This is a Temporary, Part Time vacancy that will close in {x} days at {xx:xx} BST.
The Vacancy
We are looking for a Temporary Assistant Shop Manager to work alongside the Shop Manager in our Petts Wood shop to cover a period of leave of up to 12 months. You will be working flexibly across the six day trading week with occasional Sunday working requirements.
You should have a commercial or charity retail background and be committed to providing a source of income to Demelza Hospice Care for Children. You should be enthusiastic, passionate and driven to ensure every customer and donor has the best possible customer service and experience.
As the Assistant Shop Manager, you will be responsible for the day to day running of the shop in the absence of the Shop Manager. You will ensure all donations are prepared and sorted ready for the shop floor with a focus on gift aided donations and you will be expected to process the required stock levels for resale
You will need a creative flare to maintain excellent visual merchandising on the shop floor and ensure window displays are changed in line with our seasonal/events calendar. Computer skills are a requirement for this role, particularly knowledge of Microsoft Office.
The role involves working alongside and assisting in the management and development of a team of dedicated volunteers; you will have the skills to prioritise workload and provide guidance and training. You will empower your team to deliver the best service possible.
This is a temporary part time position of 22.5 hours per week with the occasional Sunday working.
This role will involve moderate moving and handling. For insurance purposes, the post holder must be aged 18 or over.
Demelza greatly values the benefits of a diverse team and embraces diversity, equality, and inclusion in all areas of its work. We are committed to building a diverse and authentic workplace, ensuring that our team reflects the diversity of the children and families we support. We encourage candidates from all backgrounds.
All appointments at Demelza are subject to receipt of a satisfactory Disclosure and Barring Service application at an appropriate level. Please find attached guidance on the identification that can be used to support a DBS application and we request that you bring this with you to interview to enable you to complete a DBS form with us. The DBS application will only be submitted if your application is successful; otherwise all documentation provided by you will be destroyed in accordance with the DBS Code of Conduct regarding retention of data. If you are a member of the DBS Update Service, please contact our recruitment team.
The Company
Demelza delivers extraordinary care to extraordinary children who are facing serious or life-limiting conditions, throughout Kent, South East London and East Sussex. We’re here to support them and their families at every step – from first diagnosis and for as long as we’re needed. Demelza believes in care that doesn’t back down. We are Demelza.
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Privacy Policy
EMPLOYEE RECRUITMENT PRIVACY NOTICE
As part of any recruitment process, Demelza Hospice Care for Children collects and processes personal data relating to applicants. Demelza Hospice Care for Children is committed to meeting its data protection obligations.
What information does Demelza collect?
Demelza collects a range of information about you. This includes:
• your name, address and contact details, including email address and telephone number;
• details of your qualifications, skills, experience and employment history;
• information about your current level of remuneration, including benefit entitlements;
• whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process; and
• information about your entitlement to work in the UK.
Demelza may collect this information in a variety of ways. For example, data might be contained in application forms, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment.
Demelza may also collect personal data about you from third parties, such as references supplied by former employers and information from criminal records checks for relevant roles. Demelza will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).
Why does Demelza process personal data?
Demelza needs to process data to undertake processes, such as shortlisting and interviews, prior to entering into a contract with you. Demelza may also need to process your data to enter into a contract with you.
In some cases, Demelza needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
Demelza has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows Demelza to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. Demelza may also need to process data from job applicants to respond to and defend against legal claims.
Demelza may process special categories of data, such as information about ethnic origin, sexual orientation or religion or belief, to monitor recruitment statistics.
It may also collect information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. Demelza processes such information to carry out its obligations and exercise specific rights in relation to employment. For some roles, Demelza is obliged to seek information about criminal convictions and offences. Where the organisation seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment.
The organisation will not use your data for any purpose other than the recruitment exercise for which you have applied.
Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR team, interviewers involved in the recruitment process, managers or individuals in the business area with a vacancy and IT staff if access to the data is necessary for the performance of their roles.
Demelza will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you, employment background check providers to obtain necessary background checks and the Disclosure and Barring Service to obtain necessary criminal records checks.
Demelza will not transfer your data outside the European Economic Area.
How does Demelza protect data?
Demelza takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties. Full policies and procedures can be requested from the HR Team and are stored centrally on our Intranet. The organisational Privacy Policy can be found on our website at www.demelza.org.uk/privacy-policy.
For how long does Demelza keep data?
If your application is not shortlisted and you are unsuccessful at securing an interview, your data will be held on the Networx recruitment database, in line with their Privacy Policy.
If you are unsuccessful at interview, Demelza will hold your data on file for six months after the end of the relevant recruitment process. At the end of that period, your data is deleted or destroyed.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held can be found in the Employee Privacy Notice, available on our Intranet.
Your rights
As a data subject, you have a number of rights. You can:
• access and obtain a copy of your data on request;
• require the organisation to change incorrect or incomplete data;
• require the organisation to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing; and
• object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing.
If you would like to exercise any of these rights, please contact Hayley Clark, Director of People, Culture and Resources, on 01795 845203, hayley.clark@demelza.org.uk.
If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, Demelza may not be able to process your application fully or at all.
Automated decision-making
Recruitment processes are not based on automated decision-making.
Contact Information
For further information on how Demelza will process your data, please contact Hayley Clark, Director of People, Culture and Resources, on 01795 845203, hayley.clark@demelza.org.uk
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