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.
   

Please send applications to info@advance-union.org. FAO Keith Hoyland.

Please include a CV and covering letter.