Fixed-Term Joanna Randall-MacIver Junior Research Fellowship in Music

  (2 years, fixed-term, full-time, salary £39,424 per annum)

Applications are invited for a Joanna Randall-MacIver Junior Research Fellowship in Music at St Hugh’s College, Oxford, tenable from 1 October 2026. This is a two-year, fixed-term, full-time position, not renewable, and suitable for an early-career researcher who has completed a doctorate. Applications will not normally be considered from candidates who have previously held a postdoctoral fellowship or equivalent post of 12 months’ duration or more.

The Joanna Randall-MacIver Junior Research Fellowship is open to those whose PhD research has been in an area of musicology that relies on historical enquiry (i.e. research that does not include living human participants). The position is not intended for those whose doctorate is in composition or includes significant practice-based elements.

The Fellow will also have associate membership of the Faculty of Music in the University of Oxford.

The primary purpose of this post is research. The successful candidate will be expected to use the period of the Fellowship to build or continue building an international research profile by publishing outputs originating from their doctoral research and embarking on a new, defined research project.

The basic stipend of the Fellow will be at National Pay Spine Point 29/Grade 7.1 (currently £39,424 per annum), progressing to Grade 7.2 in the second year of the Fellowship (£40,514). These figures include the Oxford University Weighting.

The Fellow will have membership of the Senior Common Room (for which there is a small annual charge) and will be entitled to all meals free of charge while working and when the kitchens are open.

The closing date for receipt of applications and references is 9.00am on Friday 6 February 2026.

Applications should comprise only:

• a completed application form which includes a section asking for an outline of doctoral work (200 words) and a section dedicated to a new research project (800 words);
• a curriculum vitae, including publications, no longer than two sides of A4.

Candidates are also asked to complete an equal opportunities form and to return it to academic.recruitment@st-hughs.ox.ac.uk) at the same time as the application but as a separate file. This form is used for monitoring purposes only and will not be seen by any member of the selection committee.

Location: London (United Kingdom), Nairobi (Kenya), Tunis (Tunisia), Delhi (India) or Mexico City (Mexico) - work remotely with possible in-office hybrid Salary: Location-based in line with IPPF’s regional compensation structure. London circa GBP £53,298 / Nairobi USD $37,961 / Tunis TND 148,871 / Delhi INR 2,372,360 / Mexico  MXN 686,492Report to: Director, People Organisation & Culture 
 

About the role:

As the Anti-Racism Advisor at IPPF, you will spearhead IPPF's Anti-Racism Programme of Action, ensuring that our commitment to equity and inclusion is woven into every aspect of our work. You will work closely with IPPF Board members, our Member Associations, leadership and people across IPPF to drive transformative change and implement effective strategies to promote anti-racism and decoloniality within IPPF and beyond.

This is a hands-on, practical role for someone who can hit the ground running. You’ll be leading the design and delivery of Anti-Racism and Inclusion plans that turn IPPF’s vision of being a truly anti-racist organisation into reality — working across directorates and regions to embed change where it matters most. That means helping teams shift from intention to action — shaping and delivering interventions that have a real, measurable impact. From advising on best practice, facilitating workshops and training, to reporting on progress and helping the organisation stay accountable — this is a role with reach and purpose.

What you'll do:

Leadership and Coordination

• Coordinate the delivery and implementation of the specific objectives set out in IPPF’s Anti-Racism Programme of Action, including monitoring, evaluation and learning in line with the Theory of Change and planned objectives
• Advise the Director Leadership Team (DLT) and Regional Senior Management Teams (SMT) to create momentum and collaborate to implement initiatives that will deliver tangible outcomes, ensuring that anti-racism and decoloniality are embedded into ways of working within the Secretariat
• Engage specialist technical expertise to inform the development of initiatives

Project Management

• Develop a plan of activities to deliver the Programme, ensuring the plan is a live document and is formally reviewed on an annual basis.
• Ensure projects are delivered on time, within scope, and with measurable impact.
• Manage the design, development, roll out and reporting of Secretariat training on Anti-racism and inclusion

Organisational Integration and Coordination

• Coordinate, monitor and report to and manage work through the Board of Trustees Committee, ensuring they are updated and there is accountability
• Collaborate with the internal communications team to create and implement a comprehensive internal communications plan for the Anti-Racism & Decoloniality Road Map and related projects
• Keeping abreast of good practice, policy and legislation in relation to Anti-Racism and broader equalities areas to ensure the action plan is robust and relevant.

Cross-Organizational Collaboration

• Establish and maintain relationships with staff, member associations, and external partners working on anti-racism work, fostering collaboration and mutual support
• Work with cross-functional teams to ensure IPPF’s anti-racism work is aligned and complements inclusion activities related to gender, SOGIESC, Age and Disability.
• Work as part of the POC team to ensure that racial equity principles are embedded in all internal HR policies and practices
• Guide the Secretariat rollout of the Anti-Racism Programme of Action, ensuring alignment with IPPF’s mission, vision, and strategic objectives
• Support regions in integrating anti-racism initiatives into budgets and plans

Co-ordination of the Anti-Racism Working Group (ARWG) 

• Oversee and collaborate with the Secretariat Anti-racism Working Group, dedicated to the effective coordination and implementation of anti-racism initiatives that consider the different regional needs, perceptions and realities within the Secretariat
• Provide all administrative and secretariat support to the ARWG including meeting invites, agendas and minutes, and ensure actions are carried out between meetings
• Work collaboratively with the group to ensure activities, actions and outcomes are co-produced, and that there is a collective re...

The driving force behind our success is our people who, with their collective expertise, push us to think differently and bravely lead the way.  

Our culture respects equality, values diversity and encourages individuality – accepting and appreciating all views and beliefs and providing an environment for ideas to come alive. We welcome everyone who shares the Mace values, regardless of background, culture, disability, ethnicity, gender identity or sexual orientation.

Drawing on a broad range of backgrounds, perspectives, experience and expertise to challenge convention is our strength. It’s the reason why we continue to grow and it’s the secret to how we’ve built some of the world’s most renowned buildings.

Should you need to discuss any reasonable adjustments or require guidance about our recruitment process, please contactinclusiverecruitment@macegroup.com to speak to a member of our team. You can read our diversity and inclusion strategy here. 

Our culture respects equality, values diversity and encourages individuality – accepting and appreciating all views and beliefs and providing an environment for ideas to come alive. We welcome everyone who shares the Mace values, regardless of background, culture, disability, ethnicity, gender identity or sexual orientation.

Drawing on a broad range of backgrounds, perspectives, experience and expertise to challenge convention is our strength. It’s the reason why we continue to grow and it’s the secret to how we’ve built some of the world’s most renowned buildings.

Should you need to discuss any reasonable adjustments or require guidance about our recruitment process, please contact

Whatever your aspiration, we’ll help you redefine the boundaries of your ambitions.

1a66e66225894936908c25bdbf1d9380

Dementia Advisor

Salary: £26,299.00 - £30,000.00 (Depending on experience)

Hours: 35 Hour per week (Fixed Term 3 years)

Location: Manchester

About ACCG
We are delighted to offer an exciting opportunity for an experienced Dementia Advisor to join
the ACCG, a registered charity providing health and social care services in Manchester.

 We are looking for an exceptional individual who is enthusiastic, motivated and highly
professional who would like to be part our team as a Dementia Advisor to support
BAME communities.

 The Dementia Adviser will assist BAME people with dementia and their carers

providing them with support and help to maintain their independence, improve their
well-being, and giving them greater control of their lives.

 You will build relationships with a range of local contacts and network with health and
care professionals. You will also work to develop networks with partner organisations
who work in the field of dementia to promote our aim to empower individuals living
with dementia to make informed choices.

About the role

 To promote the ACCG BAME Dementia Advice Service and develop networks with

partner organisations who also work in the field of dementia, mental health,
disabilities, and benefits and income advice, including Primary and Secondary care,
Social Care and Health, and Welfare Benefit agencies, with the aim of promoting
control and empowering individuals to make informed choices.

 To  help  people  to  navigate  and  access  appropriate  services,  ensuring  they  make

contact with the right organisation/person able to help them.

 To facilitate the weekly Dementia Advice, drop-in service.
 To  establish  and  maintain  a  Dementia  support  Network  for  people  living  with
isolation  encouraging

dementia,
interventions such as attending group activities and workshops.

families  and  carers

to  reduce  social

their

 To support service users to remain in the community through practical advice

assisting with the removal of barriers to access their support needs.

 To gather all appropriate information from the service user and their carer

enabling appropriate guidance and advice.

 To provide practical support as required throughout the person’s life as they live with

dementia.

About you

 The successful candidate will possess NVQ level 3 (or equivalent) with a good

understanding of the needs of people affected by dementia.

 Social Work / Nursing Background Desirable
 You must have the ability to work in a manner that facilitates inclusion, particularly of
people from diverse communities affected by dementia, along with an understanding
of the need for service user confidentially.

ACCG, Claremont Centre,
2 Jarvis Road, Hulme, Manchester,
M15 5FS

Phone. +44 (0) 161 226 6334

Email. admin@accg.org.uk
Website. www.accg.org.uk

Registered Charity No. 1028464 Company Limited by Guarantee No. 2802745

 You will be speaking to people at all levels across your area so excellent
communication, networking and influencing skills are also essential.

 You will have experience of face-to-face service delivery, a good understanding of
statutory and voluntary services, ensuring independence, choice and control for all
those who access our service.

 You will be committed to supporting people with dementia to live better lives.
 You will have the ability to assess and evaluate the needs of service users.
 You must also have the ability to manage several tasks at once and keep yourself

motivated to perform under pressure.

 Good IT skills and experience working with databases are also essential.

This post is subject to an Enhanced DBS check.

Only shortlisted candidates will be contacted.

Please visit the website below for full job description and details on how to apply:

http://www.accg.org.uk/work-for-us-2/vacancies/

For further information please email: recruitment@accg.org.uk

Please make sure that you read the job description and person specification as your

application will be shortlisted against these criteria.

Please provide full contact details for all referees within your application form including email

addresses. Referees provided must include your current line manager and the last two

employers.

We reserve the right to close any vacancies from further submissions when we have

received sufficient applications from which to make a shortlist. Please ensure you apply

without delay if you wish to be considered for this role.

ACCG, Claremont Centre,
2 Jarvis Road, Hulme, Manchester,
M15 5FS

Phone. +44 (0) 161 226 6334

Email. admin@accg.org.uk
Website. www.accg.org.uk

Registered Charity No. 1028464 Company Limited by Guarantee No. 2802745

Manylion y Swydd/Post Details:
Prentis Saer Coed
Apprentice Carpenter

Teitl y swydd:
Post Title:

Prentis Saer Coed
Apprentice Carpenter

Cyflog (ar gyfartaledd):
Salary (pro rata):

O £16,383 - Cyflog yn ddibynnol ar oedran
From £16,383 - Salary dependant on age

Oriau a math o gontract:
Hours and Contract Type:

37 Awr, Llawn Amser, Contract
Prentis/Cyfnod Penodol
37 Hours, Full Time, Apprentice
Contract/Fixed Term

Yn atebol i’r canlynol:
Responsible to:

Arweinydd Tîm
Team Leader

Adran:
Department:

Lleoliad:
Location:

Dyddiad cau:

Closing date:

Medra
Medra

Ceredigion
Ceredigion

6 Chwefror 2026 (canol dydd)
(Dylech nodi na dderbynir ceisiadau a ddaw i
law ar ôl y dyddiad a’r amser cau)

6 February 2026 (midday)
(Please note that applications received after
this deadline will nit be accepted)

Dyddiad y Cyfweliad:
Interview Date:

17 Chwefror 2026
17 February 2026

Rydym yn croesawu ymgeiswyr o bob cefndir a chymuned, ac yn arbennig, y rhai sydd ar hyn o bryd yn
cael eu tangynrychioli yn ein gweithlu.

We welcome applicants from all backgrounds and communities and in particular, those that are currently
under represented in our workforce.

www.barcud.cymru/jobs

0300 111 3030

jobs@barcud.cymru

www.taiceredigion.cymru

www.scottishbaptist.com/job-opportunities

Closing date:29 January 2026

Course

PHD

Europe

Finland

Shape the future of sustainable energy at LUT University! We are offering a fully funded doctoral position exploring how new governance structures can advance the transition toward post-growth energy systems. 

The Department of Social Sciences is looking for a doctoral (junior) researcher in energy communities and post-growth transitions. Established in 2022 within the LUT School of Engineering Sciences, the department focuses on the societal and human dimensions of global sustainability challenges. Its core research areas include sustainable citizenship, people and technology, and societal renewal. In the coming years, the department is expected to develop into an independent school within the university.

The current energy transition is embedded within a growth-oriented paradigm. Achieving a low-carbon society under this paradigm may prove unfeasible, even with extensive deployment of renewable energy, electrification, and efficiency improvements. An energy transition that remains within planetary boundaries necessitates a substantial reduction in both energy consumption and material demand.

Energy communities (ECs) are citizen-led organizations, often established in collaboration with local authorities and small businesses, that collectively produce, share, and manage renewable energy for local consumption. These emerging governance structures contribute to democratizing decision-making, decentralize control over grid infrastructures, and empower citizens to capture and redistribute economic value locally. While ECs are widely recognized for their transformative potential in energy governance, empirical research on how they may contribute to a post-growth society is still emerging.

What your work will be like  

The project will explore how ECs may support an energy transition aligned with post-growth principles. Your research will examine whether and how ECs contribute to reducing energy demand, foster democratic participation, and advance energy justice. The doctoral journey will span approximately four years.

In the first stage, you will build a strong theoretical foundation through a systematic literature review and map EC models across Europe. The second stage will focus on empirical research, including qualitative case studies, semi-structured interviews, and surveys. This phase includes a three-month research visit to Politecnico di Milano, Italy, to strengthen international collaboration. In the final stage, you will integrate qualitative and quantitative findings to finalize your doctoral thesis.

Throughout the project, you will publish three peer-reviewed articles, participate in international conferences and summer schools, and engage in dissemination activities such as policy briefs.

The employment relationship will start with a one-year term (including a six-month trial period) and depending on the progress of your studies and research—specifically, the completion of 10 ECTS and submission of the first article within the first year— it will be extended for up to three additional years.

A junior researcher must apply to the LUT Doctoral School for the right to complete doctoral studies within the first two months of the appointment.

What we expect from you 

This position requires a master’s degree in social sciences. Other academic backgrounds, such as economics (including ecological or energy economics) or engineering (especially a focus on energy systems and renewable energy), will also be considered.

We particularly value familiarity with topics such as post-growth models, sustainability transitions, energy systems modeling, and energy justice.

You should have knowledge of both qualitative and quantitative research methods or be willing to acquire new methodological skills during the first year of your doctoral studies. Success in this position requires the ability to work independently, communicate your findings clearly, and collaborate effectively within an international research community.

A strong academic background, genuine interest in pursuing doctoral studies, and commitment to completing the degree on schedule are essential.

What we offer 

We offer a dynamic and supportive environment at the Department of Social Sciences, where you can develop your own research profile a...

Understanding increased gene dosage effects in Down Syndrome embryonic mouse hearts

Key information

Research topics

The post holder should embody and demonstrate the Crick ethos and ways of working: bold, open and collegial. The candidate must be registered at a UK Higher Education Institution, studying in the UK and must have completed a minimum of two years’ undergraduate study in a relevant discipline, and on track to receive a final degree grade of 2:1 or 1. In addition, they should be able demonstrate the following experience and key competencies:

• This project is ideal for students curious about developmental biology, genetics, microscopy, or congenital heart defects. You will get to work closely with a research team, learn techniques widely used in biomedical research, and contribute to understanding how the heart forms.
• Good knowledge in relevant scientific area(s)
• Good written and spoken communication skills
• Ability to work independently and also capable of interacting within a group

References

1. Lana-Elola, E., Aoidi, R., Llorian, M., Gibbins, D., Buechsenschuetz, C., Bussi, C., . . . Tybulewicz, V.L.J. (2024)

            Increased dosage of DYRK1A leads to congenital heart defects in a mouse model of Down syndrome.

            Science Translational Medicine 16: eadd6883. PubMed abstract

2. Lana-Elola, E., Watson-Scales, S., Slender, A., Gibbins, D., Martineau, A., Douglas, C., . . . Tybulewicz, V.L. (2016)

            Genetic dissection of Down syndrome-associated congenital heart defects using a new mouse mapping panel.

            eLife 5: e11614. PubMed abstract

Department

Economics and Business

Type

Full Time

Closing Date

28 January 2026 9:00 am

Start Date

Apply online

Full time or part time.

Start date negotiable

We are looking for either a graduate or an experienced teacher to join our collaborative and successful Economics department. We would also accept applications from Teachers who can teach combined Economics and Business across both Departments. The position demands high professional standards and excellent subject knowledge in order to teach Economics and or Business at A level.

The successful candidate will play a full and active role in the pastoral and co-curricular life of the School, although this can be negotiated at interview if flexible working is required This is a fantastic opportunity to join a fun, forward-thinking school which is committed to academic excellence; continual development of staff; and innovative teaching and learning strategies. This is within the context of outstanding pastoral care and co-curricular provision to ensure the best possible holistic pupil experience.

If you like to work collaboratively and welcome the opportunity to develop as a practitioner, we offer a comprehensive induction and CPD programme for all levels of staff, competitive remuneration package, support with teacher training for unqualified teachers and outstanding, well-equipped facilities.

Closing date: 9.00am, 28 January 2026

Interview date: w/c 2 February 2026

Applications will be assessed in order of receipt and interviews may occur at any stage after applications are received. We reserve the right to appoint before the closing date and therefore invite interested candidates to apply as soon as possible.

Full details can be downloaded below

Candidate Brief – Teacher of  Economics, Business – January 2026

To apply please download and complete the following forms, and return them, with a letter supporting your application, by email to recruitment@stjohns.surrey.sch.uk.

Application for Employment – Teaching Staff

Equal Opportunities Monitoring Form

Reg Charity No: 312064

St John’s School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Applicants must be willing to undergo safeguarding screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service (DBS). The School may carry out online searches on shortlisted candidates and all applications will be required to provide details of their online profile, including social media accounts, as part of their application.

The post is exempt from the Rehabilitation of Offenders Act 1974 and the School is therefore permitted to ask job applicants to declare all convictions and cautions (including those which are “spent” unless they are “protected” under the DBS filtering rules) in order to assess their suitability to work with children.”

A school where we can all be ourselves #EqualityatStJohn’s

Back to all vacancies

Aspiring Music Leaders 2026

/ Jobs

Job Description

B:Music Aspiring Music Leaders supports musicians who have an interest in teaching or community work. Successful applicants will shadow and support our team of professional tutors across the following opportunities:

• After school ensembles (Secondary outreach)
• Generation Birmingham (Primary outreach)
• B:Music Summer School 2025
• B:and Together Weekend Jazz & Gospel Ensembles

With support from their mentors, they will develop skills to lead their own music workshops to whole classes, groups & small group ensembles during the project.
This is a hands-on learning experience, where musicians will be mentored by professional tutors and experience working in a range of different schools and communities.
This is a paid learning opportunity, with the intention of welcoming successful applicants to our B:Music team of tutors once they have completed their training.

We encourage applicants from all musical backgrounds to apply. A good knowledge of jazz music and theory is desirable but not essential.

Please note that for all long form questions on our application form, there is an option to submit a video instead of providing a written answer.

Application closing date

10am Monday 16 February

Shortlisting for interview

You will hear back from us regarding the outcome of your application on Wednesday 18 February

Interviews

Monday 23 February to Friday 27 February

Lecturer - Music & Music Business - 0.6 FTE

The post holder will support excellence in learning through the preparation and delivery of high quality learning, teaching and assessment materials and by supporting learners.

Key Responsibilities

They will work closely and supportively with other colleagues and partners to deliver excellence in learning. The role will specifically involve:

·        Teaching and Assessment

·        Curriculum Development

·        Quality and Standards

·        Student Support

·        Continuing Professional Development

It is mandatory for entrants:

• who do not possess the Teaching Qualification in Further Education (TQFE) or equivalent to complete the:

o   Teaching Essentials Programme within the first 6 months of their employment;

o   Professional Development Award within 12 to 18 months; and

o   TQFE thereafter in due course.

• to be registered with General Teaching Council (Scotland) – provisional or full registration.

 This post will have a teaching remit at an agreed number of class contact hours. 

Skills, Knowledge and Expertise

The post holder will be educated to SCQF Level 8 or relevant professional equivalent in Music & Music Business; or have significant relevant experience in the specialist area as an alternative to formal qualifications; or an appropriate vocational alternative, a recognised teaching qualification and evidence of Continuous Professional Development.  

Knowledge:

Knowledge:

Demonstrable knowledge of:

• Further Education in Scotland
• National priorities for education
• The skills priorities locally

Skills and Competencies:

• Ability to provide engaging, inclusive and high quality learning and assessment opportunities that meet diverse learning needs
• Contribute to the development of curriculum delivery
• Develop and maintain effective relationships with stakeholders
• Ability to initiate innovation and promote change
• Ability to plan effective and responsive curriculum
• Ability to undertake partnership work and raise the College’s profile externally

Experience:

• Recent practice within teaching Music & Music Business is essential.
• Ability to provide flexible and innovative approaches to the delivery of the curriculum, including the use of new learning technologies
• Possess effective ICT skills and an understanding of the role of online learning
• Previous experience of individual or group guidance/supervision in a formal or informal setting
• Relevant industrial or practitioner experience in appropriate discipline
• Teaching in a post compulsory education setting and of assessment and moderation in the context of SQA and the National Curriculum

Benefits

Why work at Glasgow Kelvin:

• Access to a generous Pension Scheme.
• A professional development review process – continuous professional and personal development.
• Professional and personal development for all staff – we offer an extensive range of staff development opportunities and events to support you in your role, help you reach your full potential and plan for your future.
• Cycle to Work Scheme.
• Mileage Allowance – reclaimable for travel on College Business
• Employee Assistance Programme - a 24-hour service that supports your health and wellbeing.
• Flexible Working and Family Friendly Policy – Flexible Working, Maternity, Parental, Paternity and Adoption Leave – enhanced entitlements.
• Sick Pay – Enhanced entitlement above the national average.
• Wellbeing – a range of activities to enhance and support your wellbeing, access to sports facilities and fitness activities.

About Glasgow Kelvin College

About Glasgow Kelvin College:Glasgow Kelvin College seeks to provide learning opportunities of the highest quality, which engages learners from the widest range of backgrounds, and supports their progression to employment or to further study. We play a vital role in providing accessible vocational and core-skills learning and y...

Assistant Professor in Environmental Physiology at Cornell University

Cornell University

CALS integrates discovery, education, and engagement to address the most pressing challenges in agriculture, food systems, and the environment. As Cornell’s Land-grant college, CALS fosters innovation that connects fundamental science to practical solutions locally and globally.

The CALS Roadmap to 2050 spearheads the "solutions century" by collaborating across the university, our network of partners, and diverse communities to coalesce around the world’s leading challenges. We connect across all of New York state and the world to enliven our innovation ecosystem, connecting local to global programs in the form of new collaborations and basic discoveries.

We are seeking applicants for a 9-month, full-time tenure-track position in Environmental Physiology at the assistant professor level. The successful applicant is expected to maintain an internationally recognized and competitively funded research program that takes an integrative approach to investigate how environmental stressors impact animal physiology, health, and productivity. Emphasis should be on responses of physiological systems to stress. Physiological systems of interest include metabolism and digestion, thermal biology, respiration, exercise physiology, ion and osmotic regulation, immune function, endocrine function, reproductive biology and mammary gland biology. The overarching goal is to elucidate mechanisms of physiological adaptation to environmental stressors that inform strategies that enhance resilience and health in animals and/or model systems.

Outstanding research scholarship is expected, as is excellence and commitment in teaching, translation of knowledge, and inclusive mentoring of trainees. We seek colleagues with demonstrated success and future promise across these areas who will both benefit from and contribute to a vibrant culture of inclusive excellence at Cornell. The position offers opportunities for engagement, service and leadership within the department, college, and university. Broad interdisciplinary collaboration is encouraged, with extensive opportunities to build partnerships across campus in nutrition, microbiology, immunology, reproduction, genetics and genomics, bioengineering, computational biology, and sustainability science. Institutional networks such as the Cornell Atkinson Center for Sustainability, the Center for Vertebrate Genomics and the Cornell Reproductive Sciences Center provide strong platforms for collaborative research and training. The successful recruit will have access to advanced animal facilities supporting both farm-based and life science model systems, as well as core instrumentation, analytical services, and computational and genomic resources to support the development of an integrative and high-impact research program in environmental physiology.

Responsibilities: This position has an effort split of 50% research and 50% teaching. 

Research (50%) – Understanding how organisms adapt to environmental stress is fundamental to sustaining health and physiological function across animal systems. The research emphasis should aim to define how environmental factors alter homeostasis and the ways animals respond to those stresses. The ideal candidate will use integrative experimental approaches investigating mechanisms at the molecular, cellular, systemic and/or organismal level. Comparative work in any animal system is encouraged, with the goal of linking those discoveries to strategies that improve animal health, enhance resilience, and illuminate conserved pathways relevant to human health and health span. This position is expected to foster an internationally recognized research program that secures competitive extramural support. The program should demonstrate scientific innovation and potential for long-term impact in environmental and comparative physiology. A strong commitment to mentoring students and postdoctoral researchers in a collaborative and inclusive environment that promotes scientific curiosity, technical rigor, and professional growth is also expected. 

Teaching (50%) – Teaching responsibilities will support the Department of Animal Science’s mission to provide students with a strong foundation in animal biology and integrative physiology. The position offers the opportunity to develop and teach courses in environmental physiology and related areas, with an emphasis on how animals adapt to environmental stressors at molecular, cellular, and systemic levels. This may include creation of a new upper-level undergraduate or graduate course focused on stress physiology, as well as contributions to existing courses on different aspects of animal science. Responsibilities will al...

St Paul Old Ford is a vibrant, inclusive Church of England parish where all are welcomed, fully known, and encouraged to grow in faith and community. At the heart of our life and agency is Jesus Christ, who calls us to love, serve, and witness to Him in our parish and beyond.

We are looking for an Operations Manager to join our Senior Leadership Team, supporting the life and vision of the church by enabling staff, volunteers, and lay leaders to focus on pastoral care, worship, and outreach.

Our building hosts two charities: IntoUniversity and Ability Bow. St Paul’s is also in a benefice with St Marks Victoria Park, where our tenants are a full-time nursery. The Church also owns a flat that is rented to private tenants.

St Paul Old Ford is a hive of activity 7 days a week, hosting a community café, used for venue hire, and supporting a range of local groups and community projects. This role offers the chance to engage with and support these vibrant activities alongside the day-to-day operational leadership of the church.

This is a 0.7 FTE role, ideal for a collaborative, relational, and mission-driven professional who can balance operational excellence with a heart for people and community. The Operations Manager will oversee the church’s resources: people, buildings, IT, and finances, developing systems and structures that are effective, flexible, and culturally responsive.

The post-holder must be a committed Christian, willing to be a regular participant in the worshipping life of St Paul’s, and fully committed to the vision, values, and life of the church, working alongside the Vicar, PCC (The Church Council) and leadership team to help the church live out its vision.

The Church Operations Manager has delegated authority from the Vicar to lead and manage day-to-day operational, administrative, staffing, and compliance matters of the parish, working within PCC policies and agreed budgets.

This role offers the chance to be part of a welcoming, diverse, and vibrant parish, where Christ is present in and through our people, and hospitality, community, and shared gifts enable the church to flourish at the heart of the parish.

PURPOSE:

• To work collaboratively with the Vicar, PCC, staff and congregation, supporting St Paul’s as we discern our shared vision and agency in a diverse and changing parish, and beyond.
• To help nurture a staff culture rooted in mutual respect, honest communication and shared responsibility, supporting healthy rhythms of work and life.
• To be responsible for the management of the church’s resources of people, buildings, IT, and finances, developing effective, efficient, and flexible administrative processes, and robust and appropriate structures for leadership, management, and governance (including statutory compliance).

RESPONSIBILITIES:

1.  Working collaboratively to support the vision and mission of St Paul’s

• Meet regularly with the Vicar to plan, reflect and prioritise operational needs.
• Work with the PCC, staff team and volunteers to translate the church’s vision into practical steps, sustainable systems and shared rhythms of work.
• Support the Vicar in the operational elements of worship, seasonal services and community events.
• Help strengthen communication practices - digital, printed and face-to-face - ensuring accessibility for people of different backgrounds, languages and abilities.
• Participate fully in the life of the staff team and the wider life of the church, offering your gifts alongside others.

2.  Nurturing a healthy staff culture

• Contribute to regular line-management, supporting staff and volunteers through check-ins, reflective conversations and an annual cycle of reviews and goal-setting that help each person flourish.
• Facilitate staff meetings in ways that encourage openness, clarity and collaboration - preparing accessible agendas, ensuring actions are understood, and helping the team follow through together.
• Support clear communication across the team, helping ensure decisions are shared transparently and that responsibilities are understood.
• Co-create - alongside the Vicar and staff team - a programme of team learning, development, wellbeing and reflective practice, including training and retreat opportunities that nourish an honest, diverse and thriving staff culture.
• Chair regular operational meetings to support coordination, shared problem-solving and the smooth functioning of the church’s day-to-day life.

3.  Responsible for the mana...