Supporting Redr to find their new CEO- do you know anyone with both a charity (and Civil Engineering) background?

We are hiring a new CEO at RedR UK!

Are you looking for an ambitious position where you can make a tangible difference in a world where humanitarian aid and climate change adaptation and disaster risk response is an ever-growing need?

RedR UK is an international NGO bringing combined humanitarian and engineering aid to natural and man-made disasters. As the effects of the climate emergency are increasingly felt around the world our work is crucial. Even if greenhouse gas emissions halt overnight, climate change is already locked in, which means that disaster response due to events such as flooding, drought, wildfires and increased storminess is needed more than ever before. Food, water and energy security concerns are also predicted to increase mass migration and the need for an engineering and humanitarian response.

What’s in it for you?

You will have opportunities to shape an extremely impactful international NGO, to set its vision and strategic direction and build on its strong brand and outstanding reputation for capability and capacity building. 

Under your leadership you will direct an extensive network comprising the RedR UK team, its members and its group of Associate Trainers, and will also make a key contribution to the global International RedR federation.

It’s likely to be incredibly rewarding as you guide the team, building on recent and past experiences of working with large international NGOs and government agencies, to make a difference to communities on the ground.

As well as responding to crises such as the Haiti and Turkiye and Syria earthquakes, and the humanitarian crises in Ukraine, you will oversee the work of RedR with local communities, improving the quality of people’s lives.

Recently we were blown away by the response to our appeal for Turkiye and Syria Earthquake that resulted in over 90 structural engineers and seismic experts responding to our call for action.

You are likely to see a similar response to future appeals, and will have the chance to guide the RedR team as it does what it does best; working with partners saving lives and livelihoods.

In addition to our emergency response you will oversee our HPass accredited programme of training and development along with special projects such as our “Assessing and repairing infrastructure after disasters”, “ Humanitarian skills for Engineers – Uganda” and “Bridging the Gap” amongst others.

 So if you feel you are ready for this life-changing and rewarding opportunity, and have the necessary skills and experience please apply without delay. Please write to hr@red.org.uk setting out how you fulfil the job description and outline your vision for RedR UK on two sides of A4 maximum. Note applications will be closed when sufficient candidates with the right experience and skill set have been received.

The full job description is attached. However in summary the key responsibilities and person specification are as follows:

Responsibilities:

·      Set vision and strategic direction.

·      Develop and maintain a sustainable business operating model and ensure the smooth running of the business.

·      Oversee the review and implementation of policies and procedures to guarantee legal compliance.

·      Manage key relationships with the Board of Trustees, key donors and partners.

·      Maintain high standards of governance and enhance the reputation of RedR.

·      Engender positive culture and behaviours.

·      Oversee the development of a People Strategy and encourage a culture of learning and development across the organisation.

·      Enhance the profile of RedR UK by overseeing the development of excellent comms & engagement tools and materials and by representing RedR at key events and conferences.

·      Finance: Set annual budgets and resource plans, proactively manage delivery and report on progress to the Board and donors as required.

·      Oversee all reporting requirements and ensure compliance with Co House and Charity Commission returns.

Person specification:

·      Proven experience as CEO or other senior managerial position.

·      Experience in developing sustainable and effective strategies and implementing vision.

·      Strong understanding of finance (Charity and corporate) and performance management principles.

·      Familiarity with diverse business functions such as marketing & communications, operations, business development, IT, finance, risk management and HR.

·      In depth knowledge of governance and general management best practises.

·      An entrepreneurial mindset with outstanding organisational and leadership skills analytical abilities and problem-solving skills excellent communication and public speaking skills.

·      MSc/MA in business administration or humanitarian or engineering qualifications or equivalent.

CHIEF EXECUTIVE OFFICER – ROLE DESCRIPTION

Role title

Chief Executive Officer (CEO)

Date reviewed

12 April 2023

Purpose

To provide leadership to RedR UK and to be responsible for the management and administration of RedR UK within the strategic and accountability frameworks laid down by the Board of Trustees, together with the Chair, to enable the Board of Trustees to fulfil its duties and responsibilities for the proper governance of RedR UK and to ensure that the Board receives timely advice and appropriate information on all relevant matters.

Responsible to

Board of Trustees (line managed by the Chair of the Board)

Responsible for

Staff

Working with

Colleagues in the Senior Leadership Team (SLT), Trustees and external contacts

RESPONSIBILITIES

1.     Leadership

·      Leading the development of the organisations’s short and long term strategies and related business, operational and annual plans.

·      In partnership with the Chair, ensure that Trustees set the values, vision, mission, strategic objectives and strategic priorities for RedR UK

·      Lead, inspire and motivate staff and volunteers, developing and maintaining an organisational climate that attracts, retains, and motivates top quality staff.

·      Ensure that RedR UK’s values, ethos and policies are relevant, fair and consistently implemented. 

·      Develop an organisation that is constantly seeking ways to learn and to improve its performance and quality programming.

2.     Strategy and planning

·      Review the latest Strategy and oversee the development of the implementation plan, ensuring that RedR UK has a sustainable business operating model in place that is fit for the future.

·      At a frequency to be agreed with the Board but as a minimum every two years, lead the review and development of the strategy for RedR UK, within its objects, vision, and mission, and obtain the approval of the Board.

3.      Operations and Delivery

·      Oversee the development of a pipeline of relevant courses and programmes.

·      Support the operation teams winning contracts with a range of agencies to deliver these programmes.

·      Develop the delivery of our training through a range of geographies channels and technologies.

·      Monitor and improve the quality and outcome of our training interventions.

4.      Management

·      Be accountable to the Board for the professional and effective management of RedR UK, ensuring the organisation has an appropriate management structure and management systems in order to fulfil its strategic objectives and to carry out high quality programming that constantly meets the changing needs of the aid sector. 

·      Ensure that all management policies and decisions support the agreed vision, mission, values, philosophy, and strategic priorities of RedR UK.

·      Ensure that RedR UK meets all legal requirements in all countries of operation.

·      Ensure that business, operational, and annual plans that underpin the strategic plan are developed, agreed, and implemented.

·      Identify appropriate methods for monitoring the performance of RedR UK and to report back to the Trustees on the performance of RedR UK against its strategy, its business, operational and annual plans, and against the annual budget as approved by the Board.

·      Ensure that the recruitment, management, training, and development of staff reflect good employment practice and are directed towards achieving RedR UK’s objectives.

·      Ensure that RedR UK is aware of best practice and that it constantly works to achieve this within the constraints laid down by the Trustees and resources available.

5.      Income Generation, Finance and Risk

·      Be responsible overall for the financial health of RedR UK including developing, overseeing, and monitoring an effective programme of income generation and fundraising strategies for the organisation that consolidate existing and develop new corporate, trust, major donor, event, and individual donor income.

·      Prepare annual and long-term budgets, establish, and maintain comprehensive financial records, and ensure that the organisation’s financial obligations are met.

·      Ensure RedR develops strong relationships with a range of institutional donors and is able to access institutional donor funding for its international programmes.

·      In conjunction with the Finance, Audit and Risk Committee, ensure that:

o  the major risks to which RedR UK exposed are reviewed regularly by both the Board and the Senior Leadership team,

o  systems have been established to mitigate these risks, and

o  a risk analysis is automatically carried out when taking on new work or proposing new work to the Board.

·      Ensure that there are effective mechanisms to ensure the robustness of external and internal controls (financial and non-financial).

4. External and Internal Relations

·      Foster good communications throughout RedR UK and externally. 

·      Ensure the maintenance of a register of RedR UK members and continue to develop and promote the role of RedR Members in the work of the organisation and the aid sector globally.

·      Represent RedR UK within the RedR International family and ensure that RedR UK works in a coordination with other RedR organisations.

·      Develop, as appropriate, RedR UK’s public profile, representing the organisation at the highest levels (e.g. CEOs of patron companies and INGOS, Government officials, Her Royal Highness the Princess Royal) and foster good relationships with statutory, voluntary and private bodies, and other external stakeholders.

·      Set up mechanisms for listening to the views of current and future beneficiaries on the performance of RedR UK, as well as on areas for future development.

·      Scan the external environment for changes that may affect RedR UK, to advise the Trustees proactively and to take necessary action.

5. High-quality Governance

·      Ensure that RedR UK fulfils all its legal, statutory, and regulatory responsibilities including ensuring appropriate safeguarding processes.

·      Attend all Trustee Board meetings and committee meetings by invitation and report back on performance against strategy, business and annual plans to the board.

·      In partnership with the Chair:

o  to develop an annual programme of Board and committee meetings and Board away-days

o   assist the board in regularly reviewing radar uk's governing instruments and ensures that the right and appropriate items reach board agendas including high level policy and other proposals for approval

o  assist with the boards assessment of its own performance

·      Ensure that the Board receives all necessary advice, guidance and information on matters relating to current performance, the short- and long-term future of RedR UK making sure that such advice, guidance and information are timely, honest, balanced and relevant. 

·      Ensure that staff understand and support the governance role of the Board and that there is a positive and constructive working relationship between the Board and the executive. 

·      Assist the Board in regularly reviewing RedR UK’s governing instruments and governance structure, and to assist with the Board’s assessment of its own performance.

·      Report at each Board meeting on the performance of RedR UK, progress towards the strategic priorities and the achievement of Board policies

·      Submit high-level policy proposals for the approval of the Board or assist the Board in the development of these policies, and to be responsible for the efficient and effective achievement of these policies.

·      Implement Board decisions.

·      Assist the Board in identifying the skills required to govern RedR UK well, and that the organisation has access to relevant external professional advice and expertise. 

·      Support, as required, the induction of new members of the Board, and ongoing advice, information and training (both individual and collective).

7. Relationships with the Chair of trustees

·      Have regular one-to-one meetings with the Chair to talk openly, discuss progress and problems, agree expectations of each other, plan the Board’s annual programme together and prepare together for meetings.

·      In close consultation with the Chair, to agree respective roles in representing RedR UK and acting as spokesperson at public functions, public meetings and to the press/media.

AUTHORITY

The CEO is an employee of the organisation, appointed by the Board and functions with authority from the Board. The Board authorises the CEO to provide the effective management of the organisation in order that it may successfully realise its purpose. With the exception of such items as may be specifically reserved by the Board the CEO is authorised to expend all resources included in the annual Operational Plans as necessary for the achievement of the programme.

Limitation to Authority

·      The CEO operates within the parameters of the Board’s CEO Financial Authority Limitations and the Strategy and Annual Operating Plans designed by the Board.

ACCOUNTABILITIES

The CEO is accountable to the Board for performance to the agreed expectations and for compliance with the limitations of authority of the position. The components of this working relationship shall be reviewed annually by two trustees appointed by the Board and will include:

·      an annual review of performance against agreed annual objectives

·      a review of the CEO’s performance in discharging the responsibilities of the post

·      a review of the progress towards achieving agreed strategic goals

·      a review of the authorisation and resources required for the next period, including plans for professional development.