Job Description

About The Role

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Are you passionate about making a difference in children's services? Join our team as a Workforce Development Manager and help shape the future of Early Intervention and Prevention.

We are looking for a dynamic and experienced individual to lead the development, implementation, and evaluation of training and professional development across our Early Help and Workforce Development (WFD) team. This role is crucial in ensuring our workforce is equipped with the skills and knowledge needed to provide the best services to our community.

Key Responsibilities:

Leading the strategic development and delivery of training and quality assurance for the Bright Start and Bright Futures services. Manage projects related to Early Intervention and Prevention, including the Reducing Parental Conflict agenda. Develop and implement a learning evaluation framework to continuously improve our training offer.

Skills and Experience Required:

Proven experience in managing and leading learning and development programs. Strong knowledge of local and national policy contexts in health and social care. Excellent communication and leadership skills. Ability to manage budgets and oversee financial aspects of training programmes Commitment to promoting equality and tackling inequality within the workforce

About the Team:

You will be working alongside a dedicated team under the leadership of the Head of Bright Futures and Principal Social Worker. You will work across Early Help and Safeguarding and Family Support, benefiting from being part of both Early Help and the Workforce Development Team.


Our team is committed to creating a fairer borough and providing high-quality services to our residents. We value collaboration, ambition, resourcefulness, and empowerment, and we are looking for someone who shares these values.

Closing date:

Monday 4th August 2025 at 23:59

Proposed Interview date:

13th/14th August 2025

For further information or an informal conversation about the post, please contact Michelle Virdi Email: Michelle.Virdi@islington.gov.uk; Jenny Ling Email: Jenny.Ling@islington.gov.uk

Working for the team, service and our organisation

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Islington is a place rich with diversity and culture. As a council our sense of purpose couldn't be clearer: we serve. It's in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people.

Together we can change the future.

We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.



To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out 'CARE', which is what we think public service is all about.

Our offer to you

We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:
Up to 31 days leave per year, increasing to 36 days after five years of local government service A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week Learning and development opportunities to maximise your potential Competitive pay and a commitment to paying all staff the London Living Wage at minimum Excellent local government pension scheme Cycle to Work scheme and discounted gym memberships Local discounts from restaurants, shops, health and beauty therapists, and more!

Please note:

Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.

Workforce Equality, Equity, Diversity and Inclusion Statement

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.



We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.



We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone's identity can combine to create unique experiences of discrimination and disadvantage.



We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.



Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

Safeguarding

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

The post is subject to

a enhanced DBS check with children barred list, qualifications check and 3/5 years referencing.

Disability Confident Scheme

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.