Project Manager Jobs in Guildford, Surrey

Are you an experienced Retail Auditor with a passion for making a difference? Can you help to improve our shops and stores whilst exceeding operational standards?

If so, you could be the Retail Internal Auditor we are looking for!

About the role

As a Retail Internal Auditor, you'll be at the heart of our mission to improve the efficiency and standards of our Retail estate. You'll play a crucial role in providing assurance to Senior Management and Trustees that our Retail Outlets are operating as expected including reporting on Health & Safety and Income. 

Key responsibilities include:

• Conducting comprehensive audits of British Heart Foundation (BHF) Retail shops and stores to ensure operational standards
• Identifying weaknesses, shortfalls, and areas for improvement
• Lead investigations and projects 
• Collaborate with and train Shop and Area Managers to meet and exceed operating standards and implement recommended changes
• Act as a driver for change and continuous improvement within our retail operations

About the team

Our Retail Internal Audit Team is a vital component within the overarching BHF Risk & Assurance Strategy, seamlessly integrated into the three lines of our defence model. An essential hallmark of our team is its proactive approach, offering unwavering support to the Retail Directorate. Our primary focus is on driving continuous improvements and operational efficiencies, all while upholding a high degree of independence in our reporting, thereby ensuring robust assurance throughout the BHF.

Working requirements

This is a field-based position, working from home with extensive travel across the South East of England. You'll need to live within this area. Regular overnight stays will be required. 

The South East Region covers Berkshire, Buckinghamshire, Cambridgeshire, East Sussex, Essex, Greater London (South), Hampshire, Isle of Wight, Kent, Norfolk, Suffolk, Surrey, and West Sussex.

Need more help balancing your work and home life? Talk to us about what flexibility is available at the application or interview stage.

About you

To be successful in this role you'll have:

• proven retail audit experience and/or extensive experience in charity retail, possibly in roles like Shop or Store Manager, Regional Support Manager, or Area Manager
• an entry-level qualification in Internal Auditing or Health & Safety, such as CIA or IOSH or as minimum retail management experience providing a solid foundation for audit-related responsibilities
• in-depth knowledge of shop and store operations, including till operations and financial systems, ideally gained in a charity environment
• experience in conducting compliance, operational, security, and health and safety audits
• experience conducting investigations, collecting evidence, preparing reports, and training and supporting staff to improve performance
• strong personal integrity, able to make independent judgements without external influence, as well as excellent interpersonal and influencing skills, fostering strong relationships with auditees, internal stakeholders, and senior management
• ability to manage time and workload effectively with minimal supervision and be skilled at both collaborative teamwork and leading audits, investigations, and projects

About us

Our people are at the heart of everything we do. By funding research across six decades, we’ve helped keep millions of hearts beating and millions of families together. We’re investing in ground-breaking research that will get us closer than ever to a world free from the fear of heart and circulatory diseases.

We value and respect every individual’s unique contribution, celebrate diversity, and make inclusion part of what we do every day.

Our Equality, Diversity and Inclusion (EDI) Strategy, Igniting Change, along with our internal EDI group, Kaleidoscope, and a growing number of employee network groups (our Affinity Groups), help us create an environment where all our colleagues and volunteers can succeed.

Benefits

To find out more about the benefits available at the BHF please download our benefits document at the bottom of our advert page.

Interview process

There will be an initial one-way video interview. Following this first stage panel interviews are planned for the week commencing 18th November 2024 . The second stage interviews are planned for the week commencing 25th November 2024.

REIMAGINING GOVERNMENT FOR A CHANGING WORLD

Governments today face unprecedented challenges. From responding to climate change and tackling
inequality to managing public health crises, they are under immense pressure to meet the growing
demands of their citizens while maintaining trust and staying relevant. Yet, many of the systems and
structures that underpin government operations are no longer fit for purpose in our rapidly changing world.
At CPI, we believe it’s time to reimagine government so that it works for everyone. We envision a future
where governments are not just responsive but also resilient, inclusive, and adaptive to the complexities
of modern society. To make this vision a reality, governments must evolve—and CPI is here to help them
on that journey.

We act as a learning partner, empowering changemakers within and around government to think
differently, embrace new approaches, and create lasting, positive change. Our work is built on two core
practices: sensemaking and action-learning.

THE WORK WE DO

At CPI, we help governments transform in order to best meet the challenges of the 21st century. To do this, we focus on three core objectives:

1. Inspiring leaders to act: We cultivate visionary, empathetic leaders who are driven by a commitment to the public good. By mobilizing leaders around shared goals, we empower them to drive meaningful change, particularly in communities that have historically been underserved.
2. Innovating systems and services: We help governments and partners rethink how public services are designed and delivered. By embracing innovation, we create systems that are not only capable of solving today’s challenges but
are resilient enough to adapt to future societal, technological, and environmental shifts.
3. Integrating across boundaries: Collaboration is key to creating long-lasting impact. We help our partners break down silos and foster cross-sector partnerships, connecting ideas and people across diverse ecosystems. By doing so, we enable government leaders to continuously learn from others, improve their services, and deliver better outcomes for citizens.

At CPI, we don’t just advocate for change—we model it. Our core values—Curiosity, Courage, Collaboration, Empathy, and Equity—are at the heart of everything we do. These values shape our work culture, our partnerships, and how we engage with the world. By living these values, we create an environment where everyone can thrive and contribute to the positive
changes we want to see in government. Together, we believe that by reimagining government, we can build a future where public systems are not only more capable but also more equitable, responsive, and aligned with the needs of everyone they serve. Through partnership, learning, and experimentation, CPI is uniquely positioned to lead this charge and help shape
the future of government. 

KEY RESPONSIBILITIES FOR THE CEO

1. Values – Shaping culture and people leadership

At CPI, we strive to “walk the talk.” Our ability to serve our partners effectively starts with living our values internally—creating a culture that encourages creativity, reimagining, and bold, generative work. To unlock truly innovative ideas and approaches with our partners, we must first embody the change we seek to bring about. This requires a values-based approach that not only challenges us but also inspires those we work with to think and act differently.

Our values are at the heart of everything we do:
Curiosity - We champion exploration and creativity.
Courage - We remain authentic and brave in our decisions and actions.
Collaboration - We share power and work together.
Empathy - We seek to understand others’ perspectives and experiences.
Equity - We challenge systemic barriers to foster inclusivity and opportunity.

Therefore, the CEO of CPI must:

• Model and steward our values: Lead with integrity, transparency, accountability, and humility. Ensure that every decision and action reflects CPI’s core values.
• Inspire a relational culture: Lead through authentic, people-centred leadership. Foster an environment of honest conversations, active listening, mutual support, and resilience. Show up with presence and patience, offering support when needed.
• Champion a culture of inclusivity: Foster an environment where everyone feels they belong by embedding inclusivity and equitable practices. Ensure power is shared, and all team members are valued and empowered to contribute their unique strengths.
• Nurture a learning culture: Promote continuous learning and reflection. Encourage experimentation, embrace failure as a learning opportunity, and challenge assumptions to strengthen the organization.

2. Vision– Re-imagining government through thought-leadership

The CEO will represent CPI’s vision for reimagining government, grounded in systems thinking and complexity theory. They will be an active thought leader driving the intellectual frontier forward. Through thought leadership—whether via podcasts, reports, conferences, or advocacy—the CEO will position CPI to attract partners, collaborators, and projects that align with our unique approach and capabilities. Beyond our project portfolio, the CEO will inspire and grow a broader movement of changemakers, expanding CPI’s influence and impact across sectors and geographies.

Therefore, we seek a CEO who will:

• Inspire big conversations and tell powerful stories: The CEO will reflect, imagine, and communicate boundary-pushing thought leadership that challenges teams and engages public and social sector leaders. By sharing the ideas, insights, and inspirations that emerge from CPI’s work through blogs, podcasts, conferences, and public speaking, the CEO will inspire external audiences and catalyze bold conversations. Through storytelling, the CEO will amplify CPI’s vision, challenging others to achieve greater impact and contributing to a global movement reimagining government across sectors and geographies.
• Support public service innovation and impact: Ensure CPI is designing creative programs with our partners that help civil servants excel as stewards of public resources
• Advocate for better governance: Promote policy and governance reforms that prioritise empathy, inclusivity, and trust, positioning CPI as a global thought leader in reimagining the role of government in society.
• Convene thought leaders: Recognising government reform is hard work and hugely complex, the CEO can leverage CPI networks to create meaningful spaces for shared learning and co- produced thought leadership.

3. Strategy- Positioning CPI, prioritising our focus areas, sequencing our organizational development

CPI’s approach starts with a shift in values and thinking before driving system change and service design. Our work spans thematic areas like democratic governance, climate change, AI, gender equity, public health, and more. We use diverse tools—from service design and challenge prizes to partnership- building and fund management. As CPI grows across regions like North America, Europe, and Asia, we need a leader who can balance visionary positioning with operational priorities.

Therefore, we need a CEO who can:

• Cultivate our strategy: Building on existing strengths, develop a long-term strategy for the organization that delivers on its mission and for its partners, while harnessing the full range of capabilities within the team. CPI has a regionally federated structure, with authority appropriately devolved to trusted leaders across the organization. The CEO will play a critical role in uniting these efforts by identifying CPI’s core strengths and focus areas and clearly articulating strategic priorities for both the short and long term. At the same time, the CEO must ensure that CPI remains agile and responsive to emerging opportunities for growth and impact.
• Communicate CPI’s identity: Clarify and strengthen CPI’s identity. Ensure that our work, though complex, is communicated boldly and clearly to raise our profile. Our recent re-brand is part of this, but our next CEO will help craft a bolder, sharper presentation of who we are and how we serve.
• Global perspective and leadership: Continue to build a truly global organization, with a presence across multiple regions. While much of our team, work, and revenue are currently concentrated in the United States, we are committed to maintaining and expanding our international presence. The next CEO must have a global outlook, be comfortable working across different cultures, and actively support CPI’s vision of remaining a diverse and internationally balanced organization. It will be crucial for the CEO to lead efforts to rebalance our organizational focus, ensuring that we continue to strengthen CPI’s work across the world.
• Strengthen our operational core: Build a cohesive and high-functioning foundation across Finance, People & Culture, and Communications. The next CEO will ensure that CPI remains adaptive and entrepreneurial while developing the robust infrastructure needed for sustainable growth. This includes strengthening key operational systems to support CPI’s long-term success without compromising its innovative spirit. The CEO will maintain a strong overview of the financial health and funding forecast for CPI.
• Partner with the Board: Maintain a strong, collaborative relationship with CPI’s Board of Directors, including regular updates on progress and co-creating strategies for future growth. Support the identification and onboarding of new Board members who bring diverse perspectives and are committed to CPI’s mission and values.

4. Partnerships – expanding and deepening our collaborations Collaboration is at the heart of CPI’s work. The CEO will be a bridge-builder across sectors, geographies, and themes, growing the community of those re-imagining government.

Therefore, we expect our next CEO to:

• Steward our partnership with BCG: With our branding recently shifting from “a BCG Foundation” to “founded by BCG,” we have a unique opportunity to further maximize the benefits of our heritage and deepen our partnership with BCG. As valued learning partners and collaborators, BCG has been a steadfast supporter and proud champion of CPI. While CPI operates independently, this exceptional partnership allows us to both benefit from and contribute to BCG’s expertise, creating mutual value and enhancing our collective impact.
• Foster our strategic relationships: Strengthen and deepen relationships with governments, foundations, corporates, and changemakers. Use these collaborations to extend CPI’s impact and mutual learning.
• Network and build partnerships: Act as an ambassador for CPI, catalyzing new partnerships and co-designing innovative solutions.
• Fundraise: Although we primarily operate under a contract-based business model, our recent rebranding presents a unique opportunity to expand our ambitions and elevate our funding strategy. The next CEO will have the chance to attract larger and more innovative funding partners who share our vision and ambition, enabling us to secure core funding that strengthens CPI’s long-term impact and reach.

EXPERIENCE WE SEEK IN OUR NEXT CEO

CPI is deeply rooted in our values. Our next CEO must not only embody Curiosity, Courage, Collaboration, Empathy, and Equity but also share their personal journey of growth and continuous learning as they strive to live these values. Leading by example, they will inspire others to embrace the same principles.

As a vision-led organization, CPI requires a leader who is already thinking expansively about the future of public institutions. The ideal candidate will be a thought leader—speaking, writing, and advocating for bold, creative solutions that deliver maximum impact from public services.

CPI operates at the intersection of sectors, so our CEO must bring credibility, humility, and learning from a diverse career. Ideally, they will have experience in government, not-for-profit leadership, and commercial sectors, providing a well-rounded perspective that enhances CPI’s unique positioning. CPI has enjoyed a truly remarkable founding decade and is now entering a pivotal phase of growth and maturity. We are beyond the start-up stage but still evolving, and we seek a leader who has successfully guided organizations through similar transitions. The ideal candidate will have a track record of strategic transformation, having helped previous organizations reach their full potential during key stages of development.

We are not a generic consultancy; we are systems-thinkers versed in complexity theory, and in particular, applied to the unique challenges of government and the wider public sector. The CEO will likely have immersed themselves in these disciplines, bringing a nuanced understanding of how to navigate complexity and apply systems thinking to large-scale challenges. Our CEO must be comfortable also sitting with uncertainty and ambiguity, letting solutions be emergent and co-created in a relational context, embracing experimentation’s iterative process.

CPI is an innovative and entrepreneurial organization. We need a leader who has thrived in such
settings, made bold decisions, taken calculated risks, learned from failures, and remains a progressive
thinker in areas such as organizational design, new management practices, creative financing, and
unconventional partnerships. As an increasingly international organization, we seek a leader who is passionate about cross-cultural leadership, managing a dispersed team, and bringing a wealth of experience, networks, and insights
from working across multiple regions.

REMUNERATION

At CPI, we are committed to aligning our compensation framework with the principles of fairness, equity, and transparency. We benchmark salaries using national, country-specific data and aim to offer compensation between the 50th and 75th percentiles for all staff roles. Additionally, we maintain a 5-to-1 ratio between the most senior and junior staff, ensuring that our compensation structure remains equitable across the organization.

For the CEO role, a competitive salary will be offered in line with local benchmarking for the country where the CEO is based. As a reference, in our two largest offices, the salary range for a UK-based CEO is £170,000-200,000, and for a US-based CEO, the range is $275,000-310,000. Beyond base salary, we take a holistic approach to compensation, offering a benefits package designed to support work-life balance. This includes a generous package and leave entitlement, comprehensive health care, and flexible working arrangements. CPI’s CEO would preferably be based in the US (East Coast) or Western Europe, but we are open to discussing other locations in an exceptional circumstance. Travel will be an important part of the role, with consideration given to climate impact and effective use of time and resources. Travel will include visits to team meetings, attending key global forums, client meetings, and events that showcase CPI’s vision and inspire the re-imagination of government.

The Peer Support Coordinator will play a critical role in the delivery of Day One's Peer Support Service. The primary objectives are to ensure a high-quality service is delivered to our beneficiaries; to develop our regional peer support model; and to facilitate a positive volunteering experience for our lived experience volunteer team. Responsibilities will include the day-to-day coordination of peer support activity. This will involve sensitive communication with trauma-affected individuals to understand their needs and preferences, using this information to facilitate suitable peer support matches.

The postholder will contribute to building a diverse volunteer team by supporting the volunteer recruitment and induction processes. They will offer ongoing support, guidance and motivation to our volunteers, ensuring meaningful opportunities to engage with Day One. The postholder will support the Peer Support Manger to conduct regular reviews with volunteers to gather feedback on their experiences as well as supporting their personal and professional development.

The Peer Support Co-ordinator will monitor service delivery and volunteer activity to ensure it is operating within agreed policies and processes. To ensure we can evidence the success and quality of the service, a key aspect of the role will involve keeping accurate records of interventions as well as collecting regular evaluation/impact data and personal case studies.

You will be a compassionate individual, dedicated to ensuring the highest quality of support for our beneficiaries and volunteers alike. You will be empathic with strong active listening skills, able to demonstrate sensitivity and discretion in your communication with trauma-affected individuals.  You will be adept at identifying individual’s support needs and have strong social/communication skills enabling you to facilitate appropriate and meaningful peer support matches. Possessing excellent organisational skills, you will thrive in the fast-paced and reactive environment of peer support service delivery.

You will be committed to maintaining high standards and have a keen eye for detail able to keep accurate records of interventions and collect evaluation/impact data with regularity. Additionally, you will have a proactive approach to building and supporting a diverse volunteer team.  You will be a ‘people-person’, enjoy speaking with others, and have the knowledge and confidence to offer ongoing guidance and motivation to our volunteer team. Your ability to conduct regular reviews to gather feedback to support volunteers' personal and professional development will be essential in driving the continued success of our peer support service. You will enjoy supporting others to develop new skills and navigate challenges successfully.  

Day One is a young, ambitious national charity dedicated to supporting people impacted by serious or multiple injuries which could result in life changing consequences such as disability or death, referred to in the NHS as ‘major trauma’.  Our Caseworkers work alongside NHS Clinicians, embedded as part of the team within Major Trauma Centres and across the wider Major Trauma Network to provide practical, emotional and financial support to adults and children as well as their families and loved ones.  Inspired ‘by patients for patients’ our vision is that no one has to piece life back together on their own after catastrophic injury. 

To apply, please upload your CV, and a supporting statement (no more than 2 pages) demonstrating how you meet the criteria and outlining why you’re interested in the role.

Please refer to the attached recruitment pack for more information.

Closing date:

Midnight Sunday 10 November 2024

Interview date:

First stage virtual interviews on 18th and 20th November 2024

Final stage in-person interviews on 2nd December 2024

Emmaus UK is recruiting a High Value Giving Lead to develop and implement ambitious strategies to grow the vital Major Donor, Corporate, and Trusts & Foundation income streams.

Location: Remote with occasional travel across UK

Applications close at 9 a.m. Monday 4th November 

Who we are.

Emmaus is a homelessness charity with a difference. We don’t just provide a bed for the night; we offer a home, meaningful work, and a sense of belonging.

Founded in 1991, Emmaus now has 30 communities across the UK, with three more in development. We currently support over 850 people who have experienced homelessness, offering them a home for as long as they need it, along with work and training in our social enterprises. Our goal is to provide a home to 1,100 people by 2025.

About the role.

In this role, you’ll be responsible for leading the Major Donor, Corporate, and Trusts & Foundations fundraising function. You’ll manage a team of three, with two direct line reports: the Corporate Partnerships Manager and the Trust & Foundation Manager.

This role will focus primarily on supporting new business development in these areas and establishing a major donor programme.

Corporate and T&F fundraising are well established at Emmaus UK and performing well, but there is capacity for them to grow significantly with strategic support and guidance from this role.

Major Donor fundraising is a key area as there is not currently an established programme, but there is great potential amongst supporters of other giving streams to make significant personal donations.

This role’s focus will generally be on winning new business and nurturing your team so they can carry these relationships forward as they develop their skills under your leadership. You’ll help your team create compelling proposals for innovative projects while looking at the big picture and utilising resources to meet organisational goals.

This is a role where you can have a huge impact.

Who we are looking for.

We are seeking a well-rounded and seasoned high value giving fundraiser. You will primarily be a major donor expert with experience in at least one, but ideally both, of corporate and trusts & foundations giving.

You’ll be an excellent relationship manager and have a deep understanding of donor motivation, which will enable you to adapt your approach and win new business in your key income areas.

Suitable candidates will also be excellent managers who can inspire and coach line reports to be better fundraisers. Lastly, you will be deeply motivated by the cause of homelessness and Emmaus UK’s inspiring work.

Please click 'Apply via website’ to be redirected to the Peridot Partners website, where you can find full details of the job description and register your interest to apply.

Applications for this role close at 9 a.m. Monday 4th November.

About FareShare Sussex & Surrey

We rescue surplus food from businesses, farms and supermarkets. This food is nutritious, in-date and safe, and includes a high proportion of fresh vegetables and fruit. If we did not rescue this food, it would be at risk of going to waste. Instead, we deliver it to charities, community kitchens, community pantries and fridges, food banks, schools and other organisations serving vulnerable people. Our food is a vital lifeline for children and families, people on low incomes, people who have lost their jobs, the homeless, refugees, domestic abuse survivors, the elderly and key workers.

We operate out of two depots; Guildford (Surrey) and Brighton (Sussex) as part of 35 Regional Centres, working as a network across the country with FareShare, a national charity. The Guildford warehouse is new and enables us to receive, store and deliver more fresh, frozen, chilled and ambient food across the region.

Last year, we delivered enough food for 2.14 million meals to help vulnerable people in our community. We receive and deliver around 80 tonnes of food every month, currently to 147 organisations, including homeless shelters, community pantries, food banks, clubs, children’s centres and lunch clubs across 3 counties. FareShare Sussex & Surrey also works to improve the lives of vulnerable people far from the workplace through our successful employability programme.

City Gate Community Projects (registered charity 1093245) is the employer, delivery partner and franchise holder for FareShare Sussex & Surrey.

Main purpose of this role

The Employability Coordinator will form part of a project team with the Employability Programme Manager. The project team will be responsible for delivering all aspects of the Employability Programme. The Employability Coordinator will deliver Employability and skills-based training, as well as monitoring participant progress and providing effective information, advice and guidance. The role will deliver the day-to-day activities of the programme in the Guildford depot, supporting individuals looking to enter employment, education or training. Therefore, the right person would need to have the skills and confidence to deliver sessions to groups of 3-10 individuals and provide one-to-one mentoring sessions to participants. We are looking for someone dynamic and engaging, with excellent training, coaching and mentoring skills, as well as a commitment to delivering a high quality service in line with our mission and core values. In addition to working with the Employability Programme Manager, you will work closely with the team at FareShare Sussex & Surrey and be supported by the national FareShare Employability Team. You will be part of an upbeat, skilled, supportive team within an ambitious, values-led organisation that has a fantastic leadership team and is focused on the wellbeing of its staff. You’ll make a strong contribution to our culture of togetherness, inclusivity, respect and passion in our mission to see no good food going to waste in Sussex & Surrey.

Duties and responsibilities

Programme Delivery

● Work with the Employability Programme Manager to meet the overall project target for employment and training.

● Deliver coaching and other relevant training as required.

● Ensure that detailed participant records are filed and maintained.

Working with Trainees

● To effectively maintain a caseload of Trainees ensuring their attendance during their work experience, regular one to one support, group sessions and other programme activities.

● Implement and monitor Individual Learning Plans for Trainees and volunteers to support them back into work, through certificates, work experience, building confidence and other soft skills.

● Offer appropriate information, advice and training to help Trainees improve their employability.

● Devise and monitor the Trainee’s learning plan, within their Individual Development Plan, set SMART targets and regularly review.

● To motivate Trainees, to ensure continual engagement.

● To work with Trainees holistically and encourage, support and enable them to achieve defined training and wellbeing goals.

Working with FareShare Sussex & Surrey

● Attend team meetings with FSSS and the FareShare UK Employability Team

● To attend supervision and appraisal meetings as specified by the post holder’s line manager

● Maintain up-to-date knowledge of the local labour market and sector developments

● Maintain up-to-date knowledge of issues, trends, policy developments and legislation relating to the role

● Work in accordance with Equality, Diversity, Health & Safety, Food Safety and Safeguarding policies

● Working closely with the Employability Programme managers to nurture existing and secure new commercial employment partners.

● Attend recruitment and employment forums to represent FareShare Sussex & Surrey

Person Specification

As an employer committed to Equal Opportunities, we will assess applications in line with the criteria we consider either as being essential or desirable for this post. Please explain in your Covering Letter why you meet the points in the

Qualifications and/or experience

Essential Criteria 

 ● A Level education or equivalent

● Experience in training, coaching and/or mentoring

● Engaging with a wide range of people

● Building/maintaining relationships with external organisations and associations

● Working to an outcome-based model achieving ambitious targets

Desirable Criteria 

● Working with volunteers/adults with additional needs

● Coaching/Motivational Interviewing Qualification

● Knowledge of the benefits system and experience of supporting people with benefits-related issues

● Knowledge and experience of the Third Sector in the UK.

● Coaching/Motivational Interviewing experience

Skills, Abilities and Knowledge 

Essential Criteria 

● Excellent knowledge of the employment system and local labour market.

● Enthusiastic and self-motivated, with strong people skills.

● Employability skills - confidence building, CV writing, job applications and interview practice.

● Ability to plan, multi-task and manage your time effectively.

● Excellent written and verbal communication skills, including presentation skills.

● IT literacy including word processing and database use.

● Adaptable to the needs of a developing project.

● Ability to work on own initiative and organise caseloads.

● Team player able to motivate and develop people through positive approaches

● Knowledge of equal opportunities, inclusivity, diversity and safeguarding

Desirable Criteria 

● Employability Skills- confidence building, CV writing, job applications and interview practice

● Experience in tailoring Individual Learning Plans.

Relationships (internal and external) values and behaviours

Essential Criteria 

● Work collaboratively with internal and external partners building successful and productive relationships.

● Brilliant people skills

● Desire to work for the region's largest surplus food rescue charity, to subscribe to the culture, vision and mission of our charity

● Commitment to continuous professional development

● Empathy with and non-judgemental attitude to Trainees and an understanding of their needs.

Circumstances

Essential Criteria 

● Willing and available to work outside normal working hours occasionally if required

● Proof of the Right to work in the UK

● Satisfactory DBS check

Desirable Criteria 

● A UK driving licence and access to your own car might be useful but not necessary

Benefits ● Ethical pension scheme ● Daily lunch provided (Guildford depot) ● Access to learning and development opportunities ● Access to Telus Health ● 33 days Annual Leave, including all public bank holidays (pro-rata for part-time employees) ● Staff-led wellbeing programme ● Flexible working ● Bike to work scheme

Safeguarding statement FareShare Sussex & Surrey is committed to safeguarding and protecting the adults we work with. As such, all posts are subject to a safer recruitment process, including the disclosure of criminal records and vetting checks. We ensure we have policies and procedures in place which promote safeguarding and a safe working environment.

Equality, Diversity and Inclusion We want to be open to everyone. A diverse voice is a more powerful voice. Diversity in our people brings new viewpoints, and this drives debate and creativity which is key to success and an ability to engage new audiences. As such, we encourage applications from people who belong to groups which are often marginalised in society. We strive to engage an ability-based workforce which reflects the diverse nature of our local communities. We are committed to equality, diversity and inclusion and it is important to us that this is reflected in the diversity of the people who work for us. We particularly welcome applications from black, Asian and minority ethnic candidates. LGBTQ+ candidates and candidates with disabilities because we would like to increase the representation of these groups in the team. Please call or email if you’d like to chat about the FareShare Sussex & Surrey community in more detail.

Application Process and Further Information Please submit a CV and Covering Letter (one side of A4), explaining how you meet the Person Specification. before 9am Monday 11th November 2024. For an informal chat about the role, please contact our Employability Programme Manager, Brenna Taylor 

Employability at FareShare Sussex & Surrey FareShare Sussex & Surrey has run a pilot employability programme through its Brighton Depot for 4 years and has taken these learnings to relaunch our programme across both our depots in Brighton and Guildford. This project will work with long-term unemployed people and those from the probation service (Brighton) and 18-25 year olds who are far from education, employment or training (Guildford) to provide the support they need to successfully secure and sustain meaningful employment.

The project will work with 60 Trainees a year across the 2 depots and will provide an integrated, person-centred employment service for the long-term unemployed in Sussex and Surrey. The project will be designed based upon the best practice currently within and external to the FareShare Network. These are the 3 core project elements of Employment Support, Work Experience and Training & Wellbeing.

Due to the nature of the job market in the region, our programme will focus on the hospitality industry. Utilising our commercial kitchen space at Brighton and clean room at Guildford, we will provide a varied package of kitchen skills, barista training and stock control across both depots.

In each element, Trainees will receive a tailored programme of 1-2-1 and group support. Activities will include coaching Trainees in important work skills and supporting them through the processes of searching for, securing and sustaining employment. Each Trainee will be taken through an assessment process to identify what is required to support them to secure sustainable employment. An individual development plan will be created for each Trainee. This will also include developing links to employers and educational establishments to source employment and progression opportunities for Trainees.

Creating and managing partnerships with other local community assets to bring wellbeing services into the regional centre or encourage, support and enable Trainees to access additional wellbeing support in the community will also be vital to the success of the programme. Each Trainee will have a limited personal development budget to engage with other services.

Trainees will be engaged in utilising strength and asset based approaches and the aims of the project encompass improving Trainee wellbeing and personal development in addition to skills training and the overarching aim of enabling Trainees to secure employment.

Power to Change is the think-do tank that backs community business. We turn bold ideas into action so communities have the power to change what matters to them. We know community business works to build stronger communities and better places to live. We’ve seen people create resilient and prosperous local economies when power is in community hands. We also know the barriers that stand in the way of their success. We’re using our experience to bring partners together to do, test and learn what works. We’re shaping the conditions for community business to thrive. 

To do that, we need strong relationships in politics and in government at a time where there is an exciting opportunity to shape the conditions for community business to thrive. The External Affairs Officer will provide essential support across the organisation by identifying key stakeholders and determining the most effective tactics to build and maintain relationships in both politics and government. This includes monitoring parliamentary and political developments to spot opportunities, drafting high-quality briefings, articles and press releases, as well as coordinating politically-focused events, such as those held at party conferences. 

Check out our Job Description for further details on this role, including how to apply.

People’s Economy aims to build the agency and power of people facing injustice and working for social change so that they have the expertise, capabilities and resources to develop their own analysis of how the economic system is a root cause of the injustice they face, develop strategies to change it and then take action with others. Our vision is for a world with economies that meet the needs and priorities of people currently experiencing economic injustice.

We are looking for people who are: passionate about addressing economic injustice, experienced trainers and facilitators and are excited about the prospect of leading work to build infrastructure that will significantly scale our training capacity.

The Head of Training will lead People’s Economy’s overall approach to training providing strong oversight and ownership over: turning economic analysis content and our community economic education framework into engaging and accessible training; individual workshop and learning journey design; our pedagogical approach to learning; and our unique facilitation approach. The role will have a focus on building the infrastructure to consolidate and scale our training through supporting, training and coaching staff, freelancers and collaborators in implementing our training approach. It will also be responsible for developing paid training work and will support other work strands, manage projects and contribute to income generation.

Online Open House

Come and meet us! We are hosting an online open house on Monday October 28th at 12pm for anyone who is interested in hearing more about the roles we’re currently hiring for or what People’s Economy is all about.

You can use this space to ask any questions you might have about the role, find out more about the organisation and meet some of our staff team. Curious?  This will be hosted as a webinar and questions can be submitted via the Q&A function so you will be able to remain anonymous unless you choose to unmute or turn on your video to ask a question.

Sign up here:  https://us02web.zoom.us/webinar/register/WN_w2oUR_ckS6ycbSMqExXrkw#/registration

Leading People’s Economy’s approach to training

• With support from the Programme Director, lead the development of People’s Economy’s approach to training and workshops to create an approach and set of standards to be applied across the organisation.
• Stay abreast of developments in training best practice across similar organisations and use this knowledge to further develop People’s Economy’s training approach.
• Develop resources (e.g. types of training exercises) that can be used across People’s Economy’s training work
• Support colleagues and freelancers to implement People’s Economy’s training approach, including through delivering ‘train the trainer’ training and creating learning resources
• Work with the Programme Director to create processes to oversee the quality and delivery of all of People’s Economy’s training
• Lead on monitoring and evaluation of, and learning from, People’s Economy’s training work ensuring that it informs the subsequent development of training
• With support from the Programme Director create and implement plans to build and maintain our training infrastructure and increase our training capacity.

Training for Changemakers

• With support from the Programme Director, design and develop our training offer.
• Lead the implementation of training, including: ○ Work with the Head of Community to develop processes to recruit and onboard changemakers to training opportunities ○ Design training workshops, working in accordance with People’s Economy’s community education framework and principles ○ Oversee the delivery of training workshops facilitated by other staff and freelancers 
• Work collaboratively with the Programme Team to ensure a joined up approach across our work with changemakers

Develop paid training work

• With support from the Programme Director, take a strategic approach to identifying and developing opportunities to undertake paid training work that can both meet People’s Economy’s goals and generate unrestricted income for the organisation
• Hold key relationships, as agreed with the Programme Director, with organisations and individuals who are current and potential clients for paid training work

Supporting other work strands

• Feed in from a training perspective to the development of People’s Economy’s changemaker community of practice led by the Head of Community
• Feed in from a training perspective to the development and implementation of the organisational communications strategy

Managing projects and people

• Work with the Head of People and Operations to recruit and manage a pool of freelancer Associate Trainers to help deliver People’s Economy’s training work, and lead the training of freelancers to do this work
• Manage freelancers contributing to People’s Economy’s training work and any staff roles which (in future) report to Head of Training
• Manage (or contribute to) non-programme projects that contribute to achieving People’s Economy’s goals, as agreed with the Programme Director
• Work collaboratively with the Programme Team to ensure a joined up approach across People’s Economy’s work

Financial management and income generation

• With support from the Programme Director, develop and manage budgets when leading programmes and projects
• With support from the Programme Director, contribute to income generation by leading the development of agreed identified opportunities, including by holding key relationships with existing and potential funders

For full role description and person specification see attached application pack

Online Fundraising Creative Coordinator

Position Objective:

To contribute to the execution of PETA's and its international entities' (PETA France, PETA Netherlands, PETA India, PETA Asia and PETA Australia) direct response fundraising strategies by coordinating the production and design of online fundraising campaigns and all web-based fundraising content.

Term of Employment:

Full-time

Reports To:

Associate Director of International Digital Fundraising

Salary

£28,000 - £30,000

Primary Responsibilities and Duties:

In consultation and verified compliance with the objectives, standards, and requirements communicated by PETA UK and other PETA entities:

• Coordinating PETA's and its entities' online fundraising campaigns, including campaign set-ups, e-mails and donation tracking
• Ensure the operation of the fundraising pages and data-collection elements of PETA's and its affiliates' websites
• Liaise with other departments and PETA affiliates regarding webpage content related to fundraising campaigns and projects
• Act as a task liaison to PETA US' Office of the President and Marketing Department as well as the PETA Foundation US' Production, Legal and Information Technology departments for all Web-based projects and content, including privacy, technology and design issues
• As directed, work with the PETA Foundation US' IT Department and database-management vendors to ensure that all data collected online is managed and maintained properly
• Coordinate the archiving of online fundraising materials and creative content
• Coordinating the designing of fundraising e-mails, donation pages, donation buttons, donor surveys, online ads and other online fundraising content
• Proactively seek opportunities to improve, update and/or refresh our current and legacy online fundraising content
• Assist with the statistical analysis of online fundraising campaigns
• Perform any other duties assigned by the supervisor

Qualifications:

• Experience with graphics software packages such as Photoshop and the ability to edit HTML
• Ability to handle numerous projects simultaneously
• Excellent organizational skills and attention to detail
• Ability to work both independently and within a team environment
• Commitment to the objectives of the organisation
• Adherence to a vegan lifestyle strongly preferred

Location: Remote, with regular meetings in London, UK

Hours: 2.5 days per week

Sustainability First is a leading UK think tank and charity that acts as a critical friend to businesses, regulators, governments, and civil society, to create more sustainable energy and water sectors in the UK. We work tirelessly to advocate for policies that support environmental and consumer protection and to engage the public through accessible and impactful communication. We believe that it is possible to create a thriving economy that respects environmental limits and enables social equity.

Role overview:

We are seeking a dynamic and committed Advocacy and Communications Officer to join our team. This new role is integral to amplifying our voice with decision-makers, including business leaders, senior officials in central government and regulatory bodies, and amongst politicians. You will help to shape public policy and drive our communications strategy.

The ideal candidate will have a strong background in advocacy, excellent communication skills, and a shared commitment to our values. This is an excellent opportunity to develop a core role in our charity, as well as make a tangible impact on the environment and social equity in the UK. We will also be rolling out a refreshed brand and updated website – you will have the opportunity to help us make the most of our new branding.

What we offer:

• A supportive and inclusive working environment
• Opportunities for professional development and career progression
• The chance to make a tangible impact on environmental and public policy, and public awareness
• Flexible working hours including remote working
• 25 days' annual leave, pro-rata.

For further information and to apply, please visit our website via the ‘apply’ button.

Closing date: Sunday 3rd November 2024.

Sustainability First is committed to creating a diverse environment. All qualified applicants will receive consideration for employment without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, or age.

Salary - Circa £30k per annum, pro rata if part time

Full-Time / Part-time - 30 hours per week minimum (flexible)

Application Deadline - Sunday, October 27, 2024

Interview Date - Nov-04, 2024

About our Fundraising team:

See the difference you can make. Every day.

We’re small enough to be a close-knit team where you can see the difference your ideas make to the care, we give every day. Yet, big and ambitious enough for you to grow and explore new campaigns, initiatives, and techniques.

As a team we will support you to grow and learn in your role with training, development opportunities and fantastic wellness benefits.

About the role:

We have an exciting opportunity for a Legacy Officer to join our Legacies team. This is the ideal role for someone looking to gain more experience in legacy fundraising, and for someone who wants to make a difference to our communities when time matters most.

You will help deliver the legacy fundraising programme with the aim of securing and retaining legacy pledges, and ultimately growing income from this vital source of support.

A large part of the role will also be focused on the stewardship of existing pledgers, considerers and enquirers.  You will be comfortable engaging with the public, handling enquiries, and keeping our supporters engaged with and updated on our work.

You will also work closely with the Legacy Lead to develop marketing campaigns, legacy materials, and to support other promotional activities and the wider Legacy team

About you:

Empathy and listening skills come naturally to you. You will be pro-active and have good attention to detail, excellent communication skills, as well as some working knowledge of databases.

You may have previous experience working in a fundraising environment, in relationship management/direct marketing or in a customer service related role.

If you are a friendly team-orientated person who shares our values, and you’re looking for a new role in a supportive and inclusive environment, we’d love to hear from you!

As well as our competitive salary package and the opportunity of joining organisation where you will be able to make a difference to our patients and their families, we offer a range of great benefits, which include:

• 27 days’ annual leave, plus recognised public holidays - rising to 29 days after 5 years’ service and 33 days after 10 years’ service (pro rata for part time)
• subsidised meals at our on-site restaurant
• access to Blue Light Card discount card
• access to our Group Pension Scheme
• educational and professional development opportunities (we have an on-site Education Team)
• free on-site parking
• tranquil Hospice grounds
• Employee Assistance Programme
• wellbeing - we provide a programme of activities, opportunities, and guidance to inspire and support our employees to live a healthy life, at home and at work.

Discover the difference you can be.

About us

Princess Alice Hospice is one of the top ten adult hospices in the UK, providing specialist palliative care and support to a community of more than a million people living in Surrey, south west London and Middlesex. We need to raise over £10million a year to provide our free palliative and end of life care services and our fundraising team are crucial to achieving this.

At Princess Alice Hospice we are passionate about creating an inclusive workplace that values diversity. We are fully committed to equality of opportunities, and we warmly welcome applications from all backgrounds and cultures.

Please visit our Privacy Notices section to understand and be aware of how we use the data you provide to us.

All of our vacancies except from retail are subject to a relevant DBS check.

Database, Social Media and Office Administrator

Merton Mencap is a local charity supporting young people and adults with a learning disabilty and / or autism and their family carers in the borough of Merton.

We provide weekday, weekend and holiday clubs, as well as learning opportunities at our Community Cafe.  We hold lots of fundraising events such as indoor sky diving, our annual charity auction and staff joining together to sing Christmas carols in shopping centres to raise funds to support our projects.

This is a varied role and the successful candidate will be pivital to all aspects of the business, working with all members of the Senior Management Team as well as project staff who work across the borough of Merton.

The applicant will be responsible to the Office Manager and will support them in day to day operations for the charity, as well as being a social media and database expert for the charity.  Training on our database system will be provided.

The role is office based in our Merton Offices and can be worked over 2 or 3 days per week, 52 wks per year.

The charity offers a staff healthcare benefit scheme, pension and annual leave.

Closing date for applications is Friday 1st November 2024.

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

• Salary: £31,646 (outside London); £33,318 (London-based) FTE
• 35 Hours
• Permanent contract 
• Remote (home based) or Bristol or London
• Closing date: 3 November 2024
• Interviews: During week commencing 11 and 18 November 2024

Change lives in a life-changing career

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

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

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

About the role

We’re looking for a Legacy Marketing Officer to join our Individual Giving and Legacy Team.

It’s an exciting time to join the Legacy Team as we are embarking on a new era for legacy and in memory giving at Young Lives vs Cancer.  In memory giving and gifts in Wills left to us by our supporters are essential to ensuring we can help generations of children and young people who will sadly be living with a cancer diagnosis. We are looking for a motivated and enthusiastic Legacy Marketing Officer to play a pivotal role in supporting the Legacy Marketing Manager to plan, implement and deliver legacy and in-memory strategies.

The Legacy Officer will work on a range of legacy and in-memory campaigns, materials and supporter centric journeys across multiple channels.  As a team we will maximise legacy and in memory giving and acquire new legacy and in memory supporters, as well as nurturing existing supporters who have expressed an interest in leaving a gift in their Will for the future of Young Lives vs Cancer’s work. 

The role will suit a passionate and creative individual who thrives on working collaboratively and who is able to manage end to end projects and supplier relationships.  There will be a need to analyse data to monitor performance as well as identifying trends and opportunities. Fulfilment mapping is also a key element of the role as well as being comfortable presenting in person to colleagues and suppliers.

What will I be doing?

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

• Supporting the development, implementation and delivery of the legacy marketing and in memory strategies
• Developing, planning and delivering specific projects and campaigns 
• Supporting the delivery of campaigns and communications, including the production of materials, audience and channels selections
• Producing analysis of results and campaign summaries.
• Playing a pivotal role in creating an internal culture to maximise legacy and in memory giving

What do I need? 

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

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

• Strong creative direction 
• Project management
• Research and analytical skills and the ability to manipulate data sets to produce statistical and written reports
• A good understanding and experience of working with databases
• Experience of working with Excel, Word and PowerPoint
• Excellent communication skills, written and verbal.
• Strong interpersonal skills

What will I gain?

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

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

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

Our commitment to Diversity, Equity, Inclusion and Belonging

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

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

Accessibility

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

About Lepra

Lepra is dedicated to addressing leprosy and lymphatic filariasis (LF) and their consequences through direct support, advocacy, and the promotion of inclusive communities. We work in Bangladesh and in India, through our sister organisation, LEPRA Society. We work in partnership with people affected by leprosy and LF to improve detection, ensure access to treatment and care, and promote inclusion and wellbeing. We have just finalised our new Global Strategy for 2024-30, which will guide us in our efforts to accelerate progress towards global targets for leprosy and LF, and towards our vision of a world free from leprosy and LF.

Job Context

Our new Global Strategy introduces some new approaches and priorities to our work, including: our first ever global Theory of Change (ToC), the most detailed Monitoring, Evaluation, Accountability and Learning (MEAL) approach ever, and a sub-strategy dedicated to research, innovation and technology: the Global Research, Innovation and Technology Strategy (GRITS). With the finalisation of the new strategy, and as part of our ongoing commitment to improving our impact and efficiency, we are now seeking a consultant to provide specialised research support and technical advice.

Job Purpose

The primary objectives of this role are to lead the transitional phase of the GRITS, creating a detailed operational plan for its implementation; support the management of the existing research portfolio ensuring technical soundness, budget adherence and timely delivery; establish a sustainable pathway for research expertise to be led by in-country professionals.

Working Relationships

• Reports to Lepra UK’s Director of Programmes and Advocacy
• Day-to-day management liaison with the Director of Programmes and Advocacy and team members of Lepra’ sister organisation in India, LEPRA Society
• Close working links and collaboration with UK Fundraising, Communications and Finance teams
• International travel as needed for programmes oversight and support, and external representation.

Key responsibilities

Strategic Leadership

• Lead the transitional phase of the GRITS.
• Identify and address any gaps or challenges in the current strategy.
• Collaborate with stakeholders to ensure alignment and smooth transition.
• Support Programmes in the design of new projects / programmes by ensuring proposals submitted are technically sound and capitalize upon learning. Lead on ethical approval applications.
• Support Programmes in identifying, maintaining and growing academic / research -related partnerships, according to Lepra’s strategic interests and capacities 
• Serve as a focal point for external research contacts that have an interest in people affected by leprosy and LF.

Operational Plan Management

• Develop a comprehensive operational plan for the rollout of the strategy.
• Establish the initial GRITS processes including the Go no Go; steering group established and functioning.
• Define clear timelines, milestones, and deliverables.
• Ensure the plan is realistic, achievable, and aligns with the charity’s objectives and resources.

Support Existing Research Profile

• Review and support ongoing research projects.
• Ensure all research activities are technically sound, within budget, and on time.
• Provide technical guidance and support to research teams.
• Provide ongoing mentoring and coaching to staff and partners.
• Ensure that data sets and tools are appropriately designed and employed.

Pathway to Sustainability

• Create a sustainability plan to ensure research expertise is transitioned to and led by in-country professionals.
• Develop capacity-building programmes for local researchers and institutions
• Establish mentorship and training frameworks to support local leadership in research.

Stakeholder Engagement

• Engage with internal and external stakeholders, including donors, research institutions, and community leaders.
• Facilitate collaboration and partnerships to enhance the research profile and strategy implementation.
• Ensure transparent and effective communication throughout the transition process.

Monitoring and Evaluation

• Develop and implement a monitoring and evaluation framework to track progress and impact of the strategy.
• Regularly report on progress, challenges, and achievements to the Lepra’s leadership team.
• Adjust plans and strategies based on feedback and evaluation results.

Safeguarding

• Support the implementation of newly developed processes in relation to the Prevention of Sexual Exploitation & Abuse (PSEA) and Safeguarding (SG).
• Ensure safeguarding measures are integrated into all project activities.

Technical advisory

• Guide and advise on the implementation of leprosy and LF control tools and approaches, specific healthcare models and/or health solutions in partner countries, when appropriate and according to Lepra and donor standards.
• Provide strategic and technical advice on the development and roll-out of country programmes as well as the overall leprosy / LF programme in Lepra.

Monitoring, evaluation and impact

• Advise the programmes team on the development of appropriate results frameworks, objectives, outputs, indicators and Key Performance Indicators (KPIs) and support the analysis of Lepra datasets.  Advise the HPMEL on analysis of Lepra datasets.  Provide technical inputs to Lepra’s reports, according to Lepra’s needs.

Person Specification

Qualifications

Essential

• Relevant degree level of education

Desirable

• Relevant post-graduate qualification
• Relevant professional health-related qualification

Knowledge and Experience

Essential

• Extensive knowledge of global health issues and an up-to-date familiarity with issues and practice in the international development sector
• Substantive experience in designing and leading research projects and of communicating research results to different audiences 
• Ability to analyse quantitative and qualitative data using a range of different approaches and software and to present this information so that it may be easily interpreted by different users and audiences

Desirable

• At least ten years’ experience as a health advisor or researcher, preferably gained with an overseas development organisation or in academia, in a similar health focused role
• Familiarity with data visualisation tools and packages
• Experience with the concept and use of dynamic datasets

Skills, Attitudes and Personal Qualities

• Strong research administrative skills, specifically excel; STATA; SPSS; Nvivo and significant experience in MS Office packages
• Excellent attention to detail, and organisational and time management skills
• Excellent interpersonal skills, verbal communication skills, and confidence at presenting and representing at international global to a wide range of stakeholders
• Ability to work independently, be flexible and prioritise workload.
• Ability to travel within the UK and overseas
• Permanent resident and legal rights to work in the UK.

The Duke of Edinburgh’s International Award (the Award) is a Non-Formal Education and Learning framework encouraging young people to find their purpose, place and passion in the world.

In more than 120 countries and territories, our globally recognised accreditation is available to all 14 to 24-year-olds, of all backgrounds, locations, cultures and abilities.

Through the programme, each young person becomes part of something special while developing their own interests, universal skills and life aspirations.

The Duke of Edinburgh’s International Award Foundation is the international charity that drives and encourages the Award’s growth, access and impact across the globe. Working in partnership with organisations and governing bodies, we oversee the licensing of Award operators – including schools, youth groups, employers and custodial institutions. 

The Monitoring and Evaluation Officer will support the Senior Operations Manager and the Bid Manager to help develop and implement monitoring and reporting processes across the Foundation’s grant-giving activities.

To be successful in the role, you must have excellent knowledge of results-based monitoring and reporting, including experience in sampling techniques and the use of computer software in support of monitoring, reporting and statistical analysis; demonstrate strong organisational and administrative skills, and ideally have experience working with colleagues from different cultural backgrounds. This role will also work closely with colleagues from the Operations, Communications and Development teams to ensure accurate information is delivered to key stakeholders.