Head of Fundraising Appointment brief April 2018

Transcription

1 Head of Fundraising Appointment brief April

2 Introduction Dear candidate Thank you for your interest in the role of Head of Fundraising at Hospice UK. This is a new role for the organisation at an exciting time in our development as we make our new five year strategy to transform hospice care in the UK a reality. The aim of the role is to bring the leadership needed for us to make a step-change in how we raise income from individuals and engage our supporters. Bringing together a number of key areas campaigns, individual giving, community fundraising, special and challenge events, legacies, in mem and our online shop into one cohesive function with a clear mandate to transform how we develop and strengthen engagement with our supporters to support Hospice UK and hospice care across the UK. In almost every community across the UK local hospices are delivering some of the very best care available to people as they approach the end of life. However, demand for hospice care is growing fast, driven by Britain s ageing population and an increasing number of older people living with complex care needs, as well as young people living for longer with life-limiting conditions. Hospice UK plays an important national role in equipping hospices with the knowledge, skills and expertise needed to support their local communities and to work in partnership with other care providers to extend their reach. Equally important are the roles we play in championing hospice care, giving the sector a collective voice and generating new income streams that can benefit both local hospices and Hospice UK as the national charity for hospice care. The fundraising environment remains challenging so in order to grow we must build stronger and wide-ranging relationships with supporters. The person appointed to this role will need strong experience and expertise in developing and leading the delivery of a fundraising strategy with a clear vision and evidence of what could be achieved; the ability to work at a strategic level whilst managing the detail and complexities of delivery without relinquishing the focus on the end goal, and the influencing skills needed to bring key stakeholders along with plans. If we are to reach our vision of hospice care for every person in need, then we must have a solid foundation with sustainable income streams for hospice care and a compelling case for support that will engage a wide range of individuals and position Hospice UK as a key charity worthy of support. This role will play a pivotal part in helping us to achieve that. We very much hope you will want to join us. With best wishes, Catherine Bosworth Director of Income Generation 2

3 About Hospice UK About Hospice UK Hospice UK is the national charity for hospice care. We believe that everyone, no matter who they are, where they are or why they are ill, should receive the best possible care at the end of their life. We work with and support over 220 local hospices to grow outstanding hospice care for adults and children across the UK, championing the expert, compassionate and free care they provide. Our vision is hospice care for every person in need. We want to bring about the wide-reaching social and cultural transformation that is needed in how adults and children in the UK are cared for at the end of their life. We are committed to empowering individuals and communities to embrace the ethos of hospice care and extend its breadth and reach to improve everyone s experience of death, dying and bereavement. Our mission is to enable hospice care to transform the way society cares for the dying and those around them. Around one in three of us has a friend or family member who has benefitted from hospice care, and more than 80 per cent of the public believe that everyone with a terminal illness should have a right to hospice care. As the hospice movement, we must retain everything we have achieved to date but grow and evolve to meet the needs of those at the end of their life today and those in the future, whatever their needs might be. 3

4 Our strategy In 2017, the modern hospice movement founded by Dame Cicely Saunders turned 50. We believe our ambitious and new direction carries forward Dame Cicely s original focus on the ill, the dying and the bereaved. Our strategy also enables us to look to the future and ensure that we continue to anticipate and respond to the needs of society in caring for adults and children with terminal and life-shortening conditions. Dame Cicely Saunders Our 4 strategic goals 1. Extend our reach and enable hospice quality care to be delivered in any setting. 2. Tackle inequality and widen access to hospice care. 3. Work with communities to build capacity and resilience to care for those at the end of life. 4. Empower a strong, dynamic and responsive hospice sector. Our definition of hospice care Hospice care aims to affirm life and death. It means working with and within local communities to tailor palliative care around the needs of each adult and child with a terminal or life-shortening condition, whatever that may be, and extends to supporting their carers, friends and family before and after bereavement. Hospice care is provided by multi-disciplinary teams of staff and volunteers who offer expert support that places equal emphasis on someone s clinical, physical, emotional, social and spiritual needs with the understanding that everyone will be different. Five years, four goals, one big ambition to open up hospice care. 4

5 The Income Generation Team Our core purpose Everyone, no matter who they are, where they are or why they are dying or bereaved should get the care and support they need. In income generation we do this by engaging people with why we are here through emotional story-telling, connecting people to our cause, giving them the opportunity to support us in different ways and helping them to feel proud to make a difference. Our vision To have created a culture where income generation is embedded in the DNA of our organisation where everyone thinks like a fundraiser and is proud of fundraising. That our case for support is clear and compelling and the invitation and inspiration to support the cause is in everything we do. Our strategy There are three key pillars to our income generation strategy: 1. Grow and diversify our corporate income and partnerships. 2. Develop our major giving. 3. Focus on individuals doing more for us. 5

6 Team structure Director of Income Generation Head of Major Giving Head of Corporate Development Head of Fundraising Programme Development Research Senior Corporate Partnerships Business Development Manager (Corporate) Business Development Manager (Commercial) Project & Programme Delivery Individual Giving Fundraising Assistant Senior Events Manager Corporate Partnerships Senior Events Events 6

7 The role Job title Reporting to Key relationships Responsible for Head of Fundraising Director of Income Generation Internal: Events team, Director of Income Generation, Head of Corporate Development, Head of Major Giving, Income Generation team, Finance team, ICT team, Senior Management Team External: Supporters, celebrities, suppliers, hospices Senior Events Manager, Individual Giving, Fundraising Assistant Job description The Fundraising team forms part of the wider Income Generation Department and works closely within and across the department. The focus across the team is on raising funds from individuals through campaigns, appeals, direct marketing, community fundraising, events, payroll giving, in mem, legacies, the online shop and supporter events. Purpose of role This role will act as deputy to the Director of Income Generation, providing a direct support across the department on day to day activity as well as strategic direction, business planning and links to the wider organisation and external stakeholders. It will support the collaborative and positive culture across the team and wider organisation related to income generation. It will also have a specific strategic and operational responsibility for the overall management of fundraising from individuals. This means it will provide leadership and line management to roles related to individual giving and events. It will support those roles with the development and delivery of their objectives. The role holder will develop an integrated and comprehensive fundraising plan to build on our current supporter base. The implementation of this plan will ensure developing our supporters, taking them on a journey so individuals do more within the strategic framework of the department and Hospice UK. Key to this will be to ensure there is a structured collaborative approach that includes a strategic focus on building up the income generating opportunities from individual supporters by making links to other income generation teams and the wider organisation. The role holder will lead on the planning and delivery of cross departmental fundraising campaigns and appeals. 7

8 Key tasks and responsibilities To lead the fundraising team in the drive for full maximisation of income generation opportunities through fundraising across direct marketing, challenge and supporter events, projects, retail activities, campaigns, appeals, mass participation initiatives. community fundraising, in mem and legacies, and to develop any other new and appropriate means in support of this. To build a journey for individual supporters to ensure we maximise support and income generation by making links to events, corporate partnerships, major giving and legacy promotion activities. Explore new methods to maximise individual support, contribution and income. Working in collaboration with the Head of Major Giving and the Head of Corporate Development, provide day to day operational management of the fundraising team and act as hands on deputy to the Director of Income Generation, with strategic and operational day to day support to the whole department, allowing the Director to focus on developing and implementing ideas and plans, prospecting external opportunities and leadership across the organisation on income generation. Support the director with strategy development, budget management, reporting, planning and the general running of the department. Focus on merging a wider more unified team with common goals and shared targets. Establish a focus on exploring new opportunities. Build and entrench connections between the team, and those responsible for programme development. With the Director of Income Generation develop and implement plans to achieve this new approach and combined targets across all activity. Ensure the department is legally compliant in terms of fundraising related regulations and lead on embedding knowledge and processes related to GDPR, fundraising regulation, compliance and other requirements. Line management of three posts: the Senior Events Manager, the Individual Giving and the Fundraising Assistant. To monitor progress of the team against personal and team KPIs and budgets. Ensure the most effective processes and procedures are in place to support the operational activity of the team and maintain ongoing continuous improvement. Working with the Director of Income Generation look at new thinking and identify and test new income generation concepts and products. To work with fundraising and IT colleagues to maximise the potential and utilisation of the database as a donor prospecting and relationship management tool. Resolve any existing issues and build a culture around it s effective use and the input and utilisation of data To work with Hospice UK colleagues to ensure resources are available to support the work of the department, craft how we communicate the charity s vision to internal and external audiences, test engaging, attractive appeals and campaigns and explain the different opportunities we offer alongside refining the overall fundraising case for support. With the Director of Income Generation to make maximise usage of the contacts of Board and SMT members. This role profile is not exhaustive and is subject to review in conjunction with the post holder and according to future changes/developments in the service. All job descriptions are non-contractual and give a sense of the broad scope of the role and so include a level of flexibility. Whilst they list some key tasks there will also always be tasks that arise and which can be reasonably expected of the role. 8

9 Person specification Experience and knowledge Strong experience of inspiring and leading teams and direct experience of a range of fundraising areas relating to raising money from individuals and linking them into wider income generation activities. Success in building teams and leading them to achieve targets and establish sustainable team performance. Previous success in leading on a range of effective fundraising campaigns and initiatives. Proven ability to support the building and maintenance of a joined up collaborative approach to income generation in the charity through a myriad of channels and structures across a complex range of internal teams and individuals, stakeholders and networks. Experience of developing and implementing effective fundraising related processes and procedures including the optimisation of a database. Highly developed planning and financial modelling and budgeting experience within a complex and evolving environment across a range of income generation activity. Detailed and up to date knowledge of all legal, best practice and expected regulations relating to fundraising, donor data and other activity. The knowledge of how to apply and embed the requirements to keep the department compliant and in line with best practice. Skills and abilities Excellent interpersonal skills and alongside the Director develop, foster, maintain and utilise a network of relationships both internal and external. Strong negotiation and influencing skills with the ability to act in a diplomatic, credible and effective manner whilst representing Hospice UK. Ability to think strategically and plan ahead, whilst also being flexible and reacting swiftly to changing needs and demanding situations. An excellent planning and project management approach with the ability to ensure varied activity is coordinated and coherent. To support others in this approach. Resilience and the ability to deal with high pressure and difficult situations whilst supporting and maintaining the confidence of others. Ability to identify problems and to work quickly to find long term, practical and diplomatic solutions. Ability to provide effective and adaptable line management to a number of roles with a focus on delegation and professional development. Provide appropriate oversight and direction on day to day operations, developing and utilising a project management and empowering approach whilst retaining overall accountability. Strong financial skills and numerical analysis with the ability to produce budgets and credible effective data and reports. Able to discuss financial details with confidence. Highly developed and effective verbal, presentation and written skills. An approach that matches our values: supportive, professional, collaborative, creative and confident. Highly developed and effective verbal, presentation and written skills. An approach that matches our values: supportive, professional, collaborative, creative and confident. 9

10 Terms and conditions Contract Salary Probation period Notice period Work Pattern Pension Life Assurance Simplyhealth Scheme Childcare vouchers Cycle to work scheme Season ticket loan Holiday Location Permanent. 55,000 per annum. The probationary period is six months. Two months. Full time, 35 hours per week. You will be auto enrolled into our pension scheme which is at 4%. Further contributions can be made to the scheme and Hospice UK will match contributions of up to 7% of your gross salary. Is provided upon start date at three times salary, subject to acceptance by our insurers. A cash plan scheme, which provides payments towards everyday healthcare treatments for example dental, optical etc. up to a policy limit. All employees will be covered under level two of the scheme. We offer childcare vouchers. Loaning of a cycle via a salary sacrifice scheme. An interest free loan is provided. 25 days per year in the first year, 27.5 days in the second year, increasing to 30 days in the third year. The leave year runs from 1 January to 31 December. After five years service an additional 10 days leave is added to entitlement to use as part of a four week break from work. The post holder will be based at Hospice House, Britannia Street, London, WC1X 9JG. 10

11 How to apply The closing date for all applications is midnight on Monday 7 May Your completed application form and equal opportunities form should be ed to recruitment@hospiceuk.org How we will access applications Applicants will be shortlisted on the basis of the information they provide in their application forms, and interviews offered to those who are most suitable in terms of relevant experience and ability. It is essential therefore that you fully demonstrate in the statement of suitability section of the application form how you meet the eligibility criteria (set out in the person specification and job description) giving specific examples as appropriate. Initial shortlisting will be applied against the criteria set out in the person specification. Interview schedule The date set for first interviews is Monday 14 May The interview process will be two stages. Unfortunately, we are unable to reimburse travel expenses to interview. These dates set out above may be subject to change and you will be advised in advance should this happen. If you wish to have an informal discussion about the opportunity, have any queries on any aspect of the appointment process, or need additional information please contact Roneeta Patel on or r.patel@hospiceuk.org 11

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