Marketing, PR & Digital
As third sector specialists we know that many organisations have a greater requirement than ever for talented marketing professionals, not least in areas such as digital and social media, multi-channel marketing and PR/external communications.
Fortunately we have one of the UK's largest teams of recruiters dedicated exclusively to marketing and communications roles in the charity sector, from junior execs to heads of department – and an ever-increasing record of successful appointments.
But what really makes Harris Hill unique is our specialists in each area of the marketing mix.
Whether it's digital or direct marketing, press & PR, policy and campaigns or more generalist positions, you’ll always work with someone who doesn’t just cover your area but really gets it, since it's what we're working on every day.
For job-seekers and employers alike, that means you'll have a consultant who genuinely understands what you do, and appreciates the skills and qualities required for each role. And as specialists in your field, you can rely on us to have extensive knowledge of the market: who else is out there, who you're competing with, all the opportunities on offer, and much more.
You’ll find our contacts for each area below, or if you’d like to discuss any other requirements in marketing or communications, please get in touch with any of the team.
Our marketing, communications, PR and digital specialists
Latest Opportunities in Marketing, PR & Digital
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Content Manager
Harris Hill are delighted to be supporting a well established national health organisation in their search for a Content Manager. This is an exciting role to join an impactful charity to work on their health advice, empowering people affected with lung conditions with the knowledge and confidence to take control of their lives. You’ll lead a small team and oversee the development, review and evaluation of the charity’s health advice content across digital (and some print) channels. This will include setting and implementing editorial quality assurance standards to ensure content is fit for purpose, accessible and optimised for search. This organisation is the only charity in the UK fighting for everyone with a lung condition, aiming for a world where everyone can breathe with happy lungs. They fund cutting-edge research, provide advice and support the 12 million people who will get a lung condition through their lifetime. They also campaign for clean air ad for better NHS diagnosis and treatment. The ideal candidate for this role will have: - A background in developing engaging consumer advice - Excellent editorial and proofreading skills - Strong digital content and SEO knowledge - Demonstratable line management experience Salary: £40,000-44,000 plus excellent benefits Location: Central London (Hybrid style working) Contract: 10 Month FTC (likely to extend) To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk or call 02078207305. This role is accepting applications on a rolling basis and is subject to close when successful applications have been received. Only successful candidates will be contacted. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£40k - 44k per year
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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.
Surrey
£32k - 34k per year
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Paid Media Executive
Harris Hill are excited to be working with a fantastic Armed Forces charity, in their search for a Paid Media Executive. As Paid Media Executive, you will plan and implement paid advertising across multiple channels including paid social, PPC, and display. You work closely with the Digital Content and Engagement Manager in the development and implementation of the paid digital advertising strategy. The main focus of this role is to help improve acquisition, conversion, retention, and performance across digital channels to engage and develop audiences. The successful candidate will have experience working in paid media, specifically creating and managing paid advertising campaigns (paid social, PPC, display) and a strong knowledge of what makes successful paid social, display and Adwords campaigns. If this sounds like you, please do get in touch ASAP! Location: London or Fully Remote option Contract: Permanent Salary: £35,000 Please note, only successful candidates will be contacted with further information. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£35k per year
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PR Communications Manager (12 month FTC)
I’m working with a National Disabilities Charity to find their new PR Communications Manager. They have recently brought in 3 new roles to their Communications team, and this is an additional position. This is a newly created role with a charity with the vision that no disabled person shall be disadvantaged due to poor access to transportation. This is a 12 month FTC with full-time hours. “You will be responsible for business partnering with our Performance and Engagement team and managing integrated PR and communications projects to promote their research and innovation work to political, professional and public audiences”. The charity has a great working culture and are at an exciting point where they are spending time on their brand, and you really feel you are having an impact on people living with disabilities. £45,000 - £50,000, plus benefits including Bupa healthcare, good holiday and pension too Full-time, 12 month FTC Hybrid working – 3 days from home, 2 days in office at Harlow, Essex, which has great transport links and they provide free bus transfer to and from station. (Harlow is a 30 minute train from Liverpool street, London). They are eager to move quickly, so it’s CV only for the application. Please email Hannah.whittington@harrishill.co.uk Please note, they need someone to start ASAP, so you will have no more than 2 months’ notice period. I look forward to hearing from you.
Harlow
£45k - 50k per year
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Product and Content Manager
Harris Hill are delighted to be supporting a well-loved organisation in their search for a Digital Product and Content Manager. This is an exciting role to join an impactful organisation and shape a function. As Product and Content Manager you will develop the vision for the content management platform and engage stakeholders in its development. You will lead on the specification of developments, supporting projects and promoting new feature uptake, and will also support the digital publishing process, using data to ensure optimisation of digital services. You’ll work collaboratively with the Marketing team and internal and external stakeholders to ensure the organisation has an optimised online experience and impactful digital communications. This organisation is a key player in the arts, committed to a future that works for everyone, a future where all can participate in its creation. With over 250 years of heritage in making significant social impact, they bring together rigorous research, proven change process, influential ideas platforms and a global community of over 30,000 problem solvers united in a desire to deliver solutions for lasting change. The ideal candidate for this role will have: - Strong working knowledge of Content Management Systems - Good understanding of digital analytics and reporting on performance Good knowledge of marketing and digital operations, including briefs, proposals, scheduling, workflow, and knowledge management - Online copywriting, copy-editing and publishing of webpages experience following best practice standards, brand guidelines and house style Client-side experience working with agencies and suppliers - Solid project management with experience of working collaboratively to deliver results on time Salary: £35,000 Location: Central London (Hybrid style working) Contract: Permanent To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk or call 02078207305. This role is accepting applications on a rolling basis and is subject to close when adequate applications have been received. Only successful candidates will be contacted. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£35k - 40k per year
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Marketing & Social Media Officer
Harris Hill are delighted to be supporting an incredible organisation in their search for a Marketing & Social Media Officer. This ambitious organisation are responsible for one of London’s top visitor attractions. Having recently undergone huge transformation, the Marketing and Communications department will play a pivotal role in the organisation new objectives, establishing the site as an extraordinary cultural destination which inspires local pride and world-wide acclaim. As Marketing & Social Media Officer you will join a small but mighty team to support with delivering marketing campaigns and lead on growing social media channels. You will create exciting content for digital channels, write compelling copy, lead on social media campaigns and support the wider team with the full marketing mix. You will aim to reach and engage existing and new audiences with the overall goal to increase foot traffic to the beautiful UNESCO World Heritage Site set on the bank of the Thames. Set at such an incredible location this role may also involve campaigns and marketing support for a portfolio of events such as live theatre, art exhibitions, music events and even Hollywood filming! It’s the perfect role for a Digital focused Marketeer at the start of their career looking to upskill in a high performing team and within a role with real breadth. More central than ever to the organisations success, this role will: - Support the Marketing Manager with a portfolio of exciting campaigns - Grow the organisations Digital channels - Collect and create engaging and inspiring content for multiple channels - Manage the website, rejuvenating with fresh content and news and events updates - Build and maintain strong relationships with internal and external stakeholders Salary - £24,000 - £28,000 Location – South East London Contract – Permanent The ideal candidate for the role will have: - Previous experience in a marketing environment - Solid understanding of Digital Communication channels - Excellent skills in using analytics tools to report and inform - A creative flair with excellent written and visual content creation experience - Confidence to use Microsoft Office applications, Adobe Creative Suite, MailChimp, Hootsuite and CRM systems to create marketing copy and collateral To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk or call 02078207305. This role is accepting applications and subsequently shortlisting to interview on a rolling basis. Final deadline is Tuesday 12th July. Only successful candidates will be contacted. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
London
£24k - 28k per year
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Account Manager - Creative Team
Harris Hill is working with an international children's charity, assisting their search for an interim Account Manager to support their creative team. The role is 3 months, full time with 1 or 2 days per week being in the office. They are paying £40k based on an hourly basis, paid weekly, The Creative Team sits within the Public Engagement Directorate. This Directorate has an ambitious strategy to maximise the amount of income, influence, and impact we deliver for children. The mission of the Creative Team is to collaboratively plan, produce and deliver creative content across editorial, design, video and photography that results in greater income, influence and the growth of the brand in the UK. ABOUT THE ROLE The Account Manager works with teams across the organisation to produce creative briefs and develop creative concepts from the initial stages, as well as representing the brand and the Creative team's skills, processes and ways of working to the rest of the organisation. Deliverables: Ensures that the creative briefing process is as effective and efficient as possible. Encourages a positive, proactive, solution-first attitude, with clear communication. Looks to constructively challenge the commissioning team and proactively work with them to present any added-value solutions. Uses creativity to generate ideas and find solutions during the briefing process. Accountable for the creative briefs for the Creative Team, and works with the commissioning team or squad to ensure briefs are audience led, on brand, and the right information is obtained before work begins on the project. Works with the Traffic Manager to prioritise creative workflow, balancing organisational priorities with team resource. Identifies upcoming creative projects and campaigns to ensure these are accounted for in the content plans, and sufficient resource has been identified. Escalates any potential issues to the Head of Creative. Works with the commissioning team and the Marketing Team to ensure post-campaign learnings are shared with the creative team through performance review touchpoints. Oversees the timely delivery of projects, managing commissioning teams' expectations and ensuring creative work fits the brief and deadlines are met. Champions the Creative team's skills, processes and ways of working to the rest of the organisation through workshops, inductions and drop-in sessions. Relevant experience Proven track record of driving multiple complex creative projects forward and evaluating at the end. Experience of developing creative briefs and working within brand guidelines to produce high quality creative content. Evidence of excellent client engagement skills, with the ability to proactively organise and influence teams, and build strong and effective working relationships Specific knowledge and skills Knowledge of account management Project management and workflow tools (Asana) Highly creative with the ability to generate ideas and practically contribute to the Creative Team's output.
London
£21.98 - 21.98 per hour
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PR and Media Officer
Harris Hill is working with a membership based charity, that seek interim cover from an experience PR and Media Officer for 6 to 12 weeks. The role is to provide interim cover whilst they recruit a permanent team member, and reporting to the Strategic Communications & Planning Manager, the role holder will play a key part in building their brand and creating engagement with their products and services by managing reactive media enquiries through the press office and by proactively creating opportunities to promote the charity via the media. You will use your PR knowledge and expertise, working with project leads, product owners and channel managers to develop and implement PR plans that will achieve their marketing objectives. You will work collaboratively with the Strategic Communications & Planning manager to manage reputational risk and to build high profile support for the brand. You will also work to upskill people across the organisation - including volunteers - to achieve greater impact with communications. The role Press office - Respond in a timely and appropriate manner to media enquiries, prioritising resource in line with the strategic communications plan and the potential for high impact coverage. Build strong working relationships with a network of contacts that can be exploited for proactive media work. Proactive PR - Create and implement PR plans to deliver high profile coverage in support of advocacy campaigns and other initiatives across the organisation such as targeting publications & channels that are relevant for the target audience. Liaise with other teams on reactive and proactive PR opportunities. Producing communications - increase positive engagement with the projects/products by developing press releases, media packs, briefings and other PR materials that are aligned with the strategic messaging framework and the brand narrative whilst meeting the audience needs. Act as brand champion across all communications. Message delivery - work in partnership with channel leads (incl the Digital Marketing team, the Membership team, Walk editor) to ensure that communications are delivered effectively across all relevant channels. Source/develop content and assets that enhance the brand and use audience insight to create engagement. Crisis communications - work with the Strategic Communications & Planning Manager when there is a crisis or potential for reputational risk, using your PR experience to advise on the best approach to mitigate negative media attention.. Relationship management - work with the Strategic Communications & Planning Manager to recruit and steward high profile supporters who through their channels and ours, can help increase the reach and relevance of the brand. Improving communications across the organisation - work with other members of the Marketing, Communications & Brand team to plan and deliver a programme of communications training, coaching and support for other staff and volunteers. Insight- analyse the results of previous communications to gather learnings and insights to shape future messaging, content, and approaches to improve engagement, applying a test and learn approach. Knowledge and Experience PR - A minimum of three years' experience of working in a busy press office or PR agency, with proven PR campaign planning & delivery skills Planning - experience of developing and delivering audience-centric PR plans Copywriting - experience of writing for different audiences ensuring key messages are delivered in the brand tone of voice Communication - an effective communicator, with the ability to engage a range of stakeholders using relationship building and influencing skills Branding - understanding of the importance of branding and experience of developing brand building communications Insights - a curious mind that allows you to develop and apply data and audience insights to strengthen performance Legal - a broad understanding of copyright and data protection laws. If you are interested in finding out more, please apply without delay.
London
£19.23 - 21.97 per hour
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Brand Marketing and Planning Officer (12 month FTC)
I’m eager to speak to a marketer who is passionate about brand marketing, excited to take on a varied role, and get stuck in and join a Health Charity who have just launched their new brand marketing campaign and who feel they are truly on the cusp of something amazing! You will have the opportunity to work at a big charity, who are looking to raise their profile at an exciting time of growth for the charity. They look after their staff and offer flexible working, with minimum 2 days a week in their Aldgate East, London Office. The Brand Marketing and Planning Officer role is responsible for growing brand awareness amongst key audiences through planning, developing and delivering marketing campaigns within the brand marketing programme. A key focus of the role will be to manage the charity’s e-newsletter and brand marketing activity in key moments (e.g. Awareness Month) which will inspire more people to engage with and support our vital work. This role is also responsible for managing the tracking of the brand KPIs, working with research agencies to analyse results and report back to internal stakeholders. This role is offered on a 12 months fixed-term contract to cover maternity leave. £27,000 to £31,000 per annum 35 hour week About you You will have good experience managing marketing campaigns across a range of media channels and a demonstrable interest in brand marketing. A well organised person with excellent communication skills. Your previous experience might be in brand marketing or another area of marketing and communications and you’ll be looking to make the next move in your marketing career. The charity is open minded on sector experience. If this sounds like you, we’d love to hear from you! Email me Hannah.whittington@harrishill.co.uk Please note the charity will review applications on a rolling basis. So please get in touch now to avoid disappointment. As this is a maternity cover contract, you will need to be available with maximum 1 months’ notice.
London
£27k - 31k per year
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Individual Giving Assistant
Harris Hill are delighted to be working with a popular animal charity to recruit an Individual Giving Assistant. This role will support the individual giving fundraising team to acquire new and retain regular donors via a number of channels. Key responsibilities include; - Assisting campaign managers with campaign delivery across a range of channels - Gathering content for supporter communications, including mailing, emails and digital - Assist with proof-reading copy and telemarketing campaign fedback - Monitor and manage fundraising stock and invoice tracker This administrative role would be an ideal first step into a charity or fundraising career, and would suit a candidate with excellent organisation skills and a willingness to get stuck in! Please note this postion can be home, office or hybrid based working. 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.
Cambridgeshire
£20.5k - 25k per year
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Account Director (Planning Director)
I am keen to hear from individuals who have prior experience of account and/or project management experience, developed at an agency, to join a fantastic Communications Agency as their newly created role of Planning Director (Account Director). You will be a collaborative team-player who enjoys working with, and leading others. The agency is a social impact communications agency, who partner with charities, businesses, US bodies, academic institutions, philanthropic organisations – on some of the biggest issues facing humanity today, from Climate Change to Gender Equality, Digital Health to Human Rights. You and the role: Are you looking for a new challenge that gives you the chance to get creative and use your expertise to evolve a team who are passionate about social impact causes? Are you a natural leader who loves working with people to nurture their personal evolution? Are you proactive, love problem solving and are incredibly organised? If so, this full-time London based role will be perfect for you. The successful candidate will join our Planning team and act as a mentor to 4 talented individuals. By having a good understanding of capacity amongst the Planning team, you will also join our operations team, which involves weekly updates and forward planning across each team. Everyday responsibilities: Account management: To get to understand our workings of the agency, you will be the lead point of contact for 1-2 significant projects, ensuring the timely and successful delivery of high quality assets and expertise according to our partners’ (we call clients, partners) needs and objectives. This will involve building, maintaining and evolving strong, long-lasting partnerships, and where necessary, facilitate consultation workshops. Managing budgets: Using our financial software platform Xero, you will be responsible for submitting all bills relating to your projects and you may be responsible for checking over bills entered by the Planning team. Project management: As our Planning Director, although you may not know the full nuances of each project, you will have a good understanding of what stages each project is in, and sometimes ask the difficult questions as to why deadlines have been missed or why projects have been delayed. This means you will likely join kick off meetings to gain a sense of who the partner we’re working with is, understanding their wants and needs of each project. You will have oversight over our CRM, Monday.com, and ensure this is kept up to date (there will be an opportunity to train you up in this if you are new to it). Looking ahead: You will think ahead on all projects that you’re overseeing, ensuring that the full Planning team is doing the same and pre-empt anything that may not go according to plan, proactively coming up with solutions. Operations: Sitting in the Ops team, you will understand the ins and outs of our Planning team, identify gaps and work with the full team to evolve these processes. It will be your responsibility to roll these out to the full Agency team. Base salary of £40,000-£50,000 per year plus discretionary personal & company bonus Full-time, permanent role. Office- London Bridge. Minimum 3 days a week, 2 days can be flexible. Hybrid and flexible working styles available. Closing date: Applications will close on Wednesday 29 June 8.00am. E-mail me- Hannah.whittington@harrishill.co.uk for more info!
London
£40k - 50k per year
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Marketing Analytics Exec - 2-3dpw
Harris Hill is working with a membership, not for profit organisation who work within the charity sector, to help source an interim Marketing Analytics Executive on a 3 month, 2-3dpw basis. The role will be to provide marketing analytics and influence marketing and organisation decision making by ensuring they have a clear understanding of the effectiveness of their activity, performance of products and services, and behaviour of their audiences. Marketing analytics and reporting Ensure marketing systems are set-up to support performance marketing tracking and reporting (including through Google Tag Manager (GTM) and Data Studio) Work with agency partner and marketing, digital and data colleagues to set up campaign tracking and monitoring Analyse campaign performance metrics and trends in order to benchmark campaign activity Use data analytics software (Google Analytics), email service provider (ESP) and CRM system (Dynamics) to interrogate data and produce regular reports on KPI's and performance Support marketing colleagues with post-campaign analysis and recommendations for optimisation and improvement Support the marketing and communications manager to deliver the monthly KPI dashboard and to provide insight and analysis to support the planning process Data management and segmentation Provide insight and data segmentation support for email and campaign activity, using CRM (Dynamics) and email service provider, Click Dimensions Proactively suggest ways to improve the quality of data and use within marketing activities Work closely with marketing and CRM colleagues, and specifically the CRM and data officer, to represent marketing requirements and input into CRM system and data management decisions Keep up to date with data protection issues, especially those pertaining to business data and any other circumstances pursuant to NCVO's operating environment including GDPR and PECR Knowledge Knowledge of tools such as MS Excel, Google Sheets, Google Analytics, Google Tag Manager, Google Adwords, Data Studio as well as social media analytics A good understanding of CRM systems (ideally Dynamics), with the ability to segment and manage data profiling lists An understanding of performance/acquisition marketing and how this is applied using Ad/MarTech through search, social media and display channels Skills Technically and digitally savvy, able to learn new software quickly and troubleshoot technical problems Strong interpersonal and communication skills (written and verbal) Excellent attention to detail Collating data and information into clear reports for different purposes Ability to communicate insights from data appropriate to the audience Strong Excel skills Experience General marketing KPI reporting and/or dashboards Working with Email Service Providers (ESPs) e.g. Click Dimensions, DotMailer/DotDigital, Emarsys, CRM platforms (Dynamics etc) and data analytics packages Setting up email automation campaigns and A/B testing Working collaboratively as part of a digital, insight or marketing team Active commitment to equity, diversity and inclusion
London
£34,867 per year
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Head of Internal Communications
Harris Hill is working with a National Children's charity, supporting their search for an interim Head of Internal Communications. This role will lead on implementing staff and volunteer engagement strategy, working with stakeholders at all levels across the charity. The role will be for 3-4 months on a full time basis and the charity runs a hybrid working scenario. The key parts of the role are: To lead Internal Communications within the Communications and Marketing directorate. To play a leadership role for the team in ensuring that all its communications on behalf of the organisation is of the highest standards, consistent with the brand and key messages. To be responsible for developing the team elements in the Communications business plan and for delivering and evaluating against the plan. To be responsible for the developing the team's budget and its budgetary performance. To lead and develop the team in line with corporate standards in order to meet business requirements Deputising for the Head of Corporate Communications when required. Main duties and responsibilities To implement the internal communications strategy. To develop, produce, implement and evaluate the business plan for the team (as appropriate) including development and management of the team's budget. To be accountable for the team's key performance indicators and ensuring service level agreements and/or standards of service are met (where applicable). To take a leadership role in working with senior managers in other functions/departments to add value through identifying potential communications opportunities, sharing information, co-ordinating work and streamlining support. To lead the team in the sharing of professional knowledge, specialist expertise and experience of communications and individual disciplines with others (as appropriate). To recruit, train, develop and manage staff in-line with policies and practise including regular team meetings and regular personal development reviews, coaching and mentoring staff to achieve high performance, growth and personal development. To take a leading or senior supporting role as required in leading internal communications for organisational priority programmes and cross functional projects. To maintain the highest standards of knowledge on best practise and developments within communications industry and the charity sector generally with particular attention to communications innovation, legislation and codes of practice. Personal Spec: Highly developed, proven and appropriate professional communications skills at A Level that will enable the Communications team and function to maintain and enhance its reputation for the highest standards Detailed knowledge of all technological and operational processes for the running of the Internal Communications team with leadership excellence in skills and understanding of internal communications appropriate to the development and management of a major UK brand organisation. Highly developed leadership skills including a proven ability to manage resources and people to recruit, develop, lead and motivate a department to achieve excellence in line with key performance indicators. Highly developed and proven skills to initiate develop and deliver against Communications strategy in support of agreed corporate objectives. Highly developed and proven skills to prepare, cost and deliver against annual and other-term business plans in support of functional and corporate plans. A strong communicator with a track record of building effective relationships with colleagues and stakeholders, at all levels, internally and externally - including young people Highly developed verbal and written skills commensurate with leading a significant Communications team and oral skills to promote and present the team, and as required, the Communications directorate and the charity itself respectively. Experience of line management and project management.# If you would like to find our more, please apply without delay as the client is seeking an immediate start.
London
£42.5k - 50k per year
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Marketing and Communications Manager
I’m thrilled to be partnering with a Hospital Charity, dedicated to supporting improvements to healthcare and transformative research which benefits 2.5 million people in East London. They do this by funding high quality, ground-breaking research, innovative patient care projects and NHS staff wellbeing initiatives that would not otherwise be funded by the NHS or other grant funders. This a 12 month FTC (maternity cover) Marketing and Communications Manager position, based in Central London, minimum 2 days a week, 3 days flexibly. You will be responsible for brand and production as well as delivering the communications strategy on all things non-digital. You’ll be a highly motivated communications and marketing professional with strong experience in a similar position, preferably in a not-for-profit environment. Ideally, you’ll have experience of working on a rebrand project, as implementing our new brand will be a key part of this role. It’s important that you are passionate about the value of brand and the power of marketing to persuade and influence. We’re looking for someone who’s ambitious, creative and results-driven. You’ll have excellent communication and interpersonal skills alongside the ability to influence others. We’re looking for people who can write well, build trusting relationships and work at pace across different priorities. You’ll be motivated and able to deliver at high quality to deadlines. You don’t need to be an expert in health and/or research, but a commitment to delivering exceptional communications and engagement is essential. You will join the charity at an exciting time as they work towards rolling out their new five-year organisational strategy and celebrate an amazing 900 years of their hospital, and their most ambitious fundraising campaign to date. You’ll be welcomed by a supportive, professional and friendly team. If you have a passion for great storytelling we would love to hear from you. Salary £38,000 - £42,000 dependent on experience Minimum 2 days in the office in Farringdon. Flexible working. 12-month contract, full-time, end of September start 27 days holiday, plus bank holidays. For the full job pack, please e-mail Hannah.whittington@harrishill.co.uk The firm deadline for applications is Tuesday 28th June, so please get in touch now to avoid disappointment. I look forward to hearing from you.
London
£38k - 42k per year
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Fundraising Officer
Harris Hill are delighted to be working with an international medical charity to recruit a Fundraising Officer. Splitting your time between the Individual Giving and Fundraising Communications team, you will offer administrative support internally and excellent donor support externally. Key responsibilities will include; - Supporting the IG team in providing excellent donor stewardship aimed at building a pipeline of major donors, and legacy pledgers. This may include coordination of bespoke mailings, and assistance in event management among other duties. - Co-ordinating mid and high value thanking, includes personally thanking mid value donors and ensuring the IG team are informed of any high value donations, using the CRM systems to keep track of communications. - Assisting in the creation and implementation of stewardship materials, including but not limited to; thank you letters and emails, welcome journeys. This role would ideally suit a competent and organised candidate who wants to develop their fundraising experience. For more information about this vacancy please 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.
London
£26k - 32k per year
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Senior Fundraiser - Products
Harris Hill are delighted to be working with one of the UK's most loved charities to recruit a Senior Products Fundraiser. This role, which sits within the Individual Giving department, is responsible for overseeing the development, realisation and delivery of a range of key fundraising products to engage with both new and existing supporters. You will work to innovate new and exciting products to add to your campaign portfolio, and with supporter development teams to develop creative campaigns to promote existing products. This role will encompass the full product lifecycle, reviewing and evaluating performance in line with team objectives and targets. This role would suit a candidate with excellent communication and relationship management skills, experienced in a customer-focused enviroment such as fundraising, sales or marketing. For more information about this role please 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.
London
£33.5k - 38.5k per year
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Creative Services Coordinator
Harris Hill is working with a national children's charity, looking to find an interim Creative Services Coordinator for 3 months. This is a junior role who supports the Creatives Services team, so an ideal opportunity for someone to gain more experience within a creative team. The role in brief... Our creative services coordinator supports the production and delivery of our busy brand and content (creative) team's work. They keep track of the team's capacity, preparing and distributing schedules. They support the creative services lead on a day-to-day basis, making sure projects stay on track and delivered on time. They maintain records of how long briefs have taken, signs-offs and archiving. They manage the teams purchase orders along with software and hardware requirements and assist with updates on our digital asset management and online brand guidance tools. Working with... Internally, they work closely with designers, copywriters and account managers in the creative team. They also work with colleagues in the wider brand and content team, planning and marketing team, finance team and IT team. Externally, they work with agencies, freelance creatives, and software and hardware suppliers. Responsibilities: To create production schedules as directed by the production manager for creative work using Traffic scheduling software and to distribute and amend schedules as required. To oversee creative work plans and inform the production manager where there are clashes / gaps in scheduling. To implement and streamline creative processes ensuring integration with other teams. This may include: workflows for briefs though the creative team; organising internal and external meetings and desk bookings on behalf of the team, updating automated work plans/annual leave via the Traffic scheduling software, organising creative supplies, printing and electronic filing of resources. To maintain an efficient record keeping system for the team, including current and archived files and recording billed hours using appropriate manual and electronic systems. To provide support for the Mac computer estate for the creative team including ordering and distributing new equipment and working with our external supplier to troubleshoot issues. To provide financial administrative assistance to budget holders, including processing invoices, placing orders, undertaking financial analysis, and adding new suppliers in line with policies and procedures. To assist with the management of our creative asset library including tagging and uploading assets, approving requests, archiving necessary consent forms and optimizing search functions with a focus on being inclusive and making content accessible. Provide assistance (with supervision) for writing and creative briefing tasks and account managing delivery projects in line with the directorate's strategic goals. To work with staff in communications in order to keep abreast of developments across the function. Skills required: Highly organised, and able to manage multiple projects at one time. Experience of maintaining administrative and information systems. Excellent attention to detail. Effective interpersonal skills facilitating the ability of working well with others across teams and departments. The ability to prioritise, multitask and use initiative. Personable, and able to work effectively with a variety of different people.
London
£11.93 - 11.93 per hour
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Senior Marketing Business Partner
I’m thrilled to be supporting a well-loved Children's Charity, in their search to find their new Senior Marketing Business Partner. This role can be either London, or remote based! The role sits in the Marketing and Planning team, and this role focuses on the strategic side of things. Acting as one of the Business Partners in the team you will work with different stakeholders across the charity (different fundraising teams, campaigns teams etc), to feed into and develop their marketing campaigns from a strategic point of view. You will bring social content to life and feed into end to end campaigns and evaluation. The purpose of the role is to collaborate with stakeholding and partner teams to reach and engage priority audiences, with best-in-class marketing which meets their strategic objectives. Location, can be home-based or London based East London (once a week) £29,607 - £34,832 per year (Plus an additional £3,366 Inner London weighting or £500 home working) Permanent, Full-time Please get in touch ASAP for more info, they're looking to move quickly! Please email your CV to Hannah.whittington@harrishill.co.uk
London
£29,607 - 34,832 per year
Advice, news, events and specialist insight from the Harris Hill Blog
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Small charities, (more) big opportunities
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 ►
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Market trends: why the shortage of candidates?
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 ►
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What to expect as a charity sector temp
Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know... For most of this century, temps have made up around 5% of the UK workforce, but considerably more of the voluntary sector (around 9%, say NCVO), making temporary work a familiar experience for many. If you’re considering it for the first time however, here’s a summary of the basics. What’s the difference between permanent, temporary and contract roles? Obviously the duration of the job, but there are some other key differences: Permanent roles You're employed directly by the organisation, on their payroll and, once you pass any probation period, entitled to all their staff benefits. Temporary roles You're employed by the agency through which you found the role, on the agency’s payroll and entitled to the agency’s benefits. However you're under the care and command of the organisation the agency has placed you in, normally for an agreed length of time, but this may be extended (with your consent) if the requirement is ongoing. Fixed term contracts You're employed directly by the organisation and on their payroll, just like a permanent role, but for a specific, limited amount of time, such as 6 or 12 months. Why temp? According to ONS figures, for around 30% of temporary workers it’s purely the lack of a permanent job, but the larger proportion have a variety of reasons, including: • The chance to work for multiple charities in a short space of time, rapidly expanding your insight and experience of the sector. • The opportunity to sample different roles in different places, helping to identify what you want (and what you don’t) from your career if you’re unsure. • Gaining more skills, confidence and adaptability, improving your prospects of landing (and succeeding in) the perfect permanent position when you find it. • To continue earning, including holiday pay and pension contributions, even if future plans mean you can’t commit to the role permanently. Don’t expect it every time, but there’s also the chance it may develop into something longer-term or even permanent. Getting into an organisation is often the hard part, but if you’re there as a temp and known to be personable, reliable, hard-working and a quick learner, they may be keen to keep you on board, even if you don’t have the specific experience that would normally be required. What are the drawbacks? It’s not all kittens and rainbows of course, even (we assume) at the Rainbow Centre for Kittens, so be aware that: • You’ll be paid weekly, for exactly the hours you work, as marked on a timesheet signed by your manager. So when you’re not working (if you’re off sick or for any other reason) you’re not earning. However you’re still entitled to Statutory Sick Pay. • Requirements for temps tend to arise at short notice and can end just as quickly too, so you won’t always know how long your role will continue, or what you’ll be doing (and therefore earning) next week/month. Planning ahead for anything can be a challenge. • Under Agency Workers Regulations (AWR) you’re entitled to the same salary and benefits as permanent staff after 12 weeks in the same role, but until then you may sometimes be on less favourable terms. How to temp through an agency Most temp vacancies go through agencies because the employer needs someone immediately. Yesterday, preferably. For these last-minute requests, there's no time to advertise and wait for applications; employers count on agencies to know good people already, so you need to be registered with one to be in the running. • Choose a reputable agency with plenty of jobs in the sector you’re keen to work in. Let’s say Harris Hill, for example. (Other agencies are available). Then just get in touch to register as a candidate. • We’ll need your CV, and will take you through the necessary checks and references first, to save you any unexpected roadblocks later. • We’ll then discuss your experience, the type of roles you’re looking for and aim to match your skills with suitable roles. • If there’s nothing immediately, don’t worry. Just keep an eye on the site, check back often, and apply for roles that match your skills and experience. Apply for the right roles, not just any roles This is really important as a temp. Meet 80% of the criteria for a permanent role and you can probably be trained on the rest, but this doesn’t work for temps as there’s no time for training. Clients need someone with all the right skills from day one, and with roles often attracting 100+ applications, they’ll probably find them. So there’s no benefit in applying for anything and everything; better to focus your very best efforts on a small number of roles where you closely match the requirements. Nonetheless, there are ways of improving your prospects… How to stand out • Remember that temp placements happen at speed, so make sure your CV is sufficiently clear and well-structured to see the key points at a glance. • A short opening profile summarising key skills will help this, as will bullet points to pick out skills and experience. • Include any transferable skills, explaining how they’re relevant for the role. • Tailor your CV to the role in question. Don’t make the reader piece together clues as to why you’re right for it – spell it out clearly from the start. • List any relevant systems, CRMs or packages you’ve worked with, and be specific, even if they’re a little obscure. You never know when one of them might be the deciding factor. Finally, one of the most effective things you can do is also one of the easiest, yet it’s often overlooked: let us know when you’re available. Why it pays to keep us posted When a last-minute temp vacancy comes in, we need to know two things fast: who do we know with the right skills, and who’s free to do it? Our database can answer the first question, but because we don’t track your every move (trust us: we can barely plant a plant, never mind a microchip), not necessarily the second. Unless you're already working for us elsewhere, we can only be certain of your availability if you've recently told us. This needn’t mean calling in every week – a one-line email will do, or even just a text. But simply by confirming you’re available, you’ll have dramatically improved your prospects of a great placement coming up soon. We hope that’s answered a few questions, but if you’d like to know more, please get in touch via the details below, or you can register as a candidate here. Sekai Lindsay Business Support roles 020 7820 7307 Email Sekai Ryan Elmer Marcomms, Events and Fundraising 020 7820 7313 • Email Ryan More from the Harris Hill Blog Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
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Find the latest charity rates in the 2022 Harris Hill Salary Survey
What’s the going rate for your charity sector role? Whether you’re a head of fundraising for a small charity, digital manager for a household name, or in any of almost 200 other positions in the sector, you’ll find answers in the brand new 2022 Harris Hill Salary Survey. The new report arrives with our thanks first of all to the several hundred superb organisations who’ve entrusted us in the past year and more with the diverse range of roles that form the basis of the survey. From there, we add the insight and expertise of our experienced specialists in each field, working role by role to identify misleading or unrepresentative cases that might distort the picture – for example, roles that are far more senior/junior than the title suggests – and applying their up-to-the-minute knowledge from handling similar roles every day to ensure we reflect what’s actually being paid (not just what’s advertised) for each role throughout the sector. Our thanks too, for the many (many!) requests and enquiries we've had from people patiently awaiting the next edition: we’re delighted to say that it’s now here and available to download from the link below, and we hope you find it a valuable reference for the year ahead. With salaries for everything from entry-level roles to director positions, the survey covers each of our specialist areas: Chief Executives & Directors • Data Management • Finance • Fundraising • Human Resources Marketing, PR & Digital • Operations, Admin & Support • Policy, Advocacy & Campaigns • Temporary & Interim Market trends We’ve also examined some of the key issues currently affecting the market, not least the widespread and seemingly ever-more-acute shortage of candidates: why have numbers fallen and where to find new talent now? And after two years of turbulence and quite radical change in the working landscape, what impact has the pandemic and the rise of flexible working had on salaries? A (very) recent history of the survey It's our 15th annual guide to salaries in the UK charity sector, but in this case, the first since the outbreak of a global pandemic, whose many crimes (though admittedly among the more benign) include putting paid to the last two editions. Work was just underway in 2020 when much of the world shut down, closing off key fundraising avenues for charities (while demand for their services often increased), and triggering widespread fear of redundancies, job losses and for some, even the prospect of having to cease operations entirely. In which context, reporting on the previous year's salaries seemed rather like reviewing the Titanic’s restaurants for passengers clinging to the lifeboats: information that may have been welcome yesterday, now eclipsed by some rather more pressing concerns. Uncertainty still prevailed by the spring of 2021, but we're delighted that the last year has been characterised by a strong and consistent recovery, each month surpassing the last, creating the clear picture needed to bring you this brand new report. For more information... Throughout the report you'll find details of the relevant specialists together with the salaries in their respective fields, and they're by far the best people to call with queries relating to those areas. Meanwhile for more general enquiries, feedback or requests relating to the survey, please call us on 020 7820 7300 or get in touch by email. View or download the 2022 Harris Hill Salary Survey ► Check out our latest jobs ► More from the Harris Hill Blog What to expect as a charity sector temp Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know...Read more ► Previous salary guides Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
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Good news – your CV’s in demand!
Let’s face it, there's been rather a shortage of non-alarming news lately, so it’s a real joy to bring you something that won’t make you want to hide under the duvet and cry. Specifically, that jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. In fact, after climbing consistently all year, the number of fantastic charity opportunities here at Harris Hill is now within touching distance – if that’s allowed - of where it was before the pandemic. Which is a pretty big number. (Exhibit A: check out our jobs pages). However, the number of people seeking those opportunities is yet to rebound to anything like the same extent, which means that if you’ve got charity experience, you’re very much in demand! But aren't the big candidate shortages elsewhere? Shortages in other sectors might be making the headlines, but as charities seek to recover the millions lost to the pandemic, recruitment is high on the agenda, while application numbers are unusually low. Not just at Harris Hill, but our charity clients are coming to us with the very same issue across the board. So while you might imagine there's little point looking right now, we’re here to say you could well be a highly sought-after candidate, even if you don’t have an HGV licence or dream of being underpaid for your strawberry-picking skills. Although we can’t imagine either would hurt. But to cut to the point, it's this: if you’re a charity professional in just about any area at the moment, you’re already in considerable demand. OK, so what's available? We’ve got permanent and contract opportunities across all specialist areas, and demand for temporary staff is even higher, with an abundance of assignments in all kinds of roles right now. If you're looking for new opportunities of any kind, please do get in touch to discuss how we can help you move forward, and if you’ve temped for us in the past, please drop us a line with your latest CV and availability for work. ►► A side note here: why do we ask you to update us, if you're already on our system and nothing's changed? Let's discuss this in a blue box. Why update us if you've already registered? That's a great question. If you’ve registered with us, or any other recruiter, you might (understandably) see no need to keep us posted unless there's any significant change. But here’s why it’s well worth doing, especially for temps. In an ideal world, we’d have weeks to advertise temp positions and scour the kingdom and/or database for every suitable candidate in advance. In this world however, it's more likely we're looking to fill a role we’ve known about for five minutes, starting yesterday. *pause while you break out tiny violin* Contacting every potential candidate would take days, but we need to know who’s free as soon as possible, so it's logical to start with those we already know about. Naturally they tend to be the people we’ve spoken with or heard from most recently: the more time has passed, the more likely things have changed. That's why it’s always worth a quick call or email to keep us up to speed, particularly for temps, but also for permanent roles if you’re open to a move and we haven’t spoken for a while. So, whether it's for a temporary, permanent or contract role, if you’re currently looking, in two minds or just waiting for the right moment, we’d love to hear from you: it’s a much better time than you might think. Not only are there plenty of great jobs available, but with fewer people competing for them, your prospects may be better than expected too. And with recruiters and charities clamouring for CVs like over-excitable fans at an autograph signing, it’s the perfect time to send us yours or register here on the site. Which – in a line we didn’t expect to write today, much less finish a blog with – we recommend doing very soon, before the knicker-throwing starts. Thanks! Team HH Back to the Harris Hill Blog homepage ►
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Charity Careers 6: meet Susana Lopez, Head of Leadership Giving at Cancer Research UK
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 ►
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12 tips for video interview success
Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Getting the basics right: make sure what's behind you isn't distracting How to get the best from video interviews By now you'll probably know the basics from the video meetings that have come to dominate all of our working and social lives: make sure your camera and microphone are working ahead of the call, check your pyjama bottoms aren’t in view below your smart top, and that what’s behind you isn’t distracting. But over the past few weeks, we’ve picked up a few additional practical pointers that can help you ace that all-important video interview: Try a test run If you’re not familiar with the videocall platform you’ll be using, ask your friendly consultant for a quick technical test-run. We want you to nail this meeting, and if a test-run will help that, we’re only too happy to do it. If you’ve applied directly, ask a friend to do a test-run with you well ahead of the interview. Lights, camera, wardrobe Wear what you would normally wear (at least on top) to an interview. However, keep in mind the quality of your camera and the lighting. You don’t need a camera any fancier than the one that came with the laptop/smartphone, but if you know the image quality isn’t great, try and sit in a well-lit room, and consider the colours you are wearing. A white shirt in front of a white wall in bright sunlight might mean you blend into the wallpaper too much. On the other hand, wearing dark colours in room with less-than-great lighting risks you appearing as a grainy blur to the panel. In all cases, don’t silhouette yourself in front of the light source! Steady your nerves (and devices) If you're using a smartphone or tablet, find a way to prop it up and keep it steady for the interview, rather than holding it in your hand: a shaky picture can detract from what you're saying and create the impression of nervousness, even if you're confident, calm and collected. Stay informed Keep the relevant details (job description, person specification etc) and your application to hand, either printed out or in another window of your screen. If you’re switching between screens to look at something (most videocall platforms allow you to do this without leaving the call), remember the panel can still see and hear you. Be prompt Keep to your start time! Normally, arriving 10 minutes ahead of an interview is good practice, but if you log into the Zoom meeting early, you may interrupt the panel’s pre-interview discussion, or they may simply not be there and they’re taking advantage of a quick break to run to the bathroom. We’ve been advising our candidates to log in a minute before the actual interview. This gives you time to make sure the audio and video is working before it cuts into precious interview time, but also allows the panel to take their breaks, talk amongst themselves and be ready. Remember you're on camera! When on videocalls, some people understandably forget about eye contact and look around the room whilst talking (as many of us do when we’re thinking). Don’t stare down the lens (creepy), but try to keep your eyes on the screen. It doesn’t really matter where on the screen, but the person who asked the question is a good bet, especially if you find looking at yourself distracting. Express yourself There’s no need to be a mime artist, but if you use body language (nodding, smiling, leaning in, etc) you might want to exaggerate it a little bit more than you would in person so it shows up on camera. This helps engagement between you all as people. Someone sitting motionless and expressionless is hard to relate to, and the panel want to get a sense of you as a person and as a potential colleague. The show must go on For relatively minor audio and video disruption (screen freezes, distorted audio), we advise ignoring it unless it has impaired your understanding of what the panel are saying/asking. We’ve found that this keeps interruptions to a minimum, and on the flipside, we’ve seen conversations lose momentum when every bit of digital static is commented on. Be expressive, but not a mime artist. Also recommended in all other situations. Don't panic This way of working is strange for all of us, so don’t be phased if something goes pear-shaped. Can’t hear? Explain and wait for it to resolve (leave and re-join if necessary). Six-year-old has to show you the spaceship now? Cat decides it needs to sleep on the laptop? Smile, ask the panel for a quick pause to deal with it, and get back to it. We’re all human, and if the panel doesn’t understand that, do you want to work for them? Stay focused That said, despite the interruptions and informalities of working from home, the conversational style in videocalls is by necessity pretty formal (even for an interview). If two people speak at the same time, both are completely unintelligible so everyone has to take turns to speak. You are also missing out on almost all the non-verbal clues that we don’t realise we rely on so much. A particular risk is talking to fill the silence and missing clues you’d normally spot that the panel are disengaging from your answer, so stick to focused, relevant answers (the STAR technique is a good general guide). If you’ve said something interesting and they want more detail, they’ll ask. Make sure you leave a pause between someone asking a question and you talking to ensure they’re done, and that panel members are given opportunities to ask follow ups. Be flexible If your internet connection is bad enough to disrupt the conversation, apologise, fix it if at all possible, but if not, ask if you may switch your camera off and go audio only, or even dial in to the call instead. This should be a last resort because it’s the only way you can hear and respond to the panel. On the other hand, if one or more panel members go audio only for the same reasons, don’t get phased and keep your eyes on the screen. Just because you can’t see them, it doesn’t mean they can’t see you. BYO refreshments Finally, much as they’d like to, the panel can’t offer you the glass of water/tea/coffee, so make sure you have one to hand for when you need it. A separate celebratory beverage for when you leave the videocall having given the best interview of your life is optional. To wrap up, there are practical differences between the usual in-person interview and a video interview, but the intent behind them is the same: for you, is this a job you want? For the panel, are you the person they want for the job? Being able to adapt to these differences may not guarantee you the job, but feeling more confident and relaxed about the process will give yourself and the panel the best chance of making the right decision. Jenny Hills Chief Executive & Director Recruitment Practice, Harris Hill Search executive opportunities ► More from the Harris Hill blog How to work well from home Millions of us are doing it, but how well is working from home working for you? Guest blogger (and frequent home-worker) Nicola Greenbrook has advice to help you keep things running smoothly. Read more ► Should you be working for a large or small charity? The biggest charities may have the biggest opportunities, but you'll typically take on more responsibilities somewhere smaller - so which is better for your career? Faye Marshall and our fundraising specialists weigh up the options. Read more ► How to be assertive at work Altruistic behaviour is fundamental to the charity sector, but saying yes to every request can leave you seriously overwhelmed. Nicola Greenbrook explores how you can learn to stand your ground and be more productive as a result. Read more ►
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How to work well from home
With much of the world in lockdown to slow the spread of coronavirus, working from home is the new normal for many. Our guest blogger and freelance writer Nicola Greenbrook offers suggestions on how to work productively, interact socially and look after our physical and mental health. How to work well from home We are living in exceptional times. The virus that emerged in the Chinese city of Wuhan has caused a global COVID-19 pandemic. At the time of writing, the UK is in lockdown, the shutters have come down on all non-essential shops, schools and nurseries are closed, and many charities are in crisis. Government guidance advises people to work from home where possible, travelling only when it is essential. But for those unaccustomed, or averse, to homeworking, it can take a while to adjust. Throw into the mix that our partners/flatmates/children are our new colleagues, how can we work productively and efficiently from our homes - and keep our minds and bodies healthy? ___________________ Create a designated workspace The spread of coronavirus has been rapid; one day you were at work, the next creating an ‘office’ in your flat amongst the laundry and hunting under a pile of magazines for a pen. Before you do anything else, prioritise setting up a clear and defined workplace, separate from your home life where possible. If this is the kitchen table for the time being, ensure it's clear, free of coffee cups and has easy access to power. HSE's Display Screen Equipment (DSE) workstation checklist offers clear guidance on areas such as chairs, screens and lighting. Adding a personal touch to your workspace might help with the adjustment to homeworking (best to avoid dedicating an entire working day to #workspacestyling though). Kim Watson, comms freelancer and co-founder of holistic therapies business The House of Palms finds that it increases her productivity: ‘I have a proper workspace, a desk with plants, pictures, candles and natural light etc. All things that make me feel happy and wanting to work - that helps!’ Establish a routine and set boundaries I'm an HR Specialist for an IP law firm in the City for three days a week and a freelance writer at home for one day and weekends (plus a Mum in between). This provides clear boundaries and compartmentalises my working week. However, the lines are currently blurred; each part is now worked from home. It’s an unprecedented situation for most of us; there’s no commute to act as a physical divide and we've literally brought our work into our homes. So what can we do to restore some order? Creating a simple plan for the week ahead can help stay on track; try scheduling activities against set times and get to know when you’re ‘peak you’. If, generally, you’re less dynamic in the afternoon or susceptible to energy slumps, consider doing less creative work then. If working alongside a partner or flatmate/s AND children, and without a separate room to work from, at least delineate a space that is solely yours. Over breakfast each day, consider holding a team meeting with your ‘new colleagues’; discuss and agree the hours you’ll each work (especially if caring for/homeschooling children as well) and how you like to work (loud music vs complete silence etc). Then be prepared to compromise and be flexible - we’re all in this together! ___________________ Watch the clock It’s tempting to work all hours just because we can. Stick to your regular office hours where possible and commit to meetings in your diary rather than pushing them back. Establish a routine; stop for lunch and utilise morning and afternoon breaks to do a quick house chore or grab a drink - and step away from the screen. Work steadily, stay focused and STOP at a set time - then switch off. It's unlikely you'd run back to the office at 11pm after an evening out, so there’s no need to head back to your laptop at home. Stop looking for distractions There’s something about being in your own home that feels more comfortable, don’t you think? Sure, you could squeeze in some pre-work Netflix over a bowl of cereal, but can you stop at one episode? What about chores? Are you finding it hard to ignore the messy kitchen cupboard /peeling paint/huge pile of stuff to sort out? Yes? You could be procrastinating; save the decluttering for the weekend. Mirror your homeworking day with your office one. If a relative or friend wants a chat in the middle of the day (rather than it being a genuine concern or emergency), politely reschedule for lunchtime or post-work. It's important to digest public health information, but avoid getting bogged down in multiple sources, too many WhatsApps or unreliable social media posts. Don't let a quick peek at your phone become a Twitter marathon. ___________________ Be healthy in mind and body Working from home can be challenging and isolating, and you might be feeling a certain level of anxiety and distress. Explore some coping mechanisms that could alleviate feelings of uncertainty. For example, limiting social media (and visiting positive accounts only like Upworthy), using meditation and relaxation apps, reading a book or sitting in the garden to restore a sense of calm and wellbeing. Mental health charity Mind offers some brilliant advice on coronavirus and your wellbeing. Try exercising in your former commuting time (for your mandated, one form of exercise a day) to start or end the day in the right way. Runner's World has some good tips for staying active during social distancing and the Guardian suggests the ten best online (and free) home workouts. Stay hydrated and eat well, avoiding the temptation to fall into a pattern of idle snacking and ransacking the crisps cupboard at 10.00am. NHS factsheet ‘Water, drinks and your health’ provides some helpful reminders on this. Finally, ensure you follow sanitation and good hygiene practice to reduce the spread of COVID-19 at home too. Wash your hands and clean your keyboard, phone and other equipment regularly. Here's a reminder of the advice on this, via the CIPD (or click for pdf): Stay in conversation Maintaining some form of human connection while homeworking is essential, and emotional support is a critical part of our physical and mental wellbeing. If your workload allows, contribute to team chats or group emails when you can so you don't drop off the radar. Consider a virtual coffee break with your team and ask what they’re working on, come up with ways to support each other and share what’s on your list (or your mind, if you feel comfortable). Jot Form offers some great ideas for online business tools and ways to communicate, such as using a video conferencing tool like Zoom for meetings with multiple attendees, hosting courses, and webinars. And finally… • Get dressed - It’s tempting to jump straight into it and conference call in a work top with pyjama bottoms, but before you know it, it's 3pm. Get showered, first. • Support local businesses - Consider signing up for an online yoga class with a local teacher, order takeout as a lunchtime treat from a café and buy your basic necessities from a local shop. • Learn how to homework - LinkedIn Learning’s remote working course can be done in small chunks and includes insight from entrepreneur Arianna Huffington. • Reach out - If you're struggling, don’t hesitate to speak to your HR team for support or access any employee assistance programmes available. ___________________ These are unsettling and worrying times, and a huge period of change for the UK’s workforce. You may be feeling out of control right now, but try to focus on the things you can control (washing your hands, taking exercise and breaks, eating well and drinking fluids) rather than what you can’t. Take it day by day; get to know what works for you to get the best out of homeworking and stay in good physical and mental health. Stay safe and well - and indoors. Nicola Contact Nicola, check out her website, or follow her on Twitter. The coronavirus pandemic is a fast-moving and developing situation and official advice should always be taken. You'll find the most up-to-date information via the UK Government, NHS or World Health Organisation sites. More from Nicola Greenbrook How to set goals (and stick to them in style) ► Podcast your way to workplace wellbeing ► How to be assertive at work ► More from the Harris Hill blog Should you be working for a large or small charity? ► Smarter than the average bear: the Charity Series Quiz Night champions! ► Caudwell Children: Building a better world for disabled children ►