Deputy Head (Pastoral)
This is a {Advertised Permanent / Temporary}, {Advertised Full Time / Part Time} vacancy that will close in {x} days at {xx:xx} BST.
The Vacancy
Salary:
Generous package dependent on qualifications and experience
Job type:
Full Time, Permanent
Start date:
September 2026
Apply by:
2nd October 2025
Job overview
Appointment of Deputy Head (Pastoral)
An outstanding individual is sought to be Deputy Head (Pastoral) at one of the UK’s leading boys’ schools.
The Deputy Head (Pastoral) will report to the Headmaster and take their place amongst the Executive Team.
The Deputy Head (Pastoral) is a major strategic position within the School’s leadership structure and the successful candidate will be expected to shape the future provision of pastoral care, as well as contribute positively to whole school strategy. Effective pastoral care combines preventative, proactive strategies with responsive, reactive measures where appropriate: it is expected that the incumbent will address both aspects successfully.
Key responsibilities also include promoting a culture which prioritises safeguarding - with particular responsibility for any aspect of safeguarding practices which pertain to the leadership of proactive pastoral care and setting a strong personal example.
In addition, the Deputy Head (Pastoral) will lead the strategic and operational development of a proactive approach to relational pastoral care at Whitgift School, ensuring that each and every individual is supported and challenged to flourish and to maximise their personal development.
Whitgift is a leading independent day and boarding school for boys, with approximately 1500 students including over one hundred full and flexi boarders. It is set in an attractive 48-acre parkland site in South Croydon enjoying excellent links to London, Surrey and the south coast.
Firmly committed to holistic endeavour, Whitgift enjoys an unparalleled reputation for delivering a genuine combination of academic excellence and all-round achievement. The co-curricular programme – which provides every one of its students with an exceptional range of clubs and societies across academic departments and beyond – was recognised by ISI in our recent inspection as a “significant strength”. We believe in breadth and depth of opportunity, high aspiration, and a “can-do” and engaged attitude: key ingredients for preparing the young people in our care brilliantly for the rest of their lives.
Whitgift is proud to be an inclusive equal opportunity employer. Whitgift employs and welcomes all applicants regardless of race, religion, colour, nationality, gender identity, sexual orientation, disability, or other applicable legally protected characteristics. Whitgift actively looks to increase its staff diversity in all appointments.
It is an offence to apply for a role at the school if you know that you are barred from regulated activity with children.
The deadline for applications is 9:00 AM GMT on 2nd October 2025.
Please note: we reserve the right to amend these timelines if necessary and in this event candidates would be informed at our earliest convenience.
Applications should be made using the online application form, accompanied by a full curriculum vitae and covering letter - which can both be uploaded as part of the application process - addressing the criteria presented in the role description.
Whitgift School (part of the John Whitgift Foundation) is committed to safeguarding and promoting the welfare of young people. Applicants must be willing to undergo child protection screening including checks with past employers, the Disclosure & Barring Service and online media checks (including personal, professional and other online activities).
All roles within the school involve contact with children and are therefore classed as regulated activity. Child protection and safeguarding are the responsibility of everyone who works or volunteers in our school. All staff must be committed to providing a safe environment for children and supporting the school’s safeguarding ethos.
The post is exempt from the Rehabilitation of Offenders Act 1974. Applicants are required to declare all convictions and cautions, even those that are “spent” unless they are “protected” under the DBS filtering rules, to assess suitability to work with children. Shortlisted candidates will be asked to disclose information relevant to safeguarding prior to interview.
The Company
For more than 400 years, Whitgift has been transforming boys’ lives through education.
Whitgift 2025 was created as a result of the input and imagination of staff and students and the next few years will represent an exciting time of evolution for the school, both in terms of our site development plan and the educational partnerships we are embarking on.
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