Director of Secondary Education

This is a rare opportunity to shape the future of secondary education across one of Surrey's largest and most ambitious Multi Academy Trusts.

As part of an evolving Trust leadership structure, we are seeking an exceptional leader to become our first Director of Secondary Phase.

Reporting to our Executive Director of Education, you will provide strategic leadership, support and challenge across our five diverse secondary schools, working closely with Principals to drive improvement, develop leadership capacity and secure a life changing education for all young people.

This is not simply a school improvement role.

It is an opportunity to influence Trust-wide strategy, develop future leaders, contribute to organisational growth and help shape the next phase of THPT's journey.

We are looking for an experienced and values-led executive school leader who:

• Has a proven track record of improving outcomes across more than one school.

• Has credibility with senior educational leaders.

• Can successfully balance challenge and support.

• Understands how to build leadership capacity and sustainable improvement.

• Is committed to inclusive, high-quality education for every child.

At THPT, our values shape everything we do:

We Build Up

We approach every interaction with pupils, families and colleagues believing that building people up brings out the best in one another.

We Serve All

We seek to remove barriers and improve life chances for every child.

We Forge Paths

We encourage innovation, collaboration and thoughtful leadership in complex environments.

If you are an ambitious and successful system leader looking to make a significant impact beyond a single school, we would be delighted to hear from you.

To arrange an informal confidential conversation, please contact Helen Sullivan, HR Partner by email Helen.sullivan@thpt.org.uk

A full recruitment pack will be available early next week. Until then. please find attached the job profile and person specification outline for your information.

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust is an inclusive employer and welcomes applications from all individuals, regardless of gender, marital status, disability, race, age, or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

Early applications are encouraged. We reserve the right to interview and appoint prior to the closing date of this advertisement.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.