At SOS-UK we strive to make our community a welcoming, caring and enthusiastic one, fuelling ambition with opportunities and support to help us all achieve our personal and professional goals.
In return for your passion and experience we offer the flexibility for work-life balance, a competitive salary for the non-profit sector and excellent holiday allowance. We’re open to considering requests for job-share or part-time working.
We believe we have a fair and transparent pay framework. Our salary bands and pay gaps are public.
We do not offer any unpaid/non-credit-bearing placement opportunities or work experience.
We offer up to 6% pension contributions, annual cost of living increases and annual spine-point salary increases until the top of your band.
Other benefits include:
Parents, carers and dependents: support and understanding for family emergencies and caring for dependents
Employee volunteering: up to three days paid leave per year which you are encouraged to take - pro rata for part-time staff
Medical appointments: reasonable time off during working hours including time for fertility treatment and gender reassignment
Religious or belief-related obligations
Maternity and childcare pay:
Diversity and equal opportunities
We’re totally committed to equality of opportunity for all. We welcome applications from individuals regardless of their age, disability, ethnicity, gender, race, religion or sexual orientation.
At SOS-UK, our staff team is currently under-representative of people of colour, LGBTQIA+ people and disabled people. We strive to ensure we are representative and inclusive, so we particularly encourage you to apply if you represent these characteristics. We have an opt-in guaranteed interview scheme for candidates who declare a disability and/or are a person of colour and meet the essential criteria of the role profile.
We are always happy to speak to candidates informally about the role before applying and encourage you to do so.
We provide Liberation groups for staff with protected characteristics.
On our job applications, we do not ask as standard whether applicants have any spot or unspent convictions (under the Rehabilitation of Offenders Act 1974). Applicants will still be requested to complete a DBS check if the role requires one.
Wellbeing and work-life balance
SOS-UK adopts an open and flexible approach to working arrangements, with many of the current team opting to be home-based, with those that prefer the location and environment of an office space able to work in one of NUS' offices around the UK.
To further support positive work-life balance, all staff are offered a generous holiday and leave allowance as described above. Additionally, whilst working overtime is not encouraged for staff wellbeing, in cases where this is necessary a time-off-in-lieu (TOIL) policy is in place.
SOS-UK has a mental health working group and designated mental health first aiders who act as the first point of contact for staff who need support with their mental health.
Should you have family/caring responsibilities, we have a whole package of family-friendly policies that provide for flexible working; additional paid maternity and paternity leave; childcare pay; and leave for family emergencies.
Commitment to sustainable practices
As an organisation devoted to furthering sustainable development, it's important we practice what we preach:
Please find our Employee Privacy Notice here.
If you have questions about working at SOS-UK, drop us an email.