372 jobs found

Purpose of Job The Assistant is responsible for providing administrative and secretarial support to allocated managers. The role is responsible for the smooth running of the managers' business activities including travel planning, expenses & diary management. The Assistant provides secretarial and administrative support to team managers and works with other support staff in the team as and when required. This role will entail dealing with colleagues in the Resident Offices as well as in the Headquarters which in turn also includes various departments. Responsibilities & Accountabilities Provide secretarial and administrative support to team/department. Provide secretarial cover during absences and provide handover notes to ensure a smooth transition Arrange internal and external meetings and conference calls, receiving visitors ensuring that each meeting is seamlessly executed Making hotel/travel arrangements, itineraries and arranging visas, renewing passports as required to ensure travel arrangements run smoothly. Handling Managers' expense claims relating to travel, hospitality, following up on reimbursement and monitoring corporate card bills to ensure all costs are recovered in a timely manner. Maintain comprehensive filing in various hard copy and electronic systems and archiving for Managers'/team to ensure instant retrieval of documents. Coordinate the logistics and catering arrangements for signing events on behalf of the operation leader at the HQ ensuring events are well organised. Act as Stationery Co-ordinator, keeping a stock of stationery and toners (In. business card ordering) to ensure stationary is available. Support Bankers (OL's) on Opscom and Board submissions ensuring all documents required are available. Correspondence - obtaining the appropriate sign off Proof, produce and edit documents as per the direction of the Line Manager. Conduct ad-hoc or specific tasks assigned by Line Manager which may be related amongst others to pipeline or reporting Knowledge, Skills, Experience & Qualifications Academic Qualifications Secondary/High School Education Fluent English, with excellent written and oral communication skills Knowledge of another language (e.g. Russian, German, French, or Arabic) both written and spoken would be useful Experience/Knowledge Secretarial and administrative experience essential Good organisational skills, proactive and flexible attitude to work essential. Ability to prioritise own work and to work on own initiative. Good communications skills, including pleasant and efficient telephone manner Attention to detail and eye for accuracy Ability to cope well under pressure Ability to build effective working relationships with clients and colleagues in a multicultural environment Conscientious, reliable and flexible with a professional and helpful attitude. Strong team player, with the ability to work highly efficiently and cheerfully and to handle simultaneous assignments involving a wide range of bank-wide contacts. Willing to work overtime as and when required, sometimes at short notice. Ability to multi-task while remaining calm and professional and a capacity for hard work. Excellent interpersonal manner, including tact and diplomacy. Ability to exercise judgment on and deal discretely with confidential/sensitive information and data. Ability to take on responsibility. Knowledge of SAP is an advantage Excellent time-keeper. Technical Skills Computer literate: Windows XP: Microsoft Outlook, Word, Excel, PowerPoint Knowledge of SAP desirable but not essential At least 55 wpm typing What is it like to work at the EBRD? Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in. The EBRD environment provides you with: Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in; A working culture that embraces inclusion and celebrates diversity; An environment that places sustainability, equality and digital transformation at the heart of what we do. Diversity is one of the Bank's core values which are at the heart of everything it does. A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time. Please note, that due to the high volume of applications received, we regret to inform you that we are unable to provide detailed feedback to candidates who have not been shortlisted (for further consideration). Job Segment: Administrative Assistant, Sustainability, Bank, Banking, Bilingual, Administrative, Energy, Finance

Senior HR Manager Job Description and Person Specification Summary Job Title Senior HR Manager Service Area: Human Resources Reports to: Reports to: Chief of Staff (Dotted line to Chief Executive) Heads of Service, Managers and Specialists Direct Reports: HR and Recruitment Assistant. Key Relationships: Studio Managers, Head of Operations, Heads of Service, Leadership Team Base Location: Ten Health & Fitness City Studio, Middlesex St, London E1 7JF Flexibility: 70% office-based, 30% work from home Working Pattern: Role Purpose This is a generalist HR role, requiring both strategic thinking and hands-on execution. The role involves overseeing HR policies, employee relations, and legal compliance, while managing the full employee lifecycle from recruitment to offboarding. This role encompasses a variety of priorities, including: leading performance management initiatives, coordinating with payroll, and supporting workforce planning and recruitment strategy. You'll focus on enhancing engagement across a diverse range of directly employed and freelance colleague, and develop company culture. You'll encourage and enable openness and transparency through internal communications, events, and employee satisfaction surveys; while maintaining employer branding and collaborating with external HR service providers to achieve your goals. Location and Flexibility This role is based primarily at Ten's City Office, near Liverpool Street station in London. You'll be expected and able to work flexibly from other Ten locations across London.There will be a 70:30 split between office-based and home-based work for this role: You'll benefit from collaboration and mutual support by being colocated with collegues on your office days. We know that time to 'get your head down' and work through your priorities will also be useful. Our studio teams are your primary customer group and they are client-facing, working in studios 100% of their time.You'll need to be physically present to carry-out your line management duties and to offer responsive/in-person support to our studio teams. If you prefer not to work from home, you can choose to work 100% from an office. You will not be able to acheive the objectives of this role through 100% remote work, so unfortunately, we cannot offer 100% home-working for this role. Your primary duties and responsibilities The nature of our business means as we grow and develop, your tasks may change and adapt. Accordingly, this list of duties is not exhaustive and is likely to evolve. HR Function Client First Approach : Ensure that all prospective, current and previous employees and freelancers receive exceptional service from the moment they contact HR. Feedback : Regularly gather and analyse colleague feedback to improve and adapt the services provided by your team. Identify continuous improvement opportunites. Address feedback and complaints promptly and professionally. Financial and Business Performance : Take accountability for the HR Budget and support future budgeting/forecasting activity. Align activities with broader business performance and adjust your plans accordingly. Reporting and Action Planning : Use financial and other business performance data to identify areas of success and make recommendations for improvement. Take actions in to improve the HR function's performance and delivery. People Engagement and Culture Colleague Communication : Take ownership of internal communications and engagement, using online tools and other channels. Create and deliver a calendar of activity, including wellbeing and other events. Colleague Feedback : Regularly gather and analyse colleague feedback to improve and adapt the way we engage, manage and support our teams. Colleague Retention : Monitor employee satisfaction and retention rates, and implement local initiatives to improve retention. Brand Induction, Onboarding and CPD : Work with Ten's Marketing and Operations Teams to ensure our brand induction and internal engagement programmes are relevant. Utilise various channels, including Actimo (internal comms platform), internal email, Teams, knowledge base, etc. whilst complying with Ten's brand standards. Build the Ten Community : Build a community of colleagues (both employed and freelance), hold regular events and add value through 'Little Acts' that make Ten memorable. Build relationships with local businesses, community organisations, and prominent community figures to promote Ten as an employer of choice. People and Performance Management Share performance data : Share appropriate people data with colleagues to ensure they are aware of their performance, celebrate success and share good practice, and take action to improve areas of underperformance Operations and People Management : Support studio managers and other line managers with clear and concise policies, frameworks and procedures. Support managers with training to implement policies in a pragmatic, commercially viable, and above all, person-centred way. Employee Relations and Employment Law Terms and Conditions : Oversee the range of Ts&Cs in use for both employed and freelance colleagues. Manage current and legacy Ts&Cs appropriately and support/advise managers to resolve any queries. Legal Compliance : Ensure compliance with relevant employment and contract law across our all HR practices. Payroll Compliance : Liaise with our Finance Team to ensure accurate payroll input and compliance. Recruitment and Workforce Planning Attraction, Recruitment and Selection : Manage the end-to-end attraction, selection and recruitment processes. Take oversight and support of administratie processes and review our recruitment advertising for both compliance and brand voice. Pipeline Management: Provide regular reporting on recruitment metrics and progress. Workforce Planning: Collaborate with Chief of Staff and our Head of Operations, Heads of People. Manage, maintain and update our Workforce Plan with a balance of proactive activity, succession planning and talent development. Employer Brand: Proactively develop our online and offline recruitment practices to reflect our brand. Oversee the organisation's presence on Glassdoor and similar platforms. Take steps to respond to feedback and continually improve our ways of working. Employee Lifecycle Management Tech-enabled processes: Ensure a seamless process through interviews, onboarding, check-ins, performance reviews, key meetings, changes, promotions, etc., by using our ATS, HRIS and other technology. End to end employee journey: Manage the full employee journey, from recruitment through onboarding to offboarding. Develop an alumni programme to encourage returners. Career Pathways : Develop and communicate career pathways in collaboration with the Head of Operations, Chief of Staff, and other functional leaders. Person Specification You'll need to demonstrate and apply the following essential skills, experience and knowledge to be successful in this role. MinimumCIPD Level 5 qualificationand current membership with CIPD. CIPD Level 7 is an advantage . Proven experience in a standalone HR role or similar capacity, with the ability to work independently while leveraging external support where necessary (e.g., HR Consultancy. Legal Advisor, Background Checking service, Insurance, Tax Specialist). Strong generalist HR experience with excellent attention to detail. Critical thinker with the ability to manage both strategic initiatives and operational HR tasks. Passionate about talent acquisition and retention, with a clear understanding of best practices in recruitment. Effective communicator, capable of explaining HR policies and procedures to senior managers and stakeholders. Confident reporting to the Senior Leadership Team (SLT), including Chief Executive, Chief of Staff, Head of Operations, etc. Organised, agile, and results-oriented - a self-starter who sees tasks through to completion. Able to balance day-to-day delivery with long-term HR planning and development. See the attached Job Description and Person Specification for full details:

You will support the promotion of sustainable shopping and the shop's social media to increase audience reach, attract customers, donors and volunteer supporters to deliver the Retail Strategy. Role Requirements To maximise shop sales by achieving agreed targets both through donated stock and bought in/new goods. This involves proactive stock generation, optimum pricing, processing stock to agreed amounts and stock planning. Achieve Gift Aid sales conversion targetthrough maximising new donor sign up and encouraging repeat donations. Achieve the shops Raffle sales targets through involving the shops team. To maintain high levels of shop presentation by merchandising and housekeeping to agreed standards as set out in the Shops Operations manual. Manage the stock levels of bought in/new goods, to include ordering of more stock as and when necessary and recording key performance indicators (KPIs). Assist in holding and attending Fundraising events to promote the awareness of The Children's Trust. To source links with local communities to promote Retail in the community via media and other sources. Role involves a degree of manual handling in sorting and lifting of stock. If you would like to discuss the role, please contact the Recruitment & Compliance Team, on or email: For more information, a copy of the candidate briefing pack and application form please clickhere PLEASE NOTE: The Children's Trust Application Form MUSTbe completed and submitted, for your application to be considered. As part of the shortlisting process, gaps in employment will be examined and further explored during the interview process. Strictly no agencies, please. About Us The Children's Trust is the UK's leading charity for children with acquired brain injury, providing expert rehabilitation, education, therapy, and care at our national specialist centre in Tadworth, and to children and their families across the UK, via our Brain Injury Community Service. Boasting a beautiful 24-acre site in Surrey, we are located just outside of London, close to the M25 (accessible via Junction 8, A217 to Tadworth) and easily accessible via National Rail, by way of: Clapham Junction, Sutton, and Epsom. The work we do is highly rewarding, and in addition to an attractive salary, we offer a valuable range of benefits on our staff flexible benefits platform, on-site nursery, free eye tests, enhanced Maternity and Paternity Pay, time out days for those experiencing menopause symptoms and time off for gender reassignment. We also offer additional annual leave days for those with long service, with entitlements ranging from 35 to 41 days (including bank holidays) depending on your length of service. Other benefits include free on-site parking; a staff shuttle service from Epsom and Sutton train stations to Tadworth Court, subsidised cafeteria, on-site staff accommodation (subject to availability), the ability to retain your NHS pension (where applicable), Teacher's pension (where applicable) or the opportunity to join an alternative scheme, and the opportunity to develop your career in a supportive and collaborative environment. Rehabilitation of Offenders Many roles at The Children's Trust are exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020) and as such, are subject to an Enhanced DBS check. Successful applicants will be required to complete an Enhanced Disclosure & Barring Service (DBS) check, which will disclose all unspent convictions and adult cautions and any spent convictions or adult cautions that would not be protected. The exceptions to this are our retail roles within The Children's Trust shops, which are subject to Basic DBS checks which will disclose unspent convictions or adult cautions. Equal Opportunity Employer To help us achieve our ambition to give children and young people with brain injury and neurodisability the opportunity to live the best life possible, we want to accurately reflect the UK's diverse population. We want equity, diversity, and inclusion to be at the heart of everything we do, and our people, services, and culture to reflect the diverse needs of all. Through our diversity and inclusion strategy, we have made a commitment to increase the diversity of our charity and create an inclusive culture. We have networksacross the organisation working to ensure that these aims are met - including an LGBTQIA2S+ group, Ethnic Diversity Group, and Spark - our broad EDI group. Read more about our EDI work here. We welcome applications from all who share our ambition regardless of background. We will strive to ensure that any reasonable adjustments are made in respect of interview and working arrangements. Online Searches In accordance with statutory safeguarding and child protection guidance, online searches will be conducted for shortlisted candidates before interview. The online searches will be conducted by a person who is independent of the interview and selection process and will focus on relevant information returned via searches of the candidate's name (and variations thereof). Social media searches will be limited to professional platforms such as LinkedIn. Any concerns relating to suitability for work with children and young people will be forwarded to the interview panel, for discussion during the interview.