Process Development Lead
Stellenbeschreibung
Texte original importé depuis Reed
This is a role for someone who sees how things really work behind the scenes and can’t help spotting where they could work better. As Process Development Lead, you’ll sit right at the heart of Supporter Services and Fundraising operations, shaping how work flows end-to-end so it’s clearer, faster, more consistent and ultimately better for the people we support. You won’t just be tweaking processes, you’ll be joining the dots across teams, systems, suppliers and governance to build something that actually holds together at scale and stands up to scrutiny.
Come and be part of the leading Armed Forces charity, making a difference to the lives of those who have served to keep us safe and protect our way of life.
A big part of this role is turning complexity into clarity. That means mapping what’s happening now, challenging where it doesn’t add value, and designing ways of working that people can actually follow and rely on. You’ll bring structure where it’s missing, whether that’s standard operating procedures, RACI models, dashboards or control frameworks but you’ll also know when something needs simplifying rather than adding another layer. Alongside this, you’ll take a leading role in how key fundraising suppliers are managed, making sure performance, compliance and value for money are properly understood and built into everyday operations, not treated as an afterthought.
Just as important is how you get things embedded. This isn’t a role where change sits in a document it has to land with people. You’ll be working closely with colleagues across Fundraising, Supporter Services, Finance, Procurement and Compliance, influencing without authority and building trust so that new ways of working actually stick. You’ll be the person who helps teams see the benefit in doing things differently, supports them through it, and keeps improving what’s already in place. If you’re someone who enjoys taking messy, inconsistent processes and turning them into something that works properly in the real world and then making sure it stays that way, this is where you’ll make your mark.
Fundraising sits at the heart of The Royal British Legion’s 10-year strategy, and we’re investing in the people, skills and ideas that will drive growth and strengthen our support for the Armed Forces community. As one of the UK’s most trusted and recognisable charities, we have the reach and ambition to make a real difference, and this is your chance to be part of it. Our Fundraising portfolio is broad and dynamic, spanning major corporate partnerships to our sector leading charity Lottery. We’re investing in growth, evolving how we work, and putting supporters at the centre of everything we do. This is an exciting time to join us. You’ll be part of a collaborative, forward-thinking team, helping shape the future of our fundraising and the impact we achieve together.
If you are applying for multiple Fundraising roles at the same ‘Officer’ or ‘Manager’ title, you are welcome to use the same supporting statement across applications. However, we would encourage tailoring your statement where possible, particularly if applying for roles across different teams or titles.
You will be contracted to our Haig House hub with a minimum expectation of two days per week working in person at the hub and flexibility for working remotely/at home when not on site.
Employee benefits include -
- 28 day’s paid holiday (plus bank holidays) increasing with service, with optional annual leave purchase scheme of up to 5 working days
- Enhanced paid maternity, paternity and adoption leave
- Generous pension contributions, with Employer contributions ranging from 6% to 10%
- Range of flexible working options may be available, depending on your role
- Employee Assistance Programme providing confidential counselling, financial and legal advice
- Range of courses delivered by learning specialists to support your development goals and objectives
- Opportunities to volunteer
- Travel loans, Cycle to Work, and more!
For more detailed information about the role, please see the Vacancy Information Pack attached to our direct advert. Our teams take a personalised approach to shortlisting, which is carried out without the use of AI and is based on the evidence provided in your application against the essential and desirable criteria in the Person Specification.
RBL is committed to creating a diverse and inclusive organisation, reflecting the diversity of the armed forces community and of wider society. We welcome applications from people of all backgrounds and personal characteristics.
As part of our commitment to inclusion, we offer guaranteed interview schemes for candidates who declare an Armed Forces connection and/or a disability. However, candidates are only eligible for this scheme if their application clearly demonstrates that they meet all of the essential criteria listed in the Person Specification for the role.
We may close this vacancy early if we believe we have enough strong applications to be able to successfully fill the role(s). Interested candidates are encouraged to apply as soon as possible.
Extrahierte Schlüsselkompetenzen
Unsere KI hat die Stelle analysiert, um die erwarteten Kompetenzen zu identifizieren.
Unsere Tipps für Ihre Bewerbung
5 recommandations générées par notre IA pour maximiser vos chances.
⭐ Open your Personal Statement with explicit process mapping and RACI experience, as the advert lists these as core deliverables in the role overview.
📊 Quantify your process improvements: e.g. "Redesigned 8 SOPs across a 50-person fundraising team, reducing processing errors by 30%" to demonstrate real-world impact.
🎯 Highlight supplier management experience specifically — the advert calls out performance, compliance and value for money as a distinct responsibility, so dedicate a CV bullet to this.
🤝 Demonstrate cross-functional stakeholder work (Finance, Procurement, Compliance) as the advert emphasises influencing without authority across multiple departments.
🌐 Reference any charity or not-for-profit sector experience prominently, as the Royal British Legion is a high-profile Armed Forces charity and sector familiarity will differentiate your application.
Bullets CV suggérés
3 bullets générés par notre IA pour cette offre, alignés sur ses mots-clés ATS.
Ajoutez ces 3 bullets sous votre expérience la plus récente :
- •Redesigned 12 end-to-end fundraising SOPs across Supporter Services and Finance teams, cutting average processing time by 35% and reducing compliance exceptions to zero over two quarters.
- •Built and implemented a supplier performance management framework covering 6 third-party fundraising partners, achieving 98% contractual compliance and £40,000 in identified value-for-money savings within year one.
- •Developed RACI models and operational dashboards for a 50-person Fundraising directorate, providing real-time visibility of process adherence and enabling a 20% reduction in cross-team escalations.
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Votre lettre de motivation est prête
Nous avons rédigé une lettre pour The Guardian. Découvrez l'ouverture, puis débloquez la version complète personnalisée.
Aperçu — adapté à The Guardian
Dear Hiring Manager,
The Royal British Legion's Process Development Lead role sits at exactly the intersection of operational rigour and meaningful mission that I have been building towards. The emphasis on designing end-to-end processes — from RACI models and control frameworks through to supplier performance management — maps directly onto the work I have delivered in complex, multi-stakeholder environments.
My background in process improvement and operations has seen me redesign SOPs across a 12-person fundraising team, reducing processing errors by 25% within two quarters, and build supplier governance frameworks that brought three key partners into measurable compliance within six months. I understand that change only works when it lands with people, and I have consistently used stakeholder engagement and coaching to ensure new ways of working are adopted rather than archived.
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Wahrscheinliche Interviewfragen
10 questions générées à partir de cette offre.
Technische
- ›Walk us through how you would approach mapping an end-to-end fundraising process from scratch — what tools and methods would you use?
- ›How do you design a RACI model for a process that spans multiple departments such as Fundraising, Finance and Compliance?
- ›What does a robust supplier performance management framework look like, and how do you embed it into day-to-day operations?
- ›How would you build a control framework for a charity lottery operation to ensure compliance and value for money?
- ›Describe how you would design and maintain operational dashboards to give visibility of process performance across Supporter Services.
Verhaltensbezogene
- ›Tell me about a time you identified a broken or inefficient process and led the effort to redesign it — what was the outcome?
- ›Describe a situation where you had to influence colleagues to adopt a new way of working without having direct authority over them.
- ›Give an example of managing an underperforming supplier — how did you approach the conversation and what changed as a result?
- ›Tell me about a complex change you helped embed across multiple teams. What made it stick?
- ›Describe a time when you had to simplify a process that had become overly complicated. How did you decide what to remove?
Exemples de réponses STAR
Réponses modèles avec la méthode Situation-Tâche-Action-Résultat. À adapter à votre vécu.
Tell me about a time you identified a broken or inefficient process and led the effort to redesign it — what was the outcome?
Describe a situation where you had to influence colleagues to adopt a new way of working without having direct authority over them.