Growth and Collective Agreement Organiser

Purpose of the Role To expand Advance's reach and recognition across target employers seeking a collaborative trade union partner, while protecting its core membership base. Employer Engagement & Access: Identify, approach, and secure voluntary or statutory access agreements with target employers aligned with a progressive, partnership-based approach. Growth & Recognition: Utilize new statutory access rights to build workplace organization, increase membership density, and secure new collective bargaining and recognition deals. Collaborative Relations: Work with internal and external stakeholders to foster sustainable, long-term industrial relations. Core Member Protection: Safeguard and enhance Advance's existing Santander membership base and brand reputation. Key Responsibilities Map and prioritise target employers/workplaces focusing on those with ≥21 workers, sectors/companies aligned with the union's existing coverage or strategic growth areas that demonstrably value progressive, partnership-style employee relations. Indicators might include existing partnership agreements, Living Wage accreditation, strong DEI commitments. Prepare and submit formal access requests (using prescribed information/templates where available), negotiate access agreements (physical, digital or hybrid), and manage CAC applications if voluntary agreement fails. Plan and deliver effective access activities: workplace visits, meetings, digital engagement (emails, webinars, facilitated online sessions), one-to-ones, and information sessions that recruit members and identify issues. Build membership density and activist networks inside target workplaces; identify, train and support workplace representatives/leaders. Use access periods to gather evidence of support, map issues, and prepare recognition claims or voluntary collective bargaining proposals. Negotiate or support negotiations for recognition agreements and subsequent collective agreements (pay, terms, conditions, facilities, etc.). Clearly articulate Advance's offer to target employers: an independent, professional, progressive union that seeks common ground, maintains open communication, and acts as a strategic partner while robustly representing members. Work with legal/advisory colleagues on CAC processes, unfair practices during recognition, and compliance with the Code of Practice. Track pipeline (targets approached → access secured → membership growth → recognition/collective agreements). Share learning on what types of employers respond positively to a partnership-focused pitch. Coordinate with existing union structures, regional officers, and national campaigns; ensure activities stay within the permitted access purposes. Maintain accurate records for CAC notification, compliance, and reporting. Contribute to broader organising strategy, materials development, and training of other staff/activists on the new rights. Success Measures Number of access requests submitted and agreements secured (voluntary vs CAC-imposed). Membership growth in target workplaces and overall density increase. Number of new workplace representatives identified/trained. Useful Attributes and Skills Essential / Highly Desirable Organising experience: Proven track record of membership growth, workplace mapping, one-to-ones, and building activist networks (ideally in a trade union or community organising context). Industrial relations / collective bargaining knowledge: Understanding of UK recognition processes (including recent changes), the role of the CAC, voluntary vs statutory routes, and how access feeds into recognition claims. Negotiation & influencing skills: Ability to negotiate access terms with employers (often reluctant ones), build relationships with management where useful, and persuade workers to join/engage. Legal / procedural literacy: Comfort with formal processes, prescribed forms, deadlines (15/25 working days etc.), Codes of Practice, and preparing evidence for CAC. Willingness to work closely with union legal teams. Communication skills: Excellent verbal (one-to-ones, group meetings, presentations) and written skills; ability to explain complex rights simply and produce clear campaign materials. Digital communication competence (email campaigns, online meetings, social tools). Resilience & persistence: Comfort with rejection, hostile or non-cooperative employers, and long organising campaigns. Ability to work independently in the field while meeting targets. Strategic thinking: Ability to prioritise targets, sequence access → density → recognition → bargaining, and adapt tactics by sector/workplace type. Relationship-building: Skill at developing trust with workers across diverse groups and (where productive) with employer representatives. IT & digital fluency: Comfortable with digital access methods, CRM/membership systems, data mapping, and online organising tools. Commitment to the union's values and collective bargaining goals. Highly Desirable Previous experience in finance/banking or professional/service environments (helps with cultural fit and credibility when approaching similar or adjacent employers). Understanding of the new access rights framework and how it can be used strategically rather than aggressively. Negotiation experience that emphasises problem-solving and mutual gains. Ability to research and assess organisational culture (ESG reports, Living Wage status, employee engagement statements, existing IR arrangements, etc.). Digital organising competence (for hybrid access and reaching dispersed workforces). Experience supporting or training workplace representatives in a partnership context. Personal Qualities That Fit Particularly Well Professional, calm and credible demeanour. Values-driven but pragmatic. Comfortable representing a small, specialist union and turning its size and focused approach into a selling point (“dedicated, professional, partnership-oriented”). Ethical and transparent — important when differentiating from more confrontational models. Collaborative team player who can work closely with the existing small Advance team while owning external growth activity.