Direct Marketing Executive

Transcription

1 Direct Marketing Executive A61/2016 Permanent / Full time February 2016 Greenpeace defends the natural world and promotes peace by investigating, exposing and confronting environmental abuse, and championing environmentally responsible solutions. 1

2 February 2016 Dear Applicant Thank you for your interest in the Direct Marketing Executive role. We hope that this pack gives you an insight into us and our work and all the information you need to help you apply. The deadline for receipt of your application is on 22 February Interviews are scheduled to be held on 2 March To apply, please send your CV, covering letter and the completed candidate details form to recruitment.uk@greenpeace.org, or by post to Human Resources, Greenpeace, Canonbury Villas, London N1 2PN. Please read the enclosed Guidance for Applicants before making your application. We also ask that all applicants complete the Equal Opportunities Monitoring Form here. The form is designed to help us to monitor the effectiveness of our Equal Opportunities Policy and is kept separate from your application. We wish you every success with your application. Human Resources 2

3 OUR ORGANISATION Greenpeace stands for positive change through action. We investigate, expose and confront environmental abuse by governments and corporations around the world. We champion environmentally responsible and socially just solutions, including scientific and technological innovation. Greenpeace UK is part of a truly global campaigning movement. With almost 3 million financial supporters around the world, and a presence in 55 countries, we work where we will have the biggest global impact. From China to Brazil, Indonesia to Russia and uniquely on the high seas, Greenpeace works to defend the natural world and promote peace. Globally, our priority campaigns are the prevention of climate change, the protection of the world s ancient forests and defending our oceans from the threat of over exploitation. Right now we are running our most ambitious campaign for decades, the protection of the Arctic from industrialisation. This is an exciting, but immensely challenging campaign. Greenpeace currently has over 100,000 supporters in the UK and is funded by supporter subscriptions and donations from individuals. To maintain our independence and enable us to campaign without fear of compromise, Greenpeace does not accept corporate or government donations. Greenpeace UK employs approximately 175 people at its offices in Canonbury Villas, Islington. Staff work in areas as diverse as campaigns, media, fundraising, mobilisation, finance, human resources and direct actions. 3

4 Everyone who works for Greenpeace is passionate about what we re trying to achieve. We have big ambitions for our work and we believe it s an immensely rewarding and inspiring place to work. THE POST OF DIRECT MARKETING EXECUTIVE An outstanding opportunity has arisen for an energetic, self-motivated and flexible Direct Marketing Executive to join Greenpeace, the world's most iconic and determined campaigning organisation. We couldn't do all this without our dedicated and generous donors. An exciting position has arisen in our Fundraising Department, where we are looking for a self-assured, analytical Direct Marketing Executive. You'll join the Supporter Recruitment Team, where you'll use a variety of techniques and channels to bring in those much needed supporters. In return we can offer you a friendly, fast-paced, immensely rewarding working environment where creativity is encouraged, ideas are supported and there's ample opportunity for personal development. In this role you'll ensure our growth targets are met by maximising supporter recruitment opportunities, taking responsibility for specific marketing campaigns and focusing on lead generation and conversion. The successful candidate will be an adaptable, target-driven individual who's hugely enthused about our values and aims, is adept at utilising a range of channels, and has some experience 4

5 using direct / digital marketing techniques. They will have excellent communication, numerical and people skills and will bring an upbeat, can-do attitude to their work. In addition, they will have: Experience of sourcing, briefing and managing external agencies, suppliers, print and fulfilment houses. An understanding of and enthusiasm for database and relationship marketing. Experience of evaluating product / fundraising performance, and of working to budgets and monitoring costs. A flair for communicating directly with supporters through various channels. A background producing precise and accurate briefs and reports, and in evaluating and amending direct marketing copy and creative / design work. Excellent IT skills, alongside the ability to keep accurate records and maintain systems. 5

6 JOB DESCRIPTION POST: UNIT: RESPONSIBLE TO: Direct Marketing Executive Supporter Development, Fundraising Supporter Recruitment Manager THE ROLE OF THE DIRECT MARKETING EXECUTIVE This role is crucial to ensuring our growth targets are met, by maximising supporter recruitment opportunities through a range of different channels. You will take responsibility for various marketing campaigns for the supporter recruitment team, specifically focusing on lead generation and converting leads into donors. You will need to work closely with your colleagues in other teams (Donor development, Data and Digital mobilisation) to develop, plan, manage and evaluate new and existing programmes. Being able to work effectively with external partners will also be core to this role. As much as possible, Greenpeace tries to integrate fundraising with our campaign programmes, which means that fundraisers have helped build some of our most prominent campaigns over the last few years. You will be expected to play a role on our cross-departmental campaign development teams by representing the fundraising department on at least one major campaign team (currently oceans, forests, Arctic and energy). WHO WE ARE LOOKING FOR The role is fast paced and requires an independent thinker who is happy working on everything from delivery of telemarketing campaigns, development of engaging online and offline creative, to data management and analysis. You will be comfortable developing supporter recruitment campaigns across multiple channels, including web, mobile and social media. You will have solid direct marketing experience, exceptional analytical skills and the self-assurance to make data-led recommendations for effective fundraising campaigns. You will have the ability to work to strict deadlines, disseminate and communicate complex information, as well as be able to make sound judgments and decisions. In addition, the post holder will work with a number of external suppliers, thus we are looking for someone who is experienced and confident in their ability to write informative and thorough briefs as well as manage the day-to-day contact with the necessary agencies. 6

7 MAIN AREAS OF RESPONSIBILITY: PROJECT MANAGEMENT (a) Manage a variety of complex, integrated marketing campaigns from start to completion, including writing briefs, selecting agencies, developing creative, managing data selections and campaign set up, monitoring campaign fulfilment, campaign analysis, writing reviews and making recommendations for future programme development. (b) Recruit new donors using multiple channels including , social, search, online display, press advertising, telemarketing, direct marketing and outdoor. (c) Work closely with all departments, in particular supporter services and the data team, to ensure that all activities are integrated into existing systems or refinements to systems are made, to optimise data processing and campaign reporting efficiency. BUDGETS AND REPORTING (a) Work with the Supporter Recruitment Manager to devise the annual plan and budget for relevant areas of the donor recruitment programme. (b) Forecast and revise budgets and targets in the context of the annual fundraising plan. (c) Monitor performance of managed promotional campaigns and report results to fundraising and other appropriate staff, as required. (d) Produce regular written reports to the Supporter Recruitment Manager and Head of Supporter Recruitment on the performance of initiatives, individual campaigns and relevant supporter segments. CROSS-ORGANISATIONAL WORKING AND EXTERNAL AGENCY MANAGEMENT (a) Work closely with the supporter retention team to ensure that the welcome process is appropriate to the supporter with the aim of improving the supporter journey and reducing attrition. (b) Represent fundraising on at least one campaign team. Ensure campaign messaging optimises opportunities for lead generation and list growth, and highlight any fundraising asks that could be integrated into the campaign. Support the campaign team with decisions on media spend and agree promotional budget from fundraising with the supporter recruitment manager. (c) Develop working relationships with the data team to ensure the prompt delivery of data to agency partners and the steady progress with analysis to optimise campaigns. (d) Lead on the management of work programmes with various digital, creative and marketing agencies, including one key tele-marketing agency GENERAL RESPONSIBILITIES (a) Work to individual and team schedules. 7

8 (b) Have a working knowledge of the Greenpeace supporter database, and donation platforms and CMS systems. (c) Contribute in team/department and wider organisational meetings as appropriate. (d) Have an in-depth knowledge of team and department activities. NOTE: Greenpeace expects all its employees to have a full commitment to the organisation s equal opportunities and health and safety policies and have acceptance of personal responsibility for their practical application. 8

9 PERSON SPECIFICATION JOB TITLE: DEPARTMENT: Direct Marketing Executive Fundraising Listed below are the requirements needed to undertake this job. The selection of candidates will be based on the extent to which these requirements are met. FUNDRAISING / MARKETING (a) Able to demonstrate experience using direct / digital marketing techniques (b) Experience of using a range of media including print, telephone and digital channels (c) Experience of sourcing, briefing and managing external agencies, suppliers, print and fulfilment houses. (d) Understanding and enthusiasm for database marketing (e) Experience or understanding of the principles of fundraising for individual giving (f) Experience of monitoring and evaluating product/fundraising performance. (g) Experience of working to individual project budgets and monitoring costs. COMMUNICATION / PROJECT MANAGEMENT (a) Ability to communicate directly with Greenpeace supporters, face to face, by phone, or in writing. (b) Ability to work to specific targets as agreed (c) Experience of producing precise and accurate briefs and reports, both verbal and written (d) Experience of briefing, evaluating and amending direct marketing copy and creative/design work (e) Excellent interpersonal skills and able to demonstrate diplomacy. (f) Ability to work closely with campaign teams and other non-marketing staff ADMINISTRATION (a) Good understanding of word processing, and spreadsheet packages. (b) Experience of developing and maintaining administrative systems (c) Ability to keep accurate records and attention to detail (d) Ability to prioritise and organise own area of work 9

10 (e) Ability to work to tight deadlines. FINANCE / BUDGETING (a) High degree of numeracy, and enthusiasm for analysis driven direct marketing. (b) Experience of working to budgets, reforecasting own area of work and setting income/expenditure projections. PERSONAL QUALITIES (a) Commitment to working in a supporter-focused environment. (b) Genuine interest in digital and direct marketing fundraising (c) Interest in communicating Greenpeace s campaign messages through various media (d) Support for and belief in the aims of Greenpeace (e) High level of flexibility, initiative, self-motivation and energy (f) Strong commitment to teamwork (g) Ability to keep calm under pressure (h) Willingness to work beyond normal office hours when necessary. (i) Ability to work alone or as part of a team. 10

11 SUMMARY OF TERMS, CONDITIONS AND BENEFITS SALARY This post has a full time salary range of 29,916 to 34,932 per annum, depending on experience. However, we normally offer a starting salary at the first spinal point of the grade. We have identified this post as a development opportunity. In time this may lead to a successful promotion to Senior Direct Marketing Executive. This would lead to an increased level of responsibility and the post holder will enter the next grade in the salary scale. The current salary range for the next grade is 36,060 to 42,216. WORKING HOURS The hours of work for this post are 37.5 per week. PROBATIONARY PERIOD All new employees are appointed subject to successful completion of a six-month probationary period. ANNUAL LEAVE Annual leave entitlement for full time staff is 25 days per year, plus one additional day for every full year of employment up to a maximum of 7 additional days. Leave is calculated on a pro-rata basis for part time staff. In addition, our offices are closed between Christmas and New Year, reopening on the first working day after New Year s Day. Staff are not required to take annual leave during this period. PENSION SCHEME In line with government requirements all staff are automatically enrolled into our workplace pension scheme. Greenpeace runs a contributory pension scheme held with Aviva, with optional Salary Sacrifice. Greenpeace contributes 8.5% of basic salary, provided the employee contributes at least 3%. POLITICAL REPRESENTATION Greenpeace is a non-party political organisation and it is important for its future that this should remain the case. It is, therefore, a condition of employment that employees shall not normally stand for any official position within a political party. RELOCATION EXPENSES Greenpeace offers assistance towards relocation expenses in certain cases. If you think you might require such assistance please speak to Human Resources if you are offered the position. 11

12 ASSISTANCE WITH TRAVEL AND CHILDCARE COSTS To assist with meeting the costs of travel to work, employees are able to take advantage of an interest free season ticket loan, or a tax efficient bicycle loan offered through Greenpeace also provides childcare vouchers to eligible employees as part of a salary sacrifice scheme offering tax and National Insurance savings on monthly salaries. LIFE ASSURANCE Greenpeace offers a life assurance scheme paying four times annual salary in the unfortunate event of death during employment. TRADE UNION MEMBERSHIP Greenpeace recognises Unite for the purposes of consultation and collective bargaining and encourages employees to join. FLEXIBLE WORKING Greenpeace is committed to enabling applications for flexible working as far is as reasonably possible. LEARNING AND DEVELOPMENT Greenpeace is committed to staff learning and development. Training needs are highlighted as a minimum through the annual Personal Development Review process and development needs are reviewed as part of performance management. We offer a combination of in house and external training opportunities as appropriate. Greenpeace also offers study leave for courses related to your work and assistance may be available for relevant further education qualifications. Where appropriate, there are also opportunities for staff to carry out secondments within our regional offices. WELLBEING To support staff during times of need Greenpeace offers an Employee Assistance Programme in connection with Workplace Options. Staff can access confidential advice by phone or 24 hours a day. Free yoga classes are normally available one evening each week, which all staff are welcome to attend. The Greenpeace office has been purpose-designed and aims to provide the best possible working conditions on an environmentally sound basis. We have a pleasant outdoor space and dogs are 12

13 present in the office from time to time. Our subsidised vegetarian café is open Tuesday to Friday serving organic food for staff and visitors. 13

14 GUIDANCE FOR APPLICANTS YOUR APPLICATION This guidance is intended to assist you with your application and should be read before you compile your application documents. Your CV should be up to date and include details of any paid or unpaid work you have undertaken, as well as education, qualifications and any relevant training. Your covering letter is the most important part of your application. The shortlisting panel will rely on it to help determine whether to invite you to interview, so it s important that you use it to clearly explain how you meet the person specification criteria. Draw particular attention to experience, knowledge, achievements and skills gained in past employment or voluntary/leisure activities, provided they are relevant to the post. You should use examples to help demonstrate how you meet the requirements for the role. For example, a statement showing how you meet the criterion Good written communication skills might look like this: I have developed my written communication skills through experience of writing for a variety of audiences. Earlier in my career, as a Complaints Officer I was required to compose carefully worded letters to resolve matters for unhappy customers. Later, as part of a communications team I was responsible for writing and editing the organisation s staff newsletter. In my current job I regularly write management reports summarising a range of detailed information which must be concise and easily understood by Board members. I also contribute to new funding proposals and project updates for existing funders. Outside work, I also write a blog for my local cycling club. It s important to make sure the information in your letter is clear, concise and well-organised. You may find it helpful to use headings to structure your letter. Please ensure your covering letter is no more than 4 pages long (4 sides of A4). The Candidate Details Form is not part of your application. We use it to ensure we have the right information in one place to process your application and follow up with you as required. EQUAL OPPORTUNITIES The Equal Opportunities Monitoring Form helps us to monitor the effectiveness of our Equal Opportunities Policy and is kept separate from your application documents. As part of our commitment to equal opportunities, Greenpeace welcomes applications from all sections of the community. We select candidates based on how well they meet the criteria for the role and are committed to ensuring that applicants are treated fairly throughout the recruitment process. 14

15 Applicants who require reasonable adjustments If you have any specific requirements which would enable you to participate in the recruitment process more fully, and in particular if these relate to a disability or other access issue, please contact our HR team on as soon as possible. If you require the job pack in a different format, please let us know. AFTER YOU HAVE APPLIED You will receive an automatic response to your application. If you have any questions about the status of your application please telephone our HR team on We often receive high numbers of applications and regret we are unable to respond to those applicants who are not shortlisted. If you do not hear from us within two weeks of the closing date, please assume that you have not been shortlisted on this occasion. 15

16 ASYLUM & IMMIGRATION CHECKS Under the Immigration, Asylum & Nationality Act 1996 we have a legal obligation to confirm eligibility to work in the UK before making an offer of employment to work with Greenpeace. This check must be carried out on every potential new employee, regardless of their nationality. In order for us to determine whether you are eligible to work in the UK, if invited to interview you will need to produce documents confirming that you are permitted to work. These can be: Any document, or combination of documents from list A below, demonstrating a permanent right to work in the UK OR Any document, or combination of documents from list B below, demonstrating a timelimited right to work in the UK All documents provided must be originals (photocopies are not acceptable as evidence). List A Any of these documents (or specified combinations of documents) will provide evidence of ongoing eligibility to work in the UK 1. A passport showing the holder, or a person named in the passport as the child of the holder is a British citizen or a citizen of the UK and Colonies having the right of abode in the UK. 2. A passport or national identity card showing the holder, or a person named in the passport as the child of the holder, is a national of a European Economic Area country or Switzerland. 3. A Registration Certificate or Document Certifying Permanent Residence issued by the Home Office to a national of a European Economic Area country or Switzerland. 4. A Permanent Residence Card issued by the Home Office to the family member of a national of a European Economic Area country or Switzerland. 5. A current Biometric Immigration Document (Biometric Residence Permit) issued by the Home Office to the holder indicating that the person named is allowed to stay indefinitely in the UK, or has no time limit on their stay in the UK. 6. A current passport endorsed to show that the holder is exempt from immigration control, is allowed to stay indefinitely in the UK, has the right of abode in the UK, or has no time limit on their stay in the UK. 7. A current Immigration Status Document issued by the Home Office to the holder with an endorsement indicating that the named person is allowed to stay indefinitely in the UK or has no time limit on their stay in the UK, together with an official document giving the person s permanent National Insurance number and their name issued by a Government agency or a previous employer. 16

17 8. A full birth or adoption certificate issued in the UK which includes the name(s) of at least one of the holder s parents or adoptive parents, together with an official document giving the person s permanent National Insurance number and their name issued by a Government agency or a previous employer. 9. A birth or adoption certificate issued in the Channel Islands, the Isle of Man or Ireland, together with an official document giving the person s permanent National Insurance number and their name issued by a Government agency or a previous employer. 10 A certificate of registration or naturalisation as a British citizen, together with an official document giving the person s permanent National Insurance number and their name issued by a Government agency or a previous employer. List B (Group 1) Any of these documents will confirm eligibility to work in the UK for a time limited period. If you are submitting evidence from List B (Group 1) we will be required to conduct follow-up checks on expiry of your documents. 1. A current passport endorsed to show that the holder is allowed to stay in the UK and is currently allowed to do the type of work in question. 2. A current Biometric Immigration Document (Biometric Residence Permit) issued by the Home Office to the holder which indicates that the named person can currently stay in the UK and is allowed to do the work in question. 3. A current Residence Card (including an Accession Residence Card or a Derivative Residence Card) issued by the Home Office to a non-european Economic Area national who is a family member of a national of a European Economic Area country or Switzerland or who has a derivative right of residence. 4. A current Immigration Status Document containing a photograph issued by the Home Office to the holder with a valid endorsement indicating that the named person may stay in the UK, and is allowed to do the type of work in question, together with an official document giving the person s permanent National Insurance number and their name issued by a Government agency or a previous employer. List B (Group 2) Any of these documents will confirm your eligibility to work for up to six months. If you are submitting documents from List B (Group 2) we will be required to conduct follow-up checks after six months 1 A Certificate of Application issued by the Home Office under regulation 17(3) or 18A (2) of the Immigration (European Economic Area) Regulations 2006, to a family member of a national of a European Economic Area country or Switzerland stating that the holder is permitted to take employment which is less than 6 months old together with a Positive Verification Notice from the Home Office Employer Checking 17

18 Service. 2 An Application Registration Card issued by the Home Office stating that the holder is permitted to take the employment in question, together with a Positive Verification Notice from the Home Office Employer Checking Service. 3 A Positive Verification Notice issued by the Home Office Employer Checking Service to the employer or prospective employer, which indicates that the named person may stay in the UK and is permitted to do the work in question. If you already work for Greenpeace in another country and aren t automatically eligible to work in the UK, it may be possible for us to sponsor you to work in the UK through an intra-company transfer. To be eligible for an intra-company transfer you must already have 12 months service with Greenpeace and still be employed by your national regional office. If you do not meet this criteria we are unable to consider your application for this post. 18

19 Candidate Details Form Applicant Information First Name Last Name Address Post Code Phone Position Applied for Are you eligible to work in the UK? YES NO What is the notice period in your current job? References Please give details of two referees, including one from your current or most recent employer(s) or academic institution. We do not contact referees prior to interview. First Referee Full Name Organisation Address Relationship Phone address May we contact this referee prior to making an offer if you are successful at interview? YES NO 19

20 Second Referee Full Name Organisation Address Relationship Phone address May we contact this referee prior to making an offer if you are successful at interview? YES NO Data protection Information from this application may be processed for purposes registered by Greenpeace under the Data Protection Act I hereby give my consent to Greenpeace processing the data supplied in this form for the purpose of recruitment and selection. Declaration and Signature I certify that the information I have supplied in this form and accompanying documents is true and complete to the best of my knowledge. If this application leads to employment, I understand that false or misleading information in my application or interview may result in my dismissal. Signature: Date: If you complete this form electronically and submit it via please type in your name into the signature box to indicate that you have read the declaration. 20