Salary
Up to £36,934 per annum depending on location + pension
Location
Central London or Birmingham base - Hybrid Working - minimum 1 day office per a week / 4 home working
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This is a Permanent, Full Time vacancy that will close in {x} days at {xx:xx} BST.
The Role
London Salary: £36,934 per annum plus pension
Birmingham Salary: £33,856 per annum plus pension
Closing date: 19th March 2024
First Interviews: w/c 1st April
Second interviews: w/c 8th April
Please note the interviews will take place on Microsoft Teams.
Are you an enthusiastic marketing professional? Looking for an opportunity to make a difference? Then we want to hear from you!
We need someone with strong B2B and B2C marketing expertise to help us promote our training, consultancy and debt advice services. Working in both the money advice sector, and across a wide range of commercial sectors in the credit industry, the role is ideal for an enthusiastic marketing professional looking to make their mark.
For three decades, the Money Advice Trust has been helping people across the UK to tackle their debts and manage their money with confidence. We do this through our National Debtline and Business Debtline advice services – and increasingly, through our free training for money advisers and commercial training and consultancy service for creditors.
This role will play an essential role in this growing area of our work – planning and delivering marketing campaigns that promote our Wiseradviser training for the advice sector, and our commercial training and consultancy to help creditors identify and support customers in vulnerable circumstances.
The successful candidate will be an experienced marketing professional, able to bring their marketing knowledge and skills to our broader communications team. The role will also plan and deliver digital marketing activity for our other channels and service brands (National Debtline and Business Debtline), and help manage the Trust’s website and help meet SEO goals.
How to apply
Please submit your supporting statement and CV - covering evidence of how you meet the criteria for the role as outlined in the job description and person specification.
We are committed to placing equity, diversity, and inclusion at the heart of everything we do – both in how we work, and how we serve our clients. We strive to create a workplace that reflects the communities we serve. Our aim, underpinned by our values - be balanced, be supportive, be innovative - is to be a place where everyone feels welcome and empowered to bring their authentic selves to work – and to make the Money Advice Trust an employer of choice.
We will only use the data you supply to us in CVs for recruitment purposes. This data will be held for twelve months. For further information please refer to our Privacy Notice for Job Applicants, available on the vacancies page of our website.
Money Advice Trust
We are a national charity helping people across the UK to tackle their debts and manage their money with confidence.
You have already applied for this vacancy, please go to your account to see your progress.
Privacy Policy
Money Advice TrustPrivacy Statement
The following explains how we Money Advice Trust (Controllers) intend to use the information you provide in your application, along with your rights, our reasons for requesting it and who will have access to it.
Data protection officer:
Head of Compliance and Risk
Email: DPO@moneyadvicetrust.org
Collection and processing of your data
As part of any recruitment process, the Trust collects and processes personal data relating to job applicants. The Trust is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
Information the Trust collects and processes
The Trust collects a range of information about you. This includes:
your name, address and contact details, including email address and telephone number;
details of your qualifications, skills, experience and employment history;
information about your current level of remuneration, including benefit entitlements;
whether or not you have a disability for which the Trust needs to make reasonable adjustments during the recruitment process;
information about your entitlement to work in the UK.
equal opportunities monitoring information, including information about your ethnic origin, sexual orientation, health, and religion or belief.
The Trust collects this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment, including online tests.
The Trust will also collect personal data about you from third parties, such as references supplied by former employers. The Trust will seek information from third parties only once a conditional job offer to you has been made and will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems, the HR drive and on other IT systems (including email).
Why does the Trust process personal data?
The Trust needs to process data to take steps at your request prior to entering into a contract with you. It also needs to process your data to enter into a contract with you.
In some cases, the Trust needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
The Trust has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the Trust to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The Trust may also need to process data from job applicants to respond to and defend against legal claims.
Where the Trust relies on legitimate interests as a reason for processing data, it has considered whether or not those interests are overridden by the rights and freedoms of employees or workers and has concluded that they are not.
The Trust processes health information if it needs to make reasonable adjustments to the recruitment process for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
Where the Trust processes other special categories of data, such as information about ethnic origin, sexual orientation or religion or belief, this is for equal opportunities monitoring purposes as permitted by the Data Protection Act 2018.
For safeguarding reasons, the Trust is obliged to seek information about criminal convictions and offences. Where the Trust seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment. For more information please see the Safeguarding Policy.
The Trust will not use your data for any purpose other than the recruitment exercise for which you have applied.
Who has access to data?
Your information will be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area with a vacancy and IT staff if access to the data is necessary for the performance of their roles.
The Trust will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The Trust will then share your data with former employers to obtain references for you.
The Trust will not transfer your data outside the European Economic Area.
For how long does the Trust keep data?
If your application for employment is unsuccessful, the Trust will hold your data on file for six months after the end of the relevant recruitment process. At the end of that period your data is deleted or anonymised.
Where we place you in a Talent Pool (for example where you have met the benchmark score but we have no more vacancies due to the volume of high scoring successful candidates) the Trust will keep your data for 12 months so that we can contact you when further vacancies arise.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.
Your rights
As a data subject, you have a number of rights. You can:
access and obtain a copy of your data on request;
require the Trust to change incorrect or incomplete data;
require the Trust to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
object to the processing of your data where the Trust is relying on its legitimate interests as the legal ground for processing; and
ask the Trust to stop processing data for a period if data is inaccurate or there is a dispute about whether or not your interests override the Trust's legitimate grounds for processing data
If you would like to exercise any of these rights, please contact the Data Protection Officer – the Trust’s Head of Compliance and Risk on DPO@moneyadvicetrust.org
If you believe that the Trust has not complied with your data protection rights, you can complain to the Information Commissioner. In circumstances where you may wish to do so, please speak to Martyn Stephens in the first instance. You can contact the Information Commissioner’s Office directly and full contact details including a helpline number can be found on the Information Commissioner’s Office website (www.ico.org.uk). This website has further information on your rights and our obligations.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the Trust during the recruitment process. However, if you do not provide the information, the Trust may not be able to process your application properly or at all.
You are under no obligation to provide information for equal opportunities monitoring purposes and there are no consequences for your application if you choose not to provide such information.
Automated decision-making
Recruitment processes are not based solely on automated decision-making
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