Legacy Marketing Manager - Bristol
Young Lives vs Cancer
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About the Job
Contract: Permanent, full-time, 35 hrs per week
Salary: £38,841 per annum
Location: Hybrid Variable (either tie to London and / or Bristol office) or Home Based within the UK
Closing date: Friday 1st December 2023
When a child is diagnosed with cancer life becomes full of fear, for them and their family. Fear of treatment, but also of families being torn apart, overwhelming money worries, of having nowhere to turn, no one to talk to.
At Young Lives vs Cancer, we help children and young people (0-25) and their families find the strength to face whatever cancer throws at them. Join us and your skills will make a real difference to the lives of young cancer patients.
About the role
Our Individual Giving and Legacies team has just embarked on an exciting new strategy which aims to achieve substantial growth in the short to medium term. The team will be delivering our new strategy by collaborating with internal teams and external agency partners to develop and deliver engaging and innovative mass marketing activities.
A key part of this is supporting our future legacy growth. You will be working on legacy marketing and will be responsible for acquiring new legacy supporters and stewarding existing legacy supporters via a wide range of channels including direct mail, telephone, digital and TV. We are now developing a new legacy proposition and you will be responsible for leading on this while working with our external agency.
As this role sits within the wider Supporter Engagement team, we’re looking for someone who's passionate about delivering an outstanding experience to all our supporters.
We would love to hear from you if you have:
- Experience of developing and delivering successful legacy strategies and projects
- Experience of producing, monitoring and forecasting budgets
- Experience of forming excellent collaborative working relationships with external agencies and suppliers
- Ability to communicate effectively with excellent written skills
- A strong understanding of supporter stewardship and ability to delivery stewardship experience
At Young Lives vs Cancer, we recognise that opportunities for too many people remain a condition of their race, class, gender identity, disability, sexual orientation – or a combination. This has never been acceptable to us as an organisation.
We are committed to taking anti-oppressive action and removing barriers in our recruitment practices. We particularly welcome applications from members of minoritised communities and creating equitable opportunities for all. We are passionately committed to taking actions and making changes to be a truly diverse, inclusive and equitable organisation, as well as reflective of the diverse children and young people we support. Click here to find out more about our Diversity, Inclusion, Equity and Belonging strategy.
We are committed to providing reasonable adjustments throughout our recruitment process and we’ll always endeavour to be as accommodating as possible. Please get in touch with us if you would like to discuss any specific requirements.
What we offer
In return for your commitment, we offer a great reward package, which includes generous annual and family/ caring leave entitlements, enhanced pension and employee savings scheme. To find out more about our benefits package, have a look on our website:
If you join us, you will be part of a community that is committed make a difference to the lives of children and young people with cancer. Young Lives vs Cancer is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment.
Young Lives vs Cancer is open to and in support of flexible working. Your flexibility requirements and that of the role will be discussed at interview stage with you.
To arrange an informal chat, please contact Serena Daw on Serena.Daw@Younglivesvscancer.org.uk
At The Hidden Market we're committed to Equality, Diversity and Inclusion, read our policy here. We inform clients that candidates should be evaluated on merit of their skills, experience and commercial attributes in relation to the role, and not background, disability, race, age, gender, sexual orientation, education, or any other discriminatory factor.