Deputy Manager

Are you looking for an opportunity where your skills will make a difference in helping to end homelessness and rebuild lives?, We are currently recruiting for a Deputy Manager to lead the Hammersmith & Fulham Navigator Service (made up of three Senior Case Workers, a Navigator Deputy Manager and a Service Manager). In this role, you will provide support to clients who are at risk of homelessness, who are needing support to sustain their tenancy, or support clients to find more suitable accommodation including working with the local hostels to help clients move-on from supported accommodation into their own independent tenancies. You will provide tailored support to each client covering a holistic range of areas including money management, substance misuse, housing options and mental health support. The Navigators tend to work autonomously in the community, travelling around to visit clients in a variety of locations including out-of-borough temporary accommodation placements. As Deputy Manager, you will carry a small caseload of clients themselves, and when in the community visiting with clients will tend to be based at the Shepherds Bush office. Both the Navigators and Deputy Manager will tend to work from home or remotely one day a week.

Please note: This role is not eligible for visa sponsorship. Applicants must have existing and ongoing right to work in the UK for the duration of employment. Successful candidates will be required to provide evidence of their right to work in the UK in accordance with the Immigration, Asylum and Nationality Act 2006.

About Us

Our purpose is to end homelessness and rebuild lives. It drives everything that we do. For the past 55 years, we have been on the ground every day and every night, supporting people to recover from homelessness and advocating for change. We support around 28,000 people each year and our work means that more than 2,700 people have somewhere safe to stay each night.

What We Offer

Commitment to Equity, Diversity and Inclusion We are working hard to create a diverse and fully inclusive culture where all colleagues feel valued, and we welcome applications from all under-represented groups. We believe that equity, diversity and inclusion improves the health, wellbeing and development of our colleagues and helps to ensure everyone feels valued. We know that when diversity, inclusion and wellbeing are prioritised, we are happier, healthier and can ultimately achieve better outcomes for our clients.

• A growing number of diversity networks including LGBTQ+, Womens Action, Lived Experience and Anti-Racist networks.
• Increasing visibility by ensuring that all interview panels across the organisation are diversely represented to ensure fair and balanced decision making during the recruitment process.
• A safe and supportive working environment championing positive action via various internal schemes such as upward mentoring and a Steps into Management programme.
• Mandatory Diversity & Inclusion training for all staff, unconscious bias training for managers, and a range of other courses such as Trans awareness and Autism Awareness.
• In recognition of the importance of transparency, we publish our employee diversity statistics and pay gap reports on our website. Be proactive and empathetic to the needs of our client group, and are willing to be creative and flexible in their approach.
• Benefit from having a knowledge of housing legislation and housing pathways, the benefits system as well as understanding of the various services involved along the client's journey to recovery.
• Possess an understanding of how to develop and support the wellbeing of a staff team. This is a fixed term contract ending 31 March 2027, Wellbeing and Benefits.

We offer a comprehensive package of benefits to our colleagues to ensure wellbeing remains a key priority. Maintaining a good work life balance can be tricky, but with family friendly policies, flexible and agile working options and an incremental annual leave allowance, we are committed to making sure you have the options available as and when you need them. These include:

• Agile working model for suitable roles.
• Supportive flexitime and toil arrangements.
• 28 days annual leave rising to 31 after five years' service.
• Family friendly leave policies including - maternity, adoption and parental leave. Carers leave, and fertility treatment leave.
• Financial wellbeing platform offering loans, advances and saving options.
• Auto-enrolment to pension scheme after six months service with an employer contribution of 6%.
• Employee Assistance Programme and access to SmartHealth app - 24/7 GP appointments, health checks and nutrition advice.
• Cycle to Work scheme and interest free season ticket loans.
• Discount vouchers including gym, retail, food & drink, travel, electricals and more.

Reaching Potential At St Mungo's

We are committed to providing development opportunities for all our colleagues. We welcome people with a wide range of experiences and value transferable skills so that we can provide the best support for people experiencing homelessness. That's why we have a robust induction, training and development programme that supports colleagues throughout their career at St Mungo's. These include:

• Highly praised internal training courses and access to external learning to build your skills and meet your professional development goals.
• Steps into Management programme to support colleague progression.
• Commitment to continued professional development with access to career development forums, internal mentoring and internal secondment opportunities.