Important dates
Application window closes at 5pm on Wednesday 16th October 2024.
Interviews will take place shortly after.
Hours
Both part-time and full-time considered.
Salary
Up to £37,740 per annum, pro rata.
Job Description
MAIN PURPOSE AND SCOPE OF THE JOB
1. It is Harmless’ ambition that our services become fully self-funded and less reliant on external funding. You will oversee training and education services that proactively work towards this ambition, namely, to increase profits generated by our Academy activities that will be reinvested back into our services for the benefit of the communities we serve.
2. To ensure training and education services remain resilient i.e., have long-term financial, reputational, academic, operational, and strategic security in place.
3. To ensure training and education services uphold exceptional quality and excellence, ensuring there is a high-level of scrutiny throughout the Academy.
4. To proactively contribute to upholding our position as the Centre of Excellence for self-harm and suicide prevention.
5. To foster and drive a ‘more than the sum of our parts’ culture and ethos across training and non-training services, ensuring resources and our ‘collective potential’ are maximised.
6. To drive change via innovative, evidence-based and forward-thinking policies & strategies.
7. To establish and uphold short-, medium-, and long-term training and education aims and objectives.
DUTIES AND KEY RESPONSIBILITES
1. At the heart of our service is that hope and recovery is possible, and that with the right support and help life can get better. Your role will adhere to and uphold this ethos, in all aspects.
2. Harmless and The Tomorrow Project are a leading voice in the field of mental health, self-harm, and suicide prevention. You will oversee a team that proactively works towards maintaining and enhancing this position by highlighting training and education quality, effectiveness, and successes.
3. To work with the Senior Leadership Team to build a business case that demonstrates service quality, effectiveness and successes that allow us to competitively tender for future funding.
4. To ensure connectedness between training services by developing and fostering a ‘more than the sum of our parts’ work culture, namely, that respective services work closely together to maximise and share resources for the benefit of the communities we serve. This includes (but is not limited to) providing managers with solid structures and direction so that they can oversee effective and integrative implementation, monitoring, and continuous improvement across all training and education services.
5. To ensure training intellectual property, content and resources uphold current best practice, guidelines and policy, using appropriate literature and evidence to inform any changes.
6. To develop frameworks and structures across all training and education services to ensure they:
1. Align to a shared vision and purpose.
2. Provide an up-to-date understanding of the organisational context.
3. Absorb, adapt and effectively respond to external and internal changes.
4. Provide a high standard of governance, service excellence and performance.
5. Operate under a high level of scrutiny.
6. Effectively manage risk.
7. Provide value to the communities we serve.
7. To develop data collection systems across all training and education services to ensure that we can:
1. Continuously improve our services and offer.
2. Monitor and report against our contractual obligations.
3. Inform internal and external future policy, best practice, and provision.
4. Identify new opportunities and threats.
5. Best support the communities we serve.
6. Improve service efficiency and effectiveness.
8. To proactively plan and prepare for, and respond to:
1. an ever-changing external environment.
2. changes to local and national policy.
3. opportunities for growth.
4. disruptions, risks, and threats.
9. To attend key stakeholder meetings on behalf of the organisation as required.
10. To build and maintain key stakeholder relationships, with particularly emphasis on people and groups instrumental to our short, medium, and long term aims, objectives(s) and goals.
11. To be committed to continuous improvement on both a professional and personal level.
Management
1. You will oversee a training and education team and empower them to succeed in their roles and help others. You will collaborate closely with your team and encourage them to have a voice in the development and implementation of organisational resilience and growth opportunities. This includes (but is not limited):
2. Ensuring they are given every opportunity to succeed in their roles and uphold their contract of employment.
3. Collaborating with your team in a meaningful way, implementing positive changes where appropriate.
4. Setting a positive example to your team and upholding the ethos of the Senior Management Team with respect to people management.
5. Meeting with your team regularly to 'check-in' and ensure they are working effectively, efficiently, and competently.
6. Raising any concerns about team members with the Senior Leadership Team (SLT). This includes those related to: workload, competency, performance, professional conduct, feedback from others, concerns over ability to manage stakeholder groups including training delegates and commissioners.
Senior Leadership Team (SLT)
1. The Academy Lead will be part of the SLT, meaning the role will inform and make important decisions on broader organisational strategic and operational considerations (in addition to training and education themes). As such, this role will require you to:
2. Work closely with the wider SLT to achieve collective and shared goals including, but not limited to, organisational growth.
3. Update, inform and empower the rest of the SLT by providing a full, accurate, and timely picture of Academy strategy and operational performance.
4. Vote on broader organisational decisions after making informed, evidenced-based decisions. Where there is a split SLT vote, you will be the casting vote on Academy activities.
5. Oversee projects that are deemed a high priority by the SLT which may fall outside your training and education discipline. Transferable project management skills, knowledge and experience will be upheld throughout these activities.
6. Alongside the rest of the SLT, be jointly responsible for non-specialist organisational governance and general running of Harmless CIC activities.
7. Step in to cover SLT absences and make executive decisions where appropriate and reasonable.
Person Specification
Essential Skills, knowledge, and experience
1. Organisational: An alignment with Harmless CIC values, ethos, and standards, including a proven commitment to continuous improvement.
2. Quality: A track record for upholding the highest standards of service provision and organisational performance, informed by the needs of our stakeholders and service users.
3. Resilience: An ability to identify and respond to an ever-changing external environment, disruptions and threats, putting us in the best possible position to achieve our goals and objectives, namely, to survive, evolve and grow.
4. Stakeholder focus: An energy and passion for delivering the best training and education experience for our stakeholders, ensuring their voice is heard across services.
5. Forward thinking: An ability to proactively identify challenges and opportunities that ensure training and education services run efficiently, effectively, and economically.
6. Policy: To be aware of organisational, local, and national policy changes to inform service delivery.
7. Building relationships: A history of building effective relationships and maintaining key stakeholder engagement up to senior level and policy level.
8. People skills: Proven ability to work collaboratively across our organisation, operations and teams, simplifying and removing complexity and motivating teams, creating a vision and strategy.
9. Data and insights focus: Ability to read and use data and evidence to make informed decisions, measure success, and monitor performance in line with organisational priorities.
10. Management: A management or leadership qualification or willingness to successfully complete a relevant course that will result in a management or leadership qualification.
Desirable
1. Business knowledge: A thorough understanding of Harmless CIC including its commitment to the communities it serves.
2. Specialism: Extensive knowledge of the field of mental health, self harm, and suicide prevention; including policy on both on a local and national level.
3. Training experience: Experience developing, delivering and evaluating training on self harm and suicide prevention.
Additional Information
This role will require a compulsory probationary period of six months where we will review your performance.
Performance will be measured in accordance with Harmless’ appraisal process, and we will consider (this list is not exhaustive):
1. Performance against your job role’s duties and responsibilities.
2. Performance against Harmless’ contractual obligations.
3. Performance against Harmless’ agreements with external funders.
4. If you have made acceptable and timely progress in your training period.
5. If you are likely to complete your training period on time.
6. Your sickness and attendance record.
7. Feedback from management and the wider team.
8. Feedback from people who access our services.
9. Your professional conduct records.
10. Your ability to demonstrate a safe and resilient approach to the role.
There will be a formal review with Harmless senior management at the end of the probationary period, or sooner if required, in which performance will be assessed.
If performance is satisfactory, continuation of your employment in the new role will be confirmed by Harmless management in writing.
If Performance Is Deemed Unsatisfactory, Harmless Will Either
1. Ask you to return to your previous role. You will also return to your previous job title and salary; or,
2. Extend the probationary period and give you additional support.
Benefits
Harmless CIC values its staff and offers a wide range of benefits to everyone who works here. We’re committed to developing talent and supporting colleagues to have great careers. To support with that, some of the benefits we offer include:
1. Six standard weeks annual leave per annum plus bank holidays, on entry, increasing up to seven standard weeks.
2. Occupational sick pay up to six standard weeks per annum.
3. Employer pension contribution up to 8%.
4. Other staff reward and recognition initiatives that operate throughout the year.
5. Access to Harmless’ CPD accredited specialist training.
6. Access to Harmless’ annual CPD accredited national self-harm and suicide prevention conferences.
7. Other outstanding CPD opportunities including an opportunity to develop areas of special interest around self-harm, suicide prevention and suicide bereavement.
*These benefits are linked to our employee loyalty programme and gradually increase based on the number of years of continuous employment. More information is available on request.
About Us
Harmless is a Community Interest Company – CIC for short. This is a company with social aims, so we operate like a charity but with a great dedication to sustainability. That means that whilst we seek grant and charitable funding we also operate a business (our training department) which generates income. All the money we raise then goes straight back into the operation to fund vital and life-saving services.
We have different pathways in our service, and different staff working across these pathways and these also operate in different localities. Harmless is the registered Company responsible for managing and overseeing a variety of projects and initiatives including: The Tomorrow Project, The Harmless Academy and Fearless.
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