Meet the UK's leading fundraising recruitment specialists.
Whether you’re looking for a great new role or great new fundraisers, why not talk to someone who really understands what you’re looking for?
We've been recruiting fundraisers across all major income streams, be it community or corporate, major donor or legacies, direct marketing or events, for well over two decades, which means our experienced consultants really know the market.
What's more, they'll have a clear understanding of your particular challenges and requirements, and up-to-the-minute knowledge of the best opportunities, organisations and individuals in your specialism, right across the sector.
You'll find our fundraising specialists below, but call any of the team for a chat and we'll be happy to connect you with the best-placed person to help.
You can reach us on 020 7820 7331, or send us an email. We look forward to working with you!
Harris Hill are great to work with - they are personable, reliable and honest. We have successfully recruited a number of candidates from them and they have been a fantastic asset to our organisation.
Community and Events Manager, St Mungo's
I’ve been on both sides of the table when working with Harris Hill, they supported me brilliantly when being recruited at Breast Cancer Now. They offered me lots of great advice and feedback throughout the process which led to me being really prepared and focused in my interviews. They have also been great when I’ve worked with them to recruit staff, they have really listened to the type of person and skills required for my recruitment which has led to lots of successful candidates over the years I’ve worked with them.
Interim Head of Community & Events, Sense
Harris Hill has been a fantastic recruitment partner to Livability for many years now. They have helped increase our employee brand in the fundraising sector, represent the charity in an engaging and clear way to prospective candidates, and have attracted stellar talent to the Livability fundraising team. The account management has been great; from personal relationships with Harris Hill account managers visiting our national office to get more of a sense what Livability stands for and the working culture to quick and responsive communications. It's been a pleasure working with the Harris Hill team. More recently, it's been a joy to partner with Joshua Liveras on our recruitment to a new Community Fundraiser - North. This is a strategic region Livability is growing engagement and fundraised income in, and Joshua has found us a stellar new candidate to help us make more of a splash in the region. I would personally like to thank Joshua and Harris Hill for their continued support and flying the flag of the Livability fundraising team.
Assistant Director of Fundraising, Livability
Harris Hill were a joy to work with. From meeting Hayley through to filling two corporate fundraising roles I was really impressed with her approach. Hayley really took the time to understand our needs and interrogated our job specifications in a way that demonstrated her clear knowledge of the sector but also the type of candidates we could reasonably expect. We were very happy with the candidates put forward for interview, and have been really pleased with our eventual two hires. The whole process was without stress and I’d work with Harris Hill again and recommend them to others.
I have always been impressed with Harris Hill: their consultants are tenacious and never give up until they find you that ideal fundraising candidate. I like the way they understand me and the charity to ensure that I get the right candidates. They provide a professional and comprehensive service and really know the third sector.
Deputy Director of Fundraising
Senior Individual Giving Officer
Harris Hill are delighted to be working with a specialist children's health charity in to recruit a Senior Individual Giving Officer. You will be jointly responsible for the operational delivery of the Individual Giving strategy and use proven fundraising techniques across print and digital to grow and diversify the programme, engaging with both new and existing audiences. You'll help to plan, manage and deliver impactful campaigns through the full creative process and will manage relationships with suppliers to ensure the delivery of results. This position would be an ideal step for a junior Individual Giving fundraiser to take on their next career step and increase their responsibility in a small but ambitious team, responsible for generating an income of c£1.5m. This role offers hybrid working and is recruiting on a rolling basis so, For more information about this position and next steps pleases apply here now or contact Hayley at Harris Hill on 02078207306. Harris Hill Charities 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.
£32k - 34k per year
Trusts and Statutory Manager
Harris Hill are delighted to be working with a charity who support young people by giving them the chance to engage with the arts and further their creative aspirations. They are searching for a Trusts and Statutory Manager to join their ambitious, creative and successful fundraising team. As the Trusts and Statutory Manager, you will manage your own portfolio of grant-giving organisations, create high quality and persuasive funding applications, ensure timely and professional reporting, and deliver an excellent level of stewardship and communications to bring grant-giving supporters. You will collaborate with colleagues to create compelling fundraising packages, think creatively to identify new gifts opportunities, and negotiate with supporters to maximise impact. You will also line manage the Trusts and Statutory Coordinator, setting timelines and targets to assist them in managing their own portfolio and developing their fundraising approach. To be considered for this role you will need: - Excellent written skills to create accurate, powerful, compelling and persuasive copy in a range of formats - Experience of securing grant funding and achieving financial targets - Experience of developing and implementing a grant funding strategy from research through to stewardship 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 firstname.lastname@example.org or call him on 020 7820 7332. Salary: £32,000 - £35,000 per annum Permanent, Full Time Location: London, with flexible hybrid working. Please send your CV and supporting statement to Dominic by Monday 11th July. 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.
£32k - 35k per year
Individual Giving Manager
Harris Hill are delighted to be supporting St. Martin-in-the-fields Charity to recruit an Individual Giving Manager. The Individual Giving Manager will be tasked with developing and delivering a programme to engage supporters of their highly succesful BBC radio 4 Christmas appeal all year round. This newly created role will involve working closely with the Campaign Manager and Head of Fundraising to create a multi-channel aproach to developing regular and long-term support for the Charity, including the develoment of a legacy programme. We are looking for a strategic, energetic, and insight-focused individual giving expert who can help us continue to grow our support from individuals. If you fit this bill, are passionate about supporting people experiencing homelessness and would like to join a supportive team delivering exciting income growth, we would love to hear from you. For more information about this vacancy please apply here now or contact Hayley Wilson at Harris Hill on 02078207306. Please note applicaitons will be seen on a rolling basis. Harris Hill Charities 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.
£38k - 45k per year
Engagement & Events Manager
Harris Hill are delighted to be working with a leading independent school in their search for an Engagement and Events Manager. You will deliver events and engagement activities for the whole of the school's community: pupils, Old Paulines, parents of current and/or former pupils, and staff. You will deliver on a day-to-day basis a programme of brilliantly executed opportunities, including both virtual and physical event formats, for members of this community to engage in a number of ways whether socially, professionally or philanthropically. Ideally you will have: A track record of delivering highly sophisticated events and communications programmes. experience working in development/alumni relations or equivalent profession. Experience of managing budgets. Experience of donor care management. Experience of volunteer management; committees, project teams or similar. Contract type: permanent Location: London Deadline: ASAP Salary: £28,000- £32,000 If you are interested in the role or want to learn more, then please do get in touch with Dagmara on 02078207315 or email her at Dagmara.email@example.com 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.
£28k - 32k per year
Senior Estates Manager
The Diocese of Portsmouth comprises 87 parishes including 54 maintained schools and academies across Hampshire, Dorset, Berkshire (except Slough), South Oxfordshire, the Isle of Wight and the Channel Islands. Formed 19th May 1882 by the division of the Diocese of Southwark, the Diocese of Portsmouth has a presence in every community and can offer ministry and mission to all who come to them, working towards the Bishop's vision of Bringing people closer to Jesus Christ through his church. The Diocese is looking for a Senior Estates Manager to join the team. This role carries senior and professional responsibility for the delivery of all schools' estates and facilities services across the Diocese. The postholder will provide building and construction expertise to support the development of the school's estate and be the principal advisor on all land, property, and facilities matters to the Parishes and Diocesan Trustees through the Head of Estates. The postholder will also be the competent person for all Diocese Health & Safety activity and work across the diocese including parishes working closely with our external Health & Safety consultants and internal colleagues to ensure full compliance. Key details: Role: Senior Estates Manager Location: The Diocesan Estates Team is based in Portsmouth, with a hybrid office/home model Salary: £50,000 per annum Contract: Full time, permanent Amongst other criteria, the successful candidate will have: Membership of RICS, or other relevant professional body and evidence of recent and continuous professional development Significant and relevant experience at a senior level, leading a property function in a large, complex, and multi-site environment, ideally schools An established record of estates and property portfolio planning, development, management, and rationalisation Well-developed understanding or risk management An understanding of data protection legislation This role will require occasional evening/weekend working and flexibility will be required. The role involves site visits throughout the Diocese, therefore a clean driving license and access to a vehicle is essential. If you would like to receive a full job description for this role with details on how to apply, please contact Faye Marshall at Harris Hill: Faye Marshall: firstname.lastname@example.org | 020 7820 7303 Closing date for applications: 9am, Monday 18th July 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.
£50k per year
Trusts and Foundations Manager
Harris Hill are delighted to be working with a maritime welfare charity that meets the practical, emotional and spiritual needs of seafarers, in their search for a Trusts and Foundations Manager You will be responsible for the existing Trust and Foundation portfolio, building and managing pipeline income streams to achieve personal and team targets. You will identify new opportunities for growth and develop a strategic plan to attract and secure new prospects and funders. You will also provide excellent supporter stewardship, ensuring everything from prompt acknowledgements, updates, reports, appeal asks, invitations and creating and delivering engagement opportunities including online and in-person events. To be considered for this role you will need: Proven experience in managing substantial income pipelines Excellent written skills to create accurate, powerful, compelling and persuasive copy in a range of formats Substantial experience developing and maintaining relationships with trust and grants funders. Excellent networking and interpersonal skills with the ability to relate to people at all levels and confidently represent the Society whether in person, on the phone, by video link or in written format. 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 email@example.com or call him on 020 7820 7332. Salary: £35,000+ Part time 3 days, Permanent Location: Flexible. You can work remotely, OR in the office (Southampton), OR Hybrid. Please send your CV and supporting statement to Dominic by Monday 27th of June 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.
£35k per year
Head of Estates (Diocesan Surveyor)
The Diocese of Portsmouth comprises 87 parishes including 54 maintained schools and academies across Hampshire, Dorset, Berkshire (except Slough), South Oxfordshire, the Isle of Wight and the Channel Islands. Formed 19th May 1882 by the division of the Diocese of Southwark, the Diocese of Portsmouth has a presence in every community and can offer ministry and mission to all who come to them, working towards the Bishop’s vision of Bringing people closer to Jesus Christ through his church. The Diocese is looking for a Head of Estates (Diocesan Surveyor) to have responsibility for the development and delivery of all estates and facilities services across the Diocese. The postholder will provide building and construction expertise and take a commercial approach to investment properties to support the development of the organisation. This role will be the principal advisor on all land, property, estates, and facilities matters to the Parishes and Diocesan Trustees through the Chief Operating Officer. The postholder will work closely with internal colleagues and external partners and advisers to ensure all estates and facilities matters are considered as part of any change or development. Key details: Role: Head of Estates (Diocesan Surveyor) Location: The Diocesan Estates Team is based in Portsmouth, with a hybrid office/home model Salary: £65,000 per annum Contract: Full time, permanent Amongst other criteria, the successful candidate will have: Membership of RICS, or other relevant professional body and evidence of recent and continuous professional development Significant and relevant experience at a senior level, leading a property function in a large, complex, and multi-site environment An established record of estates and property portfolio planning, development, management, and rationalisation A sound understanding of the legislative framework related to property management including listed buildings Well developed understanding of risk management This role will require occasional evening/weekend working and flexibility will be required. The role involves site visits throughout the Diocese, therefore a clean driving license and access to a vehicle is essential. If you would like to receive a full job description for this role with details on how to apply, please contact Faye Marshall at Harris Hill: Faye Marshall: firstname.lastname@example.org | 020 7820 7303 Closing date for applications: 9am, Monday 18th July 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.
£65k per year
Are you passionate about politics and want to be in the heart of Westminster? This might be the role for you! It is a brilliant junior fundraising role for someone who loves working with people and is excited to work with major donors. They are looking for a new Philanthropy Officer to join a fun, dynamic team. This is a great role for someone who has got fundraising experience. The Philanthropy Officer is a crucial part of the Development team, with a shared goal of maximising growth in revenue. This role would suit someone creative with the freedom to test and implement innovative fundraising products or events. An interest in both UK and international politics is desirable, with a commitment to the organisation's internationalist values being essential A brilliant role to earn a base of £28,000 - £30,000. To apply you will need to: Ideally be a brilliant fundraiser or account manager within the charity sector Loves working in a team and is driven by the third sector, as well as by financial rewards too. Excellent relationship builder. If you would like to have a chat to learn more about this role and to receive a full job description please contact Hannah at Harris Hill on Hannah.email@example.com or call her on 02078207331. The role closes on Friday 1st of July in the morning so please send your CV ASAP to Hannah at Harris Hill. 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.
£28k - 30k per year
Client Account Manager (Events)
Harris Hill are thrilled to be partnering up exclusively with an organisation that uses technology to significantly help the way charities can fundraise. With offices in London, New York, Toronto, Vancouver, Hong Kong and Sydney, the organisation has helped raise over £500 million, supporting some of the biggest names in the charity world. They are looking for a new Client Account Manager (Events) to come join their London team. You'll be joining a young and dynamic team, who are incredibly talented. This role is perfect for someone who is doing events or account management currently and is looking to straddle the line between the charity and private sector space. It will be a great opportunity for someone who is looking to transition into the CSR private world, whilst still working with charities. You'll be joining a team that work with charities on a range of over 150 events. You also will be helping guide and charities on certain ways of using Givergy and fundraising. A brilliant role to earn a base of £30,000, with a commission earning potential of £3000+. To apply you will need to: Ideally be a brilliant events fundraiser or account manager within the charity sector Loves working in a team and is driven by the third sector, as well as by financial rewards too. Excellent relationship builder If you would like to have a chat to learn more about this role and to receive a full job description please contact Hannah at Harris Hill on Hannah.firstname.lastname@example.org or call her on 02078207331. The role closes on Friday 1st of July in the morning so please send your CV ASAP to Hannah at Harris Hill. 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.
£30k - 33k per year
Client Account Manager (Events)
Harris Hill are thrilled to be partnering up exclusively with an organisation that uses technology to significantly help the way charities can fundraise. With offices in London, New York, Toronto, Vancouver, Hong Kong and Sydney, the organisation has helped raise over £500 million, supporting some of the biggest names in the charity world. They are looking for a new Client Account Manager (Events) to come join their Scotland team. You'll be joining a young and dynamic team, who are incredibly talented. This role is perfect for someone who is doing events or account management currently and is looking to straddle the line between the charity and private sector space. It will be a great opportunity for someone who is looking to transition into the CSR private world, whilst still working with charities. You'll be joining a team that work with charities on a range of over 150 events. You also will be helping guide and charities on certain ways of using Givergy and fundraising. A brilliant role to earn a base of £30,000, with a commission earning potential of £3000+. To apply you will need to: Ideally be a brilliant events fundraiser or account manager within the charity sector Loves working in a team and is driven by the third sector, as well as by financial rewards too. Excellent relationship builder If you would like to have a chat to learn more about this role and to receive a full job description please contact Hannah at Harris Hill on Hannah.email@example.com or call her on 02078207331. The role closes on Friday 1st of July in the morning so please send your CV ASAP to Hannah at Harris Hill. 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.
£30k - 33k per year
Major Donor Manager
Harris Hill are delighted to be working exclusively with a brilliant international development charity. They are searching for a brand new Major Donor Manager who will led the team of 3 and help bring in £1.2million over the next 3 years. This is a great role for some one who has been at a smaller charity as an officer or manager level, or someone who has a 3+ years of major donor experience. They are open to experience, but ideally you will have clear experience of bringing in 5/6 figure gifts from donors. The major donor team sits in the Philanthropic Partnerships team (PPT), which is responsible for all major donor, trust and foundation relationships and income (£10k - £1m plus). It is a high-growth, exciting and innovative team, having increased annual revenue from £1.5m in 2012 to over £6m in 2022. To be considered for this role: Experience of bringing in 5/6 figures from major donors. Experienced in working in a fundraising environment, managing and prioritising a portfolio of existing and prospective funders Has strong interpersonal and communication skills, both written and verbal, to build relationships, negotiate and persuade a wide range of audiences both internally and externally If you would like to have a chat to learn more about this role and to receive a full job description please contact Hannah at Harris Hill on Hannah.firstname.lastname@example.org or call her on 02078207331. The role closes on Tuesday the 5th of July in the morning so please send your CV ASAP to Hannah at Harris Hill. Salary is £42,900. 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.
£42,930 per year
NHS Trust Engagement & Fundraising Manager
When someone becomes ill, the effect on them, their friends and family can be life changing. It can happen to any of us. The consequences of mental ill health are far reaching – affecting employment, relationships, finances and even life expectancy. The Maudsley Charity exists to fund the people and projects striving to improve care, support recovery and prevent mental illness. The Maudsley Charity – NHS Trust Engagement & Fundraising Manager Location: Denmark Hill, London (and home working) Salary: £36,000 - £43,000 per annum Contract: Permanent, up to fulltime, open to flexible working This role will develop an Engagement Strategy for South London and Maudsley NHS Foundation Trust (SLaM) to deliver growth in voluntary net income and build awareness of the charity and its impact within the Trust. As the NHS Trust Engagement & Fundraising Manager, you will also be the central contact for fundraising, building meaningful and lasting relationships with Trust staff, service users, carers and families; supporting them to achieve their fundraising ambitions. Maudsley Charity already have a good relationship with the Trust but now we want to work more strategically, so staff know who we are and how we’ve supported them in the past, how we can help them and the Trust to make a greater impact on people with mental illnesses, and how they can support us to do that. We are a small but mighty Fundraising and Communications team, right at the start of our journey, so this role will be both rewarding and challenging. You’ll need to be able to flex between designing well-informed plans that look to the future, to doing the groundwork to get the basics right. But you’ll be working with the new supportive Director of Fundraising & Communications and the small but mighty Fundraising & Comms team, as well as the wider organisation to celebrate your achievements and help you navigate the challenges. Maudsley Charity values potential as much as transferable skills and experience and are looking for a wide pool of candidates for this role. We particularly welcome your application if you are from a Black, Asian, Minority Ethnic background, have a disability, are LGBTQ+, or have any other protected characteristic. For this role we are running a blind recruitment process; will pay for UK travel expenses for interviews if needed; none of the criteria for this role is essential so we encourage you to talk about your potential as much as your transferable experience and skills in your application; we will give you the interview questions before the interview so you can prepare if you’d like; you be scored fairly; and we encourage you to find out as much about us as we want to find out about you. We are committed to offering interviews to candidates who meet the role requirements and have lived experience of mental illness. The successful candidate will be able to navigate complex organisations, build strong relationships and engage people individually and en masse through a range of channels. You’ll need to be able to balance looking and planning ahead with rolling your sleeves up and getting stuck in. It would be helpful if you’ve worked in a fundraising environment before, if you have managed long-term donor or client relationships, or have experience of working in an NHS or mental health charity. Above all, we are looking for potential, so if you think this role is for you, please get in touch with Harris Hill for more info and to apply. Closing date for applications: Friday 8th July 2022 1st Interview date(s): W/C 18th July 2022 2nd Interview date(s): Friday 29th July 2022 If you would like to receive the full job description for this role, with details on how to apply, please contact Belton Bass at Harris Hill. Belton Bass: email@example.com The Maudsley Charity is an equal opportunities employer, and makes no discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief and sex. To learn more about the Maudsley Charity visit our microsite here.
£36k - 43k per year
Development Manager (Statutory & Services)
Harris Hill are delighted to be working with a children's charity who champion children's right to be safe, secure and supported. They are searching for a Development Manager (Statutory and Services) to lead on tendering and income generation. As Development Manager, you will be leading on tendering and income generation activities targeting statutory bodies, research councils and charitable institutions. You will manage an exciting pipeline of opportunities and provide expert advice and project management support to staff and partners. You will have the opportunity to operate right at the heart of an innovative systems change agency advocating for children and families at the highest levels of policy making. To be considered for this role you will need: - Demonstrable experience of securing five, six, and seven figure contracts and grants from government and institutional commissioners - Proven experience of successfully generating new business contacts and contracts e.g. creating and selling products - Strong written and editing skills, including matching funder language and ensuring all areas of a bid have been addressed - High levels of project management and prioritisation to meet set financial and non-financial targets 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 firstname.lastname@example.org or call him on 020 7820 7332. Salary: £39, 554 per annum Permanent, Full Time Location: London Fields, London with flexible hybrid working. Please send your CV and supporting statement to Dominic by Wednesday 20th July. 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.
£39,554 per year
Harris Hill are delighted to be working with a fantastic international charity in their search for the Events Administrator. This is a fantastic opportunity for a graduate or someone looking to move into events in the charity sector. The primary objective of this role is to work with and provide administrative support to the Events team in their contribution to the implementation of the charity strategy through the management and delivery of various events. You will be working closely with appropriate teams, the role incumbent, you will provide administrative support to ensure the delivery of exceptional events ,International Award Forum, International Council meetings, royal visits, seminars, webinars and workshops. Ideally you will have: Experience of Salesforce or similar data management/CRM tool Experience of building and maintaining excellent client relationships Experience of working with a diverse range of stakeholders Extremely organised Multitask, juggle tasks and deadlines Excellent customer service skills Accurate and excellent written and oral communication skills Salary: £22,854 per annum Location: London, flexible working with 1 day a week minimum in the office Deadline: ASAP Contract type: Permanent Only successful candidates will be contacted
£22,854 per year
Service Improvement Specialist
Service Improvement Lead Permanent Contract | Full Time Location: The charity are based in central Bath City location and dependant on your location, would be happy to support fully remote working or hybrid working from the office base. Salary: up to £45,776 per annum pro rata The Service Improvement Lead is an exciting new hands-on role which will enable the charity to tackle and address the variation in access to Fracture Liaison Services (FLS) that is leading to osteoporosis patients experiencing health inequalities across the UK. Reporting to the Service Improvement Lead, the role will support us to address these health inequalities by challenging the inequity of FLS provision by influencing and supporting the NHS to implement and deliver high quality FLSs across the UK to address this variation. You will use your understanding of current UK wide health structures and knowledge and ability to identify opportunities to influence for system wide change to ensure that activities are underpinned by effective approaches that target those most able to bring about change. We're looking for someone who can build strategic relationships at local, regional and national level to effectively influence change and use your expert knowledge and skills to develop and deliver influencing activities that increase the uptake of evidenced based interventions across the UK, ultimately leading to improved support and care for patients with and at risk of osteoporosis. Closing Date: 6th July 2022
£34,062 per year
Harris Hill are delighted to be working with a leading cancer charity in their search for an Events Officer to maximise net income by delivering key third party events including runs, cycles and triathlons, maximising their amount raised and repeat participation rates. Location: London, Glasgow, Sheffield or Cardiff, hybrid with minimum 2 days in the office You will deliver a range of third party events with a focus on growth in net income and engagement of participants. You will Implement supporter journeys, building excellent relationships with participants, ensuring we reflect best practice in supporter retention and development to maximise the amount raised. You will Implement post event stewardship journeys to retain participants, delivering an increase in repeat participation for the charity. You will manage the logistics and delivery of your events including training days, cheering points and post-race receptions and events. You will manage the registration process, web systems and maintain database records for all event supporters by liaising with all relevant internal teams and external fulfilment companies. Ideally you will be: Passionate about the difference your hard work can make, you'll be dedicated and enthusiastic about working in the charity sector. Your relationship building skills and positive approach will engage a range of stakeholders, from event providers to fundraisers. You'll manage recruitment, stewardship and on the day event experiences - and will be empowered to create an engaging and stand-out journey for everyone who signs up for events within your care. Your previous experience might be in another area of fundraising or event management, and you'll be looking to make the next move in your career to gain experience and exposure to high profile fundraising events. Salary: £26,633 - £29,592 per annum Location: you can be based in any of this cities: London, Glasgow, Sheffield or Cardiff, hybrid with minimum 2 days in the office Deadline: 2nd May at 8am Contract type: Permanent To find out more please email a copy of your CV to Dagmara.email@example.com or call 02078207315. Only successful candidates will be contacted.
£26,633 - 29,592 per year
Head of Legacy Fundraising
Harris Hill are delighted to be partnering with Cafod to recruit a Head of Legacy Fundraising. As the Head of Legacy Fundraising you will lead the development of legacy strategies and the delivery of a programme of activities across all channels to increase legacy enquiries, pledges and income. With a focus on legacy marketing, you will develop the legacy team's annual plan to maximise opportunities, apply best practice to a supporter-focused stewardship programme and explore new channels for legacy promotion. You will mange a team of 2 (including a legacy administrator). Cafod's legacy income of c£10m annually is critical to ensuring they can fulfil their long-term commitments to their overseas partners, so this role would ideally suit an experienced fundraiser with good knowledge of legacies or Individual Giving fundraising or Direct Marketing, and would be an ideal position for someone ready to take the step into a "Head of" role. This is a hybrid working position. For more information about this position and next steps pleases apply here now or contact Hayley at Harris Hill on 02078207306. Harris Hill Charities 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.
£46.7k - 48.7k per year
Senior Development Executive (Maternity Cover)
Harris Hill are delighted to be partnering up with the University of Oxford to find them a Senior Development Executive, which will be raising funds for their world-class Physics department. The Department of Physics is one of the top ten departments in the world. Their academics observe the wonders of the Universe from the very big to the very small: from seeking planets with the potential for life outside the solar system, to undertaking some of the most delicate experiments in quantum physics. Physics has applications in so many fields, including biology and nanotechnology, to find new ways to treat cancer; the development of new materials to generate green energy; and the understanding of climate science, with its impact on the Earth. Title - Senior Development Executive - Mathematical, Physical and Life Sciences (MPLS) Location - Remote working 3 days, 2 days in Oxford Contract - Fixed-term maternity leave cover of up to 14 months Salary - Grade 8: £42,149 - £50,296 per annum with possible extension to £54,943 Closing - 11th of July 9am Interviews W/C 18th of July - with second stage interviews happening on the W/C 1st of August. You will be raising money to support research; to enable students from around the world and from every background to come and study at Oxford; and to help promote the public understanding of Physics. You will work closely with the Head of Physics, as well as some of the most inspiring scientists in the world, and will forge relationships with existing and new donors to the department. While an interest in science is essential, you do not need to be a Physics graduate, just an enthusiast for knowledge. An experienced development professional with a strong track record of securing major gifts, a confident approach and the ability to think creatively, you will lead on major gift fundraising (£100k-£1m+) working with a range of donors (corporates, trusts and individuals). The department has a well-established alumni programme and a very active and supportive development board that you will work closely with. To apply for this role and for further details, including a job description and person specification, please contact Hannah at Harris Hill on firstname.lastname@example.org or call her on 02078207331 or Faye Marshall on email@example.com 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.
£42,149 - 54,000 per year
Big journeys begin with small steps, say people who’ve never hiked to the furthest departure gates for a budget flight from Gatwick. But thinking small can often be a smart move when it comes to your choice of employer, so in celebration of Small Charity Week, we're sharing six good reasons to join a small charity and ten fantastic opportunities to do so. There’s a lot to be said for working for a small charity, much of which we said in our article 'Should you be working for a large or small charity?' back in early 2020. But by way of a brief(ish) summary, because life is short and you've got more than enough to do, we give you... Six reasons to work for a small charity Broader experience Small charities don’t have the luxury of hiring different people for every different job, so your job title may just be the start of what you do. With fewer people on board, it’s all hands on deck, so a fundraiser, for example, will probably work across multiple revenue streams, and may get involved in marketing, managing events and many more areas of the charity’s work. Will you be busy? Yes. Will you curse yourself for volunteering to do far too many things at once? Also yes. Will you ever be bored? Impossible. When would you find the time? Greater autonomy and responsibility If you’re a digital team of one, guess who’s making the decisions on digital strategy? If you’re used to your brilliant ideas having to pass through five layers of people for approval, each finding new and creative ways to ruin it with 'helpful suggestions', you’ll find the speed and simplicity of decision-making both liberating and exhilarating… Greater exposure …which can sometimes be a little scary, as there’s nowhere to hide if it all goes horribly wrong. But the upside - unlike larger organisations where your achievements can often blur into those of the wider team – is that whatever you do will be recognised, giving you full credit where it’s due. Flexibility and speed In the nautical world, as we learned last year when everyone’s internet shopping got stuck in the Suez Canal, larger vessels find it harder to change course, and the same is true of most organisations. With fewer people in a smaller area, small charities can often be more agile and respond more quickly when things change – in the same way a squirrel can scamper up a tree at the first sign of trouble, but when you try it as an elephant, it tends not to end quite so well. Being close to the action Working at the head office of a major charity can sometimes feel half a world away from the people you’re trying to help, which is often because it is. In a small charity however, you’re more likely to have direct contact with beneficiaries and supporters, getting to see the difference you’re making first-hand. The atmosphere ‘We’re like one big happy family!’ say all kinds of alarming organisations. But if they're anything like actual families, it can only be so big before you start getting factions and tribes, meeting up with smiles all round at Christmas while secretly plotting each other’s demise. Or at least, a sustained programme of ‘not being very helpful to’. But whether it’s just the numbers, proximity, or the camaraderie of pitching in together to get things done, small charities do seem particularly good at fostering a genuinely friendly environment. Ten of the best If a small charity sounds like the right kind of place for you, read on: here are ten great opportunities we currently have with fantastic small charities around the UK. Just click any of the titles or links for full details of each role and how to apply. Director of Development & Strategic Partnerships Newcastle • £40,000 - £45,000 • Full time Read more ► Fundraising & PR Lead Kent • £37,000 • 22.5hrs per week over 3, 4 or 5 days (flexible) Read more ► Fundraising Manager Crowborough, East Sussex • £30,000 - £32,000 • Full time Read more ► Chief Executive Officer Cardiomyopathy UK, Amersham • c£65,000 • Full time hybrid role, 3 days per week in the office Read more ► Chief Executive Officer Dartmoor Preservation Association, Devon • c£45,000 pro rata • Part time hybrid role, 4 days/28 hrs per week Read more ► Director of Finance & Resources London • £57,000 - £60,000 • Full time hybrid role, min 2-4 days per month in the office Read more ► Part Time Head of Finance Milton Keynes • £47,500 - £52,000 pro rata, • Hybrid role, 4 days per week, 1 of which to be in the office Read more ► Finance Executive Woodford Green, London • £38,000 - £40,000 (full time) or pro rata part time (3-4 days per week considered) • Hybrid role Read more ► Programme Manager Denmark Hill, London • £38,000 - £46,000 depending on experience • Full time, hybrid working Read more ► Senior Impact & Learning Manager Denmark Hill, London • £48,000 - £52,000 depending on experience • Full time, hybrid working Read more ► None of these quite what you're looking for? View more of our latest jobs ► Back to the Harris Hill Blog homepage ► More from the Harris Hill Blog Should you be working for a large or small charity? Does size matter? It’s a question we’re certainly not the first to tackle - if that’s the word - but what size of charity is best for your career? The Fundraiser asked us and here's what our deputy CEO Faye Marshall had to say. Read more ► 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. Read more ►
If you've tried to recruit recently, you'll know that candidates are getting harder to find than sea turtles, anything your size in the sale, or the point of ITVBe. So what's going on, and what can you do about it? Here's our take on it, adapted from our 2022 Salary Survey. Given the pandemic saw many charities scaling back their operations, with 43% reporting job cuts by September 2020, and at least 7,400 known redundancies by the end of that year, you might expect to find a plethora of available candidates battling it out for precious few vacancies in the sector right now. But far from it: jobs on our site have been nudging pre-pandemic numbers for months, yet applications have yet to bounce back to anything like the same extent (NB: great news if you’re job-seeking - apply now while there’s limited competition). So where is everybody? One factor is that many of those made redundant or furloughed in 2020 have left the sector altogether. Having had to find new employment, many have embraced their new careers and seem unlikely to return any time soon. The labour shortage isn't unique to the charity sector, of course. Teachers, truckers, cabin crew, carers: it’s hard to name a group who aren’t currently short on numbers (besides government ministers, who we’ve had more than enough of for years, some would say). In some of these cases, dare we say it, Brexit appears to be a contributing factor, but for charities? Not so much, according to NCVO’s UK Civil Society Almanac, which shows that after falling slightly in the immediate wake of the 2016 referendum, the proportion of EU nationals in the UK charity workforce has since remained stable, hovering around 4%. However in London the figure is nearer 14%, potentially making any fluctuations more noticeable. Safety first A bigger factor is that in the stormy, uncertain conditions created by the pandemic, many who might otherwise have opted to move have been reluctant to rock the boat. After all, the launch of the furlough scheme had vividly illustrated the danger: only those on the previous month’s payroll were originally eligible for support, throwing a lifeline to established employees, but leaving those who’d just changed jobs to drown (not literally – you’re thinking of immigration policy). While this was remedied some weeks later, many will have concluded in that time (if not already) that staying put was by far the safest option. Charities have also been seeking stability, judging by the frequency and size of increases offered to retain existing staff. For many organisations, it’s been a better option than having to find replacements, with onboarding having proved a particular challenge while working remotely. Further factors We’ve also seen a significant cohort choosing to move out of London, where about 50% of the sector and many of our clients are based. However most of these individuals have been choosing to stay within the sector, so it’s more a redistribution of the candidate pool than a reduction. This is perhaps the only group who may have seen slight reductions in salary, if they previously received London weighting. In summary then, the ongoing candidate shortage is partly about numbers, with fewer people in the sector, and partly availability, with a smaller proportion than usual in the market for a move. Both are likely to continue the upward pressure on salaries. Tackling the problem When every role requires charity sector experience that no new entrant can gain for that very reason, the only possible result is ever-increasing competition for an ever-diminishing pool of candidates. Meanwhile outside the sector, the pandemic led many people to re-evaluate their priorities, one result of which is an even bigger-than-usual pool of talented people in the commercial sector who are eager to work for charities. It's by no means the whole solution, but we're starting to see an increasing number of charities turning this to their advantage, particularly in areas like corporate fundraising, where those on the business side of a partnership are well-placed to vault over the fence to the charity side. In our experience, where charities are embracing this, not only are they bringing valuable new skills into the sector, but it’s also proving to be a highly effective way of increasing diversity, making it well worth considering as a way forward. For more on current market trends, together with the latest rates for more than 200 charity roles, check out the full Harris Hill 2022 Salary Survey, give us a call on 020 7820 7300, or get in touch with one of our specialist consultants. More from the Harris Hill Blog How to handle competency-based interviews They’re a great opportunity to show you’ve got the skills, but how can you be sure to shine? Director Jenny Hills of our executive practice offers detailed insight and expert advice in the first of a two-part guide. Read more ► What to expect as a charity sector temp It's a great way to gain skills and experience fast, and with high demand throughout the sector, might temping be right for you? Our senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know. Read more ► Back to the Harris Hill Blog homepage ►
They’re a great opportunity to show you’ve got the necessary skills, but what exactly are they and how can you be sure to shine? Director Jenny Hills of our executive practice offers detailed insight and expert advice in the first of a two-part guide. What is a competency-based interview, and why do recruitment panels use them? A competency-based interview is one that focuses on establishing that you, as a candidate, have the skills, knowledge, experience, etc, to succeed in a role, as evidenced by your achievements so far. These competencies should be made clear on the job description and person specification of a role. If you read these documents carefully ahead of time, there should be no surprise questions in a competency-based interview. Competency-based interviews are used by organisations because: • They are fair and objective. In a well-run recruitment process using competency-based interviews, candidates can be well-prepared as they will have the JD and person specification well ahead of the interview. All candidates are asked the same questions in the same amount of time, and are assessed against the same criteria (the competencies). • They can highlight your potential and transferable skills. If you're going for a promotion (say from Head of Finance to a director role) or looking to move into a different type of role, a good person specification should break down the role into separate points such as 'ability to manage a remote team', 'knowledge of charity accounting rules', 'ability to communicate complex information to non-finance specialists', etc. Each of these are competencies. A step-up candidate can show they have these competencies with specific examples (and can therefore be successful in the new role), without having held that exact title before. • They help level the playing field for candidates who are not natural interviewees. There are people out there who are just good at interviewing. They're able to relax, come up with answers quickly, and can tell a great story about why they would be perfect for this role. Lucky them, but that’s not most of us. Most of us get a little nervous, need to take a breath before answering a question, and despite researching the organisation thoroughly before an interview, don’t turn up thinking we can solve their every issue before lunchtime on our first day. Competency-based interviews actually help you here, because you can prepare, anticipate the questions you’ll be asked, and therefore (fingers crossed), be less nervous. Also, you're not being assessed on your insider knowledge of the organisation - you're being assessed on how your own experience to date has prepared you for this role. These interviews are also effective at weeding out candidates who are good at interviewing (who can talk the talk) but in reality are less qualified for the actual role. Someone who can talk a great game about how they would, say, double the charity’s income in six months, won’t get very far in a competency-based interview if they can’t provide solid evidence of a track record of doing something like that before. How to tell if you’re in a competency-based interview Hopefully, you will have been briefed ahead of time on the format of the interview, but if not, you can spot a competency-based question by its focus on your past career. Some tell-tale phrases are: • Give me an example of… • Tell me about a time when… • Where have you demonstrated… • What experience do you have of… • How have you gone about… If you hear any of these or similar, it’s a competency-based question. Sometimes, the focus on the past might be less obvious, but a competency-based answer is still usually the best way to answer questions like these: • Tell us about your knowledge of… • Describe your ability to… • What’s your awareness of… Even if it's not the main focus, most interviews will include some competency-based questions. So, how do you go about answering them? Answering competency-based questions with the STAR technique The STAR technique is Competency-Based Interview Answers 101. Basically, the STAR technique is about answering a competency-based question with an example in four parts: Situation, Task, Action, Result. What does that mean in practice? Let’s look at an example. The question to be answered is, “Please could you tell us about your experience of leading and motivating a team?” What this means Answer Situation Setting the scene: what your role was, and the challenge or opportunity When I joined my current role as Head of Trust Fundraising, I had a team of five relatively inexperienced staff who were demoralised, felt isolated and were directionless after an extended period without a team leader. The trust bid pipeline was in danger, and was projected to deliver only 60% of the team’s target, which ultimately risked service provision. Task What your responsibility was/what you needed to do I was tasked with stabilising and growing the trust funding pipeline, which required me to develop and motivate the team to perform at a level they never had before. Action Quite simply, what you did I held workshops with the team to review what had been won, what had been submitted, what was in process and what was expected for the rest of the financial year, and an assessment of how likely we were to win each bid. We used this information to write a new annual strategy for trust fundraising. For each member of the team, I gave them a “blank slate” and focused on their performance now and in the future, setting individualised KPIs against the strategy, and regular check ins with me. I set a firm “no-blame culture” across the team between individuals and in group settings. I also set up a “buddy system” with the services team, so my team could see the impact of their work and the services team got a better understanding of what my team needed to write effective bids. Result What was your impact? By the end of the financial year, we had secured the existing pipeline of funding, as well as an additional 15% on top of our target. We were able to review our annual strategy and convert it into a 5-year strategy, which we are now halfway through the third year of delivery, with year on year increases in funding won. The same people are still in the team, with one member promoted by me last year into a manager position in accordance with her development plan, with a new hire reporting into her. Our latest staff survey revealed that the team feels strongly connected to the work of the charity, with a clear sense of their own individual contribution. Why use the STAR technique? The point of the STAR technique is to provide a clear structure to your answer that is easy to remember and follow for both you and the interviewer. Most of us are good at remembering chronological, cause-and-effect narratives – a story - which is basically what an answer structured around Situation, Task, Action, Result creates. It’s easier for you (and equally importantly, the panel) to remember a nicely structured story than a list of facts and figures, no matter how impressive those facts and figures may be. Similarly, don’t feel the need to throw in every single detail you can think of for the example you do give, and risk the panel losing the thread of your story. Stick to what is most important and relevant to the role you are interviewing for. Which is why… Less is (usually) more So, you're asked to demonstrate your communication skills. You’re a great communicator and have loads of examples, but don’t be tempted to reel them all off. Stick to one example that you judge to be most relevant to the role, and tell it well using the STAR technique. Put yourself in a panel member’s shoes as they are listening to your answer. What’s easier to follow: a list of ten projects from across your career (which are probably on your CV already) or one example, put in a context that makes it relevant to the vacancy, and that follows through to an impressive result that they would like to see replicated at their organisation? If you’ve given a strong example and now want to go further and show you’ve done this more than once, you can demonstrate this breadth by finishing with something like, “that was the most complex communications challenge I have faced, but I applied the same principles in the merger at this charity, the rebrand at that charity, and most recently the new service launch in my current role”. In part two, we'll look at how to bring your personality and values into play, deal with competencies you don't have, and inspire the panel with your vision for the future, not just your past. Read part two ► More from the Harris Hill Blog The Harris Hill Salary Survey 2022 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. Read more ► Back to the blog homepage ►
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 ►
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 ►
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 ►
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 ►
Welcome back to Charity Careers, in which freelance writer Nicola Greenbrook invites key influencers in the charity sector to share their career story and how they navigate the professional world. We discover what they've learned along the way, what motivates them to get up in the morning and what their dream breakfast might look like when they do... In these extraordinary times, Nicola was delighted to chat (virtually, of course) to Susana Lopez, Head of Leadership Giving for Cancer Research UK about her impressive career to date and balancing parenthood with the personal reasons that drive her work for CRUK. She also learned how the charity is responding to COVID-19 and why breakfast in Spain, the complete works of Austen and Tiger King are a few of Susana's favourite things… Hi Susana - we know the name of course, but how would you sum up CRUK's mission and cause? In the 1970s, just 1 in 4 people in the UK survived cancer. Today, thanks to research, that figure has doubled. At Cancer Research UK (CRUK), our ambition is to continue to accelerate this progress so that 3 in 4 people survive cancer by 2034. As the largest independent funder of cancer research in the world, we define global research priorities. Untethered to government funding, we can react rapidly and have the agility to support courageous, risk-taking science. Since our beginnings in 1902, our work has helped uncover the causes of cancer, leading to some of the earliest studies into risk factors, including the link between smoking and cancer. We also laid the foundations for the UK’s national cancer screening programmes and today’s radiotherapy and surgery techniques, and we have contributed to developing eight of the world’s top 10 cancer drugs. Today, we support more than 4,000 nurses, researchers and doctors across a network of exceptional cancer research centres and partner with more than 80 organisations all over the world. We cover every aspect of cancer research and every step of the cancer journey, from our patient information programmes to prevention, diagnosis and treatment. What are you responsible for in your role? My role is really varied! I head up Leadership Giving which sits within the wider Philanthropy and Campaigns team. We work with amazing supporters who want to make a difference by investing in truly cutting-edge research and support. This includes the Catalyst Club, dedicated philanthropists working with us over the long term to have an impact on key areas of CRUK's work; early diagnosis, developing the next generation of science leaders, and the new City of London centre. What drew you to CRUK and when did you join? I’ve had two stints here; from 2006 to 2015 I was a trust fundraising manager and then a senior manager in CRUK's first capital campaign team, Create the Change, raising £100m for the development of the Francis Crick Institute in Kings Cross. I came back to the organisation in November 2019 as Head of Leadership Giving. The simple answer as to why is that cancer has had a profound impact on my life and my family; we lost my mum to ovarian cancer eight years ago; the treatments that kept her well for nearly four years post diagnosis were in part developed by CRUK. All four of my grandparents died of cancer, and too many other family members. I'm an Arts graduate, so was never going to go into science and find new and better treatments myself, but I can put my shoulder to the wheel in the fundraising efforts and secure the investment needed for cancer research. We're hearing much more about medical research in these unprecedented times of course, albeit for a different reason. How has the current pandemic impacted CRUK and your role in particular? Michelle Mitchell, our CEO, has been very open on the impact of COVID-19 on CRUK; unprecedented times indeed. We’ve had to close our shops, and postpone huge events like Race for Life and the gala events which really drive our fundraising programme, and are predicting a 25% drop in income this year, potentially more. The organisation has renegotiated leases on shops, made full use of the government's Job Retention Scheme by furloughing a large number of staff, and made every saving possible in order to protect the investment we make in the front-line science. Even so, we've had to make some tough decisions about the science we can fund, and have had to plan for cuts to that spend. Within my role, we work closely with senior volunteers, ambassadors who are willing to open up their networks and introduce potential supporters to our work, often through a range of events. Obviously we can’t plan those events currently, so we have had to almost throw out the old plans and start afresh. This could be terrifying, but has actually felt very liberating - we have permission to think outside of the box, and to really get insight from our supporters as to what they feel will work, and trial some new ways of working. How did you start your career and what have been the key roles? My first role was as a trust fundraising executive at YMCA England. I'd returned to my home town (after a post-uni year in Spain) to find everyone had scattered, mostly to London! So when a friend contacted me to say there was an entry level role at YMCA England where she was working, I applied. Although I knew nothing about fundraising (amazing to think now that there once was a time when these roles were available to someone with no fundraising experience), I quickly realised that it was a perfect role; lots of talking to colleagues in service delivery about what they were planning and what the impact would be, creative and impactful writing, talking to potential supporters and asking for advice and selling in the work and the difference it would make to homeless and disadvantaged young people. I've since worked in a range of organisations at a range of levels and I don’t know if there are roles I would pick out as being particularly key. Maybe my senior manager role at CRUK the first time around (!) as it really exposed me to working with amazing senior leadership and senior volunteers and to work with really significant supporters to secure multi million pound gifts towards a capital appeal, and to see how a campaign really works. What I would say is that there have been people who have been key to my career; from my first manager at YMCA England, Christine Douglas, who taught me how to structure a trust proposal and how to write for impact, through to Jennifer Cormack at CRUK who showed me how to lead a team collaboratively. Debbie Gilbert at St Giles Trust showed me how to show up as a leader (and never to take no for an answer!), Catherine Miles at Anthony Nolan showed me how to manage upwards and protect your team, and Russell Delew at CRUK gave me the opportunity to work on what was at the time CRUK's biggest capital campaign and secure some of the biggest gifts of my career… Was a charity career always your goal? It really wasn’t; I didn’t know what fundraising was when I applied for my first job in the sector. From childhood I wanted to be a journalist, but fell out of love with the idea on graduation (although three of my family are journalists on TV and in print now, so I feel I'm living the dream vicariously through them!) and I was at a loss what to do with the skills an English Literature degree and a naturally nosey nature had fitted me for. Luckily it turns out being inquisitive, talkative, with a good memory and a way with words is a perfect basis for a career in trust and major gift fundraising. How do you keep your skills fresh and ensure continuous learning along the way? I'm a huge fan of continuous learning - we can all learn something new. I've been working as a fundraiser for 25 years (ARGH) and still enthusiastically sign up for the Institute of Fundraising Convention each year alongside interesting looking briefing events, and especially the Showcase of Fundraising Innovation and Inspiration’s (SOFII) annual I Wish I'd Thought of That event. I also think it's imperative to learn from your peers and keep your ear to the ground with what's happening across the sector to ensure you don’t end up in your own little organisational bubble/echo chamber. To that end, I set up a networking group and invited people I met across the sector to come along; we meet four or five times a year and share news, ask questions, ask for support and advice and make connections. It's fascinating to see how other organisations deal with the challenges we all face - we're meeting in May, and I can't wait to hear how everyone is dealing with COVID-19! What would you advise graduates seeking to join the sector, or more experienced people considering a leap into leadership? When I'm interviewing, I always look for behaviours over a skill set, so my only advice to graduates would be show flexibility, how you've taken on new responsibilities or roles, and your willingness to learn. Skills can be taught. For people moving into leadership - choose the organisation carefully! I’m being half-facetious, but the serious point is to look at how the organisation supports its managers and leaders, what's expected of them, and what training there is internally - for example on managing a team, conducting 121s and annual reviews. These skills are key to managing and too many organisations think they’re innate. They aren't, as anyone who has suffered with a badly trained manager will tell you. Aside from that, be open, honest and transparent - turn up as yourself, and as authentic as you can be. When times get hard, it's tough to maintain a facade! And finally, approach someone you admire and ask them if they'd be willing to act as a mentor. I've listed some of the people who have been key to my career, but I've learned so much from so many people across the sector which has been invaluable. What’s the best piece of advice you’ve ever been given? Christina Grant (who contributed to your article on how to be assertive at work) had a profound impact on me when she worked at CRUK as a trainer. I use some element of her Raising The Bar training and coaching every single day in my work life; the key one is 'Human beings like threes'. Every single meeting opener, presentation, 121, PDR, whatever, I frame around three key points, because it works! What’s the most challenging part of the job? I’ve had lots of challenging jobs, and roles that I’ve left because I couldn’t see how I could make a useful contribution. I can honestly say that I don’t feel that way in my current role; the only challenge, as cheesy as it sounds, is sometimes reining a really ambitious team in! And the best bit? Where to start? The pride in knowing the work we do has a direct impact on cancer, and today, on COVID-19 as CRUK pivots to working on vaccines and treatments for the pandemic, and releases clinicians and nurses back into the NHS to work on the front lines of coronavirus. Working and being in awe of world leading medical researchers who are answering the toughest questions of cancer. Working with world leading fundraisers from whom I can learn so much. And knowing that my mum would be so happy that I've come back to CRUK, an organisation that she supported. What have been your career's biggest ups and downs to date? Up: working with a family who were keen to support an area of work, and who, after a couple of false starts, agreed to an initial gift of £1.1m, and then a further gift of £5m towards a campaign. I secured that gift just before going on maternity leave, so there was a nice completeness to it! Down: working up a huge proposal, full agreement from the finance team and CEO, all ready to go just before Christmas, for a January board meeting date. My ‘spidey sense’ was tingling, though, so I thought I'd make one last check with the project lead. After a couple of days they came back with 'Oh, we've decided not to do that anymore'. It was, I'm afraid to say, the final nail in the coffin for my time at that organisation! Who do you look up to in the sector or more widely? One of my oldest and dearest friends is a sister in A&E in our home town; I’m always in awe of her, but especially at the moment. My sister is a primary school teacher. and after four weeks of trying to teach a six year old, I'm in awe of her, and in fact all teachers. Across the sector, I look up to those people who walk the walk not just spout the theory - I'm loathe to name names as I know I'll leave someone out, but the people who have closed the big gifts, grown income streams, got senior leadership buy-in for major gift fundraising and in doing so created transformational growth. Let's finish with some quick lifestyle questions: are you up with the lark or a night owl? Left to my own devices, I would go to bed at 8.30pm and sleep til 9.00am. I love sleep. Juggling a small child and a full-on job, the lie-ins are less frequent although I am blessed with an early bird husband, so I definitely get more than my fair share! What gets you out of bed in the morning, rain or shine? Usually the six year old asking questions about dinosaurs, trains or planes ... more seriously: deadlines and wanting to get on and make a difference. Urgh, that sounds awful. But true! And what's your dream (and actual) breakfast once you're up? Dream breakfast - lockdown over and travelling again - would be some mixture of fresh eggs, bread and fruit overlooking the sea somewhere hot and beautiful. If it could be the motherland of Spain, so much the better. Actual breakfast more likely to be overnight oats with yoghurt whilst logging on … Does a typical day exist? Not really, but it would usually involve checking in with the team, checking in with senior managers, or looking over proposals and reports for donors to feed in my thoughts: after 25 years of doing the job, it's really key to me to share what I was taught and what I've learned the hard way! Also planning, taking part in some thinking about upcoming projects or launches, and best of all, meetings and calls with supporters and senior volunteers to talk about the work of CRUK, and to solicit their support in a variety of ways. What are you reading, watching or listening to at the moment? I'm an English Literature graduate who, in another life, would have been at my most content lost in an English department somewhere writing an interminable thesis on Austen. I have weird reading tastes - early 19th century fiction and contemporary US fiction. My favourite authors are Jane Austen, Curtis Sittenfeld, Tom Woolfe and Jonathan Frantzen. I could happily just read them for the rest of my life. Oh, and Mhairi McFarlane for cracking modern UK writing. I have absolutely gutter tastes in TV though; Tiger King was a recent highlight and aside from that, rubbish reality TV, especially the Real Housewives franchise, or what my husband calls 'your programmes about ladies shouting at each other’. I’m relatively new to podcasts, and just didn't get them at all until I came across Gossipmongers and I’m now a convert. Best. Podcast. Ever. And finally, how do you wind down in your spare time? If I have any, I like to switch my brain off with things that are detailed but mindless like knitting. I make many, many scarves, as that's about the limit of my skills. I dream of being able to make something more complicated. A huge thank you to Susana, we very much appreciate you taking the time to share your story, career insights and invaluable advice with our readers - we wish you and CRUK all the very best in the challenging weeks ahead, and of course for the future! Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her website or follow her on Twitter, or for more on Cancer Research UK and why they need you more than ever, please visit their website. More Charity Careers #1: Sara Rees, Head of Fundraising, Rays of Sunshine ► #2: Hannah Sanders, Consumer Brand Partnerships, Save the Children ► #3: Andy Harris, Director of Income Generation, Shelter ► #4: James Harris, Associate Director of Communications, Marketing and Membership, Rethink Mental Illness ► #5: Chris Oak, Associate Director HR & Facilities, SPANA ► 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 ►