The Harris Hill Executive Search practice combines experienced consulting, dedicated research and extensive networks to deliver targeted and intelligent recruitment solutions in the charity and not-for-profit sectors.
Our significant success, in terms of the calibre of our candidates and the contributions they make to the organisations in which they are placed, is attributable to our proactive partnership approach with our clients. We understand the importance of robust, efficient and cost-effective executive campaigns, whether senior level management or trustee positions, and we provide bespoke and flexible solutions to suit any organisation.
We are committed to a high level of client and candidate care at every step of our campaigns, providing timely updates and constructive feedback.
Harris Hill Executive Search white papers
Drawing on our sector knowledge and daily interactions with chief executives and senior leaders, our white papers offer detailed analysis of some of the key issues for leadership teams throughout the charity and not for profit sectors.
In the first of the series, we explore the variety of insights and approaches to the ever-expanding role, benefits and potential pitfalls of social media.
View or download your copy (pdf document):
Anne Frank Trust UK Treasurer Location: London Salary: unremunerated, but expenses paid Time commitment: Board meetings 4 times per year, Finance and General Purposes Committee meeting 4 times a year Founded in 1991, the Anne Frank Trust UK is an education charity that empowers young people with the knowledge, skills and confidence to challenge all forms of prejudice and discrimination. In the last year, we have delivered our programmes in 98 secondary schools, 54 primary schools and 12 prisons, as well as running 6 public exhibitions and reaching a total audience of over 70,000 people. We have robust research evidence of our impact on young people's attitudes towards other social groups. Our turnover of around 1.5 million is supported by a range of philanthropic and statutory funding. Our head office of 15 staff is in Kentish Town, and our education staff live and work in Scotland and 6 regions of England. This is an exciting time for the Anne Frank Trust UK. With a new management team and forward strategy, we are enhancing our highly regarded education programmes, and launching innovative pilot projects around empowerment, creativity and voice. We are seeking a new treasurer to lead the financial oversight and guidance that will be fundamental to these ambitious developments. The successful candidate will be able to demonstrate: A qualified accountant or manager with significant experience in finance at a senior level. Substantial professional and/or personal experience of a field or fields relevant to the charity's work. Experience of one or more of the following areas: strategic planning, governance, evaluation, or direct experience of using the charity's services. Well-developed professional or social networks, with a willingness to make introductions to the Trust, e.g. of potential donors or for partnerships. A high level of literary and numeracy - for understanding reports and budgets. Ability to work as a team, especially on decision-making. Understanding of the role of governance in charities (additional training is available). Excellent interpersonal skills. A passionate commitment to equality and diversity. Strong interest and belief in the work of the Anne Frank Trust UK. Sufficient time to meet the expectations of the trustee role, including willingness to undertake training or development as needed. Equality and diversity The Anne Frank Trust UK is strongly committed to equality of opportunity, and recognises the value of diversity in all its forms at all levels of the organisation, including the Board. We celebrate an inclusive organisational culture and thrive on the range of experience and insight that diversity brings to our work. We are looking to increase the diversity of our board, and particularly encourage applications from Black, Asian and Minority Ethnic, disabled, LGBT+ and socially diverse candidates, who are currently under-represented among our trustees. We welcome any candidate who can contribute greater diversity in its widest sense to the Board, including diversity of background, thinking, life experience or career path. Application is open to all, and all applications will be assessed on merit against the person specification. If you would like to find out more about this role, and receive full details on how to apply, please send your CV to Jenny Hills, Director at Harris Hill Executive Search, at firstname.lastname@example.org The closing date for applications is Monday 18th November 2019. Interviews will take place during the week beginning 25th November 2019.
Unremunerated, but expenses paid
However fulfilling our work, there may be times when it starts to feel a little stale. Even the most sprightly can struggle to stay invigorated with an overflowing inbox, the usual monthly report and another lengthy project meeting to attend. For this month’s guest article, freelance writer and HR specialist Nicola Greenbrook explores why the job we love can sometimes hit a rocky patch and offers some valuable antidotes. A new job is a bit like starting a new relationship. There’s the attraction phase (job hunting and networking), the dating stage (the exciting first few weeks and induction) and then the disappointment stage (the ‘what have I done, I want to go back to my ex-job!’ panic when you’re confirmed in post). Thankfully, the stability stage follows (at last, knowing everyone’s name and what your job actually entails) before the commitment stage (in for the long haul, chasing progression). But, what if it feels like you’re permanently stuck in the disappointment stage? What do you do if the stability stage isn’t quite as comforting as you'd like it to be, and the commitment stage is a bit musty and in need of a freshen up? According to a Personal Group survey reported in The Week, just 41% of of Brits are happy most of the time at work, a decrease from 51% in 2017. It makes for gloomy reading, but 26% report that they are almost never happy in the workplace at all. So, what can we do to go from disgruntled to delighted? Stop, reflect and diagnose the issue If you’re feeling dissatisfied but can’t quite put your finger on exactly why, now might be a good idea to take stock. • Ask yourself some direct questions and answer yourself honestly. How long have you felt like this? Was there a trigger point you can recall? Is there a root cause or several factors making you feel demotivated? Is it just work, or are there bigger life issues at the heart of it? • Get to know yourself from the inside out and consider your core values, key work motivators (i.e. reward, recognition, teamwork, culture) and the things you’re truly passionate about. Then, see where your current role falls short of meeting your requirements and assess what you can do to fill the gaps. • Book in time with your HR or Learning and Development team, and consider taking a personality test to analyse what it shows about the kind of work you truly enjoy doing (and what you’re doing now). Seek guidance from a mentor or a life coach if you feel a more detailed exploration is necessary. _______________________ Speak up If the job you once loved dearly has lost its spark, don’t suffer in silence or let your disgruntlement intensify. Schedule in an informal meeting with your manager outside of the formal review process, and ensure you prepare to avoid a moan-fest. Clearly outline the issues with a positive mindset and be willing to present and discuss solutions. Ask for their perspective on how they think things are going - it may help to remind you what your individual work (however brain-numbing it may be) contributes to the bigger picture and the charity’s overall goals. This meeting is different from negotiating a pay rise. It focuses on solutions to rejuvenate and refresh your approach to your work and maximise your performance and overall contribution, with their support and backing. It could help you stay - and prevent them losing you. _______________________ Look inward Working in charity and not-for-profit requires a clear external focus on the needs of your service users, but have you taken a moment recently to consider how the work you do impacts your colleagues, internally? According to Liz Fosslien and Mollie West Duffy, authors of ‘No Hard Feelings', focusing on work relationships rather than the actual work you do can provide a useful reminder of your day-to-day impact. If you're in need of a boost, think about how your own personal efforts have impacted or helped internal projects; Liz suggests writing down three ways your work has helped your colleagues, to get you in the right mindset. Make the effort to foster strong relationships at work; arranging lunch and the odd coffee or even simply stopping for a non-work chat every now and then could help you feel happier. A 2018 Gallup poll found that 'when employees possess a deep sense of affiliation with their team members, they are driven to take positive actions that benefit the business'. Finding a ‘work goalkeeper’, someone to keep you accountable for your work goals and general progress, could also help keep things pristine. Marshall Bright and Anna Davies, writing for Refinery29, suggest finding ‘someone who's just as psyched for you to achieve goals as you are’ can be a good way to crank up your workplace motivation. Spice up your work There’s no better way to freshen things up at work than to launch yourself into a new project or initiative, one that runs alongside the day-to-day. • Talk to your manager and suggest projects you can be involved in (or lead on, if progression is a motivator) that could make a difference internally and to your own motivation. Ask to shadow your manager/director at a client meeting or volunteer to join a committee. • Rather than simply attending, set yourself a purpose and a target; offer to take the minutes to brush up your skills and show off your writing ability. Ask a question or join in the debate. Agree to take away an action point and deliver on time to the best of your ability. Show 'em what you're made of. • Have you considered going to a work networking event on your own? It’s great to have a colleague to lean on and natter with, but going solo could improve your focus, help you find a topic you’re really interested in and seriously boost your confidence (and your networks). • Finally, explore any opportunities for secondments in another department or ways to collaborate with another charity to deliver on a project or contract. Absence can make the heart grow fonder after all. _______________________ Step away from it all... When everything gets far too much, sometimes the best thing to do (temporarily) is step away. Tim Herrera, writing for The New York Times, advises that ‘when all else fails and you just can’t find that spark of inspiration, fall back on a tried-and-true strategy: Take a little time away from your job’. Why not book in some annual leave or enquire about your organisation's sabbatical policy? _______________________ And finally… Here are some more quick-fire tips that could help put a spring in your step. • Give your desk a spruce up. A good scrub, a plant and a photo in a lovely frame can help create an extension of your personality and an encouraging space. • Listen to a podcast en route/at lunch. It could get you in the zone and excited again about your specialism/expertise and what used to make you tick. • Set up a lunch club. Whether it's a book club, Netflix dissection group or foodie crew, having something inspiring to look forward to can provide a much needed boost. • Inject your wardrobe with newness. Dress to impress… yourself. If you look disheveled and out of sorts, you’ll feel it. If budget is limited, get your old boots fixed and polished, invest in some accessories to jazz up a plain top and visit your favourite charity shop. • Reward your team. Give out weekly/monthly prizes (funniest joke, best socks etc) and consider the other 75 ways to fall in love again with your job (by Kevin Daum for Inc.). Adopting these strategies could help you and your job stay together, happily coupled, and destined for a brighter future. It could be time to go on a date again - with your job. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola, check out her brand new website, or follow her on Twitter. More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► How to negotiate a pay rise in the charity sector ________ ► More from the Harris Hill blog
If the rates in our 2019 Salary Report leave you feeling a little short-changed, what next? Requesting a raise in the charity sector can be uniquely awkward: feeling undervalued helps no-one, but does more for you mean less for those in need? Guest writer and freelance HR specialist Nicola Greenbrook has a wealth of charity HR experience and is here to tackle this tricky dilemma. How to negotiate a pay rise in the charity sector Why is it so difficult to talk about money at work? We share our career experience and notable skills to strangers at interview, we present brilliant ideas in all-department meetings and reveal our goals and ambitions in our performance review. Yet, when it comes to ensuring that we’re fairly compensated, it’s tricky to engage. Asking for a salary increase can often be shrouded in utter awkwardness or sheer terror. This apprehension can be exacerbated for those working in the non-for-profit sector, who have chosen to work there specifically for the cause and its mission. Some charities simply can’t afford to pay more than others, and in smaller organisations when funds are precious, asking for an increase can leave people feeling guilty and uncomfortable. However, as a recent article by CharityJob explains, not asking for what you deserve and have worked hard for may cause bitterness and frustration to bubble over and ultimately impact on your work and performance. Ensuring you’re sufficiently paid a salary commensurate with your talent, contribution and market worth is not only crucial for your own money management, but ensures you’re motivated to deliver on your best work for the charity. Here are some strategies to help you successfully negotiate a salary increase, guilt-free. Firstly, why is it so hard to talk about money? According to Dr Rebecca Newton, psychologist and author of Authentic Gravitas: Who Stands Out and Why, women tend to be less likely to shout about their accomplishments which can lead to their work, at times, being overlooked. Yet, it’s a topic that causes discomfort for most of us. It’s easy to talk yourself out of asking for more money and allow that pesky inner critic to persuade you that ‘it’s not the right time’ or ‘they’ll think you’re being greedy’ and so you put it off for another month. Perhaps you’re afraid of how to handle it if the increase is rejected or maybe the actual meeting itself causes you great anxiety? For those who are naturally unassertive, discussing the M-word is off bounds. You may be familiar with Noah Kagan, CEO of AppSumo, and his ‘coffee challenge’, where he encourages people to walk into a coffee shop and ask for 10% off their purchase. Daunting as it sounds to ask a complete stranger for a discount (not to mention the queue of grumpy, caffeine-deprived people behind you), it forces you out of your comfort zone. You may not really be fussed about a few pence off your morning coffee, but it could help you tackle a difficult conversation if you generally squirm at the idea of asking for money off. Why not give it a go tomorrow? Starting small could help talking finances a little more easy to handle. _______________________ Do your homework If you’re ready to take the plunge, don’t even think about diving in without getting your data in order. Do your due diligence; the more intelligence you gather, the stronger your case for an increase will be. Determine your market value by considering the following options: • Use guides like the Harris Hill and Charity Job 2019 Salary Report to benchmark where you currently sit, and where you should. This definitive guide to UK charity salaries draws from over 45,000 genuine UK charity and not-for-profit vacancies from the previous financial year and you’ll find current market rates for hundreds of different roles, so yours is very likely to be covered. • Know your numbers; get savvy about the charity’s financial performance and demonstrate how your individual contribution has impacted on the company’s bottom line (effectively, the line at the bottom of of a financial report that shows the company’s net profit or loss). • Ask your HR team about any rewards strategies or policies already in place or when any salary reviews take place so you can choose your timings wisely. • Dip into your trusted professional network; sector or industry professionals, mentors and recruiters and those who may be willing to disclose a genuine salary comparison, to get a broad perspective. Consider ways of posing the question rather than asking outright what their salary is. Avoid asking friends or co-workers. • Consider testimonials from trusted sector contacts, clients and suppliers. This could demonstrate you’re not the only one who thinks you’re smashing it and could further enhance your value. I hereby state my case In Otegha Uwagba’s Little Black Book - A Toolkit for Working Women, she presents invaluable advice on negotiating a pay rise. To ensure your salary negotiations have gravitas, the words you use will need to carry weight. She suggests outlining ‘what you’ve contributed to the organisation, presenting tangible achievements and quantifiable wins’. Be very clear on how your individual contribution to the charity justifies the need for you to earn more than you currently are. Place the focus firmly on your value by converting your successes into tangible achievements - your second to none campaigning techniques which resulted in a high profile campaign, your unrivalled ability to build long-term relationships which brought in a major donor - rather than simply discussing how busy you’ve been. Career expert Jill Jacinto, writing for Refinery29, makes the point that when asking for an increase, don't make it personal. Although it's likely your request for an increase is for valid financial reasons (a hike in cost of living, your desire to get on the property ladder, going to your tenth wedding this year), this shouldn’t be raised when seeking a raise. As Jill points out, if every manager awarded an increase on the basis of personal needs then businesses, especially charities, would cease to survive. Here are some final tips for making the request meeting, gulp, a smooth one. • Practice your talking points on a partner/flatmate/friend etc - Seek their honest feedback on your delivery. Are you umming too much? Are you speaking with conviction? Is your request clear and your reasoning sound? Perfecting the dress rehearsal could make the main performance a show stopper. If no-one’s around, video it. It might feel completely daft watching yourself talk, but you might even start to believe in yourself. Be authentic on the day though, and be prepared to go 'off script’. • Set the scene. Arrange a proper meeting with your manager, booked in with their PA if they have one, and ideally outside of a structured one-to-one where the matter could get lost amongst operational stuff. Frame it as a business discussion, although going too ‘hardball’ may not fit with your charity’s culture, so always be yourself. • Don't say sorry - Be assertive (not aggressive) and unapologetic. Be firm with your expectations and once you've stated the figure you are seeking, wait for a response rather than filling the silence. It’s now over to your manager… • Open negotiations - If you’re offered an increase, either during or after the meeting, that's lower than your expectations get ready to negotiate. Consider what’s best for the charity as well as for you - this is how the best deals are secured. If it’s an outright no, for valid reasons, be prepared to query what you need to do to get a 'yes' next time. Set a goal and a deadline to revisit, so you come away with something concrete to work on. Money talks are terrifying, no doubt. But by avoiding the topic and saving yourself the discomfort, you could be holding back your career progression and full earning potential long-term. Asking for a raise is not a confrontational discussion, it’s an honest, professional request to be paid what you deserve. As Aliya Vigor-Roberston states in People Management Magazine, open and honest discussions about money can benefit both individuals and businesses. So, there you go. No more excuses… Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► Charity Careers 4: meet James Harris of Rethink Mental Illness ► Back to the Harris Hill Salary Centre ► Back to the Harris Hill blog
Be it a glamorous getaway or simple staycation, holidays are a chance to relax and recharge. Which you'll probably need after the frantic fortnight of frenzied preparation that all too often comes first. So how do you take a stress-free break without simply cramming it all in beforehand? And what if you're left holding things together on the home front? In this month’s guest article, freelance writer and HR specialist Nicola Greenbrook has advice on pre-holiday planning to help you head away with everything in hand, keep calm with your carry-on, and be raring to go on your return. Holiday season is well and truly upon us. Oh, the anticipation of what’s to come! An opportunity to get stuck into the book gathering dust on the bedside table or to broaden your horizons at a bucket list-worthy destination. A chance to recharge and refuel. According to Dr Christian Jarrett, holidays can make us happier, healthier and even prolong our lives. Sometimes though, the pace and pressure in the weeks leading up to the holiday almost negate the benefits of the break itself. Here are some tips to help you deliver a successful handover - keeping your credibility, peace of mind and work relationships intact. Before you go... (Excited! Full of anticipation! But a bit stressed!) American polymath Benjamin Franklin quite wisely said “By failing to prepare, you are preparing to fail”. He was spot on. Nailing a holiday handover is all in the preparation; giving yourself sufficient time to organise everything weeks in advance. Forewarn your absence Make sure your holiday dates are in your team and key stakeholders’ diaries as soon as your leave has been authorised; even if you sort the finer, exciting details later. If you’re client or supporter-facing or manage multiple projects, consider adding an extra line to your email signature a few weeks in advance that clearly outlines the period of your absence. Rather than appearing smug (‘I'M GOING ON HOLIDAY FOR TWO WEEKS AND YOU'RE NOT’) it instead ensures your contacts are notified well in advance and can plan accordingly at their end. It also prevents any nasty surprises on your last day. The art of the handover note It’s always a good idea to start your Holiday Handover Notes (HHN) a good few weeks before, even if you jot down headers or topics in the first instance, rather than frantically wracking your tired brain the night before you fly. Consider always having the document open in the week before you go, for ease of brain-dump, rather than scribbling a note on a Post-it that gets lost in a yellow sea of more Post-its or overloading your already full head. CJ Sinclair, founder of Go Travel and Talk, a network that provides detailed travel guides to worldwide destinations with solo travellers in mind, is always on the move; and therefore well-practised in the art of the perfect handover. She breaks her HHN down into critical priorities, current and upcoming projects and ‘things to watch’ and ‘worry or pain points’. CJ also cleverly adds screen shots and media, to break up the words and highlights important text for an easy at-a-glance view. Aim to strike the balance with a comprehensive but concise approach to your HHN. HR News suggests that ‘…there’s no need to cause an unreasonable amount of stress on the employee/s covering you whilst you’re away, so highlighting all the ‘need-to-know’ points will help them keep on top of things’. Order tasks by priority and include key delivery dates or deadlines, with the most recent first. Schedule in a face-to-face meeting with your colleague who’s taking the reins. You can talk through the HHN before you go, so they can ask questions and jot down their own points. Avoid being patronising; your team are knowledgeable enough to know what ‘pass invoice to Finance' means in practice. There's no need to go into intricate detail about the ‘third cupboard on the left with the squeaky drawer’ if everybody knows perfectly well all about the squeaky drawer. Be a clever planner In the weeks before, keep your diary as clear as possible and stay focused. It may feel a wrench missing Steve from Events’ birthday lunch, but avoiding social engagements or non-urgent appointments wins you back a few hours of uninterrupted work time. At 7.00pm on your last day when you’re panicked and finishing with all your holiday toiletries still to buy, you’ll be grateful for that hour. You can catch up with Steve and the gang on your return. If you’re a freelancer or consultant in the not-for-profit sector with no-one to actually hand over to, it's even more crucial to plan ahead. CJ finds that scheduling everything in advance with calendar reminders or apps like Later and Tailwind, can be helpful. Although "it does mean a lot of work beforehand to get it all done”, she also notes “it’s amazing how much technology can help to give you a little respite!” Avoid dumping-disguised-as-a-handover-task Be reasonable and conscientious, and tie up as many loose ends as you possibly can before you go. Don't be tempted to use your absence from the office as an opportunity to slip in a few projects that have been on the back burner, or to dump tricky tasks you’ve been putting off on to an unsuspecting colleague. This may cause resentment in your absence, confusion or delays to a project. Don't use OOO to get a LOL It’s tempting to set a comedy out of office message, but the best advice is to save it for the comedians. As funny as they might be to read, there's a fine line between light-hearted and inappropriate, and it's not necessarily in the same place for everyone. Getting it wrong and causing offence can reflect badly on the charity, its purpose and mission. A simple message that clearly states your return date and who to contact in your absence will do the trick, although it can be a nice touch to highlight a particular campaign your charity is running. Oh, and don’t forget your voicemail too if you receive direct calls. Set boundaries Depending on what works for you, let your direct reports and manager know how and when you can be contactable if a genuine emergency arises while you’re on the beach. Otherwise, you should trust your team and colleagues to adequately manage things in your absence, especially if you’ve put all of the above into place. Prioritise your wellbeing, family and friends during that precious break, and where possible, learn to switch off. If it's your turn to hold the fort... It can be tough being the stand-in. You’re managing your own workload as well as bearing the responsibility of doing a good house-sitting job. Be assertive. Even if your colleague is looking rather up to their eyes in it, ask all the questions you need before they go so you’re well informed and can maintain the proper functioning of tasks in their absence - it’s for both of your benefits. CJ Sinclair especially looks after her colleagues by cc’ing them into emails in the weeks leading up to her holiday and keeping them 100% in the picture. If the work is project-facing, she also arranges calls with clients to introduce them to the person holding the fort - so why not consider asking for the same treatment? Be proactive and schedule a meeting with the hander-over on their penultimate day to avoid a last minute panic on the final one. Politely ask that their handover notes are in good shape so that you can go through the entire document together, check your understanding and fill in any gaps. Then schedule one in the early afternoon of their first day back. Consider using Google Docs so that you can update the document with your own notes as you go along. It will save you time and allow your colleague to read through and extract the key points and actions before their return if they fancy, making their first day back easier (and yours; you’ve now just the one workload to juggle. Hurrah!). It can be hard bearing the weight of managing tasks in someone else’s absence and the risk of being overwhelmed is high. Accept that you can’t do everything and be aware of what you can reasonably do. Focus on the deadlines and priorities, and don’t fret if you didn’t even get a peek at the ‘non-urgent’ section of the HHN. These can be picked up when your colleague returns. If you’re struggling, talk to your manager and shout for help. This Harvard Business Review article has some great tips on what to do when you’re covering for colleagues - and can't keep up. When you get back... (Jet lagged! With post-holiday blues! Slightly full of dread!) It's tough coming back from a holiday. Even worse when you’ve had to come straight from airport to office, you’re desperately missing the pool/beach/mountain/all-inclusive buffet and were not at all prepared for a painful reunion with the tube. Here’s some final tips on how to restore some of that holiday-energy. • Keep your diary as clear as you can. Prioritise the meeting with your colleague who managed your work (who hopefully would have scheduled it for early afternoon) and use the morning to clear/organise your emails and get your task list up to date. The responsibility is back with you, and the chances are your colleague will be relieved to relinquish the extra load. • Be gracious and thankful for the support you received from your colleagues. If time hasn’t allowed them to complete all tasks, keep your cool and try not to be angry or concerned that things haven't been done ‘your way’. • Avoid a post-holiday grumble. You fully deserved your break and it’s always hard to come crashing back to reality when you’ve had the time of your life. However, be mindful that while you’ve been travelling they’ve been sweating it in your absence. Don’t moan about being back or repeatedly say ‘this time last week I was *add fabulous holiday thing*' and sigh, loudly. Be grateful for both a super break and a supportive team of colleagues. • Come bearing gifts. Like a bottle of that funny-coloured liquor from the local supermarket, unpronounceable sweets or some local delicacies. It doesn’t have to be expensive or purchased from somewhere impressive; a box of fudge can go a long way to say thank you. So, there you go. You’ve notified people way in advance that you're jetting off. You’ve planned, scheduled, created perfect handover notes with no nasty surprises, and your team know how to track you down in an emergency (unlikely as they’re so well-informed). Now, swap sandwiches at your desk for something delicious al fresco and lose yourself in a good book rather than a report, safe in the knowledge that everything's in hand. You deserve it. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola More from Nicola Greenbrook: ► How to manage stress at work ► How to switch off ► Charity Careers 4: meet James Harris of Rethink Mental Illness Check out the brand new Salary Centre ...home of the Harris Hill & CharityJob 2019 Salary Report, the essential new guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. What should you be earning in the charity sector? Find out here... ► Back to the blog homepage
We don't normally highlight individual vacancies here at the blog... ...but it's not every day we have one of the country's very biggest fundraising opportunities to talk about. Specifically, a new and hugely exciting role as Director of Income Generation for Tenovus Cancer Care, Wales' no.1 cancer charity and a fantastic organisation to work for. Read on or check out our dedicated Tenovus pages for details of what's likely to be a truly career-defining opportunity. Tenovus Cancer Care’s ambition is a future where fewer people get cancer, and those that do have equal access to the best treatment and support. With annual incomes of £9.6m, 250 staff and c.2,000 volunteers, Tenovus Cancer Care funds high quality research into major cancers, provides support to those affected by cancer, and educates the public and health professionals on cancer issues. Tenovus Cancer Care has cemented its position as a leading and well-respected cancer charity, with a track record of success in helping to improve people’s lives and growing income from its 63 shops in England and Wales, and via funding from donations and other sources. They're currently looking to recruit a Director of Income Generation, a fantastic new role in which you'll provide strategic leadership to the Income Generation team in order to achieve long term, sustainable income that enables the charity to achieve its strategic ambitions. Based in Cardiff, you’ll continually grow and develop our income streams including Community, Corporate and Events, Individual Giving, Major Donors, Legacies, Lottery and Retail. You will also be a member of the Leadership Team where you’ll work alongside other senior managers to shape the strategic direction of the charity and ensure that its aims and objectives are delivered by integrating and delivering a joined-up service. This is such an exceptional opportunity that we couldn't do it justice with a simple job description. Instead, check out our dedicated Tenovus pages where you'll find a welcome from CEO Judi Rhys, a video that provides a real flavour of the charity and their work, and plenty more on the benefits of working for this outstanding organisation. ► Find out more about this role ► What should you be earning in 2019? The Harris Hill & CharityJob 2019 Salary Report has the answers... ► More from the Harris Hill blog
We've teamed up with one of the biggest names in charity recruitment to bring you our most comprehensive guide yet to charity sector salaries, based on more than 45,000 recent UK vacancies. Find it in the Harris Hill Salary Centre, the brand new home for our growing collection of remuneration-related resources!
Welcome to the 2019 Salary Report, your definitive guide to salaries in the UK charity sector. With huge appreciation for all the enquiries we've already had about this year's release (and genuinely delighted by the demand!) we’re exceptionally pleased to bring you this brand new report. It's the 14th annual salary survey from Harris Hill, based on the thousands of charity vacancies we’ve worked on during the year: but this time that’s only half the story. To reflect the wider sector as accurately as possible we wanted to cover an even broader selection of roles, advertised by charities directly and recruiters like ourselves. So who better to ask than the experts at the UK’s largest specialist job board for not for profit, NGO, social enterprise, CIC and voluntary jobs, home to thousands of charity jobs every year? Happily they agreed, so we've been delighted to collaborate with CharityJob on this year’s report, bringing fresh perspective and insight, and a wealth of information that's helped to build our biggest, most accurate and comprehensive salary guide to date, based on no fewer than 45,000 genuine UK charity and not for profit vacancies from the past financial year. ____________________ What's new? ► In a forthcoming post we'll look at how the new approach has informed the final figures (for those who'd like to know more) and highlight some of the other key new features in this year's report. ► Look out too for the launch of a full digital version over at CharityJob, and here as part of our brand new Harris Hill Salary Centre, under construction as we speak to create a home for all things salary-related, all launching within the next few weeks! Read the new report We didn't want to keep you waiting a moment longer though, so with no further delay - except to sincerely thank the team at CharityJob (in particular content & SEO lead Stephanie Dotto and marketing manager Jade Phillips) for their tremendous help - we're delighted to bring you the full report to view or download in pdf format from the links below. ► In this year's 24-page report, you'll find candidate insights, market developments and recruitment trends, and salaries for charity and not for profit positions at all levels in: Admin & Support Events Policy & Research Advocacy Finance PR Campaigns General Fundraising Projects & Programmes Communications Human Resources Prospect Research Community Fundraising IT Supporter Services Corporate Fundraising Legacies Trust & Statutory Fundraising Data Management Major Donor Fundraising Volunteer Management Digital Marketing ...plus updates from our specialists on current rates for temporary, interim and senior executive roles. Direct Marketing Operations Click below for your preferred file size (screen resolution will suit most uses), or alternatively contact our consultants on 020 7820 7300 if you have any queries on salaries in these areas, who may also be able to send you a print copy of the booklet, subject to availability. We hope you'll find it a valuable and informative resource, and for more information you can also contact CharityJob on 020 8939 8430, our consultants on the number above or send us an email - and look out for the full digital editions coming very soon! ► Back to the Harris Hill blog homepage ► Check out the latest jobs in your field
...by which we're not talking personality (though it's unlikely to be a bad thing), but whether you'd thrive in one of the outstanding leadership roles we're thrilled to be handling for the innovative Plymouth-based charity of the same name. Effervescent is a fresh and truly unique organisation, a charity strongly committed to improving the lives of vulnerable young people, but doing so as a creative agency, bringing their formidable creative and campaigning skills to collaborations with the likes of socially-motivated brands, charities and universities, and most importantly of all, children and young people themselves. They've worked with organisations like Barnardo's, Exeter University and Plymouth City Council to create campaigns on foster care, mental health, child sexual exploitation, asylum and other issues directly affecting the children and young people who have played a key role in each project. It's all about social alchemy ...which isn't (as we confess to first thinking) a GCSE we could have opted for if we'd dropped one of the humanities, but about inspiring, engineering and facilitating these unique collaborations between potentially disparate groups - bringing remarkable people together, as a certain charity recruiter might say - and creating something beautiful and powerful as a result; something that can genuinely make a difference in young people's lives. Effervescent's work to date has been so successful that they've recently received investment to grow, and as part of their ambitious plans to do so, we're delighted to be helping them find the right individuals for three brand new leadership roles that will be central to the organisation's future, namely a Director of Marketing and Sales, Director of Operations, and Head of Enterprise and Product Development. These are truly fantastic opportunities but enough from us; far better to hear more about the organisation, their values and the roles in question from their inspirational founder, CEO, creative director (and TED-talker!) Eloise Malone, by clicking the Welcome button below: A six-page guide to the charity and available roles ► More opportunities from Harris Hill Executive Search ► Back to the blog homepage
On February 20th & 21st we're attending our very first event in Scotland (did you know we're operating in Scotland now?) and we'd love to meet you if you're there. Here's a quick rundown of the details... Organised by the Scottish Council for Voluntary Organisations (SCVO) and now in its 16th year, The Gathering is Scotland’s largest event for charities, social enterprises and voluntary organisations. With the support of Scotland's leading third sector publication TFN (Third Force News) it's grown bigger every year to become the largest free third sector event in the UK. Nearly 3,000 people enjoyed last year's packed programme of events, learning and networking opportunities, and this year we're delighted to be joining them! ------------------------------------------ Meet the team It's all happening on 20th and 21st February 2019 at the SEC in Glasgow, and you'll find us at Stand 16. There'll be Harris Hill staff on hand, including our man in Scotland Jason Jederon and Philip Nelson of Harris Hill Executive Search (our specialist division for charity CEO and senior executive recruitment) to answer any questions you may have on recruitment or retention issues, your career in the sector, applications, interviews and much more. ------------------------------------------ Share your views We're also keen to find out how we can help you: what are your biggest challenges and what would you love to see from a charity recruiter? Your requests and requirements will be fundamental in shaping our services in Scotland to make sure we're truly meeting your needs. So if there's anything you'd like to discuss, please don't hesitate to grab one of the team for a chat. Check out @scvotweet for the latest on the event and if you're heading along, we look forward to meeting you there! More from the Harris Hill Blog: ► Meet Jason Jederon: our charity specialist in Scotland ► Welcome to Harris Hill Scotland