DescriptionSupporting documentsEmployerLocation
Behaviour & Pastoral Officer
We are seeking a committed Behaviour and Pastoral Officer to join our large primary school team. This key role focuses on promoting positive behaviour for learning, improving attendance, and supporting pupils’ wellbeing.
You will provide targeted pastoral and behavioural support, including for pupils with SEMH, work proactively with families to address attendance concerns, and contribute to a strong safeguarding culture. The role involves close collaboration with staff and external agencies to remove barriers to learning and support positive outcomes for all pupils.
The successful candidate will have experience working with children, a sound understanding of safeguarding and child protection, and the ability to build positive relationships with pupils and families.
This is an excellent opportunity to make a meaningful difference in a supportive and inclusive school environment.
Paid at Leicester City grade 7, point 19 - Full time equivalent salary is £35,412 - actual salary is £28,909.90.
35 hours per week - 8.15am-4.15pm for 39 weeks per year (term time + 1 week)
Interviews will be held week commencing 23rd February 2026.
Safeguarding Statement
The Odyssey Educational Trust is committed to safeguarding and promoting the welfare of children. Please read our Safeguarding and Child Protection policy on our website: https://odysseyeducationaltrust.co.uk/policies/
The successful candidate will have to meet the requirements of the person specification in order to be offered the post and will be subject to a satisfactory enhanced Disclosure and Barring Service (DBS) disclosure and pre-employment checks.
It is an offence to apply for a role if you are barred from engaging in regulated activity relevant to children.
The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.