LUCY FAITHFULL FOUNDATION
This role gives an exciting opportunity to lead the development, delivery and evaluation of our paid media campaigns and projects, to reach our different audiences.
Our ideal candidate will be a digital expert. You might have experience from the public, private or third sector, or as a freelancer.
You will understand audiences and be a great writer for digital channels. You will be at home with the technical jargon of the digital world, but be able to interpret and translate this for colleagues across the charity, cutting through piles of data to spot what is important.
This is a revamped, highly rewarding role, reflecting the renewed emphasis that we place on our paid media – your work will be transformational working within a friendly and hardworking team, committed to keeping children safe from sexual harm.
How to apply
If you’d like to apply, please download our job pack, which includes an application form and equal opportunities form. We look forward to receiving your completed documents by 9:00am on Monday 4 th November by an email via the button below.
Safeguarding
We are committed to safeguarding and protecting the vulnerable adults, children and young people that we work with. As such, all posts are subject to a safer recruitment process including the disclosure of criminal records and vetting checks. We ensure that we have a range of policies and procedures in place which promote safeguarding and safer working practices across our services.
Equality, diversity and inclusion
We believe in creating a positive environment where our differences are respected and each of us feels valued for our contribution. Showing respect and consideration to all is part of our values and at the core of our culture.
As an inclusive employer, all qualified candidates will be considered regardless of race, ethnicity, religion or belief, age, socioeconomic background, gender identity or expression, sexual orientation, pregnancy and maternity and caring responsibilities, marital status, nationality and disability including invisible disabilities and neurodiversity. As part of our safer recruitment process we actively remove bias from applications i.e applications are anonymised prior to sharing with the recruiting panel and equal opportunity monitoring forms are removed from applications on receipt and retained by HR for analysis reporting.
