The Anti-Racism Observatory for Scotland (AROS) is a new national body funded by the Scottish Government, dedicated to tackling systemic racism in Scotland's public sector. AROS is hosted by the University of Strathclyde in partnership with the Coalition for Racial Equality and Rights (CRER); together they form the AROS Co-ordination Group (ACG). We are looking for a highly motivated Grade 5 Administration and PA Support Officer to support the AROS host lead at the University of Strathclyde and our partners at CRER. This position offers a unique opportunity to work at the heart of a nationally significant initiative in a dynamic and purpose-driven environment. The role will include administrative support to the host lead, support for preparation of reports for the Scottish Government, including financial reporting, liaison with AROS and its own administrative support, and PA-type support for the host lead in day-to-day work. This position will suit someone with excellent organisational and interpersonal skills who is comfortable working across a range of tasks and stakeholders. The successful applicant will thrive on variety in tasks and possess relevant administrative experience. They will be confident liaising with stakeholders at various levels, including Scottish Government contacts, university colleagues, and external partners, and will be comfortable working in a fast-paced, high-profile environment. An understanding of, or commitment to, anti-racist principles and values is essential in this role. The postholder will work closely with the host lead and will be an important part of the wider AROS hosting arrangements at Strathclyde. Informal enquiries about the post can be directed to Tanja Bueltmann, Professor (tanja.bueltmann@strath.ac.uk). Proud member of the Disability Confident employer scheme Disability Confident About Disability Confident A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident .