Finding HR professionals with the blend of experience you need can often be a challenge, but as charity sector specialists it’s something we can really help you with.
We have an excellent record of recruiting into HR positions for charities, based on years of experience working with charity and not for profit HR teams right across the sector. We're in daily contact with outstanding permanent, temporary and interim HR candidates throughout the charity sector and beyond, and we're constantly sourcing new talent, helping us to cover even the trickiest of roles.
If you're considering a move, we can also help you find the very best HR opportunities available, be it permanent, temporary or interim, from junior assistants to senior director level and everything in between.
- Permanent and fixed term contracts
- Temporary and interim management
- CIPD qualified and studying/non-qualified positions
- Generalist and specialist HR roles, full or part time
- All levels from assistants and officers to senior management/directors
- Third sector organisations of all types and sizes
Here are just a few of the positions we regularly work on and have successfully filled over the past year:
- Employee Relations Specialist
- Head of HR
- Head of People and Performance
- HR & Recruitment Coordinator
- HR Administrator
- HR Assistant
- HR Business Partner
- HR Data Reporting Specialist
- HR Director
- HR Generalist
- HR Manager
- HR Resourcer
- Interim HR Consultant
- Learning & Development Manager
- Part Time HR Advisor
- Recruitment Officer
- Temporary HR Assistant
Learning & Development Manager - Performance Management
Harris Hill are proud to be working with a leading INGO in their search for a subject matter experience in developing staff, managing performance management and effectively developing a learning & development strategy across a global remit. As a qualified L&D specialist or Generalist HR professional with strong experience managing performance management and organisational development you will work across your remit to develop and implement a learning strategy. This will involve you needing to get to grips with the current learning interventions as well as understanding what good performance looks like. You will possess strong analytical and communication skills as well as being able to engage senior stakeholders and staff across all levels to ensure you can deliver an all sounded service in this role. There will be an opportunity to work closely with the rest of the HR and wider senior management teams. The organisation are seeking someone who is able to travel on an ad-hoc basis. Interviews to be held either in person or skype depending on candidate availability.
£40k - 45k per year
HR Manager (21 hours per week)
Harris Hill are working with an International Animal Charity in their search for a maternity cover HR Manager to join them on a part time basis. Full time salary equivilent is £48,991k which is £29,394 pro rata. Working Mon-Weds you will support the Head of HR in delivering a strong HR service across the organisation. This role is UK focused supporting approx 60 members of staff across a wide range of strategic and operational HR. The ideal candidate will be: - CIPD Qualified - possess a collaborative approach. - abie to work on projects - able to manage and develop HR and non HR staff The main remit to this role: - strategic recruitment - complex employee relations - contract management - policy review and development - management information - reward and benefits - learning and development - ad-hoc projects This role will suit someone who loves to work in SME environments and wants to be a really generalist role. Deadline is 30th January
£29394 is the pro rata salary
Harris Hill are delighted to be working with Forum for the Future recruiting for an HR Officer. This is a brand-new role supporting the HR Manager. This position will focus on recruitment and HR administration. Experience of HR/Recruitment in the United States with be hugely advantageous. Please only apply if you are immediately available or within 1 week. Job Title: HR Officer Salary: £ 15.16-£16.81 per hour Hours: 22.5 Location: London Temporary contract for: 3 months Start: ASAP Key responsibilities: Responsible for end to end recruitment working across 4 offices (London, Singapore, New York, Mumbai) Providing timely, accurate and effective administrative support for Human Resources matters ensuring compliance with regulations and internal policies Ensuring prompt, clear and effective processes are in place for new starters and leavers Maintaining confidentiality and tact when dealing with personnel matters Developing and maintaining effective working relationships with staff across Forum’s offices in order to coordinate HR service provision at Forum Essential Experience/Skills Recruitment experience internationally, ideally the US. Practical “hands-on” experience in HR administration including full recruitment and selection cycle, employee onboarding and exit processes An understanding of UK employment law and regulatory compliance (essential) and some understanding of equivalent laws in other countries where Forum is present Experience in the recruitment and supervision of volunteers, interns or work experience students Experience in liaising with external service providers, such as recruitment agencies, job boards, training service providers etc. Experience of providing office and administrative support with interest in developing skills across different functional areas Strong database and digital skills (eg. Slack instant messaging platform, Zoom Video Communications) If you feel that you have the above experience, please respond with your updated CV. Please note that due to high levels of applications, only successful candidates will be contacted.
£15.16 - 16.81 per hour
I am currently looking for an experienced Human Resource Information System Specialist for an amazing international humanitarian charity. You will be leading on the roll out of a new applicant tracking system. Working alongside colleagues from the UK Resourcing team ensuring that the system is fit for purpose for the International Directorate and the charity's overseas and Emergency register recruitment. The system is Eploy and will be used for adverts, approvals, application, selection and onboarding. Main duties: UAT testing process, following up on defects and re-testing, feeding back into the defect logs and ensuring defects are resolved. Representing International HR and the International directorate in the steering group and the daily/weekly project calls Finalising recruitment workflows and working with Business Systems Support team to answer queries in the building of these workflows. Manage plans and communications for recruitment freezes and system transitions. Adapting and delivering training to staff and managers, acting as the focal point for queries and issues. Responding to the needs of the ATS project group and taking on any other ATS related responsibilities. If you have the above skills and experience, please apply online or contact Sekai today!
£16.48 - 19.78 per hour
HR Co-ordinator (6months)
My client is a prestigious not for profit based in London with National Coverage. Due to a period of sickness and maternity the HR team has unfortunately fallen a little behind and requires some support. They require a strong HR/Recruitment Co-ordinator to get things back to speed whilst assisting with some wider HR work as well. The ideal candidate will be experienced in Itrent or similar. This role is for an immediate start and requires someone who is experience with internal recruitment and processes.
£24k - 28k per year
Organisational Development Manager
My client is improving their HR function by adding some key positions to their HR & OD teams across London. This national charity has been changing its the way it works for the better and have now come through a restructure with this newly created role. You will need to be a strong Organisational Development background with a strategic focus, please note that this is not a training role as there is an L&D Manager to deliver all aspects of training. The primary objective of this role is to contribute to the design and delivery of people and organisational development strategies and the management of change in support of the organisation's strategic and operational plans, providing information, advice and services as required. Candidates must possess level 5 CIPD
£39.5k - 46k per year
A better world for disabled children That’s the aim of Caudwell Children, the unique charity founded in 2000 by entrepreneur and philanthropist John Caudwell, better known then as the man behind Phones 4U, and we’ve got five fantastic opportunities to be fundamental to their fundraising team. Specifically, they're seeking experienced fundraisers to join them as: • Head of Events • Philanthropy Manager • Partnerships Manager (x 3): three positions in which you'll focus on corporates, SMEs or government partnerships, depending on your skills and expertise About the charity With a vision to create a world where all disabled children and their families have choice, opportunity, dignity and understanding, the organisation reached a key milestone in May 2019 with the opening of the Caudwell International Children’s Centre. Based in the Science and Innovation Park at Keele University in Staffordshire, the centre is a brand new, state-of-the-art facility that's been purpose-built to deliver innovative services and ground-breaking research that could change the way some disabilities are treated, potentially affecting millions of people around the world. Now recognised as one of the fastest growing children’s charities in the UK, the organisation's running costs are fully covered through the unique association with the Caudwell family, allowing them say with legitimacy that 100% of direct donations are used to directly support disabled children. Naturally that's a real advantage for fundraisers, and just one of the factors that makes each of these key opportunities such an unusual and exciting proposition. So exciting in fact, that we couldn't do them justice with job ads alone, so we built a dedicated microsite to tell you much more about them and this unique organisation. Just click below to get started! More from the Harris Hill blog ► Top regional charity jobs for #UKCharityWeek 2019 ► And the winners of the Harris Hill Charity Series bowling AND our Golden Softballs competition are... ► The Harris Hill and CharityJob 2019 Salary Report
Can a podcast progress your career and improve your wellbeing? With a varied and often overcrowded podcast ecosystem, what should you listen to when time is precious and it's hard to keep up? For this month’s guest article, freelance writer and HR specialist Nicola Greenbrook is plugging in her headphones and checking out the best charity, career and all-round useful podcasts. Podcasts aren’t a new thing. A portmanteau of the words ‘iPod’ and ‘broadcast', defined by Wikipedia as 'an episodic series of digital audio or video files that a user can download in order to listen’, the first podcast is commonly believed to have been published in October 2003. Actor, writer and director Matt Schichter had launched a weekly radio chat show called The BackStage Pass, with The Beach Boys and B.B. King as guests, recorded live and transcoded to audio for ‘dial-up online streaming’. Later known as ‘Matt Schichter Interviews’, the first podcast as we know it was born. A year later, journalist Ben Hammersley created the term ‘podcasting’ for what was then a nascent technology - and we’ve never looked back. The rise of the super podcast Fast forward sixteen years later and we’ve gone all-out podcast-fanatical. Writing for Third Sector at the beginning of this year, award-winning digital communications consultant, writer and trustee Kirsty Marrins predicted that 2019 would be the year of the charity podcast. Her prognosis wasn’t wrong. According to Ofcom, around 7.1 million of us in the UK now listen to podcasts every week. That’s one in eight people, and a 24% increase over the past year - and more than double over the past five years. We just can't get enough of them; on average those who are regular podcast enthusiasts listen to around seven podcasts a week. That’s a lot of podcasts. Podcasts are also big business. Spotify reported in the summer that its podcast audience has grown by over 50 percent since the last quarter, and almost doubled since the start of the year. They recently redesigned its app to focus on podcasts, with 500,000 podcast titles available on the platform. Again, that's a lot of podcasts. The benefits of being a podcast enthusiast There’s no escaping it, winter is on its way and with that comes the frantic, multi-tasking lead up to Christmas. Attempting to balance the getting everything finished at work by the end of the year with social commitments and festive celebrations can feel like a commotion. Inevitably, focusing on your personal learning and development, enhancing your skills or broadening your knowledge base is often put on the back burner. That's where podcasts can come in. Challenging though it is in some respects, wintertime and frosty weather can also offer the perfect time to focus on podcasts as the nights (or should I say, 4.30pm) draws in and when you’re keen stay inside at lunchtime. Informative but relaxing and, arguably, better for our minds than a quick scan of our smartphone, listening to a podcast can provide an excellent way to satisfy curious, but frazzled, minds during busy periods. The CIPD recognises the progression of digital learning, which includes the use of podcasts. It has become a viable way of training and developing people at work and can often be part of an organisation's wider learning strategy. Getting into podcasts means you have a continuously available learning reference which you can access from anywhere at anytime; you could get in to work early and listen for a while over your morning coffee before the day really begins or go for a walk at lunchtime while listening. Further benefits include: • Access to a wide variety of podcasts that can broaden your knowledge and help you to discover new topics or trends in your sector, specialism or beyond • Podcasts can provide a helpful bank of knowledge from which to learn new self-care strategies and aid mental health • They can help to regain your motivation if you feel it has been dwindling, and help you to keep things fresh at work • The motivation and encouragement to help you get away from your screen or smartphone at lunchtime - and if you’re walking then you've effortlessly added in some exercise too • For multitaskers; you could even podcast while filing, preparing your lunch in the office kitchen or even cooking at home later than evening (just don't forget to intersperse this with human interaction too!) The podcast market is swarming, so don't let the wrong choice ruin your commute or your lunch break. Here's a selection of useful podcasts that you might want to get stuck into: Charity Digital Podcast Examining key topics and issues surrounding digital technology in the charity sector. In Good Company This successful monthly podcast with author and founder of Women Who, Otegha Uwagba, features practical advice, ideas and interviews with inspiring and successful women to help women get to where they want to be. Third Sector The monthly podcast from the UK’s leading publication for all things voluntary and not-for-profit sector. Recent topics have included what happens when your small charity goes viral, racism and representation in the charity sector and social media crisis communications. Untangle Patricia Karpas and Ariel Garten interview a wide range of authors, experts and thought-leaders and discuss topics including mindfulness, brain health practices, leadership, life and more. Each episode aims to teach you how to slow down, reduce your stress levels and create a feeling of calm when you need it most. CIPD The podcast series from the Chartered Institute of Personnel and Development focuses on a range of topical workplace, HR and L&D issues which are useful to non-HR professionals too. In Focus In conjunction with Marriott Hotels and chaired by journalist and podcast host Pandora Sykes, this inspirational series is designed to empower individuals to pave their own way to success and includes advice, guidance and practical tips for those who want to get ahead in their careers. The Do More Good Podcast A light-hearted discussion on professional development and fundraising in the charity sector, with guests from the industry sharing their experience and insight. Recorded informally across Central London pubs. How to Fail with Elizabeth Day A podcast that celebrates the things that haven’t gone right. Every week, a new interviewee explores what their failures taught them about how to succeed better. Charity Chat Fortnightly podcast from the not-for-profit forum for learning, and contribution to encourage social commentary. Quality content with a conversational tone. Finally, Kirsty Marrins shared her ten sector podcasts that she thought you need to know about earlier this year. ----- Podcasts can help you learn, focus and broaden your mind as well as look after yourself. There’s a podcast out there for everyone and everything - have fun choosing yours! Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her brand new website, or follow her on Twitter. More from Nicola Greenbrook: ► Charity Careers 4: meet James Harris of Rethink Mental Illness ► How to set goals (and stick to them in style) ► How to negotiate a pay rise in the charity sector Back to the blog homepage ►
We’ve genuinely been so busy placing brilliant charity professionals* all week that we’ve yet to properly celebrate #UKCharityWeek, though do check the Twitter feed to see what others have been up to. Thankfully nothing says celebration like a hastily-cobbled-together blog, so here's a whistlestop tour of some of our top charity jobs around the country right now, just in the nick of time. * Every time this occurs by the way, a celebratory choon of the consultant's choice is briefly blasted out here at Harris Hill HQ to great delight (and some rather less-great singing). Since they’re rather good at this recruitment lark, this can happen many times a day. However, being December it's Christmas songs all the way, on which the blog will say only this: don't feel too bad if you mess up an interview this month. Yes, you might not get the job, but you’ve probably spared someone 30 seconds of Slade and if that isn’t making a difference to society we genuinely don’t know what is. Back to the matter in hand though, and unlike every UK weather forecast you’ve ever seen, let’s start in the North and work down. LEEDS, WEST YORKSHIRE Director of Finance and Resources (6 - 9 months) We're in Leeds first of all, here in the heart of the Northern Powerhouse - which will be brilliant just as soon as we’ve got some power. And some houses. We jest of course, because as anyone who already does will tell you, Leeds is a fantastic place to live and work, well-connected and thriving with all the arts and attractions, retail and restaurants, sports facilities and splendid architecture you could ever need. Not to mention a quality of life that many of us crammed into the lower corner of the country can only dream of in our cupboard-sized flats. This is a 6 to 9-month interim role with considerable responsibility, which is reflected in the salary of £61,000 per annum (pro rata) plus company benefits, or a day rate for the right person. Click the job title (or here) for the full ad, and our finance specialist Simon Bascombe is the man in the know if you’d like to find out more. KEELE, STAFFORDSHIRE • Associate Director of Resources • Head of Events • Philanthropy Manager • Partnerships Manager x 3 To the other side of the Peak District now, and while it might seem like one of those places that only exists in the minds of motorway services planners – Charnock Richard, Leigh Delamere, Gordano-for-heaven’s-sake, 'Reading' - it turns out that Keele is both real and more than just an opportunity for overpriced sausages on the M6. It’s got a highly-regarded university for starters, home to the Keele Science and Innovation Park, which is where you’ll find the brand new, state-of-the-art Caudwell International Children's Centre. Founded in 2000 by the hugely successful entrepreneur and philanthropist John Caudwell, then better known as the man behind Phones 4U, Caudwell Children has a vision to create a better world for all disabled children, and is now one of the fastest-growing children’s charities in the UK. They’ve got ambitious plans for the future too, hence our current search for six new fundraising professionals to join their 53 existing full-time staff, but there’s so much more to tell you that we’ve created a Caudwell Children microsite specifically for that purpose - go check it out! Demonstrating an equally innovative and ambitious approach to the term ‘South West’, Ben Pountney of our South West office in Bath is your contact for more on these superb opportunities. BIRMINGHAM, WEST MIDLANDS Head of Corporate Development An hour down the aforementioned M6 brings us to Britain’s second-biggest city - just don't mention this in Manchester - where we have a fabulous (darling) opportunity with one of Birmingham’s best loved theatres. Once at the heart of the West Midlands' car manufacturing industry, Birmingham has since moved on to other leading roles and currently stars as one of Britain's best-kept secrets, continually surprising unsuspecting audiences with how nice it is these days. As Head of Corporate Development for the theatre you’ll focus on fundraising, developing a corporate development strategy, establishing and building partnerships and (hopefully) delivering lots of lovely income as a result. And in the role of 'corporate fundraising specialist who'd be delighted to tell you more', ladies and gentlemen, please would you welcome...Miss Hannah Laking! CHESHAM, BUCKINGHAMSHIRE Community Fundraiser Legend has it that around the turn of the 11th century a large group traversing the country in search of Amersham became lost in the Chilterns, where they happened upon a similar group traversing eastwards in search of the mythical Cheshunt (probably to resolve some longstanding beef with Tesco). Tired of traversing, and each tribe declaring the other ‘quite fit, actually’, they settled and thus was the town of ‘Chesham’ created, after narrowly-but-wisely rejecting ‘Amershunt’ in a town hall vote. These days, due to its position as the very last stop, it's almost exclusively populated by people who've fallen asleep on the Metropolitan line. Admittedly these tales may not bear scrutiny by fact-checkers – even the fake ones – but what’s undoubtedly true is that we have a brilliant opportunity for a community fundraiser in the Chesham area to join a small but mighty organisation. Cardiomyopathy UK is the specialist national charity for people affected by this type of heart disease, providing support and information services, raising awareness of the condition, campaigning for better access to quality treatment, and promoting research. It’s a wide-ranging role where everything you do will make an impact - one of the benefits of smaller charities - and our community fundraising specialist Harriett Stevens has all the details if you’d like to know more. BRISTOL, er...BRISTOL Supporter Care and CRM Manager Individual Giving Fundraiser Westward bound now, to a Fairtrade city and the first in the UK to win European Green Capital status in 2015, named the UK’s most environmentally friendly in 2017 and World Vegan Capital in 2018, a UNESCO City of Film that’s been declared the kindest and most artistic in the UK, voted best city to live in by the Sunday Times in 2014 and 2017, and one of the ten happiest cities to work in by The Guardian. Albeit only at number ten so y’know, pull your finger out Bristol. Yep, it’s fair to say that Bristol has pretty much everything going for it, and these days that even includes a nearby Harris Hill office, where our South West specialist Charlie Webb would love to hear if you’re interested in one of these excellent roles. Both based in Bristol itself, the first leads on supporter care for a conservation trust, helping to sustain the region's vital nature reserves, while the other is in individual giving for a well-established and highly influential disability charity with international reach and ambitions. Check them out here and here and do get in touch with Charlie if your boat has been duly floated. SIDMOUTH, DEVON Chair and Trustees For the last leg it’s straight through 'Gordano country' and down to the idyllic Devon coast for our final resting place at The Donkey Sanctuary, an all-too-plausible outcome in so many of our lives, we suspect. That said, there are few better places to end up than the beautiful home of the world’s leading authority on donkeys and mules and one of the world’s largest equine welfare charities, with ten sanctuaries around the UK and Europe and reaching approximately 1.8 million donkeys and mules in almost 40 countries worldwide. They’re a fantastic organisation for whom we’ve recruited a number of roles before, so there’s a wealth of further information on our Donkey Sanctuary microsite available here. Meanwhile the posts we’re currently working on are for three key members of the board: the chair of the board of trustees, and two of those very trustees, one with expertise in finance and the other in the management of property and estates. Naturally our very own leading authority on all things equine is your contact for these positions, Mr Ben Pountney. That’s the end of our tour for now, but while December’s traditionally a quiet time in recruitment world, we’re bucking the trend and starting to add new jobs for January 2020 already, so it’s worth keeping an eye on the site if you’re contemplating a new year move. View all jobs ► Meanwhile we hope you’ve had a fantastic #UKCharityWeek 2019, and if we don't speak before, have a great Christmas too! Team HH x More from the Harris Hill blog ► And the winners of this year's Charity Series bowling (and our Golden Softballs competition) are... ► How to set goals and stick to them in style ► The Harris Hill & CharityJob 2019 Salary Report
Yes, it’s time to roll out the big box of bowling puns and fire them at Will (sorry mate), because we have results from the knockout Harris Hill Charity Series Bowling Night 2019! What's more, we’ve also tracked down the big box of darts puns (I say box, it’s more of a padded bag for safety reasons) to report from the fabulous Flight Club, where we recently took the winners of our regrettable unforgettable Golden Softballs competition! Confused yet? Stick around. We’re talking darts, assorted balls, free drinks and competitive charities. What could possibly go wrong? L-R: Citizens Advice celebrate, Team HH take on the name-typing challenge, and a blue box for layout purposes. Bowl up, bowl up! To London's Finsbury Park first of all, where the good people of Rowans Tenpin Bowling once again did a fantastic job of hosting the big charity bowling night, coping admirably as the best part of 40 kind and caring charity teams descended on the venue determined to knock defenceless skittles into next week. Team Harris Hill were on hand with beers, pizzas and almost-priceless medals which we were in no danger of taking home again this time, as it was soon clear that whatever skills delivered our shock 2018 score had been safely jettisoned over the course of the year. So which of the capital’s charities is top of the tenpin pops? Here’s the top ten rundown, with a quick caveat: some organisations love bowling so much that they have enough enthusiasts for two or more teams, some of whom did pretty well! But to give more charities their due, rather than anyone going the full Sheeran and taking up half the top ten, we've just counted their best performance towards our chart. One organisation we'd otherwise be seeing twice are at number one, so we hope they won’t mind too much: many congratulations to the champion bowlers of Citizens Advice! Just one solitary skittle separated the top two, putting Parkinson’s UK in super-close second, taking over from last year’s silver medallists GOSH, who nonetheless stayed safely inside the top three. All of which saw former chart-toppers and long-term top three residents Age UK strike out at no.4 (though they're sure to return), while our highest climber at no.5 isn't just one charity but a supergroup of stars from several – the Band Aid of the bowling charts, if you will - namely the committee! As the people who make it all possible, this was their second of three games on the night, and if we weren't implementing the Sheeran rule (see above), you'd also be seeing their first score at no.9! Game three, not so much: fatigue had clearly started to set in by then, while the bar having been open for several hours is entirely unrelated information. Rounds of applause to the highest individual scorers too: Will from team Macmillan with 167, Tommy from Parkinson’s UK giving them a second silver with 168, but out in front with 175, winning double gold for the team while simultaneously making ‘top female bowler’ redundant as a separate category, Sarah from Citizens Advice! Thanks from all of us for a great night, congratulations to all the teams and we hope to see you somewhere in the 2020 Series, kicking off with the quiz night in February or so, followed by the return of softball. Which brings us to some competition news... L-R: the lovely Vauxballs, popstrels Little Mix, and Harris Hill's Harriett, Dagmara, Hannah and Harriet. The first rule of Flight Club …is that - well, you know, so we’ll just briefly whisper that the winners of our 2019 Golden Softballs competition, comprising numerous neighbouring charities from this very parish, were none other than the Vauxballs! This year’s prize was a (double) top night out for the team at Flight Club, the home of social darts, which as we've explained before (hey, if you can't #recycle in a #climateemergency...) is exactly like anti-social darts except that you throw them at a board rather than other people in the bar. Victoria was the chosen venue, and while the Harris Hill blog couldn’t be there in person, its trusted representatives report that venue, staff, food and drinks all firmly hit the bullseye, as did the aforementioned Vauxballs who were a real delight to spend the evening with! Our sincere thanks to them and indeed to every single person (of whom there were hundreds!) who took the time to trawl through our stickers, gather the codes and enter the competition. And should you inexplicably wish to see what they went through but without the prospect of winning anything at the end of it, simply click below. Meanwhile a very Merry Christmas (if we don't speak before) and look out for more events news in the new year! Team HH x More from the Harris Hill blog How to set goals (and stick to them in style) They’ve invaded social media, attached themselves to everything from food and fitness to life itself, and even the nation’s footballers seem to have rediscovered them (sometimes). Yes, goals are definitely in, but how do you set them and more importantly, stick to them? Freelance writer, HR specialist and our guest blogger Nicola Greenbrook has a wealth of helpful advice. Read more... What should you be earning in your charity job? Don't miss the Harris Hill & CharityJob 2019 Salary Report, the essential guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. Read more... How to negotiate a pay rise in the charity sector If the rates in our 2019 Salary Report leave you feeling a little short-changed, what next? Requesting a raise in the charity sector can be uniquely awkward: feeling undervalued helps no-one, but what if more for you means less for those in need? Guest writer and freelance HR specialist Nicola Greenbrook tackles this tricky dilemma. Read more... Back to the blog homepage ►
However fulfilling our work, there may be times when it starts to feel a little stale. Even the most sprightly can struggle to stay invigorated with an overflowing inbox, the usual monthly report and another lengthy project meeting to attend. For this month’s guest article, freelance writer and HR specialist Nicola Greenbrook explores why the job we love can sometimes hit a rocky patch and offers some valuable antidotes. A new job is a bit like starting a new relationship. There’s the attraction phase (job hunting and networking), the dating stage (the exciting first few weeks and induction) and then the disappointment stage (the ‘what have I done, I want to go back to my ex-job!’ panic when you’re confirmed in post). Thankfully, the stability stage follows (at last, knowing everyone’s name and what your job actually entails) before the commitment stage (in for the long haul, chasing progression). But, what if it feels like you’re permanently stuck in the disappointment stage? What do you do if the stability stage isn’t quite as comforting as you'd like it to be, and the commitment stage is a bit musty and in need of a freshen up? According to a Personal Group survey reported in The Week, just 41% of of Brits are happy most of the time at work, a decrease from 51% in 2017. It makes for gloomy reading, but 26% report that they are almost never happy in the workplace at all. So, what can we do to go from disgruntled to delighted? Stop, reflect and diagnose the issue If you’re feeling dissatisfied but can’t quite put your finger on exactly why, now might be a good idea to take stock. • Ask yourself some direct questions and answer yourself honestly. How long have you felt like this? Was there a trigger point you can recall? Is there a root cause or several factors making you feel demotivated? Is it just work, or are there bigger life issues at the heart of it? • Get to know yourself from the inside out and consider your core values, key work motivators (i.e. reward, recognition, teamwork, culture) and the things you’re truly passionate about. Then, see where your current role falls short of meeting your requirements and assess what you can do to fill the gaps. • Book in time with your HR or Learning and Development team, and consider taking a personality test to analyse what it shows about the kind of work you truly enjoy doing (and what you’re doing now). Seek guidance from a mentor or a life coach if you feel a more detailed exploration is necessary. _______________________ Speak up If the job you once loved dearly has lost its spark, don’t suffer in silence or let your disgruntlement intensify. Schedule in an informal meeting with your manager outside of the formal review process, and ensure you prepare to avoid a moan-fest. Clearly outline the issues with a positive mindset and be willing to present and discuss solutions. Ask for their perspective on how they think things are going - it may help to remind you what your individual work (however brain-numbing it may be) contributes to the bigger picture and the charity’s overall goals. This meeting is different from negotiating a pay rise. It focuses on solutions to rejuvenate and refresh your approach to your work and maximise your performance and overall contribution, with their support and backing. It could help you stay - and prevent them losing you. _______________________ Look inward Working in charity and not-for-profit requires a clear external focus on the needs of your service users, but have you taken a moment recently to consider how the work you do impacts your colleagues, internally? According to Liz Fosslien and Mollie West Duffy, authors of ‘No Hard Feelings', focusing on work relationships rather than the actual work you do can provide a useful reminder of your day-to-day impact. If you're in need of a boost, think about how your own personal efforts have impacted or helped internal projects; Liz suggests writing down three ways your work has helped your colleagues, to get you in the right mindset. Make the effort to foster strong relationships at work; arranging lunch and the odd coffee or even simply stopping for a non-work chat every now and then could help you feel happier. A 2018 Gallup poll found that 'when employees possess a deep sense of affiliation with their team members, they are driven to take positive actions that benefit the business'. Finding a ‘work goalkeeper’, someone to keep you accountable for your work goals and general progress, could also help keep things pristine. Marshall Bright and Anna Davies, writing for Refinery29, suggest finding ‘someone who's just as psyched for you to achieve goals as you are’ can be a good way to crank up your workplace motivation. Spice up your work There’s no better way to freshen things up at work than to launch yourself into a new project or initiative, one that runs alongside the day-to-day. • Talk to your manager and suggest projects you can be involved in (or lead on, if progression is a motivator) that could make a difference internally and to your own motivation. Ask to shadow your manager/director at a client meeting or volunteer to join a committee. • Rather than simply attending, set yourself a purpose and a target; offer to take the minutes to brush up your skills and show off your writing ability. Ask a question or join in the debate. Agree to take away an action point and deliver on time to the best of your ability. Show 'em what you're made of. • Have you considered going to a work networking event on your own? It’s great to have a colleague to lean on and natter with, but going solo could improve your focus, help you find a topic you’re really interested in and seriously boost your confidence (and your networks). • Finally, explore any opportunities for secondments in another department or ways to collaborate with another charity to deliver on a project or contract. Absence can make the heart grow fonder after all. _______________________ Step away from it all... When everything gets far too much, sometimes the best thing to do (temporarily) is step away. Tim Herrera, writing for The New York Times, advises that ‘when all else fails and you just can’t find that spark of inspiration, fall back on a tried-and-true strategy: Take a little time away from your job’. Why not book in some annual leave or enquire about your organisation's sabbatical policy? _______________________ And finally… Here are some more quick-fire tips that could help put a spring in your step. • Give your desk a spruce up. A good scrub, a plant and a photo in a lovely frame can help create an extension of your personality and an encouraging space. • Listen to a podcast en route/at lunch. It could get you in the zone and excited again about your specialism/expertise and what used to make you tick. • Set up a lunch club. Whether it's a book club, Netflix dissection group or foodie crew, having something inspiring to look forward to can provide a much needed boost. • Inject your wardrobe with newness. Dress to impress… yourself. If you look disheveled and out of sorts, you’ll feel it. If budget is limited, get your old boots fixed and polished, invest in some accessories to jazz up a plain top and visit your favourite charity shop. • Reward your team. Give out weekly/monthly prizes (funniest joke, best socks etc) and consider the other 75 ways to fall in love again with your job (by Kevin Daum for Inc.). Adopting these strategies could help you and your job stay together, happily coupled, and destined for a brighter future. It could be time to go on a date again - with your job. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola, check out her brand new website, or follow her on Twitter. More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► How to negotiate a pay rise in the charity sector ________ ► More from the Harris Hill blog
If the rates in our 2019 Salary Report leave you feeling a little short-changed, what next? Requesting a raise in the charity sector can be uniquely awkward: feeling undervalued helps no-one, but does more for you mean less for those in need? Guest writer and freelance HR specialist Nicola Greenbrook has a wealth of charity HR experience and is here to tackle this tricky dilemma. How to negotiate a pay rise in the charity sector Why is it so difficult to talk about money at work? We share our career experience and notable skills to strangers at interview, we present brilliant ideas in all-department meetings and reveal our goals and ambitions in our performance review. Yet, when it comes to ensuring that we’re fairly compensated, it’s tricky to engage. Asking for a salary increase can often be shrouded in utter awkwardness or sheer terror. This apprehension can be exacerbated for those working in the non-for-profit sector, who have chosen to work there specifically for the cause and its mission. Some charities simply can’t afford to pay more than others, and in smaller organisations when funds are precious, asking for an increase can leave people feeling guilty and uncomfortable. However, as a recent article by CharityJob explains, not asking for what you deserve and have worked hard for may cause bitterness and frustration to bubble over and ultimately impact on your work and performance. Ensuring you’re sufficiently paid a salary commensurate with your talent, contribution and market worth is not only crucial for your own money management, but ensures you’re motivated to deliver on your best work for the charity. Here are some strategies to help you successfully negotiate a salary increase, guilt-free. Firstly, why is it so hard to talk about money? According to Dr Rebecca Newton, psychologist and author of Authentic Gravitas: Who Stands Out and Why, women tend to be less likely to shout about their accomplishments which can lead to their work, at times, being overlooked. Yet, it’s a topic that causes discomfort for most of us. It’s easy to talk yourself out of asking for more money and allow that pesky inner critic to persuade you that ‘it’s not the right time’ or ‘they’ll think you’re being greedy’ and so you put it off for another month. Perhaps you’re afraid of how to handle it if the increase is rejected or maybe the actual meeting itself causes you great anxiety? For those who are naturally unassertive, discussing the M-word is off bounds. You may be familiar with Noah Kagan, CEO of AppSumo, and his ‘coffee challenge’, where he encourages people to walk into a coffee shop and ask for 10% off their purchase. Daunting as it sounds to ask a complete stranger for a discount (not to mention the queue of grumpy, caffeine-deprived people behind you), it forces you out of your comfort zone. You may not really be fussed about a few pence off your morning coffee, but it could help you tackle a difficult conversation if you generally squirm at the idea of asking for money off. Why not give it a go tomorrow? Starting small could help talking finances a little more easy to handle. _______________________ Do your homework If you’re ready to take the plunge, don’t even think about diving in without getting your data in order. Do your due diligence; the more intelligence you gather, the stronger your case for an increase will be. Determine your market value by considering the following options: • Use guides like the Harris Hill and Charity Job 2019 Salary Report to benchmark where you currently sit, and where you should. This definitive guide to UK charity salaries draws from over 45,000 genuine UK charity and not-for-profit vacancies from the previous financial year and you’ll find current market rates for hundreds of different roles, so yours is very likely to be covered. • Know your numbers; get savvy about the charity’s financial performance and demonstrate how your individual contribution has impacted on the company’s bottom line (effectively, the line at the bottom of of a financial report that shows the company’s net profit or loss). • Ask your HR team about any rewards strategies or policies already in place or when any salary reviews take place so you can choose your timings wisely. • Dip into your trusted professional network; sector or industry professionals, mentors and recruiters and those who may be willing to disclose a genuine salary comparison, to get a broad perspective. Consider ways of posing the question rather than asking outright what their salary is. Avoid asking friends or co-workers. • Consider testimonials from trusted sector contacts, clients and suppliers. This could demonstrate you’re not the only one who thinks you’re smashing it and could further enhance your value. I hereby state my case In Otegha Uwagba’s Little Black Book - A Toolkit for Working Women, she presents invaluable advice on negotiating a pay rise. To ensure your salary negotiations have gravitas, the words you use will need to carry weight. She suggests outlining ‘what you’ve contributed to the organisation, presenting tangible achievements and quantifiable wins’. Be very clear on how your individual contribution to the charity justifies the need for you to earn more than you currently are. Place the focus firmly on your value by converting your successes into tangible achievements - your second to none campaigning techniques which resulted in a high profile campaign, your unrivalled ability to build long-term relationships which brought in a major donor - rather than simply discussing how busy you’ve been. Career expert Jill Jacinto, writing for Refinery29, makes the point that when asking for an increase, don't make it personal. Although it's likely your request for an increase is for valid financial reasons (a hike in cost of living, your desire to get on the property ladder, going to your tenth wedding this year), this shouldn’t be raised when seeking a raise. As Jill points out, if every manager awarded an increase on the basis of personal needs then businesses, especially charities, would cease to survive. Here are some final tips for making the request meeting, gulp, a smooth one. • Practice your talking points on a partner/flatmate/friend etc - Seek their honest feedback on your delivery. Are you umming too much? Are you speaking with conviction? Is your request clear and your reasoning sound? Perfecting the dress rehearsal could make the main performance a show stopper. If no-one’s around, video it. It might feel completely daft watching yourself talk, but you might even start to believe in yourself. Be authentic on the day though, and be prepared to go 'off script’. • Set the scene. Arrange a proper meeting with your manager, booked in with their PA if they have one, and ideally outside of a structured one-to-one where the matter could get lost amongst operational stuff. Frame it as a business discussion, although going too ‘hardball’ may not fit with your charity’s culture, so always be yourself. • Don't say sorry - Be assertive (not aggressive) and unapologetic. Be firm with your expectations and once you've stated the figure you are seeking, wait for a response rather than filling the silence. It’s now over to your manager… • Open negotiations - If you’re offered an increase, either during or after the meeting, that's lower than your expectations get ready to negotiate. Consider what’s best for the charity as well as for you - this is how the best deals are secured. If it’s an outright no, for valid reasons, be prepared to query what you need to do to get a 'yes' next time. Set a goal and a deadline to revisit, so you come away with something concrete to work on. Money talks are terrifying, no doubt. But by avoiding the topic and saving yourself the discomfort, you could be holding back your career progression and full earning potential long-term. Asking for a raise is not a confrontational discussion, it’s an honest, professional request to be paid what you deserve. As Aliya Vigor-Roberston states in People Management Magazine, open and honest discussions about money can benefit both individuals and businesses. So, there you go. No more excuses… Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► Charity Careers 4: meet James Harris of Rethink Mental Illness ► Back to the Harris Hill Salary Centre ► Back to the Harris Hill blog
If you like the sound of an inspiring and supportive environment, where your work helps charities of all kinds to do more, we might have just the job. Five of them in fact, with a unique and forward-thinking organisation. Read on or head straight to our dedicated CFG recruitment site for the details... A great place to work Good news may have seemed rather scarce in recent years, but for staff in the charity sector there's been at least one welcome development: employers' growing understanding of the connection between the workplace (both its culture and the physical environment) and what they can achieve. More and more organisations now recognise that investing in their people, not least by creating somewhere they actually want to work, isn’t just a ‘nice-to-have’ in the unlikely event of spare budget, but something that delivers real bottom-line benefits, keeping valuable skills and expertise on board, attracting new talent, and making them better equipped to pursue their mission. But while it's easy enough to make the right noises, making it happen can be rather more challenging, so it’s always refreshing to find an organisation like the Charity Finance Group (CFG) who’ve ‘totally nailed it’, as we’d say if this were a talent show and they’d just murdered a Nina Simone classic at us. Aims and opportunities A charity in their own right, CFG champion best practice in the sector's financial management, nurturing leadership and influencing policy makers, with a mission to put finance at the heart of social organisations. They're passionate about helping charities make their money work harder, to deliver maximum possible benefit for their beneficiaries. It's a clear mission that's easy to get on board with, so we're delighted to bring you five outstanding opportunities to do exactly that. They include a Conference Events Producer, Events Manager, Events Assistant and EA to the CEO (all permanent positions) as well as an Interim Financial Controller for a six-month contract, all working from their Islington office just moments from the Northern Line at Angel. The unique CFG culture Full disclosure: as specialists in charity finance recruitment (find the latest finance jobs here) naturally we work with CFG on a regular basis, exhibiting at their hugely-popular annual conference, regularly advertising and occasionally contributing to the group's monthly Finance Focus magazine. So while we can't claim complete impartiality, we can offer years of experience working directly with the team in various capacities, all of which confirms the impression we came away with from our latest visit: this is somewhere people genuinely enjoy working, with a friendly team who like and support each other, and who feel valued and supported by the leadership too. Pleasingly, that's because they are, as CEO Caron Bradshaw explains: ‘We spend so much time at work it should be as fulfilling and enriching as possible - and I just don’t think that is possible if individuals are not encouraged to be themselves and play to their strengths.’ We’re ticking 'strongly agree’ for that one, and from experience we know these aren’t just warm words and intentions, but how the organisation really works. Meanwhile forget any preconceptions you might have about a charity finance outfit being stuffy or austere: CFG is anything but, with a vibrant and enthusiastic team, strongly committed to their vision of helping charities achieve more, and strongly committed to their people, as Caron continues: ‘It’s about valuing your colleagues and bringing the best out of them. It’s about helping them unlock something inside them that maybe they didn’t know was there. It’s about passion, love, purpose and vision but also humility, humour and fun.’ Join the family If that sounds like the kind of ethos you'd love to find in your workplace, we thoroughly recommend learning more about these roles and the organisation - which you can do by visiting our dedicated CFG site with many more details of the positions, benefits, values, aims and organisational culture. Just click below to read on, find out more, and be inspired to apply! More from the Harris Hill blog ► How to handle the holiday handover: guest writer Nicola Greenbrook on how to ensure a drama-free departure ► London Charity Softball League 2019: meet the finalists! ► Charity Careers 4: meet James Harris of Rethink Mental Illness Don't miss the Harris Hill & CharityJob 2019 Salary Report... ...the essential new guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. ► What should you be earning in the charity sector? Find out here...
Be it a glamorous getaway or simple staycation, holidays are a chance to relax and recharge. Which you'll probably need after the frantic fortnight of frenzied preparation that all too often comes first. So how do you take a stress-free break without simply cramming it all in beforehand? And what if you're left holding things together on the home front? In this month’s guest article, freelance writer and HR specialist Nicola Greenbrook has advice on pre-holiday planning to help you head away with everything in hand, keep calm with your carry-on, and be raring to go on your return. Holiday season is well and truly upon us. Oh, the anticipation of what’s to come! An opportunity to get stuck into the book gathering dust on the bedside table or to broaden your horizons at a bucket list-worthy destination. A chance to recharge and refuel. According to Dr Christian Jarrett, holidays can make us happier, healthier and even prolong our lives. Sometimes though, the pace and pressure in the weeks leading up to the holiday almost negate the benefits of the break itself. Here are some tips to help you deliver a successful handover - keeping your credibility, peace of mind and work relationships intact. Before you go... (Excited! Full of anticipation! But a bit stressed!) American polymath Benjamin Franklin quite wisely said “By failing to prepare, you are preparing to fail”. He was spot on. Nailing a holiday handover is all in the preparation; giving yourself sufficient time to organise everything weeks in advance. Forewarn your absence Make sure your holiday dates are in your team and key stakeholders’ diaries as soon as your leave has been authorised; even if you sort the finer, exciting details later. If you’re client or supporter-facing or manage multiple projects, consider adding an extra line to your email signature a few weeks in advance that clearly outlines the period of your absence. Rather than appearing smug (‘I'M GOING ON HOLIDAY FOR TWO WEEKS AND YOU'RE NOT’) it instead ensures your contacts are notified well in advance and can plan accordingly at their end. It also prevents any nasty surprises on your last day. The art of the handover note It’s always a good idea to start your Holiday Handover Notes (HHN) a good few weeks before, even if you jot down headers or topics in the first instance, rather than frantically wracking your tired brain the night before you fly. Consider always having the document open in the week before you go, for ease of brain-dump, rather than scribbling a note on a Post-it that gets lost in a yellow sea of more Post-its or overloading your already full head. CJ Sinclair, founder of Go Travel and Talk, a network that provides detailed travel guides to worldwide destinations with solo travellers in mind, is always on the move; and therefore well-practised in the art of the perfect handover. She breaks her HHN down into critical priorities, current and upcoming projects and ‘things to watch’ and ‘worry or pain points’. CJ also cleverly adds screen shots and media, to break up the words and highlights important text for an easy at-a-glance view. Aim to strike the balance with a comprehensive but concise approach to your HHN. HR News suggests that ‘…there’s no need to cause an unreasonable amount of stress on the employee/s covering you whilst you’re away, so highlighting all the ‘need-to-know’ points will help them keep on top of things’. Order tasks by priority and include key delivery dates or deadlines, with the most recent first. Schedule in a face-to-face meeting with your colleague who’s taking the reins. You can talk through the HHN before you go, so they can ask questions and jot down their own points. Avoid being patronising; your team are knowledgeable enough to know what ‘pass invoice to Finance' means in practice. There's no need to go into intricate detail about the ‘third cupboard on the left with the squeaky drawer’ if everybody knows perfectly well all about the squeaky drawer. Be a clever planner In the weeks before, keep your diary as clear as possible and stay focused. It may feel a wrench missing Steve from Events’ birthday lunch, but avoiding social engagements or non-urgent appointments wins you back a few hours of uninterrupted work time. At 7.00pm on your last day when you’re panicked and finishing with all your holiday toiletries still to buy, you’ll be grateful for that hour. You can catch up with Steve and the gang on your return. If you’re a freelancer or consultant in the not-for-profit sector with no-one to actually hand over to, it's even more crucial to plan ahead. CJ finds that scheduling everything in advance with calendar reminders or apps like Later and Tailwind, can be helpful. Although "it does mean a lot of work beforehand to get it all done”, she also notes “it’s amazing how much technology can help to give you a little respite!” Avoid dumping-disguised-as-a-handover-task Be reasonable and conscientious, and tie up as many loose ends as you possibly can before you go. Don't be tempted to use your absence from the office as an opportunity to slip in a few projects that have been on the back burner, or to dump tricky tasks you’ve been putting off on to an unsuspecting colleague. This may cause resentment in your absence, confusion or delays to a project. Don't use OOO to get a LOL It’s tempting to set a comedy out of office message, but the best advice is to save it for the comedians. As funny as they might be to read, there's a fine line between light-hearted and inappropriate, and it's not necessarily in the same place for everyone. Getting it wrong and causing offence can reflect badly on the charity, its purpose and mission. A simple message that clearly states your return date and who to contact in your absence will do the trick, although it can be a nice touch to highlight a particular campaign your charity is running. Oh, and don’t forget your voicemail too if you receive direct calls. Set boundaries Depending on what works for you, let your direct reports and manager know how and when you can be contactable if a genuine emergency arises while you’re on the beach. Otherwise, you should trust your team and colleagues to adequately manage things in your absence, especially if you’ve put all of the above into place. Prioritise your wellbeing, family and friends during that precious break, and where possible, learn to switch off. If it's your turn to hold the fort... It can be tough being the stand-in. You’re managing your own workload as well as bearing the responsibility of doing a good house-sitting job. Be assertive. Even if your colleague is looking rather up to their eyes in it, ask all the questions you need before they go so you’re well informed and can maintain the proper functioning of tasks in their absence - it’s for both of your benefits. CJ Sinclair especially looks after her colleagues by cc’ing them into emails in the weeks leading up to her holiday and keeping them 100% in the picture. If the work is project-facing, she also arranges calls with clients to introduce them to the person holding the fort - so why not consider asking for the same treatment? Be proactive and schedule a meeting with the hander-over on their penultimate day to avoid a last minute panic on the final one. Politely ask that their handover notes are in good shape so that you can go through the entire document together, check your understanding and fill in any gaps. Then schedule one in the early afternoon of their first day back. Consider using Google Docs so that you can update the document with your own notes as you go along. It will save you time and allow your colleague to read through and extract the key points and actions before their return if they fancy, making their first day back easier (and yours; you’ve now just the one workload to juggle. Hurrah!). It can be hard bearing the weight of managing tasks in someone else’s absence and the risk of being overwhelmed is high. Accept that you can’t do everything and be aware of what you can reasonably do. Focus on the deadlines and priorities, and don’t fret if you didn’t even get a peek at the ‘non-urgent’ section of the HHN. These can be picked up when your colleague returns. If you’re struggling, talk to your manager and shout for help. This Harvard Business Review article has some great tips on what to do when you’re covering for colleagues - and can't keep up. When you get back... (Jet lagged! With post-holiday blues! Slightly full of dread!) It's tough coming back from a holiday. Even worse when you’ve had to come straight from airport to office, you’re desperately missing the pool/beach/mountain/all-inclusive buffet and were not at all prepared for a painful reunion with the tube. Here’s some final tips on how to restore some of that holiday-energy. • Keep your diary as clear as you can. Prioritise the meeting with your colleague who managed your work (who hopefully would have scheduled it for early afternoon) and use the morning to clear/organise your emails and get your task list up to date. The responsibility is back with you, and the chances are your colleague will be relieved to relinquish the extra load. • Be gracious and thankful for the support you received from your colleagues. If time hasn’t allowed them to complete all tasks, keep your cool and try not to be angry or concerned that things haven't been done ‘your way’. • Avoid a post-holiday grumble. You fully deserved your break and it’s always hard to come crashing back to reality when you’ve had the time of your life. However, be mindful that while you’ve been travelling they’ve been sweating it in your absence. Don’t moan about being back or repeatedly say ‘this time last week I was *add fabulous holiday thing*' and sigh, loudly. Be grateful for both a super break and a supportive team of colleagues. • Come bearing gifts. Like a bottle of that funny-coloured liquor from the local supermarket, unpronounceable sweets or some local delicacies. It doesn’t have to be expensive or purchased from somewhere impressive; a box of fudge can go a long way to say thank you. So, there you go. You’ve notified people way in advance that you're jetting off. You’ve planned, scheduled, created perfect handover notes with no nasty surprises, and your team know how to track you down in an emergency (unlikely as they’re so well-informed). Now, swap sandwiches at your desk for something delicious al fresco and lose yourself in a good book rather than a report, safe in the knowledge that everything's in hand. You deserve it. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola More from Nicola Greenbrook: ► How to manage stress at work ► How to switch off ► Charity Careers 4: meet James Harris of Rethink Mental Illness Check out the brand new Salary Centre ...home of the Harris Hill & CharityJob 2019 Salary Report, the essential new guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. What should you be earning in the charity sector? Find out here... ► Back to the blog homepage