Kings Trust Programme Manager
| Dyddiad hysbysebu: | 20 Mehefin 2025 |
|---|---|
| Cyflog: | Heb ei nodi |
| Gwybodaeth ychwanegol am y cyflog: | Competitive |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 20 Gorffennaf 2025 |
| Lleoliad: | Manchester, M27 8US |
| Cwmni: | inploi |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 75710759 |
Crynodeb
Your role:
As the King’s Trust Programme Manager, you will lead the planning, development and delivery of high-quality King’s Trust Team Programmes and related engagement initiatives for 1625-year-olds across Greater Manchester. Working within the King’s Trust framework and GMFRS’s Prevention strategy, you will build and maintain strong strategic relationships with internal colleagues, The King’s Trust, The Manchester College and a range of external partners. You will ensure that programmes meet performance targets, accreditation requirements and deliver real impact by supporting personal development, employability and wider community safety outcomes. A key focus will be managing and developing the existing partnership with The Manchester College, ensuring quality delivery, robust accreditation and positive learner progression.
This role will require regular travel across Greater Manchester to support delivery teams based in different areas, build local partnerships and maintain programme quality and consistency.
About you:
If you have excellent communication skills, can build strong relationships and partnerships, and have the ability to plan, deliver and evaluate high-quality programmes, then you have the right skills to join our King’s Trust Team.
If you can demonstrate that you can successfully lead, motivate and develop a team, work collaboratively with The King’s Trust, education partners and community organisations, and have a flexible, proactive approach to delivering personal development opportunities for 1625-year-olds, then you have the right experience to apply to be our King’s Trust Programme Manager.
Our vision is to protect communities, save lives and work together to improve the lives of people in Greater Manchester. If you share our passion for empowering young people, thrive on partnership working, and can bring positivity, professionalism and resilience to this vital role, then come and join us.
About us:
As an employer, the Greater Manchester Combined Authority (GMCA) is made up of a number of key Greater Manchester strategic functions and service providers including; Greater Manchester Fire and Rescue Service (GMFRS); Waste and Resources; Environment; Work and Skills; Research; Public Sector Reform; Police, Crime and Criminal Justice; Homelessness; the Greater Manchester Ageing Hub and the Commissioning Hub.
We value the diversity of our employees, and aim to recruit a workforce which reflects our diverse communities across Greater Manchester. We encourage applications from all suitably qualified individuals, irrespective of people's age, disability, Trans status and Non-binary identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We have guidance in place to ensure that all applicants are treated fairly and consistently at every stage of the recruitment process, including the consideration of reasonable adjustments for people who have a disability.
To find out more about working for us please click here: https://www.greatermanchester-ca.gov.uk/
Our offer:
In return for your hard work, we offer our employees a competitive package as part of our offer that you can find out more about here:
Greater Manchester Combined Authority - Home | greater.jobs
Mandatory Information:
Artificial Intelligence (AI)
We embrace AI to enhance our operations and to innovate our services. However, we value human talent and are looking for passionate individuals to join our organisation. Please ensure you personally complete your application and read all the instructions carefully to maximise your chances of success.
Applications that rely too heavily on AI may be rejected during shortlisting, however we understand that AI may be used as a reasonable adjustment, if using AI to support your application, please give a brief explanation why to help ensure fair selection process.
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Employees on the redeployment register will be given priority for any vacancies in the first instance. If employees are identified as a match from the register then the vacancy may be withdrawn or put on hold pending an outcome.
For this opportunity, you must be able to prove you have the right to work in the UK - if in doubt please visit the following link Employers' right to work checklist - GOV.UK (www.gov.uk). Please note we are not a licenced sponsor.
Hybrid working
This role is part of GMCA’s hybrid working scheme. As part of our commitment to ‘Build Back Fairer’ in Greater Manchester following the Covid-19 pandemic, we have evolved our management methods by trusting and empowering staff to deliver their work in the best way that suits the business and their individual needs, and supports health and wellbeing. Our hybrid working policy sets out a flexible approach, combining attendance at our [Manchester city centre office / Fire and Rescue service HQ in Swinton / other location] with remote working, typically from home; the location of work is primarily dictated by the needs of the business: ‘Do what is right for you and the business on that day’. If appointed to the role you will work with your manager to agree and regularly review the best working pattern for you, your team and your work.
DBS ENHANCED
The role holder will be subject to an Enhanced level check by the Disclosure & Barring Service.
This post involves working with children, young people or vulnerable adults and is therefore exempt from the Rehabilitation of Offenders Act. Failure to disclose information when asked within this application could result in dismissal but will not necessarily be a bar to employment with us. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.
Safeguarding Policy and Procedure
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