Direct Marketing Executive

Transcription

1 Direct Marketing Executive Greenpeace stands for positive change through action: the courage, independence and global reach to defend nature and promote peace. 1 JOB PACK

2 Thank you for your interest in applying for this Direct Marketing Executive role. We hope that this pack gives you an insight into us and our work, plus details of the job and the people you ll be working with. 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. WHO WE ARE 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 46 countries, we work where we will have the biggest global impact. From China to Brazil, Indonesia to the United States 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 starting our most ambitious campaign for decades, the Protection of the Arctic from over industrialisation. This is an exciting, but immensely challenging campaign, and it makes it an important time to boost financial support for Greenpeace s work. Greenpeace UK employs approximately 80 people at its offices in Canonbury Villas, Islington. Staff work in areas as diverse as campaigns, media, fundraising, mobilisation, administration, finance, personnel and direct actions. The Greenpeace office has been purpose-designed and aims to provide the best possible working conditions on an environmentally sound basis. We have a vegetarian café four days/week serving organic food for staff and visitors. 2

3 Greenpeace currently has over 100,000 supporters in the UK and is funded by supporter subscriptions and donations from individuals. Greenpeace does not accept corporate or government donations, to maintain our independence and enable us to campaign without fear of compromise. Greenpeace s fundraising programme in the UK is in an exciting phase. We have set ourselves ambitious growth targets in order to fund increasing Greenpeace environmental campaigning around the world. With over 60% of Greenpeace s income coming from our regular giving programme this role is pivotal to the long-term financial success of Greenpeace both in the UK and globally. THE FUNDRAISING DEPARTMENT The Fundraising department is responsible for all income-generation for Greenpeace UK and comprises five departments: Supporter Recruitment; Supporter Retention and Development; Major Donors and Legacies; Trusts, Foundations and High Net Worth Individuals; Planning and Insight. The team in this format is relatively new, with a new Director from summer 2013 initiating an ambitious strategy to double net income within 5 years. The successful candidate will be joining a very exciting organisation at a very exciting time. THE ROLE OF DIRECT MARKETING EXECUTIVE Reporting directly to the recruitment manager, this role will manage a range of activities to recruit new individual donors to Greenpeace. This role is crucial to growing our income and ensuring our growth targets are met through maximising recruitment opportunities through a range of different channels. Supporting the recruitment manager you will be responsible for implementing elements of our ambitious donor recruitment strategy specifically focusing on lead generation & conversion and using digital initiatives to drive recruitment. It s an exciting time for our programme, with crossorganisational support for integration of digital channels and innovation to drive this growth. You will need to work closely with your colleagues in other internal teams (donor development, data and digital mobilisation) to develop, plan, manage and evaluate new and existing programmes. You will also work with external agencies; being able to work effectively with external partners will be core to this role. 3

4 In addition to working with other fundraising-oriented teams and agencies, you will be expected to play a very active role on our cross-departmental campaign development teams, to help develop projects and optimise recruitment opportunities to meet fundraising objectives. Fundraisers work across all campaigns and have helped the development of some of our most prominent campaigns over the last few years, focussing on integrating fundraising with campaign mobilisation. WHO WE ARE LOOKING FOR We are looking for an experienced marketing executive with a proven track record of achieving great results. The post holder will have at least 2 year s solid marketing experience, a demonstrable interest in the third sector, exceptional analytical skills and the confidence to make data-led recommendations for effective fundraising campaigns. Digital marketing skills are particularly important as this is an area where we wish to significantly grow. The role is fast-paced and requires an independent and creative thinker able to deliver complicated integrated campaigns across multiple channels. Being able to work to strict deadlines, disseminate and communicate complex information, as well as make sound judgments and decisions are important to the role. In order to make the most of our campaigning opportunities, you will need to have a genuine enthusiasm to work with others on cross departmental campaign development teams that work both on (environmental) campaign and fundraising objectives. 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. You will find further requirements listed in the person specification. 4

5 JOB DESCRIPTION Job Title: Department: Direct Marketing Executive Fundraising Grade: 2 Responsible to: Line Management Responsibility for: Recruitment manager None OVERALL PURPOSE OF JOB: MAIN AREAS OF RESPONSIBILITY: 1. Supporter Fundraising a. Work with the recruitment manager in the management and delivery of the supporter recruitment program in line with agreed KPI s and targets including the management of digital, print and telephone channels and other media as appropriate. b. Full campaign involvement including assisting the recruitment manager in briefing agencies, managing data selections, ensuring that agencies have our latest agreed scripts, campaign set up and monitoring campaign fulfilment, campaign analysis and reporting, reporting on the management of costs and invoice processing. c. Working closely with all departments, in particular supporter services and the data team, ensuring activities are integrated into existing systems or refinements to systems are made, to optimise data processing and campaign reporting efficiency. d. Monitor the performance of recruitment activity and oversee the reporting on individual projects on a daily basis if necessary or as needed to be fed into the monthly report produced by the recruitment manager. f. Research and develop new recruitment methods and approaches. Monitor internal and external markets to spot short and long term opportunities that can be optimised by GPUK. g. Work closely with the supporter retention team to ensure that the welcome process is appropriate with the aim of improving the supporter journey and reducing attrition. 2. Creative and project work a. Liaise with the data team regarding data outputs, data capture and enhancement and any fulfillment arising from marketing activities. 5

6 b. Manage the development of fundraising creative work across all channels, with a range of creative teams, as appropriate for the project underway (e.g. an external agency, or freelance creative, or internal colleagues). 3. General Responsibilities a. Work to individual or project team schedules as agreed with the Head of Supporter Recruitment. b. Supervise volunteers as necessary. c. Be responsible for ensuring a working knowledge of the Greenpeace supporter database. d. Contribute in team/staff and wider organisational meetings as appropriate. Have an in-depth knowledge of team and department activities and be able to communicate if needed. e. Keep abreast of GP campaign strategy and information and participate on cross departmental working groups to plan campaign deliver. 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. PERSON SPECIFICATION JOB TITLE: Direct Marketing Executive DEPARTMENT: Fundraising GRADE: 2 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 Minimum two years experience using direct / digital marketing techniques Experience of initiating and managing supporter recruitment projects using a range of media including print, telephone and digital channels Experience of sourcing, briefing and managing external agencies and suppliers 6

7 Understanding and enthusiasm for database marketing Experience or understanding of the principles of relationship marketing or fundraising Experience of monitoring and evaluating product/fundraising performance. Experience of working to individual project budgets and monitoring costs. Communication / Management Ability to communicate directly with Greenpeace supporters, face to face, by phone, or in writing. Ability to work to specific targets as agreed Experience of producing precise and accurate briefs and reports, both verbal and written Experience of evaluating and amending direct marketing copy and creative/design work Excellent interpersonal skills and able to demonstrate diplomacy. Ability to work closely with campaign teams and other non-marketing staff Administration / Organisation Good understanding of word processing, and spreadsheet packages. Experience of developing and maintaining administrative systems Ability to keep accurate records and attention to detail Ability to prioritise and organise own area of work Ability to work to tight deadlines. Finance / Statistics High degree of numeracy, and enthusiasm for analysis driven direct marketing. Comfortable calculating key information to judge success of marketing activity such as ROI and Cost per Acquisition. Demonstrable understanding of basic statistical techniques used in evaluating direct marketing work. Experience of working to budgets. Personal Qualities Commitment to working in a supporter focused environment. 7

8 Genuine interest in direct marketing fundraising Interest in communicating Greenpeace s campaign messages through various media Support for and belief in the aims of Greenpeace High level of flexibility, initiative, self-motivation and energy Strong commitment to teamwork Ability to keep calm under pressure Willingness to work beyond normal office hours when necessary. Ability to work alone or as part of a team. PAY CONDITIONS OF EMPLOYMENT The post of Direct Marketing Executive is graded on Greenpeace Grade 2 and the salary scale is as follows: Point Salary per annum 7 29, , , , , ,900 The commencing salary will on scale point 7, 29,028 per annum pro rata. Increments are awarded each January subject to satisfactory service and at least six months in post/grade. Any relevant cost of living increases are normally applied, subject to Board approval, in January each year. Salaries are paid midmonthly via bank credit transfer. WORKING HOURS 8

9 The working week is currently 37.5 hours. However, there may be occasions when these hours are exceeded and unsocial hours working may be required. Overtime is not paid. Time off in lieu can be negotiated with your line manager. Times of work can be flexible and are negotiated with your line manager. LEAVE Annual leave is 25 days per year plus one additional day for every full year of employment up to a maximum of 7 additional days. We also offer generous parental and special leave. PENSION SCHEME Greenpeace runs a contributory Pension Scheme held with Aviva for the benefit of its employees, with optional Salary Sacrifice. Greenpeace contributes 8.5% of your basic salary, provided employees contribute at least 3%. PROBATIONARY PERIOD All new employees will be required to undertake a period of probation for six months, in which time you will be expected to establish your suitability for the post. At the end of this period and subject to a satisfactory performance you will be transferred to the established staff. RELOCATION EXPENSES Greenpeace offers assistance towards relocation expenses in certain cases. If you think you might require such assistance you should raise this with the HR unit if you are offered the position. LOANS Greenpeace offers an interest free season ticket loan. Loans can also be obtained for the purchase of a bicycle to be used for travel to and from work. LIFE ASSURANCE Greenpeace offers an insurance scheme covering serious incapacity and death incurred during employment. 9

10 Further details about these benefits will be provided if appointed. TRADE UNION MEMBERSHIP Greenpeace recognises the Unite Union. The Union has sole consultation rights within Greenpeace for terms and conditions of employment and other matters concerning staff. Greenpeace encourages all employees to join the union. FLEXIBLE WORKING Greenpeace will consider applications for flexible working arrangements. For further information please ask the Human Resources department for the policy. Greenpeace will enable as many jobs to open to job sharing as is operationally practicable. LEARNING AND DEVELOPMENT Greenpeace is committed to the learning and development of all staff members. Training needs are highlighted through the annual appraisal scheme and development needs are continuously reviewed. As part of this we offer a combination of in house and external training opportunities throughout the year. Greenpeace also offers study leave for courses related to your work and assistance is available for relevant further education qualifications. For further information on learning and development opportunities please speak to the Human Resources Team. CHILDCARE VOUCHERS Greenpeace provides childcare vouchers as part of a salary sacrifice scheme to eligible employees offering tax and National Insurance savings on monthly salaries. Full details will be provided on request if appointed. 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. 10

11 HOW TO APPLY Please send your CV, a covering letter and the monitoring form by the closing date via to: recruitment.uk@greenpeace.org CLOSING DATE: 10am Wednesday 19 th March 2014 INTERVIEWS: Thursday 27 th March 2014 Your CV should outline your skills and experience, and include contact details of two referees. We will not take up references until a job offer has been made. Your covering letter is the most important part of your application. It should be used to tell us how you meet the selection criteria listed on the person specification. Draw particular attention to experience, skills, achievements and knowledge gained in past employment or other activities which are relevant to the job. It may be easiest to use the headings relating to the requirements detailed in the person specification and demonstrate how you meet them. Please ensure your covering letter is no more than 2 pages long (2 sides of A4). The monitoring form helps us to monitor the effectiveness of our Equal Opportunities Policy. The information is detached from the form before shortlisting and kept confidentially within the HR Department. We regret that we are unable to acknowledge receipt of your application but should you wish to confirm it has been received, please telephone the HR Department on As we receive a large number of applications for our advertised vacancies we are unable to respond to those applicants who have not been shortlisted and we apologise for this in advance. If you do not hear from us within a week of the closing date please assume that you have not been shortlisted. 11

12 EQUAL OPPORTUNITIES Greenpeace is an equal opportunities employer. Our recruitment procedures are carried out in accordance with equal opportunities principles and selection is based on how well applicants meet the objective criteria stated as the requirements for the job. We welcome applications from individuals regardless of race, gender, disability, social background, age, marital status or sexual orientation. Applicants with disabilities and special needs If you have a disability, which you would like us to take into account, please tell us about this when you apply. Please let us know if we can help and remember that you can request information in large print or in a different format. Complaints Any applicant who feels that s/he has been unfairly discriminated against during the recruitment process is invited to write to the Executive Director with details. Complaints will be fully investigated. This does not affect the right to complain to an Employment Tribunal in any way. The Equality & Human Rights Commission are available to give advice, information and assistance in employment matters relating to equal opportunities. ASYLUM & IMMIGRATION CHECKS (Guidance for Applicants) Before anyone starts work with Greenpeace we have a legal obligation to confirm that they are eligible to work in the United Kingdom. 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 U.K. You will need to produce either of the following documents at the interview: 1 Document from list 1 any original document or; 2 Documents from list 2 (combination 1) A document listed in group A confirming your national insurance number plus any B-H or; 12

13 2 Documents from list 2 (combination 2) A document listed in group A from Work Permits UK Plus and either document from list B-C (Please do not bring photocopies as they are not acceptable forms of evidence) List 1 Any one of these documents will confirm eligibility to work in the UK A passport showing that you are a British citizen, or have a right of abode in the United Kingdom. A national passport or national identity card showing that you are a national of a European Economic Area country or Switzerland A residence permit issued by the Home Office to a national from an EEA country or Switzerland. A passport or other document issued by the Home Office which has an endorsement stating that you have a current right of residence in the United Kingdom as the family member of a national from an EEA country or Switzerland who is resident in the UK. A passport or other travel document endorsed to show that you can stay indefinitely in the UK, or have no time limit on your stay. An Application Registration Card issued by the Home to an asylum seeker stating that you are permitted to take employment. List 2 Documents that confirm eligibility to work in the UK. They must be produced in combination. You must produce document A and one other document from either the first or second box. We cannot accept one document from the first combination and one from the second. First combination A. A document giving your permanent National Insurance Number and name. This could be a P45, P60, National Insurance card, or a letter from a Government agency. Along with producing a document giving your National Insurance Number, you must also produce one of the following documents listed in section B-H: B. a full birth certificate issued in the United Kingdom, which includes the names of your parents C. a birth certificate issued in the Channel Islands, the Isle of Man or Ireland D. a certificate of registration or naturalization stating that you are a British citizen E. a letter issued by the Home Office to you which indicates that you can stay indefinitely in the United Kingdom, or have no time limit on your stay F. an Immigration Status Document issued by the Home Office to you with an endorsement indicating that you can stay indefinitely in the United Kingdom, or have no time limit on your stay G. a letter issued by the Home Office to you which indicates that you can stay in the United Kingdom, and this allows you to do the type of work you have applied for H. an Immigration Status Document issued by the Home Office to you with an endorsement indicating that you can stay in the United Kingdom, and this allows you to do the type of work you have applied for. 13

14 Second combination A. A work permit or other approval to take employment that has been issued by Work Permits UK Along with a document issued by Work Permits UK, you should also check and copy one of the following documents listed at B-C: B. A passport or other travel document endorsed to show that you are able to stay in the United Kingdom and can take the work permit employment in question C. a letter issued by the Home Office to you confirming that you are able to stay in the UK and take the work permit employment in question. 14