates, arranging interviews for managers, ensuring one member of the People Team is on the interview panel.
• Arranging appropriate employee background checks (such as DBS and New Zealand Police Vetting, Reference and Right to Work checks) and supporting the ID check and verification process 
• Request new starter paperwork to ensure required payroll information is in place
• Administration of contract, job descriptions and offer letters using an e-signature application
• Having a good knowledge of people processes and policies, ensuring they are followed correctly 
• Having a proactive, helpful and friendly approach with candidates to support with making MHI an attractive place to work 
• Liaise with the candidates, the People Manager and Hiring Managers to arrange inductions for new starters 

Probation

• Send out template probation review forms for managers to complete with new joiners. Ensure they are completed and uploaded to the HR system.
• Monitor probationary period due dates and send letters to confirm when completed

Leavers

• Ensure that all administration is completed for leavers
• Arrange exit interviews and keep appropriate records
• Arrange appropriate references as requested by former employees

Person specification

Essential 

• Strong administration experience
• Confident with IT and digital systems
• Excellent attention to detail
• Highly organised and able to work to deadlines 
• Have a good understanding and commitment to confidentiality
• Excellent communication skills, both written and verbal
• Confident in liaising with a variety of stakeholders, including Senior Managers, to ensure the correct processes and policies are followed 
• Adaptable and flexible to changes within the organisation
• Ability to manage own time, confirm priorities and expectations
• A desire to learn and develop new skills and knowledge 
• Comfortable performing a wide range of activities, including stretching to new skills/experience 
• A desire to work in a growing charity working at the forefront of digital mental health support

Desirable 

• HR Administration experience 
• A CIPD qualification, or working towards
• Experience using Google Suite 
• Experience using HRIS and ticketing systems, especially Bamboo HR and Jira 
• Experience in the nonprofit sector 

This role is subject to eligibility to work in the UK, plus satisfactory right to work and reference checks.

We will be interviewing on a rolling basis and reserve the right to close the job advert early if we receive a high number of applicants.

We are seeking an experienced Head of Operations and Finance to oversee our systems and procedures and ensure good operating practice and overall organisational health.The Head of Operations and Finance role would suit someone with a background in operations, finance, HR, governance and processes. 

Our organisation and purpose

New Local is a think tank and network working to transform public services and unlock community power.

We publish research, lead peer learning within our network of 50-plus local authorities, influence government and work directly with public sector organisations. We support local practice and make connections with national policy, catalysing innovation and new ways of working in the context of rising demand, constrained funding and declining trust.

At the heart of our work is ‘community power’ - the principle that communities themselves have strong insights into their own circumstances and should be able to participate in shaping the places they live in and the services they use.  We believe that active, empowered communities should be at the heart of a wider shift towards place-based public services and a system focused on prevention, which can lead to better outcomes and a more sustainable system for all.  

The role

We are seeking a Head of Operations and Finance, which is an essential role to ensure we have the organisational foundations in place to support our wide-ranging activity and projects. This is an exciting opportunity to work at the heart of a dynamic organisation with big ambitions and to support our team to thrive.

The Head of Operations and Finance role will oversee our systems and procedures to ensure good operating practice and overall organisational health. The postholder will report to the Chief Executive.

Your job will include: 

• Operational management: ensuring effective systems, administration and procedures are in place to enable the smooth day-to-day running of the organisation.
• Financial management: implementing robust financial systems and playing a key role in managing budgets, forecasting and reporting.
• HR, organisational policies and recruitment: consulting with external professionals to ensure comprehensive processes are in place and compliant to support our activities.
• Governance management: working closely with the Chair and CEO to ensure good board practice.
• Strategic leadership: actively contributing to shaping the strategic direction of the organisation.
• Business development: working collaboratively with and supporting the team to further our commercial practice. 
• And more... As part of a small, friendly and informal organisation you'll have the opportunity to participate in other activities and support the wider development and delivery of New Local’s vision and strategy.

Location:  New Local operates a highly flexible approach to work location and welcomes applications from across the UK.

Our ideal candidate will be: 

• A warm connector, someone who is able to build strong, supportive relationships with individuals and teams inside and outside the organisation.
• An excellent communicator, who can bring people together around a topic – verbally and in writing about the work they are delivering, and the tasks they are undertaking.
• A keen planner, whose strategic understanding, project management skills and attention-to-detail are able to keep projects timely and impactful.
• Entrepreneurial, someone who likes new opportunities and is comfortable supporting business development.
• Someone who is able to prioritise, who is comfortable working across a variety of projects and to different deadlines.
• Driven by achieving positive change, both in terms of improving our own work and achieving New Local’s broader societal goals.
• A collaborative and supportive colleague, able to work in a highly creative environment that encourages excellence from all members of the team.

The organisation

New Local currently has a team of 15 staff. New Local operates a ‘work anywhere’ policy but provides office space in London for those who require it.

We make every effort to live up to our four core values of being purposeful (i.e. focused on community power), adventurous, supportive towards colleagues and partners, and delivering excellence.

We offer a variety of benefits listed in the job description and a minimum of 27 days’ holiday a year and ten days holiday over Christmas/New Year.

For further details of the role and benefits on offer, please refer to the attachments.  Full information about the role including the Head of Operations & Finance Job Description and Person Specification can also be found on the jobs page of the New Local website.

#operations_management #financial_management #governance #HR #finance&operations #operations&finance

About Future Frontiers
In the UK, family income is the strongest predictor of how well a young person will do at school and
the future opportunities they will have. Future Frontiers exists to change this. Our vision is of a
society where equal access to education and career opportunities enables potential to overcome
poverty.
We support young people from disadvantaged backgrounds to realise their potential and work towards
secure and fulfilling employment. In partnership with schools, businesses and supporters, we deliver
an evidence-based programme of career coaching, opportunities and guidance for young people from
lower income households. This year, we are working with more than 3,000 young people in schools
across Greater London. You can find out more about our programme and impact so far in the Annual
Impact Report on our website.

The opportunity
This is an exciting opportunity to lead on finance, HR, IT, Data and operations for an ambitious social
mobility charity with an income of £1.5m and a team of 25 people committed to achieving lasting
impact for young people.
As a member of the charity’s four-person Senior Leadership Team, you will report to the CEO and be
responsible for implementing the charity strategy (with accountability for Operations projects),
financial reporting to the Board of Trustees, and championing organisational collaboration, values and
EDI.
As Director of the Operations Department, you will take on a small team - managing an Operations
Officer - to deliver and proactively develop the policies, processes and systems to equip our team to
thrive, and to build the charity’s reputation as a reliable, impactful partner.
This is a great time to join as we refresh the charity’s strategy and operating model, and innovate our
provision to increase our reach and impact.

About the Operations department
You will lead the Operations department, with responsibility for all finance, HR, recruitment, IT, legal
and operations. The team is currently comprised of:
● An Operations Officer who manages our bookkeeping and day to day finance, staff safeguarding,
staff tech, our office, recruitment, inductions and general operations.
You will also liaise with external parties who offer expert support across HR, IT and accountancy as
required.

Your responsibilities
You will be a senior leader at the organisation, proactively supporting your colleagues and
empowering them to be their best. You will be responsible for several areas of the charity.

Leadership and Strategy
● Deliver our Operations KPIs as part of our strategy; as well as being jointly responsible for
the successful implementation of the full strategy.
● Lead and shape the Operations department, making sure it’s fit for purpose and maximising
resources.
● Work collaboratively with other departments to maximise the success of the charity.
● Champion our values and proactively work to embed them into our culture.
● Oversee the EDI working group and proactively champion EDI across the charity.
● Work closely with the CEO, Chair of Trustees and Chair of Finance Committee to ensure sound
charity governance and risk management.

Finance
● Set and manage our annual budgets (circa £1.5m), supporting heads of departments in
the process
● Report monthly and quarterly on our finances, tracking our income, expenditure and
reserves, and liaising with the board of trustees.
● Oversee our bookkeeping and payroll; input journals as needed and closely monitor
cashflow.
● Manage the end of year accounts and audit process, liaising with the external auditors.
● Lead on organisation, reporting and presenting at Trustee Finance Committee and
relevant agenda items for Trustee Board meetings

Operations, IT and Data
● Manage our office space and future office needs;
● Manage the technology and data strategy, keeping staff tech secure and up to date, and
acting as key liaison with third parties
● Be responsible for upholding our data privacy obligations. Work in partnership with
senior data roles internally to manage GDPR obligations, data security and use of data
for internal and external reporting
● Ensure we meet all statutory and legal requirements with HMRC, CC, ICO etc.

● Oversee the efficient usage of our database, systems and key platforms (including Salesforce,
Xero, website) ensuring we are collecting and analysing relevant data in line with our goals to
grow income and impact, ensuring proportionate resourcing and training
● Leadership of ad hoc Operations and intra-departmental projects as required

People Management

● Oversee the recruitment of new staff, coordinating the process and supporting heads of
departments.
● Oversee the staff journey including inductions, staff surveys, annual reviews, and exits.
● Oversee annual staff development and training needs, including managing our twice yearly
offsites and regular full team days.
● Oversee and support the wellbeing of our team; both directly and through the Wellbeing
working group.
● Maintain our policies and staff handbook, researching and writing/updating policies as
required.
● Support managers with HR queries and issues, liaising with external third party experts as
required.

About you
It’s likely that the successful candidate could come from a range of backgrounds, however you should
be comfortable with challenges presented by the areas below. You might have experience in some
areas and are looking to grow in others.

Your experience
● Managing finances (essential): You have been responsible for budgets, reporting against
budgets and forecasting; you are comfortable with managing the cashflow and accounts of a
small organisation / charity. Knowledge of charity SORP would be helpful.Proficient in Excel
and finance systems (eg Xero) and comfortable with database management.
● Improving processes: You have improved processes, making them more effective and robust,
researched and adopted technology and persuaded / trained people to adopt a new approach.
● Supporting people: You have developed people-related initiatives to improve the working
environment and know what it takes to empower people to be their best.
Your skills and competencies
● Leadership skills: You can inspire and guide people around you to operate effectively and in a
way that champions the needs of the charity and our young people. You are confident
managing a team.
● Problem-Solving: You can identify potential challenges or areas for improvement and act
confidently to resolve them, even if that means independently learning something new.
● Highly organised and process-driven: You can manage multiple projects and workstreams
effectively and independently, working with others to reach a goal.
● Building relationships: You can build effective, trusting relationships with your team,
colleagues, and external stakeholders, and can communicate effectively with people at all
levels.
● Flexible and supportive: You can demonstrate your ability to work in a small, fast-paced,
evolving team, maintaining the happiness of people through change.

Benefits
● 27 days annual leave (inclusive of 3 day Christmas closure) + bank holidays, increasing with
service
● Employee Assistance Programme, including free counselling
● Flexible working with early 4pm finish on Fridays
● Additional parental leave pay and additional childcare leave for child’s first 2
years

Equal Opportunities, Diversity and Inclusion
Here at Future Frontiers we are dedicated to the practice of equal opportunities. The principles of it
underpin our mission and we treat all employees, volunteers, clients and students as individuals. We
believe in having an open and inclusive culture that champions diversity in all its forms, including
disability, culture, race, gender, sexual orientation, age, life experiences, socio-economic background,
and religion.
We encourage everyone to apply for our roles. We are particularly interested to hear from candidates
who have lived experiences relatable to our young people. 

How to apply
To apply, please fill our our application form by answering these questions and attaching your CV.
1. Tell us why you want to work at Future Frontiers and in this role. What is it about us and
the job that excites you? (Max. 1,000 characters)
2. We are looking for someone with experience in finance, processes and people, as given
above in the ‘about you’ section of this JD. Please tell us about your relevant
experience in these three areas. (Max. 1,500 characters)
3. Tell us about a time when you have implemented a significant change to a product,
process or internal way of working; what change did you make and why; how did you
influence others to adopt or support the change; what was the result? (Max. 1,500
characters)

● Deadline:13 March 2025, 9am. Applications will be assessed on an ongoing basis, so we
encourage applicants to apply ahead of the deadline where possible in order to maximise notice
for interviews.
● Initial interviews will be held virtually on Monday 17th and Tuesday 18th March
● Final, in-person interviews are expected to be held at our office on Tuesday 25th March 2025

The successful candidate will be required to undergo safer recruitment checks including a DBS check
and reference checks.