Whether you're looking for a new career or simply a new challenge within the third sector, Harris Hill are perfectly equipped to help you find your ideal charity job. For more than two decades we’ve built long-standing relationships with charities and not-for-profit organisations of all kinds throughout the UK and beyond, enabling us to offer you a diverse range of charity vacancies to suit your skills and expertise.
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Find the latest charity rates in the 2022 Harris Hill Salary Survey
What’s the going rate for your charity sector role? Whether you’re a head of fundraising for a small charity, digital manager for a household name, or in any of almost 200 other positions in the sector, you’ll find answers in the brand new 2022 Harris Hill Salary Survey. The new report arrives with our thanks first of all to the several hundred superb organisations who’ve entrusted us in the past year and more with the diverse range of roles that form the basis of the survey. From there, we add the insight and expertise of our experienced specialists in each field, working role by role to identify misleading or unrepresentative cases that might distort the picture – for example, roles that are far more senior/junior than the title suggests – and applying their up-to-the-minute knowledge from handling similar roles every day to ensure we reflect what’s actually being paid (not just what’s advertised) for each role throughout the sector. Our thanks too, for the many (many!) requests and enquiries we've had from people patiently awaiting the next edition: we’re delighted to say that it’s now here and available to download from the link below, and we hope you find it a valuable reference for the year ahead. With salaries for everything from entry-level roles to director positions, the survey covers each of our specialist areas: Chief Executives & Directors • Data Management • Finance • Fundraising • Human Resources Marketing, PR & Digital • Operations, Admin & Support • Policy, Advocacy & Campaigns • Temporary & Interim Market trends We’ve also examined some of the key issues currently affecting the market, not least the widespread and seemingly ever-more-acute shortage of candidates: why have numbers fallen and where to find new talent now? And after two years of turbulence and quite radical change in the working landscape, what impact has the pandemic and the rise of flexible working had on salaries? A (very) recent history of the survey It's our 15th annual guide to salaries in the UK charity sector, but in this case, the first since the outbreak of a global pandemic, whose many crimes (though admittedly among the more benign) include putting paid to the last two editions. Work was just underway in 2020 when much of the world shut down, closing off key fundraising avenues for charities (while demand for their services often increased), and triggering widespread fear of redundancies, job losses and for some, even the prospect of having to cease operations entirely. In which context, reporting on the previous year's salaries seemed rather like reviewing the Titanic’s restaurants for passengers clinging to the lifeboats: information that may have been welcome yesterday, now eclipsed by some rather more pressing concerns. Uncertainty still prevailed by the spring of 2021, but we're delighted that the last year has been characterised by a strong and consistent recovery, each month surpassing the last, creating the clear picture needed to bring you this brand new report. For more information... Throughout the report you'll find details of the relevant specialists together with the salaries in their respective fields, and they're by far the best people to call with queries relating to those areas. Meanwhile for more general enquiries, feedback or requests relating to the survey, please call us on 020 7820 7300 or get in touch by email. View or download the 2022 Harris Hill Salary Survey ► Check out our latest jobs ► More from the Harris Hill Blog What to expect as a charity sector temp Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know...Read more ► Previous salary guides Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
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Good news – your CV’s in demand!
Let’s face it, there's been rather a shortage of non-alarming news lately, so it’s a real joy to bring you something that won’t make you want to hide under the duvet and cry. Specifically, that jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. In fact, after climbing consistently all year, the number of fantastic charity opportunities here at Harris Hill is now within touching distance – if that’s allowed - of where it was before the pandemic. Which is a pretty big number. (Exhibit A: check out our jobs pages). However, the number of people seeking those opportunities is yet to rebound to anything like the same extent, which means that if you’ve got charity experience, you’re very much in demand! But aren't the big candidate shortages elsewhere? Shortages in other sectors might be making the headlines, but as charities seek to recover the millions lost to the pandemic, recruitment is high on the agenda, while application numbers are unusually low. Not just at Harris Hill, but our charity clients are coming to us with the very same issue across the board. So while you might imagine there's little point looking right now, we’re here to say you could well be a highly sought-after candidate, even if you don’t have an HGV licence or dream of being underpaid for your strawberry-picking skills. Although we can’t imagine either would hurt. But to cut to the point, it's this: if you’re a charity professional in just about any area at the moment, you’re already in considerable demand. OK, so what's available? We’ve got permanent and contract opportunities across all specialist areas, and demand for temporary staff is even higher, with an abundance of assignments in all kinds of roles right now. If you're looking for new opportunities of any kind, please do get in touch to discuss how we can help you move forward, and if you’ve temped for us in the past, please drop us a line with your latest CV and availability for work. ►► A side note here: why do we ask you to update us, if you're already on our system and nothing's changed? Let's discuss this in a blue box. Why update us if you've already registered? That's a great question. If you’ve registered with us, or any other recruiter, you might (understandably) see no need to keep us posted unless there's any significant change. But here’s why it’s well worth doing, especially for temps. In an ideal world, we’d have weeks to advertise temp positions and scour the kingdom and/or database for every suitable candidate in advance. In this world however, it's more likely we're looking to fill a role we’ve known about for five minutes, starting yesterday. *pause while you break out tiny violin* Contacting every potential candidate would take days, but we need to know who’s free as soon as possible, so it's logical to start with those we already know about. Naturally they tend to be the people we’ve spoken with or heard from most recently: the more time has passed, the more likely things have changed. That's why it’s always worth a quick call or email to keep us up to speed, particularly for temps, but also for permanent roles if you’re open to a move and we haven’t spoken for a while. So, whether it's for a temporary, permanent or contract role, if you’re currently looking, in two minds or just waiting for the right moment, we’d love to hear from you: it’s a much better time than you might think. Not only are there plenty of great jobs available, but with fewer people competing for them, your prospects may be better than expected too. And with recruiters and charities clamouring for CVs like over-excitable fans at an autograph signing, it’s the perfect time to send us yours or register here on the site. Which – in a line we didn’t expect to write today, much less finish a blog with – we recommend doing very soon, before the knicker-throwing starts. Thanks! Team HH Back to the Harris Hill Blog homepage ►
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What to expect as a charity sector temp
Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know... For most of this century, temps have made up around 5% of the UK workforce, but considerably more of the voluntary sector (around 9%, say NCVO), making temporary work a familiar experience for many. If you’re considering it for the first time however, here’s a summary of the basics. What’s the difference between permanent, temporary and contract roles? Obviously the duration of the job, but there are some other key differences: Permanent roles You're employed directly by the organisation, on their payroll and, once you pass any probation period, entitled to all their staff benefits. Temporary roles You're employed by the agency through which you found the role, on the agency’s payroll and entitled to the agency’s benefits. However you're under the care and command of the organisation the agency has placed you in, normally for an agreed length of time, but this may be extended (with your consent) if the requirement is ongoing. Fixed term contracts You're employed directly by the organisation and on their payroll, just like a permanent role, but for a specific, limited amount of time, such as 6 or 12 months. Why temp? According to ONS figures, for around 30% of temporary workers it’s purely the lack of a permanent job, but the larger proportion have a variety of reasons, including: • The chance to work for multiple charities in a short space of time, rapidly expanding your insight and experience of the sector. • The opportunity to sample different roles in different places, helping to identify what you want (and what you don’t) from your career if you’re unsure. • Gaining more skills, confidence and adaptability, improving your prospects of landing (and succeeding in) the perfect permanent position when you find it. • To continue earning, including holiday pay and pension contributions, even if future plans mean you can’t commit to the role permanently. Don’t expect it every time, but there’s also the chance it may develop into something longer-term or even permanent. Getting into an organisation is often the hard part, but if you’re there as a temp and known to be personable, reliable, hard-working and a quick learner, they may be keen to keep you on board, even if you don’t have the specific experience that would normally be required. What are the drawbacks? It’s not all kittens and rainbows of course, even (we assume) at the Rainbow Centre for Kittens, so be aware that: • You’ll be paid weekly, for exactly the hours you work, as marked on a timesheet signed by your manager. So when you’re not working (if you’re off sick or for any other reason) you’re not earning. However you’re still entitled to Statutory Sick Pay. • Requirements for temps tend to arise at short notice and can end just as quickly too, so you won’t always know how long your role will continue, or what you’ll be doing (and therefore earning) next week/month. Planning ahead for anything can be a challenge. • Under Agency Workers Regulations (AWR) you’re entitled to the same salary and benefits as permanent staff after 12 weeks in the same role, but until then you may sometimes be on less favourable terms. How to temp through an agency Most temp vacancies go through agencies because the employer needs someone immediately. Yesterday, preferably. For these last-minute requests, there's no time to advertise and wait for applications; employers count on agencies to know good people already, so you need to be registered with one to be in the running. • Choose a reputable agency with plenty of jobs in the sector you’re keen to work in. Let’s say Harris Hill, for example. (Other agencies are available). Then just get in touch to register as a candidate. • We’ll need your CV, and will take you through the necessary checks and references first, to save you any unexpected roadblocks later. • We’ll then discuss your experience, the type of roles you’re looking for and aim to match your skills with suitable roles. • If there’s nothing immediately, don’t worry. Just keep an eye on the site, check back often, and apply for roles that match your skills and experience. Apply for the right roles, not just any roles This is really important as a temp. Meet 80% of the criteria for a permanent role and you can probably be trained on the rest, but this doesn’t work for temps as there’s no time for training. Clients need someone with all the right skills from day one, and with roles often attracting 100+ applications, they’ll probably find them. So there’s no benefit in applying for anything and everything; better to focus your very best efforts on a small number of roles where you closely match the requirements. Nonetheless, there are ways of improving your prospects… How to stand out • Remember that temp placements happen at speed, so make sure your CV is sufficiently clear and well-structured to see the key points at a glance. • A short opening profile summarising key skills will help this, as will bullet points to pick out skills and experience. • Include any transferable skills, explaining how they’re relevant for the role. • Tailor your CV to the role in question. Don’t make the reader piece together clues as to why you’re right for it – spell it out clearly from the start. • List any relevant systems, CRMs or packages you’ve worked with, and be specific, even if they’re a little obscure. You never know when one of them might be the deciding factor. Finally, one of the most effective things you can do is also one of the easiest, yet it’s often overlooked: let us know when you’re available. Why it pays to keep us posted When a last-minute temp vacancy comes in, we need to know two things fast: who do we know with the right skills, and who’s free to do it? Our database can answer the first question, but because we don’t track your every move (trust us: we can barely plant a plant, never mind a microchip), not necessarily the second. Unless you're already working for us elsewhere, we can only be certain of your availability if you've recently told us. This needn’t mean calling in every week – a one-line email will do, or even just a text. But simply by confirming you’re available, you’ll have dramatically improved your prospects of a great placement coming up soon. We hope that’s answered a few questions, but if you’d like to know more, please get in touch via the details below, or you can register as a candidate here. Sekai Lindsay Business Support roles 020 7820 7307 Email Sekai Ryan Elmer Marcomms, Events and Fundraising 020 7820 7313 • Email Ryan More from the Harris Hill Blog Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
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12 tips for video interview success
Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Getting the basics right: make sure what's behind you isn't distracting How to get the best from video interviews By now you'll probably know the basics from the video meetings that have come to dominate all of our working and social lives: make sure your camera and microphone are working ahead of the call, check your pyjama bottoms aren’t in view below your smart top, and that what’s behind you isn’t distracting. But over the past few weeks, we’ve picked up a few additional practical pointers that can help you ace that all-important video interview: Try a test run If you’re not familiar with the videocall platform you’ll be using, ask your friendly consultant for a quick technical test-run. We want you to nail this meeting, and if a test-run will help that, we’re only too happy to do it. If you’ve applied directly, ask a friend to do a test-run with you well ahead of the interview. Lights, camera, wardrobe Wear what you would normally wear (at least on top) to an interview. However, keep in mind the quality of your camera and the lighting. You don’t need a camera any fancier than the one that came with the laptop/smartphone, but if you know the image quality isn’t great, try and sit in a well-lit room, and consider the colours you are wearing. A white shirt in front of a white wall in bright sunlight might mean you blend into the wallpaper too much. On the other hand, wearing dark colours in room with less-than-great lighting risks you appearing as a grainy blur to the panel. In all cases, don’t silhouette yourself in front of the light source! Steady your nerves (and devices) If you're using a smartphone or tablet, find a way to prop it up and keep it steady for the interview, rather than holding it in your hand: a shaky picture can detract from what you're saying and create the impression of nervousness, even if you're confident, calm and collected. Stay informed Keep the relevant details (job description, person specification etc) and your application to hand, either printed out or in another window of your screen. If you’re switching between screens to look at something (most videocall platforms allow you to do this without leaving the call), remember the panel can still see and hear you. Be prompt Keep to your start time! Normally, arriving 10 minutes ahead of an interview is good practice, but if you log into the Zoom meeting early, you may interrupt the panel’s pre-interview discussion, or they may simply not be there and they’re taking advantage of a quick break to run to the bathroom. We’ve been advising our candidates to log in a minute before the actual interview. This gives you time to make sure the audio and video is working before it cuts into precious interview time, but also allows the panel to take their breaks, talk amongst themselves and be ready. Remember you're on camera! When on videocalls, some people understandably forget about eye contact and look around the room whilst talking (as many of us do when we’re thinking). Don’t stare down the lens (creepy), but try to keep your eyes on the screen. It doesn’t really matter where on the screen, but the person who asked the question is a good bet, especially if you find looking at yourself distracting. Express yourself There’s no need to be a mime artist, but if you use body language (nodding, smiling, leaning in, etc) you might want to exaggerate it a little bit more than you would in person so it shows up on camera. This helps engagement between you all as people. Someone sitting motionless and expressionless is hard to relate to, and the panel want to get a sense of you as a person and as a potential colleague. The show must go on For relatively minor audio and video disruption (screen freezes, distorted audio), we advise ignoring it unless it has impaired your understanding of what the panel are saying/asking. We’ve found that this keeps interruptions to a minimum, and on the flipside, we’ve seen conversations lose momentum when every bit of digital static is commented on. Be expressive, but not a mime artist. Also recommended in all other situations. Don't panic This way of working is strange for all of us, so don’t be phased if something goes pear-shaped. Can’t hear? Explain and wait for it to resolve (leave and re-join if necessary). Six-year-old has to show you the spaceship now? Cat decides it needs to sleep on the laptop? Smile, ask the panel for a quick pause to deal with it, and get back to it. We’re all human, and if the panel doesn’t understand that, do you want to work for them? Stay focused That said, despite the interruptions and informalities of working from home, the conversational style in videocalls is by necessity pretty formal (even for an interview). If two people speak at the same time, both are completely unintelligible so everyone has to take turns to speak. You are also missing out on almost all the non-verbal clues that we don’t realise we rely on so much. A particular risk is talking to fill the silence and missing clues you’d normally spot that the panel are disengaging from your answer, so stick to focused, relevant answers (the STAR technique is a good general guide). If you’ve said something interesting and they want more detail, they’ll ask. Make sure you leave a pause between someone asking a question and you talking to ensure they’re done, and that panel members are given opportunities to ask follow ups. Be flexible If your internet connection is bad enough to disrupt the conversation, apologise, fix it if at all possible, but if not, ask if you may switch your camera off and go audio only, or even dial in to the call instead. This should be a last resort because it’s the only way you can hear and respond to the panel. On the other hand, if one or more panel members go audio only for the same reasons, don’t get phased and keep your eyes on the screen. Just because you can’t see them, it doesn’t mean they can’t see you. BYO refreshments Finally, much as they’d like to, the panel can’t offer you the glass of water/tea/coffee, so make sure you have one to hand for when you need it. A separate celebratory beverage for when you leave the videocall having given the best interview of your life is optional. To wrap up, there are practical differences between the usual in-person interview and a video interview, but the intent behind them is the same: for you, is this a job you want? For the panel, are you the person they want for the job? Being able to adapt to these differences may not guarantee you the job, but feeling more confident and relaxed about the process will give yourself and the panel the best chance of making the right decision. Jenny Hills Chief Executive & Director Recruitment Practice, Harris Hill Search executive opportunities ► More from the Harris Hill blog How to work well from home Millions of us are doing it, but how well is working from home working for you? Guest blogger (and frequent home-worker) Nicola Greenbrook has advice to help you keep things running smoothly. Read more ► Should you be working for a large or small charity? The biggest charities may have the biggest opportunities, but you'll typically take on more responsibilities somewhere smaller - so which is better for your career? Faye Marshall and our fundraising specialists weigh up the options. Read more ► How to be assertive at work Altruistic behaviour is fundamental to the charity sector, but saying yes to every request can leave you seriously overwhelmed. Nicola Greenbrook explores how you can learn to stand your ground and be more productive as a result. Read more ►
We recruit for hundreds of fantastic charities every year, including organisations like these:
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Fundraising Officer - Trusts
Harris Hill are delighted to be working with a charity who support people with learning disabilities, autism and their families, in their search for a Trust Fundraising Officer. You will be working with senior managers, and the Senior Leadership Team to meet the organisation’s fundraising needs and deadlines for funding applications and tenders. You will be responsible for identifying appropriate funding opportunities and writing tailored applications to Trusts and Foundations. To be considered for this role you will need: Experience researching and identifying funders and securing income from a variety of charitable trusts and grant giving organisations Experience of writing detailed reports and applications to funders Strong writer with an ability to express complex ideas in simple and effective language If this role sounds of interest to you and you want to have a chat and review the full job description, please do contact Dominic at Harris Hill on dominic.gilchrist@harrishill.co.uk or call him on 020 7820 7332. Salary: £28,000 per annum Permanent, Full Time Location: North London with flexible hybrid working Please send your CV and supporting statement to Dominic by Tuesday 31st May. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£28k per year
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Trust Fundraiser
Harris Hill are delighted to be working with a faith based international humanitarian organisation who support those living in poverty, affected by disaster or who are displaced, in their search for a Trust Fundraiser. As the Trust Fundraiser you will be managing the relationships, reporting and application cycles for all existing Trusts and Foundations. Working collaboratively with colleagues on the programme of research, you will identify and secure new sources of funding. All activities will help retain the rapidly growing Major Giving programme, working with key strategic funders to deliver critical income in support of our inspirational projects and programmes. To be considered for this role you will need: Previous experience of fundraising within a trusts, statutory or grants role Experience of researching and developing proposals for funders, clients or other stakeholders Highly developed writing skills - the ability to write compelling and accessible proposals, reports and appeals If this role sounds of interest to you and you want to have a chat and review the full job description, please do contact Dominic at Harris Hill on dominic.gilchrist@harrishill.co.uk or call him on 020 7820 7332. Salary: £30,000 - £32,000 per annum Permanent, Full Time Location: North London with flexible hybrid working Please send your CV and supporting statement to Dominic by Monday 30th May. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£30k - 32k per year
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Community and Events Fundraising Assistant
Harris Hill is working with a homeless charity find a Community and Events Fundraising Assistant ASAP to cover a permanent recruitment period. As Community and Event Assistant, you will act as a first point of contact for all Community & Events enquiries, with a focus on Community Fundraising in particular. Utilising your exceptional organisational skill, you will provide administrative support to the Community & Events team across a range of activities during the busy winter fundraising period. Duties: To liaise with supporters by phone, email, web and post, and assist with other supporter communications e.g. thanking and newsletters. To assist with the development supporter experience, working on projects and carrying out research to support the strategic goals of the team. To provide administrative support to the team including data entry and financial processing to a high level of accuracy. Full training on processes and database will be provided to help you do this. To support the Community & Events team with ad-hoc tasks during the busy winter fundraising period. To work with the team to ensure supporter database (Microsoft Dynamics) is maintained. Full training on processes and database will be provided to help you do this If you would like to explore this in more detail, please apply without delay as the client will appoint as soon as they find someone suitable.
London
£16.03 - 16.03 per hour
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Finance Manager
A fantastic opportunity has arisen for a Finance Manager on a full-time, permanent basis to work closely with Board members, the Chief Executive and the management team to ensure that the charity's finances are well managed. Please note, whilst this is a full-time role, there is some flexibility from the organisation for this role to be done over 4 days per week - the salary on show is the FTE (5 days). As Finance Manager, you will: - Prepare the annual budget and manage the review process through to Board approval - Operate effective systems and procedures to ensure compliance with all financial control policies - Manage the relationship with the charity's external accountants - Present at evening meetings of the Board or Finance Sub-committee, on a quarterly basis The successful applicant will: - Have demonstrable experience within finance and in a similar role within the charity sector - Have an accounting qualification to at least AAT Level 3 or equivalent - Have knowledge of Charity SORP and sector relevant accounting processes - Have excellent communication skills, both written and verbal If this sounds like you and you're keen to hear more, please do get in touch ASAP! Please note, only successful applicants will be contacted with further information. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partners.
London
£35k per year
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Donor Care Engagement Manager
We are currently looking for a highly motivated Donor Care Engagement Manager to join the team in the Leeds HQ. This is a full time, permanent role (however, we are open to reduced pro-rata hours for part time working). As the new Donor Care Engagement Manager will be the key contact with current and new donors to maintain and develop long term relationships, raising funds and increasing the profile of charity's work. This outward facing role in the Jewish community will also involve leading fundraising events and supporting our fundraising committee in organised events and activities. Skills & Experience - Significant experience of donor relations or stewardship in a non-profit organisation. - Good working knowledge of a database system, ideally Raisers Edge. - Excellent organisational skills with experience of managing a number of tasks. simultaneously, and with excellent attention to detail. - Ability to work well within a busy and close team, but able when appropriate to use initiative. - Motivated and dependable team player. - Experience of and proven ability to create, execute and oversee a comprehensive donor acknowledgement and recognition plan, including advising on complex donations. - Budget management skills, drawing up budgets and managing income/expenditure. - Ability to create emotive appealing copy for public consumption which connects with a wide range of donors. - General IT skills along with good knowledge of Microsoft Word, Outlook and Excel. Benefits include: The benefits package includes matched pension, holiday allowance (includes Jewish High Holy days that fall during the working week). Plus 2pm finish on Friday's. The charity wants to ensure that you have the best work/life balance possible, so they actively encourage a flexible working culture for all of roles wherever possible. For the majority of the office-based roles you will be required to work from a specific location for 2 or 3 days a week on average. You'll also be able to access a wide range of learning and development opportunities, and ultimately, you'll know that you'll be making a difference in the community. Good Luck!
Leeds
£28k per year
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Legal and Operations Manager (1 Year FTC)
Would like to see an end to the global education crisis and at the same time help unleash the potential of the next generation? Do you understand complex legal language and can interpret for a non-legal audience? Do you have the experience to be the new Senior Legal and Operations Manager? If you can say yes to the above, we would love to meet you. Harris Hill is proud to be working alongside an amazing and influential global charity who are looking for a Senior Legal and Operations Manager. The charity work tirelessly to ensure that every child has the best start in life, a safe place to learn, and skills for the future. To achieve this, they are tackling the lack of political will, financial commitment and action that is currently preventing the realisation of inclusive, quality education for all children. They bring together experience and evidence from research and projects alongside the passion and power of their campaigns and communications to unlock the big, transformational changes needed to end the global education crisis. About the role We are seeking a hard-working Senior Legal and Operations Manager to join the Finance, Human Resources and Operations team on a fixed term contract, initially 12-months with the possibility of a permanent contract. This individual will be working with the Director of Finance, Human Resources and Operations, and a Grants and Resources Manager. We would be keen to meet you if you have a strong attention to detail, teamwork and multitasking skills, as well as the enthusiasm and interpersonal skills to make a positive contribution to the team, and the organisation as a whole. This role would suit someone with experience in a charity legal and administration team, with some HR experience. Professional qualifications are not required. Any necessary training will be provided. Main Responsibilities - Working with Director of Finance, Human Resources and Operations - Responsible for the preparation of draft contracts ready for review - Working on contract renewals, tracking and maintaining all contract files - Working with the Director on HR Functions, such as reviewing employee policies and their implementation, ensuring compliance - Ensuring the organisations record keeping and document retention, both electronic and in hard copy are well maintained and up to date - These responsibilities and functions may be adjusted slightly for the right candidate and as our needs change over time. Experience, Skills and Character - Previous experience in administration, HR and legal work required - Strong interpersonal skills - Willingness to learn and develop with the organisation and team - A high level of attention to detail - Understanding the importance of confidentiality - Ability to write well, and understand complex legal language and interpret for a non-legal audience - Ability to prioritise your workload, work to deadlines and to collaborate with colleagues - Experience of Microsoft 365 is desirable
London
£35k per year
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Part Time Head of Finance
Harris Hill is recruiting for a Part Time Head of Finance position for this Youth Charity based in Worcester (Hybrid) - Hybrid Working: 1 day a week is required at their offices based in Worcester - Hours: 30 hours per week, flexible working - Salary: £43,000 FTE - Reports to: Chief Executive Officer - Responsible for: Business Administrator Purpose of the role: - To deliver high quality financial and business management support and to advise the CEO and Board of Trustees on all financial aspects of the charity. - To take responsibility for preparing all financial information relating to strategic planning, budgeting, accounts, monthly management accounts and ensuring adequate financial controls and governance. - To lead on HR matters ensuring appropriate HR records and professional support are in place. - To be a member of the Senior Management Team and contribute to the charity's strategic direction and development
Worcestershire
£43k per year + Pro Rata
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Director of Education
The English-Speaking Union transforms the lives of young people from all backgrounds by giving them the speaking and listening skills and the cross-cultural understanding to enable them to thrive. Now, more than ever, schools need their help to support their learners. The English-Speaking Union are seeking to recruit a Director of Education. This is a fantastic opportunity to join a progressive organisation and lead a growing team. If you are a high-level strategic thinker who is also hands-on, this could be the ideal role for you. You will bring strengths around working with a board, digital transformation, product design and innovative thinking. You will be passionate about social impact and have a strong track record of working successfully with schools. Key details: Role: Director of Education Location: London (flexibility to work from home is by agreement with the Director-General) Salary: £75,000 per annum Contract: Full time, permanent Amongst other criteria, the successful candidate will have: • Solid senior management experience with a strong leadership style • Understanding of the education system, measuring performance, inspection and funding for schools • Well-read with an in-depth understanding of current trends and research findings, and a focus on educational policy and technological advancement in schools • Experience of evaluation and monitoring of projects to assess impact, public benefit and social return on investment • Evidence of networking at all levels, developing successful partnerships with a range of sponsors, donors, government bodies, commercial and charitable organisations If you would like to receive a full job description for this role with details on how to apply, please contact either Faye Marshall or Shweta Prabhakar at Harris Hill: Faye Marshall: faye.marshall@harrishill.co.uk | 020 7820 7303 Shweta Prabhakar: shweta.prabhakar@harrishill.co.uk | 020 7820 7320 Closing date for applications: 9am, Monday 30th May 2022. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£75k per year + plus benefits
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Head of Membership
Head of Membership Reporting to CEO Salary: £48,000- £52,000 Location: Central London Contract : 18 month FTC In the near future, a permanent Director of Membership role will be created when the transformation period covered by this contract ends. The successful applicant for the current fixed-term position will have the opportunity to apply for any such new role created. Key responsibilities - Attend, and crystallise out the key learnings from, the planned "Reimagining MU" Member Conference, 8-10 July 2022; prioritise emerging actions/low-hanging fruit across members and staff team and establish a process for tracking and sharing. - Crystallise and test the value proposition(s) for target groups (using the Key Messages already developed as a starting point). - Provide membership insight to the new CRM scoping project, with a view to being ready to start implementation in early 2023. - Assess the progress already made by the staff team in addressing the need for an effective and efficient approach to managing operational queries from and tasks for the membership, and take the lead in putting in place and guiding a new way of working across all teams to support members. - Prepare a plan to end 2024, with detail and costs for 2023, for all membership development and support, making accountabilities and interdependencies clear. This will clearly differentiate between centrally led activities (for example, potentially building the digital outreach to new audiences) and support for the membership-leaders. Person specification - Solutions-focused and relishes the challenge of leading the transformation of a membership movement in the lead up to its 150th anniversary. - Proven expertise in membership development, preferably within a federated structure. - Passion for the mission of the membership union - able to envision how this could connect with new audiences. - Ability to create relevant insights with limited data. - Excellent interpersonal skills across all age groups, volunteer-leaders, members and staff colleagues. - Proven change leadership skills, including project management. - Strong digital skills. - Good understanding of modern CRM systems and how they can facilitate excellent membership support and development, to provide insight into the choice and implementation of a new system. - An empathy with the Christian faith.
London
£48k - 52k per year
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Senior Press & PR Officer
Harris Hill are delighted to be supporting a national charity in their search for a Senior Press and PR Officer. This impactful organisation has an impressive PR function, and as Senior Press and PR Officer you will support the team by leading on raising the profile of the charity’s remarkable research, establishing medical research experts. In order to do this you will: To lead media for the charity’s corporate partnerships to deliver impactful results that meet both parties’ objectives. To lead on the creation, delivery and evaluation of PR plans and day-to-day activity for the charity’s PR activity for flagship fundraising campaigns to deliver impactful results. To horizon scan ongoing, identifying and seizing opportunities to profile the charity’s fundraising portfolio and position them as expert commentators in the wider fundraising, charity and health sectors. To build and nurture trusted and influential relationships with the charity’s fundraising supporters and corporate partners (particularly their press teams) to deliver most impactful results. To write impactful and newsworthy content including press releases, statements, letters to editors, blogs, and case study stories, ensuring appropriate internal sign off and issuing to relevant media outlets. The impactful charity have invested £255 million in breast cancer research and currently fund around 80 cutting-edge projects across the UK and Europe, discovering how to prevent, save lives and live well with breast cancer. Their research, with its internationally renowned reputation, inspires and drives support from thousands of supporters each year, engages world-class researchers and inspires respect from healthcare professionals across the UK. With the COVID-19 Pandemic impacting funding of new research raising the profile of the crucial role research plays for people affected by breast cancer and the need for it to continue, has never been more important. The ideal candidate for this role will have: Relevant experience in a busy and fast-paced press office or news environment A track record of success in delivering consistent national and regional media coverage to grow brand awareness, trust and support Solid experience working with big brands/clients or charities Significant experience in identifying and leveraging reactive PR opportunities with accurate and impactful media statements to achieve profile and secure share of voice A strong and honed news sense Location – London (Hybrid working style) Contract – 1 Year FTC Salary - £34,500 - £37,500 To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk or call 02078207305.Applications are being accepted on a rolling basis and the role is subject to close once sufficient applications have been received. Only successful candidates will be contacted. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partners
London
£34.5k - 37.5k per year
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Financial Controller
Harris Hill is recruiting for a Financial Controller for this Well-Established Charity based in Hertfordshire - Hybrid Working: 5 days a week (37.5hrs) flexible/hybrid working - Salary Level: £55,000pa - £58,000pa - Responsible To: Director of Finance - Management: 3 finance staff Job Summary Reporting to the Finance Director, the post holder will manage the Finance function and service provision in terms of financial and management accounting across the group of charities. This role is part of the Senior Management Team which reports to the Senior Leadership Team. The post holder will be required to manage a number of business related and operational systems, processes, procedures and required controls across the group of charities in the delivery of the charity's services. This role will be performed in partnership with the individual operational managers to ensure continuous improvement with measurable outcomes, linked to an annual plan. Key Tasks - Advising on general financial policy within the charity group and liaising with the external auditors. - Preparing annual estimates of income and expenditure to include the preparation of departmental budgets within each entity, in consultation with the management team/budget holders. - Monitoring income and expenditure in relation to budget and presenting regular performance management reports to the Finance Director. - Keeping the accounts of the charities and preparing Statements of Financial Activity (SOFA) and balance sheets in accordance with the Charities Statement of Recommended Practice (SORP) and to liaise with external Auditors in connection with the Annual Accounts preparation and Audit. - Maintaining cash flow projections for the current and future years. - Preparing invoices and collection of all monies. - Payment of all salaries and wages, including PAYE, Pension and National Insurance Contributions and compliance with regulations for benefits in kind, in liaison with the payroll bureau and the HR office.
Hertfordshire
£55k - 58k per year
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Digital Engagement and Content Manager
Harris Hill is delighted to be working with a fantastic health-related charity in their search for a Digital Content and Engagement Manager. As Digital Content and Engagement Manager you will support the charity’s drive for the growth, through strategic development and innovative use of their digital marketing channels. It's a pivotal, exciting time for the charity as they embark on a new five-year strategy. Over the past year they’ve had major success; campaigns on Instagram and Twitter have reached millions and they’ve substantially grown their email newsletter and social media followings through powerful content and journeys. They’ve also taken major steps in their use and understanding of data and insight, beginning to transform how they approach what they do. This role is at the heart of their ability to reach the right audiences, in the right places, with the right messages at the right time. Key responsibilities include overseeing the charity’s digital marketing channels, contributing to the development of their campaigns and digital roadmap and optimising website development and content creation. The successful candidate will have experience working across a range of digital disciplines e.g. web, mobile, social media, email, PPC, SEO and a track record in consistent digital engagement growth e.g. social media followers, email newsletter sign ups, website traffic and engagement. A strong knowledge of user-focused content and design optimisation, alongside the ability to develop effective customer journeys and optimisation of key marketing channels to increase conversion and improve customer experience is also key. If you’re a results orientated, strategic, experienced communications expert as well as creative thinker, with excellent copywriting skills and an analytical mind-set necessary to continually improve performance and impact, then please do get in touch! Applications are being reviewing on a rolling basis. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£38k - 43k per year
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Head of Communications
In a creative, leadership role, this is a fantastic opportunity to join a cancer prevention charity that funds research, influences global policy and educates the public on healthy living choices. You will achieve engagement primarily via the use of media relations, social media, e-news and e-campaigns, website content (articles, blogs etc.), supporter stories, and celebrity/ambassador management. You will work collaboratively with the Creative Lead and Digital Lead, whilst line managing the Media & PR Officer. As Head of Communications your depth and breadth of comms experience will strike a balance of strategic, creative and tactical skills. We are seeking someone with excellent interpersonal and oral communication skills, with the ability to build and maintain effective working relationships, as well as being able to act on their own initiative. Clear, demonstrable experience in the following areas is essential: Leading the development and management of successful campaign and media strategies (across PR, social media and Digital) Writing for different audiences across a number of internal and external channels Strategic planning and target setting Planning and managing multiple projects Briefing media spokespeople Full-time, Permanent Salary- £45,000-£50,000 per annum, plus benefits Offering hybrid and flexible working, you will join the team in London, in a permanent role. Location- This is a hybrid role, with your working time split between your home and 2 days per week in the North London Office. Nearest station King’s Cross station. For more information, please email your CV to Hannah.whittington@harrishill.co.uk The firm closing date for CV and cover letter is Thursday 26th May 10.00am. Therefore, please get in touch now, to avoid disappointment. I look forward to hearing from you and telling you more about this amazing opportunity!
London
£45k - 50k per year
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Finance Lead
A fantastic opportunity has arisen for a Finance Lead on a permanent, part-time basis (3-4 days per week, probably closer to 4) to work with the Head of Finance to provide the organisation with a timely, accurate and relevant financial management service. Please note, this role is part-time and the salary on show is the FTE. As Finance Lead, you will: - Work closely with budget holders and other staff to ensure all incoming and outgoing transactions are correctly recorded - Use your knowledge of a broad range of organisational operations for the preparation and entry of nominal journals for the formulation of month end accounts - Prepare and issue other statutory returns and ad hoc reports and statistics in accordance with the agreed timetables - Supervise the processing and payment of purchase invoices and expenses, ensuring that the appropriate approval and authorisation controls have been fulfilled The successful applicant will: - Have demonstrable experience within finance and in a similar role within the charity sector - Have a recognised accounting qualification or studying towards one - Have experience in one or more computerised accounting systems - Have excellent communication skills, both written and verbal If this sounds like you and you're keen to hear more, please do get in touch ASAP! Please note, only successful applicants will be contacted with further information. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partners.
London
£30.6k - 37.3k per year
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Events Associate
Harris Hill are working with a fantastic a global development charity who work across various countries across the world. Their mission is creating a world free from illiteracy and gender inequality. They are now looking for a fantastic an Events Associate. This position is based in either London or Zurich. You will be a part of the team within the Development Department, that works with the charity network of individual donors, foundations, corporations, volunteer chapters and events. You will be responsible for providing strategic oversight of the region (UK, Europe, Middle East and Africa) strategy, including producing events of varying size, audience, location and budget in order to meet our annual fundraising goal. You will design and manage events budget You will oversee and execute all logistical elements of event management including - venue, catering, sponsorship, format, development of collateral materials, etc. and manage auction procurement for key signature events. To apply to this role you will ideally have: Significant event management experience in Middle East, UK or Europe. Prior success working with high scale events for High Net Worth Individuals such as fundraisings galas and understanding of the event landscape in London, Zurich and/or Dubai. Experience working for an international, multicultural, diverse organisation. Some experience with donor databases or desire to learn database systems Willingness to work occasionally outside of standard hours in support of events, sponsors and volunteers including evenings, as needed Ability and willingness to travel on an as needed basis Prior experience in a fast-paced, growth-oriented global or regional organization Excellent verbal and written communication skills in English Ability to juggle multiple priorities simultaneously and take initiative Legally eligible to work in the Zurich or London; no sponsorship provided Preferred: Arabic, German or French speaker In-Design or Adobe Suite experience Effectiveness in working or volunteering in a non-profit organisation that is focused on maintaining high quality work and low overhead Location: London or Zurich Salary: £38,400-£48,000, CHF 68k - CHF 78K if based in Zurich Contract type: 12 months FTC, could be extended or go permanent Deadline: ASAP If you would like to learn more about this role and receive a full job description please get in touch with Dagmara at Harris Hill Please contact her on Dagmara.depaula@harrishill.co.uk or call her on 02078207315. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£38.4k - 48k per year
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Marketing and Communications Lead (Home-based)
Joining the charity at a point of radical change, you will be leading marketing and communications for the brand new strategy to reposition their mission from being services led to also campaigning for those they support. You will bring together Marketing, Media Relations and Internal Communications in a strong, cohesive approach. I am keen to speak to a self-starter, who can work autonomously, but also enjoys working as part of a team, and managing others. As Marketing and Communications Lead you will; - Build a consistent and engaging narrative about their work, to drive leading edge services and change in society across internal and external stakeholders. - You will develop and execute strategies to build and integrate internal and external communications in a concentrated push to engage and galvanise stakeholders. - Build media relations activity, identifying key contacts and building a network of media contacts - Build strategic communications - Build the right narrative and two-way communications approaches internally, ensuring that staff are able to engage across multiple channels. - Be the brand guardian for the new brand Previous charity sector experience is NOT essential, but a media and marcomms expert is! Salary £55,000 Full-time, permanent role Predominantly home-based, you can visit their office in West Sussex as often as you like. Minimum once a month to build relationships with the Director of Marcomms and CEO. The team are dotted all over the UK. The charity have big ambitions and they are looking for someone with drive and energy who will be excited to galvanise how they work. If this sounds like you, please email me for more info- Hannah.whittington@harrishill.co.uk The charity will review applications on a rolling basis, however the firm closing date is Friday 3rd June 9.00am.
West Sussex
£55k per year
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Press & PR Officer
Harris Hill are delighted to be supporting a leading national charity in their search for a Press and PR Officer. This impactful organisation has an impressive PR function, and as Press and PR Officer you will provide critical support in helping the charity to significantly build profile right across its work including its fundraising, research and health, policy and campaigning, and public health awareness activity, and its life-changing support services. In order to do this you will: Lead on some aspects of day-to-day PR planning, delivery and evaluation for activity profiling the charity’s fundraising, research, policy and campaigns work and support services, to deliver impactful results Support the media team at all levels to identify and seize reactive profile-building opportunities positioning them as leading experts and thought leaders in the field Develop and nurture strong, trusted working relationships with key journalists across national and regional UK media to grow understanding and support for the charity Interview case studies and pitch their stories to media to promote the charity’s work and champion the needs of the breast cancer community Initiate and create compelling content (e.g. press releases, statements, pitches) to engage target audiences with the charity through it’s media coverage The impactful charity have invested £255 million in breast cancer research and currently fund around 80 cutting-edge projects across the UK and Europe, discovering how to prevent, save lives and live well with breast cancer. They are that trusted friend that people affected by breast cancer turn to for caring support when they need it most. The expert authority on breast cancer research who is making breakthroughs and driving forward progress. And a vehicle for change, acting now to make sure anyone affected by breast cancer gets the best possible treatment and care. The ideal candidate for this role will have: Experience of working in a press office, PR agency or media/news environment An excellent working knowledge of the UK’s national, consumer and trade media Strong and creative written and verbal communications skills A creative approach to bringing stories to life and a good news sense Location – London (Hybrid working style) Contract - Permanent Salary - £30,000 - £32,000 To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk or call 02078207305. This role will firmly close on Friday 20th May at 8.00am. Applications are being accepted on a rolling basis. Only successful candidates will be contacted. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£30k - 32k per year
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Senior Marketing Executive - FTC
Harris Hill are delighted to be working with a well-established national charity in their search for a Senior Marketing Executive. In partnership with the communications team, as Senior Marketing Executive you will be responsible for leading on developing and delivering engaging marketing projects and producing effective and creative marketing materials. This organisation uses a broad range of channels to engage their audiences, and so you will create content for multiple channels across print and digital, managing projects successfully and delivering on time. This is a creative role which will see you source, write and edit articles, create visuals and capture images for marketing collateral in order to promote the charity and their impact. This role will join a collaborative and hardworking team, line managing a Press and Marketing Assistant and supporting the Marketing Manager. One of the largest grant making charities in the country, this organisation build better lives by enabling opportunity, advancing healthcare and education and promoting independence. Their mission is to be a force for good by providing support, care and services to their community and their families in need, and supporting other charities to help the most disadvantaged in society. The ideal candidate for the role will have: - Solid marketing experience - Experience of developing and delivering creative content across multiple platforms - Excellent project management experience - Ability to write compelling content and engaging stories to appeal to multiple audiences Location – London (Hybrid working) Contract – 12 Month FTC Salary - £29,190 - £34,340 plus excellent benefits To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk or call 02078207305. This role is accepting applications on a rolling basis and will close once adequate applications have been received. Only successful candidates will be contacted. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£29,190 - 34,340 per year
Advice, news, events and specialist insight from the Harris Hill Blog
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What to expect as a charity sector temp
Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know... For most of this century, temps have made up around 5% of the UK workforce, but considerably more of the voluntary sector (around 9%, say NCVO), making temporary work a familiar experience for many. If you’re considering it for the first time however, here’s a summary of the basics. What’s the difference between permanent, temporary and contract roles? Obviously the duration of the job, but there are some other key differences: Permanent roles You're employed directly by the organisation, on their payroll and, once you pass any probation period, entitled to all their staff benefits. Temporary roles You're employed by the agency through which you found the role, on the agency’s payroll and entitled to the agency’s benefits. However you're under the care and command of the organisation the agency has placed you in, normally for an agreed length of time, but this may be extended (with your consent) if the requirement is ongoing. Fixed term contracts You're employed directly by the organisation and on their payroll, just like a permanent role, but for a specific, limited amount of time, such as 6 or 12 months. Why temp? According to ONS figures, for around 30% of temporary workers it’s purely the lack of a permanent job, but the larger proportion have a variety of reasons, including: • The chance to work for multiple charities in a short space of time, rapidly expanding your insight and experience of the sector. • The opportunity to sample different roles in different places, helping to identify what you want (and what you don’t) from your career if you’re unsure. • Gaining more skills, confidence and adaptability, improving your prospects of landing (and succeeding in) the perfect permanent position when you find it. • To continue earning, including holiday pay and pension contributions, even if future plans mean you can’t commit to the role permanently. Don’t expect it every time, but there’s also the chance it may develop into something longer-term or even permanent. Getting into an organisation is often the hard part, but if you’re there as a temp and known to be personable, reliable, hard-working and a quick learner, they may be keen to keep you on board, even if you don’t have the specific experience that would normally be required. What are the drawbacks? It’s not all kittens and rainbows of course, even (we assume) at the Rainbow Centre for Kittens, so be aware that: • You’ll be paid weekly, for exactly the hours you work, as marked on a timesheet signed by your manager. So when you’re not working (if you’re off sick or for any other reason) you’re not earning. However you’re still entitled to Statutory Sick Pay. • Requirements for temps tend to arise at short notice and can end just as quickly too, so you won’t always know how long your role will continue, or what you’ll be doing (and therefore earning) next week/month. Planning ahead for anything can be a challenge. • Under Agency Workers Regulations (AWR) you’re entitled to the same salary and benefits as permanent staff after 12 weeks in the same role, but until then you may sometimes be on less favourable terms. How to temp through an agency Most temp vacancies go through agencies because the employer needs someone immediately. Yesterday, preferably. For these last-minute requests, there's no time to advertise and wait for applications; employers count on agencies to know good people already, so you need to be registered with one to be in the running. • Choose a reputable agency with plenty of jobs in the sector you’re keen to work in. Let’s say Harris Hill, for example. (Other agencies are available). Then just get in touch to register as a candidate. • We’ll need your CV, and will take you through the necessary checks and references first, to save you any unexpected roadblocks later. • We’ll then discuss your experience, the type of roles you’re looking for and aim to match your skills with suitable roles. • If there’s nothing immediately, don’t worry. Just keep an eye on the site, check back often, and apply for roles that match your skills and experience. Apply for the right roles, not just any roles This is really important as a temp. Meet 80% of the criteria for a permanent role and you can probably be trained on the rest, but this doesn’t work for temps as there’s no time for training. Clients need someone with all the right skills from day one, and with roles often attracting 100+ applications, they’ll probably find them. So there’s no benefit in applying for anything and everything; better to focus your very best efforts on a small number of roles where you closely match the requirements. Nonetheless, there are ways of improving your prospects… How to stand out • Remember that temp placements happen at speed, so make sure your CV is sufficiently clear and well-structured to see the key points at a glance. • A short opening profile summarising key skills will help this, as will bullet points to pick out skills and experience. • Include any transferable skills, explaining how they’re relevant for the role. • Tailor your CV to the role in question. Don’t make the reader piece together clues as to why you’re right for it – spell it out clearly from the start. • List any relevant systems, CRMs or packages you’ve worked with, and be specific, even if they’re a little obscure. You never know when one of them might be the deciding factor. Finally, one of the most effective things you can do is also one of the easiest, yet it’s often overlooked: let us know when you’re available. Why it pays to keep us posted When a last-minute temp vacancy comes in, we need to know two things fast: who do we know with the right skills, and who’s free to do it? Our database can answer the first question, but because we don’t track your every move (trust us: we can barely plant a plant, never mind a microchip), not necessarily the second. Unless you're already working for us elsewhere, we can only be certain of your availability if you've recently told us. This needn’t mean calling in every week – a one-line email will do, or even just a text. But simply by confirming you’re available, you’ll have dramatically improved your prospects of a great placement coming up soon. We hope that’s answered a few questions, but if you’d like to know more, please get in touch via the details below, or you can register as a candidate here. Sekai Lindsay Business Support roles 020 7820 7307 Email Sekai Ryan Elmer Marcomms, Events and Fundraising 020 7820 7313 • Email Ryan More from the Harris Hill Blog Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
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Find the latest charity rates in the 2022 Harris Hill Salary Survey
What’s the going rate for your charity sector role? Whether you’re a head of fundraising for a small charity, digital manager for a household name, or in any of almost 200 other positions in the sector, you’ll find answers in the brand new 2022 Harris Hill Salary Survey. The new report arrives with our thanks first of all to the several hundred superb organisations who’ve entrusted us in the past year and more with the diverse range of roles that form the basis of the survey. From there, we add the insight and expertise of our experienced specialists in each field, working role by role to identify misleading or unrepresentative cases that might distort the picture – for example, roles that are far more senior/junior than the title suggests – and applying their up-to-the-minute knowledge from handling similar roles every day to ensure we reflect what’s actually being paid (not just what’s advertised) for each role throughout the sector. Our thanks too, for the many (many!) requests and enquiries we've had from people patiently awaiting the next edition: we’re delighted to say that it’s now here and available to download from the link below, and we hope you find it a valuable reference for the year ahead. With salaries for everything from entry-level roles to director positions, the survey covers each of our specialist areas: Chief Executives & Directors • Data Management • Finance • Fundraising • Human Resources Marketing, PR & Digital • Operations, Admin & Support • Policy, Advocacy & Campaigns • Temporary & Interim Market trends We’ve also examined some of the key issues currently affecting the market, not least the widespread and seemingly ever-more-acute shortage of candidates: why have numbers fallen and where to find new talent now? And after two years of turbulence and quite radical change in the working landscape, what impact has the pandemic and the rise of flexible working had on salaries? A (very) recent history of the survey It's our 15th annual guide to salaries in the UK charity sector, but in this case, the first since the outbreak of a global pandemic, whose many crimes (though admittedly among the more benign) include putting paid to the last two editions. Work was just underway in 2020 when much of the world shut down, closing off key fundraising avenues for charities (while demand for their services often increased), and triggering widespread fear of redundancies, job losses and for some, even the prospect of having to cease operations entirely. In which context, reporting on the previous year's salaries seemed rather like reviewing the Titanic’s restaurants for passengers clinging to the lifeboats: information that may have been welcome yesterday, now eclipsed by some rather more pressing concerns. Uncertainty still prevailed by the spring of 2021, but we're delighted that the last year has been characterised by a strong and consistent recovery, each month surpassing the last, creating the clear picture needed to bring you this brand new report. For more information... Throughout the report you'll find details of the relevant specialists together with the salaries in their respective fields, and they're by far the best people to call with queries relating to those areas. Meanwhile for more general enquiries, feedback or requests relating to the survey, please call us on 020 7820 7300 or get in touch by email. View or download the 2022 Harris Hill Salary Survey ► Check out our latest jobs ► More from the Harris Hill Blog What to expect as a charity sector temp Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know...Read more ► Previous salary guides Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
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A brand new office in Paris! (Garden)
Not your actual French capital, to be clear, but the (rather colourfully) historic street of Paris Garden on the South Bank, where we’ve recently relocated from our former home in Vauxhall. You'll find us on the 4th floor at 1-2 Paris Garden, London SE1 8ND. Why the move? Like most organisations who just needed the absence of all other alternatives in order to fully embrace flexible working, we’ve been working from home since the early part of the pandemic. And having taken to it like the proverbial ducks to water – they also benefit immeasurably from not doing battle with South West Trains – we decided to make flexibility a permanent feature, enabling people to work as they work best, be that in the office, at home, or in most cases, a bit of both. As a result, we joined the long list of companies who No Longer Need All That Office Space, but as a people business, we don't underestimate the value of in-person, face to face communication. Sometimes there’s simply no substitute, so we were determined to make sure it's a conveniently-located option for you, too. Enter Paris Garden, a street which owes its name to over-optimism in the planning department, and where you’ll now find our shiny new modestly-sized office at number one! Paris Garden: noted bearpit, spy den, and popular 16th century dogging spot. Where to find us Paris Garden - not to be confused with a Paris garden (unlikely) or Paris Hilton, the luxury hotel and minor celebrity - is just a short walk from Southwark station on the Jubilee line, Waterloo, or Blackfriars if you exit on the South Bank. Although if you know how to do that, there's nothing we can teach you here, and you may be in line for some kind of certificate. Behold the map: Other transport options include the 381 bus along Stamford Street, the 40 and 63 on Blackfriars Road, and in the surrounding area you’ll be delighted to find neighbourhood essentials like the Oxo Tower, a saxophone shop, the Tate Modern, and those flats they built too close to the Tate Modern so everyone peers into their living rooms. Meanwhile fans of overbearing architecture will enjoy a clear view of the One Blackfriars tower, currently rivalling the City’s ‘Walkie Talkie’ for London’s least favourite skyscraper, albeit yet to set fire to anyone’s car. L-R: Paris Garden today, One Blackfriars fails at hide-and-seek again, and the Oxo Tower, surprisingly resilient stock cube construction. How to get in touch By the magic of technology you can reach us on the same telephone numbers wherever we're working, which you'll find in our consultant directory here. Alternatively, send us an email, call us on 020 7820 7300, check out our latest jobs to see if your dream role is there (or to find out who specialises in your field), and hopefully we’ll have an opportunity to welcome you to our new home soon! Team HH More from the Harris Hill Blog Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way this autumn, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► Back to the blog homepage ►
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Good news – your CV’s in demand!
Let’s face it, there's been rather a shortage of non-alarming news lately, so it’s a real joy to bring you something that won’t make you want to hide under the duvet and cry. Specifically, that jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. In fact, after climbing consistently all year, the number of fantastic charity opportunities here at Harris Hill is now within touching distance – if that’s allowed - of where it was before the pandemic. Which is a pretty big number. (Exhibit A: check out our jobs pages). However, the number of people seeking those opportunities is yet to rebound to anything like the same extent, which means that if you’ve got charity experience, you’re very much in demand! But aren't the big candidate shortages elsewhere? Shortages in other sectors might be making the headlines, but as charities seek to recover the millions lost to the pandemic, recruitment is high on the agenda, while application numbers are unusually low. Not just at Harris Hill, but our charity clients are coming to us with the very same issue across the board. So while you might imagine there's little point looking right now, we’re here to say you could well be a highly sought-after candidate, even if you don’t have an HGV licence or dream of being underpaid for your strawberry-picking skills. Although we can’t imagine either would hurt. But to cut to the point, it's this: if you’re a charity professional in just about any area at the moment, you’re already in considerable demand. OK, so what's available? We’ve got permanent and contract opportunities across all specialist areas, and demand for temporary staff is even higher, with an abundance of assignments in all kinds of roles right now. If you're looking for new opportunities of any kind, please do get in touch to discuss how we can help you move forward, and if you’ve temped for us in the past, please drop us a line with your latest CV and availability for work. ►► A side note here: why do we ask you to update us, if you're already on our system and nothing's changed? Let's discuss this in a blue box. Why update us if you've already registered? That's a great question. If you’ve registered with us, or any other recruiter, you might (understandably) see no need to keep us posted unless there's any significant change. But here’s why it’s well worth doing, especially for temps. In an ideal world, we’d have weeks to advertise temp positions and scour the kingdom and/or database for every suitable candidate in advance. In this world however, it's more likely we're looking to fill a role we’ve known about for five minutes, starting yesterday. *pause while you break out tiny violin* Contacting every potential candidate would take days, but we need to know who’s free as soon as possible, so it's logical to start with those we already know about. Naturally they tend to be the people we’ve spoken with or heard from most recently: the more time has passed, the more likely things have changed. That's why it’s always worth a quick call or email to keep us up to speed, particularly for temps, but also for permanent roles if you’re open to a move and we haven’t spoken for a while. So, whether it's for a temporary, permanent or contract role, if you’re currently looking, in two minds or just waiting for the right moment, we’d love to hear from you: it’s a much better time than you might think. Not only are there plenty of great jobs available, but with fewer people competing for them, your prospects may be better than expected too. And with recruiters and charities clamouring for CVs like over-excitable fans at an autograph signing, it’s the perfect time to send us yours or register here on the site. Which – in a line we didn’t expect to write today, much less finish a blog with – we recommend doing very soon, before the knicker-throwing starts. Thanks! Team HH Back to the Harris Hill Blog homepage ►
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Highly engaged at work… AND burnout?
High employee engagement and a workforce full of happy, motivated people is often viewed as a top business strategy, with tangible benefits for both the organisation and the individual. But what happens when engagement morphs into something far less positive — burnout? To coincide with Mental Health Awareness Week, Freelance Writer and HR Specialist Nicola Greenbrook has been exploring the reasons why working at home during the Covid-19 pandemic could be making us engaged-exhausted. What is employee engagement - and why is it good? If people at work have good quality roles and are managed well, it’s likely that they will be happy, healthy and fulfilled. The Society for Human Resource Management (SHRM) explains that employee engagement ‘relates to the level of an employee's commitment and connection to an organisation’ and provides examples of recognised engaged behaviours, such as being optimistic, solution-orientated and going above and beyond. The CIPD recommends a narrower, more specific view from the Utrecht University group of occupational psychologists. This defines work engagement as a state of mind in which, rather than being burnt out, employees show vigour, dedication and absorption. From a business perspective, high levels of engagement can lead to better productivity, improved products or services and innovation. Evidence by voluntary movement Engage for Success shows that there are positive relationships between aspects of employee engagement and other business metrics, such as customer satisfaction and retention. It can also be seen as a way to gain competitive advantage. So far, so good… What is burnout - and why is it bad? Yet, there can be too much of a good thing. Whilst the benefits of high employee engagement have been established, we are perhaps less familiar with what happens when it becomes something much less positive — burnout. So why does a once highly productive, enthusiastic and engaged employee become stressed, irritated and unproductive? Let’s first take a look at what burnout is. The World Health Organisation classifies burnout as ‘…a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed’. The definition goes on to say that burnout (in a workplace context) is characterised by three dimensions: feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and a sense of ineffectiveness and lack of accomplishment. When engaged becomes exhausted So, what causes this transition from engaged to exhausted? Can we really have these simultaneous experiences? You can become too engaged which can, unwittingly, contribute towards feeling stressed. The three opposing behaviours of burnout — vigour, dedication and absorption — can become something more damaging. Over a year since we first went into lockdown and with the majority of us still working predominantly from home, some of us are working too much — and we don’t know how to stop. Employees have faced increased workloads, uncertainty and general pressures due to the outbreak of the Covid-19 virus and so in some cases they are showing a bit too much vigour. In the article ‘Why Your Passion for Work Could Ruin Your Career', the Harvard Business Review refers to Robert J. Vallerand’s Dualistic Model of Passion, The model suggests that people can have a passion for their work which can be both harmonious (they retain a sense of control and keep work in harmony with the other facets of their life) and obsessive (they find it tricky not to work, even if it conflicts with their home life). The differences between harmonious and obsessive passion can have implications for burnout. Dedication can be unhealthy, too. In the aftermath of full lockdown, with homeschooling and other caring responsibilities there to disrupt our regular schedules, some people may feel they need to prove to their employer just how hard they are working, especially if this is coupled with a fear about redundancies in the current climate. They willingly take on more projects despite being overloaded and juggling other commitments. This level of engagement can lead to an unhealthy approach to work — where they attempt to be ‘everything to everyone’ in their lives. It’s a slippery slope; maybe they feel they haven’t done enough today, so they do just a little bit more. Or they log in again in the evening to ‘keep up’. Finally, highly engaged people often show too much absorption. When working from home, it can be difficult to stop boundaries from becoming blurred, or being obliterated altogether, and to unplug. It’s easy to fall prey to the ‘one more email’ phenomenon in the absence of a commute, or to sacrifice a lunchtime walk for the satisfaction of ticking one more thing off of the list. What was once an enjoyable absorption in work; that pleasant sensation of being fully engrossed without distraction, can creep into an inability to tear yourself away — even if it is after hours and you haven’t thought about what to eat for dinner. As a result, we become what’s known as engaged-exhausted. What is this doing to our health? According to The CIPD. (2021) Health and wellbeing at work survey 2021. London: Chartered Institute of Personnel and Development, Covid-19 is among the most common causes of stress at work in the top three causes; with 31% of respondents stating stress caused by new work-related demands or challenges due to homeworking as a result of Covid-19. The survey reports that (70%) of respondents have observed some form of ‘leavism’ (the use of allocated time off, such as annual leave for sickness or to catch up on work), such as working outside of contracted hours or using holiday entitlement to work over the past 12 months. For many who have taken on caring or parenting responsibilities during the ongoing pandemic, work and caring needs go to the top of the list — and looking after own needs? These get pushed down to the bottom of the list. According to the CIPD, employees can become disillusioned, unproductive and, potentially, seek employment elsewhere. Signs of burnout include headaches and migraines, fatigue and lack of energy and anxiety, sadness and depression. How to preserve high-engagement and prevent burn out It is important for individuals to recognise the signs of burnout — and the responsibility of employers to help their teams stay on the positive side of employee engagement. Employers should keep an eye on their high performers and recognise that while engagement is a good thing, it needs to be managed too. Driving positive behaviours is a good start; such as taking breaks and making time for physical activity, rather than being sat behind a desk all day. It is especially important to provide sufficient resources for staff and line managers who remain at home or work a hybrid pattern as Covid-19 restrictions ease. This could include regular catch ups, providing feedback and setting clear expectations to avoid any confusion or overcompensation. Monitor the levels of demands you place on your teams and rebalance workloads, especially those with multiple responsibilities or who may be particularly feeling the impact of a year’s lockdown. Avoid late-night emails or encouraging a sense of ‘always on’. Individuals should try to assess their level of risk when it comes to burnout and ask themselves a few questions. Is your identity with work so strong that your work-life balance is hazy? Are you taking on too much? Here are other ways to keep yourself from the darker side of high engagement: Book a mini-break (at home). As obvious as it may sound, book in annual leave and a day off at home to relax and step off the wheel for a bit. Create work-life boundaries. Set yourself strict start and finish times most days, with breaks built in that you won’t budge on. Consider setting an alarm to signify the end of the working day — and resist the urge to snooze. Move! The theme of 2021’s Mental Health Awareness Week is nature and the environment; there are lots of top tips about how to find, connect with and get out and about in nature. Leaving your desk for even 20 minutes can make a difference. Speak up - Recognise the symptoms of burnout and speak to your manager, employee assistance programme or GP if you start to experience them. Mind provides some useful tips on how to talk to your employer about your mental health. High employee engagement is great, but can come with unpleasant side effects if employers — and individuals — don’t take important preventative measures. It can be all too easy for engagement to creep into burnout, with damaging effects on our physical and mental health. Whether taking a bit of time out, talking to your manager about making small but impactful changes to the working day or vowing to send your last email at 5.30pm — proactively managing burnout risks can ensure you stay productive, happy and, most importantly, healthy. Contact Nicola, check out her website, or follow her on Twitter, Facebook or Instagram. More from Nicola Greenbrook Nurturing a strong company culture during COVID-19 ► How to work well from home ► Podcast your way to workplace wellbeing ► More from the Harris Hill blog 12 tips for video interview success ► How to write a great supporting statement ► Recruiting your next CEO: asking the right questions ►
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The Ultimate Interview Guide
If you're looking for interview tips, you've come to the right place. With decades of experience in guiding our candidates through interviews successfully, and helping them secure their dream job, we've compiled The Ultimate Interview Guide. By combining our collective experience, we've crafted the one guide you'll need to get ahead and stand out amongst the other candidates rallying for the role you're after. The Ultimate Interview Guide looks at every type of interview, each and every interview stage, what to expect, what questions to ask and more. Download the guide by clicking below today! The Ultimate Interview Guide.pdf Size: 74.5 MB 12 tips for video interview success These days there's a good chance your next interview will be conducted via the magic of Zoom*, introducing a whole new world of things to worry about beforehand. Fortunately executive recruitment expert Jenny Hills is here with practical tips to get the best from the process. Read more >> *other videoconferencing solutions are, of course, terrifyingly available.
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Nurturing a strong company culture during COVID-19
It's fair to say that 2020 has been a year like no other. The ongoing COVID-19 pandemic has forced organisations to make urgent and substantial changes to how they operate, sometimes overnight. The majority of the workforce are based from home and productivity, motivation and wellbeing have taken a hit. So how can charities support their biggest asset — their people — during the pandemic and nurture a company culture that’s stronger than ever? Freelance Writer Nicola Greenbrook finds out. Nurturing a strong company culture during COVID-19 The coronavirus pandemic is having a devastating impact on many charities and volunteers. In November 2020, the NCVO’s monthly COVID-19 voluntary sector impact barometer reported that 39% of the organisations reported their financial position had deteriorated in the last month. The pandemic has also altered people’s working lives dramatically. For the VCSE sector it can feel particularly challenging due to the nature of work people are involved in. Being away from face-to-face services and juggling remote work and childcare with an increased demand for services can also lead to anxiety, stress and fatigue. Company culture has always been important — but now, it's critical. What exactly is company culture? Quite honestly, it’s multifaceted and there are several definitions. Can you describe your company culture in a few words? It can be difficult to characterise, but many people remember exactly how good or bad culture feels. The CIPD explains that, 'the way an organisation operates drives its employer brand, helping to attract and retain talented people who want to be part of a great place to work, and who will in turn thrive in the business’. Company culture is the backdrop for everything. It embodies the way people behave and think at work, their mindsets and even their emotions. For a charity, it could be the key practices that reflect its mission and values, directly linked to a broader social purpose — and not just the perks, free fruit or fun stuff. Cultivating a strong company culture can also mean encouraging a strong work ethic and healthy behaviours and attitudes. Why is it so important , especially now? Glassdoor believes that 2020 has heralded ‘a culture-first decade for employers’ that puts employees at the forefront of the modern corporation. Having a strong workplace culture has been verifiably linked to better financial performance, increased talent attraction and improved service-user satisfaction. In times of adversity like the current pandemic, and when foundations are unstable, it can shine the spotlight on bad practices such as poor communication, a lack of empathy and poor leadership. This can lead to low productivity, a disengaged workforce and high turnover; creating extra work — and costs — for charities. One in five (21%) Brits quit their jobs due toxic workplace culture and no matter how big or small the charity, if your company culture is brittle it will dictate how your people behave and perform — regardless of the economic climate. How can we nurture a strong company culture? A difficult year may be drawing to a close, but it could still be months before working life returns to the way it was, if at all. So, what lessons can we learn from the pandemic about company culture, and what can we take with us into next year? 1. Flexibility, trust and care The work-home divide is blurred right now; so it’s crucial that charities support their people to work flexibly and balance their other commitments, and continue to show and build trust. In a survey for the CIPD conducted by YouGov in April 2020, 3 in 10 surveyed found it hard to fulfil commitments outside of work due to time spent on their job. This increases to 4 in 10 for those also juggling increased caring responsibilities. Line managers should work to understand individual needs and, crucially, keep the emphasis on work outcomes, rather than hours put in. While managers should empower people to work a pattern that suits their individual circumstances for now, they should keep an eye on overall working hours or if emails are being sent late at night. Check in, and gently challenge when necessary, if the signs of burn out are starting to show. Now, more than ever, is the time for companies to show empathetic leadership, despite very challenging circumstances. Many people have contracted the virus, lost their loved ones, or have children at home from school isolating. Some may be missing their office and colleagues or even to be ‘grieving' for life before COVID-19. Managers should be encouraged to have open and honest check-ins with their teams during the pandemic (‘how are you, really?’), without being intrusive. Thirtyone:eight, a Christian charity based in Kent, was awarded first place in the Best Charities to Work for 2020 inaugural list by Third Sector. Its joint-CEO, Steve Ball, stated that key to its success has been "creating a culture of care and compassion for all", likening the charity to an extended family who "genuinely care for each other and look after each other”. 2. Creative thought and connection A survey by Resilience First showed that more than half of remote workers are now suffering from working from home fatigue. With the novelty of Zoom meetings wearing thin, the risk of some employees fading into the background in larger charities and the absence of face to face contact leading to feelings of isolation, communication is vital to keep a strong company culture intact. In a huge time of uncertainty around the future of organisations and roles, it can help people to cope. Consider creative ways to maintain a connection with your staff and volunteers and involve them in potential decisions, making them feel they’re being ‘seen’. Take it beyond company updates; like employee-written guides on surviving homeworking, book clubs, and internal channels for people to share what they're listening to/watching. Rather than a distraction, these can provide a way to connect and engage, maintain a sense of community and encourage creativity. Good quality communication could reduce anxiety or uncertainty and tackle loneliness. 3. A focus on wellbeing In a recent ONS survey it was found that around a third of men and women were concerned about the impact of COVID-19 on their work. However, health — both mental and physical — and wellbeing must also be a key focus during the pandemic. As well as practical steps, like reminding staff to take breaks and use annual leave, charities should encourage line managers to include wellbeing as a core part of any 1:1s or work-based conversations. This could help to spot early signs of low motivation, or fatigue before it becomes an issue. In Mind's Mental Health at Work Commitment Guide for Employers During Coronavirus, the charity offers practical examples of what employers can do to support their teams and effectively respond to the current pandemic, including the promotion of an open culture around mental health. Here are some other ways to support staff and strengthen company culture during the ongoing pandemic: Create a ‘culture team’; responsible for planning virtual events so there’s always something to look forward to (especially during the winter months). This can help shape company culture, rather than people feeling they have to adapt to it. Don't neglect training; now could be the perfect time to encourage upskilling and capability-building and to offer training on managing mental health at work, such as via Mind. Remind people of the support mechanisms available to them, such as HR, mental health first aiders and employee assistance programmes. Celebrate successes and great work with virtual reward and recognition; asking colleagues to vote for each other also gives a much needed boost and could improve employee engagement Coronavirus will have a long-lasting impact on our working lives and nurturing a strong company culture will be critical to ensure your people remain well, engaged and productive — and on board. Steering teams through uncertain territory can be hard work; but creating an environment where staff feel valued, where you refine and stay true to your core values and where people feel their wellbeing is looked after, will enable charities to not only survive, but to thrive. To come back even stronger than ever. More from Nicola Greenbrook How to work well from home ► Podcast your way to workplace wellbeing ► How to be assertive at work ► More from the Harris Hill blog 12 tips for video interview success► 20 FOR 20► Should you be working for a large or small charity? ►
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20 FOR 20
With Covid-19 raging on, many charities have seen the demand for their services increase while funding, due to cancelled events and financial uncertainty, has decreased. MDS UK, a charity supporting patients of Myelodysplastic Syndromes (MDS) - a rare blood cancer - is participating in the 20:20 campaign to replace some lost income, but urgently needs more participants! What is MDS? MDS is a group of malignant blood disorders in which the bone marrow fails to produce healthy blood cells. All types of blood cells can be affected, causing a range of symptoms: Red cells (erythrocytes) – which carry oxygen to organs and tissues in the body. Anaemia occurs due to a lack of red cells (also referred to as low haemoglobin), which may lead to fatigue and shortness of breath even on light exertion. White cells – which collectively fight against infection. Recurrent and persistent infections are a common symptom of MDS due to low white cell counts. Platelets (thrombocytes) – which prevent us from bruising and bleeding. A low platelet count can cause bruising, rashes and nose or gum bleeds. In some patients, MDS can progress to Acute Myeloid Leukaemia (AML). In AML, abnormal cells grow very rapidly, building up in the bone marrow and blood. While some patients live with their MDS diagnosis others will unfortunately pass away. A stem cell transplant is the only cure, but this carries inherent risks and can only be performed on younger, fitter patients. What does MDS UK provide? MDS UK aims to raise awareness of MDS, offers support and information to patients and families, and campaigns to increase the quality of life and make treatments available to those affected by the disease. The charity provides patients with access to a list of UK consultants specialising in MDS at specialist centres, a helpline for support and advice and national patient information meetings with specialist speakers. Patients can meet each other through MDS UK’s regional support group meetings (where they meet informally and hear from local consultants and nurses) and an online forum to share their experiences with others. MDS UK also recently funded its first research project aiming to improve treatment options for patients. Further research like this is essential due to the lack of MDS awareness among the public and medical profession and the lack of treatment options. Case Study MDS UK’s Chairman and MDS patient, Ted Peel, was diagnosed in 2015 following extreme fatigue, coughing up and passing of blood and several uncomfortable bone marrow biopsies. “Following an unsuccessful period of medication to remedy low a white blood cell count, I was hospitalised three times with sepsis where my temperature plummeted to 32C”, says Ted. “I was soon told that I needed a transplant.” Ted’s transplant treatment scheduled for this spring was sadly postponed as it was deemed too unsafe to be admitted to the hospital which was making provisions for Covid-19 patients. He was delighted and relieved when told at a more recent consultation that he would be admitted promptly for the treatment as Covid-19 cases in London have decreased. “It’s great to be given another chance at life”, says Ted. “I want to thank MDS UK for their continued support. They’ve been amazing, giving me advice and a helping hand when I’ve needed it most. However, our small charity needs more support.” 20:20 Campaign Due to Covid-19, MDS UK is facing financial hardship as the events it relies heavily on for income have been postponed or cancelled and demand for services has increased. Therefore, they were delighted when contacted about the 20:20 campaign which was set up to replace some of the funds lost by rare cancer charities. Participants will simply complete one challenge a day for 20 consecutive days between September 20th and November 20th and encourage friends and family to support them via the campaign JustGiving page. The challenges DO NOT have to be fitness / exercise based and can be as imaginative as the participants please, e.g. “bake 20 cupcakes” or “20 minutes of knitting.” There is no minimum financial target and the campaign may receive celebrity endorsement and media coverage! All funds raised by MDS UK’s participants will go directly to the charity. Appeal MDS UK urgently needs more participants to help it continue providing life-changing support for MDS patients like Ted and their loved ones, ensuring that, as the campaign strapline reads: “Cancer doesn’t stop for Covid!” If you would like to participate or for more information, contact Jan Edwards (MDS UK’s Fundraising Officer)and visit the event page. For more information about MDS and MDS UK visit their website. You can read Ted’s full story here. Thank you! For a copy of the event poster click here. Blog post written by Jan Edwards (MDS UK's Fundraising Officer). More from the Harris Hill blog 12 tips for video interview success Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Read more ► How to work well from home Millions of us are doing it, but is working from home really working for you? Nicola Greenbrook has the lowdown on the lockdown and advice to help you turn the new arrangements to your advantage. Read more ►
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