Fundraising vacancies at the Terrence Higgins Trust

Contents

Introduction from the Director of Income Generation​

Dear Applicant,

Thank you for considering applying to one of our amazing fundraising roles at the Terrence Higgins Trust. I have the pleasure of leading a fabulous group of fundraisers and I am so excited about all the opportunity we have. It is a truly exciting time to be part of the Terrence Higgins Trust team and it would be awesome to have you join us!

It’s a critical moment – for the first time our goals are within reach. Together we will achieve our mission to end new cases of HIV by 2030; be here until the last person living with HIV needs us; and make sexual and reproductive health the priority it deserves to be.

To do this, we have big ambitions: to double our voluntary income to £8.4million by 2026 and inspire our donors to be changemakers in the world of sexual health and HIV. We have some amazing fundraising opportunities to build on our established foundations to create the step change we need. And you can be part of this!

At Terrence Higgins Trust it’s our people – our service users, volunteers, and staff – that drive how we work, where we work and what we do. Equity, diversity and inclusion are critical to the work we do. We are striving to be an anti-racist, anti-sexist organisation and are committed to having a workforce with people from different backgrounds. We are doing this by embedding our organisational values into everything we do:

  • Ambitious for change
  • Working together
  • Drawing on diverse lived experiences

Meeting our goals will require us to be ambitious, being clear about what we want to achieve, and bold enough to fight for it. We must be driven by the lived experience of individuals, valuing the input of all people, and putting the needs of marginalised people at the core of our mission. We must engage effectively, collaborating with partners, donors, funders, beneficiaries, and our own colleagues; growing and learning from each other all the time.

We need passionate, creative and dedicated people as part of the Income Generation team. In return, you will be encouraged and empowered to be yourself at your very best. We believe in setting our standards high and providing continuous support to achieve our goals, together.

We use an insight-led approach to deliver amazing experiences and develop long-term relationships with our valued supporters across a wide range of income streams. By joining us, you will be part of a group of amazing individuals and be a critical part of our vision.

I’d love to work with you as we build strategic and multi-year partnerships; be brave and bold in our approaches; and ensure our supporters are at heart of what we do. If this sounds like you, and you want to be part of creating historic change, then I hope you will apply.

Christine Neubeiser
Director of Income Generation

Organisational Overview

Terrence Higgins Trust (THT) was the first charity in the UK to be set up in response to the HIV epidemic, at a time when no other response or frameworks were in place to support people impacted by HIV. From small beginnings in a flat in central London, we have grown to become the UK’s leading HIV and sexual health charity, and one of the largest in Europe. We have always been at the forefront of the fight against HIV and AIDS. Since we were formed, the needs of people living with and affected by HIV have been fundamental to our development. In 2022 we launched our new strategy Together We Can, which aims to move us closer to achieving zero new HIV transmissions in the UK by 2030. How we deliver our work is vital to our success. In all our working we are:

Ambitious for change

We set ambitious targets, ranging from ending HIV transmissions by 2030 to changing social attitudes towards sexuality. Our organisational targets are made possible by ambitious staff and volunteers aiming high in their own areas of work.

Working together

We’re most successful when we work together with each other and with our partners. We’ll ensure that knowledge and expertise is shared more widely within Terrence Higgins Trust. We will continue to develop new and existing partnerships with the NHS, local authorities, voluntary organisations and community groups.

Drawing on diverse lived experience

Terrence Higgins Trust was founded by people directly impacted by HIV. We’ll continue to draw strength and understanding from the lived experience of our people. We’ll do more to learn from the experience of the full range of people we serve and employ, including women, people from racially and ethnically diverse communities, trans and non-binary people. We believe the way in which we effectively work together will enable the charity to fulfil its mission.

Equality, Diversity, and Inclusion

At Terrence Higgins Trust we know that equity, diversity and inclusion is critical to the work we do.

We are striving to be an anti-racist, anti-sexist organisation and are committed to having a workforce with people from different backgrounds. It is the responsibility of each one of us to create an environment of inclusion and belonging within our organisation. Our work has to be internal first so it can impact on all that we do for all the communities who use our services.

More about the organisation

The roles

Benefits Overview

Terrence Higgins Trust employee salaries and benefits are benchmarked against the UK charity sector.

The reward package includes the following:

Your salary will be reviewed annually. However, there is no obligation on the charity to increase your salary following any such review.

The standard full-time working week at Terrence Higgins Trust is 35 hours. Start and finish times are usually 9.30 am – 5.30 pm; you have a statutory right to make a flexible working request to amend your working pattern after six months of employment, but where a reasonable adjustment might be needed in your working pattern, would consider this sooner. Flexibility of working hours may be required at times to meet the varying needs of our charity, but this will be discussed with you, where relevant. A number of posts are offered on a part-time basis and there is potential for job sharing as well.

The initial annual leave allowance is 27 days leave per year (pro rata for part-time employees). After five years this increases to 30 days.

We offer an enhanced sick pay entitlement for staff that includes any entitlement to Statutory Sick Pay. The table below sets out how the enhanced sick pay entitlements work:
Length of Service Maximum Payment
During first 6 months’ service 2 weeks’ full pay
After 6 months but not exceeding 1 year’s service 2 weeks’ full pay and 2 weeks’ half pay
After 1 year’s but not exceeding 2 years’ service 1 month’s full pay and 1 month’s half pay
After 2 years’ but not exceeding 3 years’ service 6 weeks’ full pay and 6 weeks’ half pay
After 3 years’ but not exceeding 4 years’ service 2 months’ full pay and 2 months’ half pay
After 4 years’ but not exceeding 5 years’ service 10 weeks’ full pay and 10 weeks’ half pay
After 5 years’ service 3 months’ full pay and 3 months’ half pay
Outlined below are our entitlements for any staff members who go onto maternity or adoption leave and the pay they will receive. Our Family Friendly policy sets out the arrangements in much more detail, but some key information is in the table below:
Criteria/Entitlement Statutory Amounts For staff starting after September 2012
Qualifying length of service for Enhanced Maternity Benefit Not applicable 2 years
Qualifying return period for Enhanced Maternity Benefit Not applicable 6 months
Number of weeks at full pay Not applicable 12 weeks

As well as your annual leave entitlement, we also have several other categories of leave that you will be entitled to as an employee with Terrence Higgins Trust. These include special leave and emergency carers’ leave and are up to five paid days per rolling year (pro rata for part time employees) for one or other or a combination of both. Further details can be found in our Leave policy.

During your time as an employee of Terrence Higgins Trust we want to support you in
your new role and for your future career. As part of this, we provide a wide range of inhouse and externally led training courses that you will be able to participate in. Specific
details of what courses are be available are communicated regularly by our Learning
and Development Department as well as other internal channels. You should speak to
your line manager in the first instance to discuss what courses you should take for your
role, and others you’d be interested in joining. Where you opt to study for a professional
qualification while employed with Terrence Higgins Trust, we may be able to offer
financial support and/or study leave to support you.

Once you’ve passed your six-month probation period, you will be eligible for an interest-free annual season ticket loan to help with commuting costs. An application form can be found on Terri.

Once you’ve passed your six-month probation period- and as long as your contract lasts for more than 12 months from when you collect your bicycle- you will be eligible to use our cycle to work scheme. We usually have two windows each year when you can apply. This scheme provides a tax efficient way to obtain a bicycle and accessories up to the value of £1,000. Repayments are made over 12 months by means of salary sacrifice in order to obtain full relief from both income tax and National Insurance.

The EAP is a free, confidential service that offers counselling for all Terrence Higgins
Trust employees. The service is available 24 hours a day, 7 days a week, 365 days a year
both over the telephone and online. Terrence Higgins Trust provides this service, but
receives no information about who has used it, or when or how many times- it’s
completely separate from us as an organisation.

As a new starter, you will be automatically enrolled into our Group Personal Pension Plan (with the right to opt out) after a 3 month postponement period. This applies to everyone aged 22 and above but under state retirement age, earning at least £10,000 per year and classed as working in the UK.

Employer and employee contributions from April 2019: Employer 3%, Employee 5%, Total = 8%

Separately from the auto enrolment scheme, we have a Defined Contribution scheme run by Royal London. The minimum amount you can pay in as an employee is 5% and the charity will additionally contribute 3%: