We are looking for someone to join our Church Buildings and Pastoral Reorganisation team as the Mission & Pastoral Secretary (part-time, 21 hours per week).
The M&P Secretary will work alongside senior clergy and fellow diocesan officers to deliver statutory work in relation to matters of pastoral reorganisation, including the closure and re-use of church buildings. The work of the M&P Committees enables appropriate use of available ministry resources in relation to mission and pastoral needs
In addition to having responsibility for the successful implementation of statutory work, the M&P Secretary will have the opportunity to be part of strategic work in line with our Diocesan vision of confident Christians, growing churches, transforming communities. This includes our new initiative, Barnabas: Encouraging Confidence, an holistic, targeted programme of support for our churches, offering resource across seven key themes. These themes include governance and buildings support, with a view to relieving churches of unnecessary burden in order that they can use their limited resources in an outward focused way.
The successful candidate must be highly skilled and familiar with legal administrative tasks, capable of distilling complex information for a range of audiences, with an ability to deal with sensitive matters in a confidential and pastoral manner. They should be team player who is skilled at working with a variety of stakeholders.
A competitive package includes a competitive salary, flexi-time scheme, reimbursement of car and travelling expenses, an 8% non-contributory pension with an additional 5% matched contributions, hybrid working (50%), and 30 days’ pro rata annual leave plus bank holidays and four customary days a year (between Christmas and New Year).
Closing Date for Applications: 9 February 2023
Interviews: 15 February 2023 (shortlisting will take place on 10 February and candidates will be notified not later than 13 February as to whether they are invited to interview).
For an informal discussion about the role, please contact Lisa McIntyre on email@example.com
See attached job description
See attached person specification
The Diocese of Leeds came into existence at Easter 2014 following the dissolution of the former dioceses of Bradford, Ripon & Leeds, and Wakefield. It covers the whole of West Yorkshire, the western part of North Yorkshire, and small parts of South Yorkshire, Lancashire, and County Durham. The diocese has over 400 parishes and more than 600 church buildings.
The Church Buildings and Pastoral Reorganisation Team works with the Church Revitalisation Team and brings together the statutory functions of the Diocesan Advisory Committee for the Care of Churches (the DAC) and the Missional & Pastoral Committee (M&P).
Each diocese is required to have a Mission and Pastoral Committee, to deal with matters of pastoral reorganisation, including the closure of church buildings. In the Diocese of Leeds, the work of the Committee is delegated to Area Mission and Pastoral Committee. Pastoral reorganisation can be driven by a number of things but one of the key factors is making appropriate use of available ministry resources in relation to Mission and Pastoral needs. The mission emphasis has come to the fore in recent legislation. The Mission and Pastoral Measure 2011 (as amended 2018), Part 1 Section 1, states that “it shall be the duty ofany person or body carrying out the functions under this measure … to have due regard tothe furtherance of the mission of the Church of England”.
The Diocesan values, Loving, Living, Learning, are vital to the way we encourage equality, diversity and inclusion in our workplace. We aim to:
Love God, the world and one another.
Live in the world as it is, but, drawn by a vision of something better, we want to help individuals and communities flourish,
Learn when we get things wrong, by listening and growing together.
The Diocese of Leeds is proud to be a Living Wage Employer.
Equal Opportunities Statement
Leeds Diocesan Board of Finance (The Board) is committed to providing equal opportunities in employment and the workplace and in avoiding unlawful discrimination. Accordingly, the Board will ensure that recruitment and selection, training and development, and promotion procedures result in no job applicant or employee receiving less favourable treatment on the grounds of race, colour, nationality, ethnic or national origin, class or caste, religious belief or lack of religious belief (unless this is an occupational requirement), disability, trade union membership or non-membership, gender or sex, sexual orientation, marital status, age, responsibility for dependents or being a part-time or fixed-term worker. The Board’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
For clergy applying to this role, your Area/Suffragan Bishop must be informed of your applications at the earliest opportunity. Furthermore, you must seek a Diocesan Bishop’s Licence in order to be eligible for a new role, and please be aware that granting a licence is subject to a CCSL from your Area/Suffragan Bishop.
Recruitment of Ex-Offenders
To download a copy of our policy for the recruitment of ex-offenders from the diocesan website, please click on the below link: