Application Guidance

To apply, please submit an up-to-date copy of your CV (four sides of A4 maximum), along with a supporting statement (four sides of A4 maximum) that addresses the criteria set out in the role profile, using examples to demonstrate how you meet the essential requirements.

To apply for the role, please click here: https://www.tile-hill.co.uk/job/director-of-development-and-engagement

Once your application has been submitted, you will receive a response to confirm that it has been received. If you do not receive this response, please contact Anna Shepherd at anna.shepherd@tile-hill.co.uk to let us know.

Inclusivity and accessibility

At Tile Hill, we are committed to inclusion and accessibility. We champion and support all individuals to ensure everyone feels valued, listened to and motivated to get the very best out of each recruitment process and that processes are designed to meet the needs of individuals.

If you have any specific requests and would like a confidential discussion with the Tile Hill team, then please email inclusion@tile-hill.co.uk.

Applications close: Midnight Sunday 12th January

Longlist meeting: Monday 20th January (no candidate involvement)

Assessment Centre to include Technical Interview, Peer Panel and Direct Report Panel (virtual - via MS Teams) : Thursday 23rd / Friday 24th January (TBC)

Shortlist meeting: Friday 24th January (no candidate involvement)

Final panel interview (in person in Bristol) : Monday 3rd February

Tile Hill

At Tile Hill, we are committed to inclusion and accessibility. We champion and support all individuals to ensure everyone feels valued, listened to and motivated to get the very best out of each recruitment process and that processes are designed to meet the needs of individuals. If you have any specific requests and would like a confidential discussion with the Tile Hill team, then please email inclusion@tile-hill.co.uk

QAA

We recognise the positive benefits of equity, diversity, and inclusion. Our aim is to be truly representative of all sections of society, and for all to feel respected, free to be themselves no matter what their identity or background, and able to give their best. We value the differences that a variety of backgrounds, experiences, perspectives, and skills bring and strongly encourage suitably qualified applicants to apply.

We conduct a comprehensive EDI survey across our colleague and reviewer population. The data from this is shared widely ensuring we remain transparent and keep the EDI conversation going. Future initiatives in the pipeline are to include inclusivity questions in our exit surveys and our post-probation check-ins to help us understand what we do well and highlight areas for improvement. This will also reinforce our commitment to being an inclusive employer. Lastly, we will be forming a colleague-led EDI working group which will have EDI at its core.