How to Apply

To apply for this role, please provide the following documents:

• An up-to-date CV. Please submit a PDF document labelled ‘CV’ with your name and the role title.
• A supporting statement that answers the following questions (250 words per question)
  • Why is the NSPCC’s mission important to you as a leader and how would your style and experience help us achieve it?
  • The NSPCC’s work is a continual balancing act between income, influence, and impact. What experience can you demonstrate of bringing commercial acumen to a purpose-led environment where similar dynamic tensions exist between commercial and political demands? What challenges did you encounter and how were they resolved?
  • We are looking to create a bolder culture for the NSPCC in which the interests and voices of children and young people are listened to and championed in every aspect of the charity’s work. How have you ensured different constituencies have been heard and represented at Board level?
• A completed diversity monitoring form on the application link.

Please submit your application by 11:59pm Sunday 6th April 2025.

If you would like to know more about the role or selection process, please contact Katie Faulkner from our Executive Search partners, Green Park by emailing katie.faulkner@green-park.co.uk.

Timetable

Please note, to ensure confidentiality, applications submitted under a work email address will not receive acknowledgement of receipt. Please submit your applicaition under your personal email address.

​​Safer Recruitment 

​As an organisation, we are committed to creating and fostering a culture that promotes safeguarding and the welfare of all children and adults at risk.

​Our safer recruitment practices support this by ensuring that there is a consistent and thorough process of obtaining, collating, analysing and evaluating information from and about candidates to ensure that all persons appointed are suitable to work with our children and adults.

​The recruitment and selection of our people will be conducted in a professional, timely and responsive manner and in compliance with current employment legislation, and relevant safeguarding legislation and statutory guidance.

​Our principles:

• ​Always seek to recruit the best candidate for the role based on merit including their skills, experience, motivation and competencies. Our robust recruitment and selection process should ensure the identification of the person best suited to the role and the organisation.
• ​Committed to diversity and equality of opportunity and will interview all applicants (internal and external) who self-declare at application as having a disability and who meet the minimum requirements in the person specification of the vacancy they are applying for.
• ​We will make reasonable adjustments at all stages of the recruitment process in order to enable successful candidates who declare disabilities to start working or volunteering their time with us.
• ​Any current member of staff or volunteer who wishes to apply for vacancies and is suitably qualified will be considered and addressed fairly and objectively based on their merit.
• ​As an organisation committed to safeguarding, we will ensure all under 18’s joining the organisation will have ongoing risk assessments to ensure their role and activities are safe and appropriate.
• ​All documentation relating to candidates will be treated confidentially in accordance with the GDPR legislation.​