The Growth Companys (GC) Employment team is hiring an Employer Engagement Coordinator to support offender employment in line with local economic priorities. The role involves working with stakeholders, prisons, and employers to promote inclusive hiring, encourage opportunities for individuals leaving custody, and deliver impartial careers advice and guidance. The aim is to improve access to job vacancies and training, helping offenders better understand and engage with the world of work. These will be based out of HMP Forest Bank. Please note that this vacancy is subject to contract award. Key Responsibilities: Build and maintain strong relationships with key partners, stakeholders, and employers to promote offender recruitment post-custody. Plan, deliver, and evaluate engagement events and workshops for staff, employers, and service users, reporting outcomes against targets. Organise and lead partnership meetings with agencies such as Jobcentre Plus, Prison and Probation Services, and employers. Create high-quality careers content and coordinate employer-led promotional activities to support offender employment. Compile reports and analyse data in line with the Employer Engagement Plan and reporting timelines. Manage a personal caseload focused on employer engagement to secure job opportunities for individuals leaving custody. Undertake line management duties where applicable, supporting team performance and development. Adhere to the Health & Safety at Work Act and GCs Health & Safety Policy in all activities. About You: Demonstrates strong awareness of the information, advice, and guidance (IAG) agenda, with a clear understanding of the skills and employment landscape. Possesses in-depth knowledge of prison operations, protocols, and the broader criminal justice system. Committed to the ethics and principles of resettlement and rehabilitation, promoting positive outcomes for individuals. Maintains a highly professional image and personal presentation in all interactions. Self-motivated, confident, and resilient, with a drive to achieve excellence and inspire others. Works collaboratively as a supportive and proactive team player. Takes personal responsibility, showing strong organisational skills and initiative. Skills Required: Strong organisational, written, and verbal communication skills, with the ability to present and influence effectively. Skilled in researching and producing Labour Market Information, particularly focused on offender employment pathways for prisons, service users, and employer events. Proven ability to network and build relationships at management level across diverse sectors. Extensive experience collaborating with key stakeholders and partners at both strategic and operational levels, including Jobcentre Plus, Prison Service, and Probation Services. Background in careers guidance is desirable, supported by an NVQ Level 4 in Advice and Guidance. Demonstrated experience in job brokerage and facilitating employment opportunities. Previous work within HMP Prisons preferred; alternatively, experience within the wider criminal justice system or services supporting ex-offenders. Professional, proactive, and confident approach to stakeholder engagement and offender rehabilitation. At GC, safeguarding the welfare of all individuals including vulnerable adults and young people is a top priority, and we expect all staff to uphold this standard. All appointments follow Safer Recruitment Procedures, including a DBS check carried out by Due Diligence Limited (DDC Ltd), at no cost to the successful candidate. Please note: It is a legal offence to apply for a role involving regulated activity if you are on the Barred List. We are committed to increasing workforce diversity and offer a guaranteed interview to applicants who meet the essential criteria and either have a disability or are from a diverse ethnic community. If this applies to you, you can request consideration under this scheme during the application process. Your request will be shared only with the Hiring Manager and Internal Recruitment Team. We also aim to make our recruitment process inclusive and accessible. If you need reasonable adjustments or have any general enquiries at any stage or the recruitment process, please contact us. Examples include: Meeting the hiring manager or touring the venue in advance Extra time for tasks Interview questions shared beforehand Accessibility software or equipment for assessments Were proud to support theBan the Boxcampaign, which helps people with convictions access job opportunities. As part of this, weve removed questions about convictions from the initial application stage. GC is committed to fostering a culture of flexibility and agile working. Many roles will increasingly support full agile arrangements. If you require more permanent flexibility, we encourage you to discuss this during your interview so your request can be considered early in the process. All GC colleagues will work inline with the Health & Safety at work act and the GC Health & Safety Policy.