Head of Fundraising (Maternity Cover Contract)

Are you looking for a dynamic and rewarding role working for an organisation with the feminist agenda at the core of its ethos? Then Advance Charity could be the career choice for you!

This post is open to female applicants only as this is deemed a genuine occupational requirement under Schedule 9, Paragraph 1 of the Equality Act 2010.

Job Summary

We are looking for a Head of Fundraising with experience in the VAWG sector to join our team on a contract basis to cover a maternity leave. This role will be 9 months to start with, with the potential to extend on a rolling basis. We have a full-time position available but if you are looking for flexibility or part-time working, we are open to discussion. The majority of your time can be spent working remotely but you will need to travel occasionally to our head office in Hammersmith or to meet funders and attend events.

The role will be focused on both existing and new funding, raising income from trusts, corporations, individuals and foundations, including managing a pipeline of existing and new opportunities for the organisation\’s service portfolio. As the Head of Fundraising, you will steward all grant funding and deliver thorough and impactful reports to the Board and funders. You will bring a solid understanding of the UK fundraising environment, regulation, best practice, client management systems, and confidence in senior stakeholder relationship management.

Working closely with the Director of Development and Insights and Service Directors, you will support financial resilience, ensuring sustainability and growth. With a proven track record of securing and managing funds between five and six figure levels, this role requires a candidate who is able to showcase their knowledge, methodologies and of breadth of philanthropy & fundraising from commercial, private, government donors and securing funds from HNWI’s.

What we can offer you – Employee Benefits:

• A 35-hour working week
• An exceptional 30 days of paid holiday per year (pro rata for part time), PLUS public holidays on top (that\’s nearly 40 days paid holiday per year!)
• Additional days off to celebrate International Women’s Day, and for religious observance and moving home
• Perkbox – an employee discount platform where you can receive free rewards as well as take advantage of savings on clothes, groceries, travel, leisure and more
• Enhanced maternity/adoption provision
• Access to our Employee Assistance Programme
• Employee eye-care scheme
• Clinical supervision for front line staff and first line management roles
• Refer a Friend Scheme – £250 for each referral who passes probation
• Organisation wide away days
• Thorough induction and training
• Career development pathways

How to apply:

Please submit your up-to-date CV with a supporting statement. Please note that only applications made via the job advert on the Advance careers page, and those that include a cover letter will be considered.

• Closing Date for Applications: Sunday the 10^th of August
• Interviews are taking place w/c 25^th August

We reserve the right to close the advert early, or on the appointment of a suitable candidate.

Diversity, Inclusion and Equal Opportunities

We are committed to providing equality of opportunity and actively seek to recruit people from groups underrepresented in our current team. We have policies and processes in place to ensure that all employees are offered an equal opportunity in recruitment and selection, promotion, training, pay and benefits. Under the Equality Act 2010, we are required to make any reasonable adjustments. If you have a disability as defined under this act and/or have special needs, please contact us and the Talent Acquisition Team will aim to make the necessary arrangements to accommodate your needs.

Safeguarding

Advance is committed to safeguarding and creating a culture of zero-tolerance of harm and expects all staff, including volunteers to share this commitment. We believe all individuals have the right to live their life free from violence and abuse and the right to feel and be safe. We have a suite of safeguarding policies, procedures and practice guidance, accessible to all staff, which promotes safeguarding and safer working practices across all our services and activities. When we recruit staff, we follow rigorous safer recruitment practices, this involves carrying out pre-employment checks including references, Disclosure and Barring Service (DBS) checks, and identity checks. We ensure all staff undertake mandatory safeguarding training relevant to their role and responsibilities, to empower them to be competent and feel confident in recognising and responding appropriately to safeguarding issues and promote wellbeing.

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