Head of Development (People, Programmes and Operations)

SIR ROGER CHOLMELEY'S SCHOOL AT HIGHGATE; Hampstead; On-site; GBP 70,000 - 105,000; Full time

Job summary

SIR ROGER CHOLMELEY'S SCHOOL AT HIGHGATE seeks a Head of Development to lead the Development and Alumni Engagement Office. You will drive fundraising programmes, shape strategy and manage a growing team in a dynamic school environment.

You will partner with the Director of Development to deliver a 5-year plan, engage alumni and major donors, and ensure high-quality education philanthropy across the school community.

Qualifications

• Experience of fundraising and leading teams in a school or charity setting.
• Ability to design and implement fundraising programmes and campaigns.
• Strong relationship-building with senior stakeholders and donors.

Responsibilities

• Lead fundraising operations and implement fundraising programmes.
• Develop and manage the department’s strategy and annual plans.
• Line-manage the team and develop staff capabilities.
• Oversee donor stewardship, reporting and governance.
• Collaborate with Alumni Relations to grow engagement and giving levels.

Skills

People management

Fundraising operations

Programme design

Multi-channel fundraising

Stakeholder engagement

Job description

• Job title: Head of Development (People, Programmes and Operations)
• Job Type: Permanent, Monday-Friday, 8am-5pm
• Salary: Competitive
• Department: Development and Alumni Engagement Office
• Reporting to: Director of Development and Alumni Engagement
• Location: Highgate, London
• Start: 4th January 2027 (or as soon as available)
• Closing Date: 1 November 2026 at 5:00 pm

Highgate is looking for a dynamic, ambitious senior operational lead to partner with the Director of Development and Alumni Engagement to transform educational opportunities for young people and deliver a defining new chapter in philanthropy at the school.

You will be an experienced people manager, shaping the team to deliver the new strategy. You will have proven experience of designing and implementing programmes and turning a vision into results. You will be capable, well‑organised and relationally astute, a proactive, and highly visible ambassador for the Department and charity, collaborative, excited by high-quality education and able to take people with you.

Experience of working in fundraising is highly desirable but not essential: this role is about people, implementation and being front-facing and central to delivering a 5-year plan that will transform lives.

Highgate’s Development and Alumni Engagement department has been operating for over a decade and today, manages an established fundraising programme focused on major gifts and our sector‑leading annual Giving Day, and an active and varied engagement programme of events and communications for our 7,500 OCs (Highgate alumni).

The need for the work we do – raising funds to provide means‑tested fee assistance to bursary families at Highgate for children aged 7-18 and meaningfully engaging with OCs – has never been more necessary. Crucially, expanding fundraising and developing OC engagement will be integral to the School’s development plans over the next 5-10 years. Success in fundraising will have a significant and positive effect on the pace at which the school can take these plans forward.

To deliver this, the Director, who brings 20 years’ experience in philanthropy, fundraising campaigns, leadership and consultancy and joined the School from More Partnership in 2023, is seeking a key partner in the Head of Development. The successful candidate will lead fundraising operations, drive the implementation of fundraising programmes, and help shape and develop the campaign team. Working collaboratively with the Head of Alumni Relations to increase alumni participation, both Heads report directly to the Director.

Job Description

Job Description:

This is a new role, operating as a senior operational lead and team manager within the Development Office and deputising for the Director who will drive forward this exciting new growth strategy and advance major gift opportunities. You will play a pivotal role in establishing a successful multi-channel fundraising programme, shaping and line‑managing the team delivering this, and transforming the role of the charity in the school.

Key Responsibilities

• Partnering with the Director of Development and Alumni Engagement to drive the next phase of fundraising growth and build the departmental capacity, culture, systems and brand needed to deliver a successful campaign;

• Manage and inspire a talented team through an exciting period of growth and change, developing capability, confidence and aligning the team’s skills, capacity and ways of working to Highgate’s ambitious fundraising goals. An early priority will be recruiting a new Philanthropy Manager to strengthen major gifts fundraising;

• Turn strategy into impact by designing and implementing new mid-level and legacy fundraising programmes.

• Oversee the implementation of the operational infrastructure needed to support a multi-channel fundraising programme, including all aspects of development services and reporting on all areas of fundraising;

• Champion the Department and philanthropy across the School community, attending staff meetings, identifying opportunities to engage with colleagues across the teaching and support service staff and deputising for the Director at some external events;

• Operate as the Director’s key strategic partner, helping to seize opportunities and drive forward the priorities and progress that will leave a lasting legacy for generations of young people.

Operational Team Leadership

• Senior leader in the Development and Alumni Department, playing an active role in strategy development and planning and fostering a collaborative, high-performing team culture.

• Operational and day-to-day line-management of the team, including 121 meetings, appraisals, planning and performance, professional development and pastoral support.

• Overseeing the development and implementation of annual plans by team members for all areas including development services, major gifts, mid-level giving, campaigns and legacy fundraising.

• Representing the Department within the school, taking an active part in school life and identifying purposeful interactions between pupils and staff and development staff to advance fundraising objectives;

• Deputising for the Development Director, participating in and speaking at events and meetings internally and externally.

Fundraising Programmes

• Overall responsibility for designing and delivering a new mid-level giving programme for parents, alumni, staff and friends, meeting agreed targets.

• Refresh the School’s legacies proposition, pipeline and engagement programme, including stewardship of the 1565 Society; deliver legacy marketing, events and communications to generate growth.

• Oversee innovative supporter engagement, with punctual thanking and innovative, impactful donor stewardship, such as engaging and user-friendly digital options as well as traditional mailings and thanking telethons.

• Working with the Development Manager, oversee development services, including prospect research, moves management, due diligence and gift acceptance and gift management.

• Management of key stake-holder relationships

• Collaborate with the Head of Alumni Relations to integrate development and alumni to grow alumni participation at all giving levels.

• Stay ahead of emerging trends and horizon scanning to ensure our philanthropy offering considers the latest developments

Systems, Governance and Reporting

• Establish regular reporting on income, activity and performance and provide updates and analysis to the Director to inform strategy, decision making.

• Role modelling best practice, ensure accurate data management is adhered to by the team, using the Department’s CRM (currently Beacon).

• Ensure compliance with fundraising regulation, SORP, GDPR and internal policies, including internal information management and record keeping.

Culture of Philanthropy

• Promote philanthropy across the school community, proactively building relationships with teaching and Support Staff colleagues and connecting giving to Highgate’s mission and value

• Working with Marketing and Communications, collaborate to build the school’s bursary ambitions and culture of philanthropy into school-wide events, publications and digital channels.

Person Specification

• Criteria
• How will these be tested or verified?
• Qualifications and Experience
• Essential
  • Educated to Degree level or equivalent
  • Experience of working with major gifts, mid-level giving and/or legacy programmes – strongly desirable but transferable stakeholder programme /management experience will be considered.
  • Experience managing teams through change and developing staff.
  • Experience of senior-level stakeholder engagement (e.g. CEOs/Head’s, trustees, senior volunteers) and public speaking.
  • Experience designing and delivering successful fundraising strategies and programmes or equivalent.
• Skills and Knowledge
• Essential
  • Excellent relationship-building skills and confidence working with senior colleagues, volunteers and high-net-worth audiences.
  • Excellent written and verbal communication skills, with the ability to craft compelling narratives.
  • Experience using a CRM for forecasting, regular reporting and moves management.
  • Data analysis experience
• Personal Attributes
• Essential
  • Strong planning and front facing, confident leadership style
  • Strong inter-personal skills and emotional intelligence
  • Interested in learning, reading and motivated by expanding access to high-quality education

Location | Highgate Village, adjacent to Hampstead Heath, with quaint shops and easy connections across London.

Pension | AVIVA workplace pension scheme offered with a generous 26% employer contribution, with the ability to flex up to 16% of this as additional non-pensionable salary,employees contribute a minimum of 5%.

Personal development | Comprehensive induction support for new staff. Focus on continued professional development for all employees.

Leisure facilities | Free access, at stipulated times, to our sports facilities, including a fitness suite and swimming pool (recently refurbished).

Lunch | A complimentary lunch.

Help with sustainable travel | Access to the Cycle to Work Scheme and a Season Ticket Loan scheme for public transport.

Family-friendly policies | Highgate appreciates that employees sometimes have family commitments so we try to be as supportive as possible, for example with enhanced maternity pay (8 weeks’ full pay, then 10 weeks’ half pay) and paid dependant leave.

Highgate is a caring, open-minded community, where we promote kindness, empathy and friendship. Everyone who works and studies with us deserves to feel they are part of a welcoming environment that enables them to be themselves and to thrive as individuals.

Our community extends beyond the school, through partnerships, charity work and our commitment to equality, inclusion and sustainability. All members of our school community are encouraged to look outwards and play an active role.

Following a visit from the Independent Schools Inspectorate (ISI) in September 2024 to assess Highgate’s regulatory compliance and school standards, we are pleased to share the inspection findings, which reports compliance in all five areas and a ‘significant strength’ in our teaching expertise.

Highgate is committed to staff wellbeing, which we promote by encouraging a strong work-life balance; trying our best to support flexible working requests; providing a nutritious complimentary lunch in the dining hall; and offering access to sporting facilities including our recently renovated swimming pool.

The Staff Wellbeing Committee, with representatives across the School, meets regularly to drive forward initiatives, and a selection of staff have been trained as Mental-Health First Aiders.

We encourage an open culture throughout our school, with regular staff surveys, action committees and opportunities to feedback. We strive for continual learning and improvement, and staff training and development is paramount. There are opportunities to participate in the wider life of our school, such as taking part in trips or societies and getting involved in partnership projects.

• Closing Date: 1st November 2026
• 1st Interview: 10th November 2026
• 2nd Interview: 17th November 2026

Contact: The Recruitment Team is happy to answer any questions about this post.

We know that more diverse teams are stronger teams, and that the more inclusive we are, the more our staff and pupils will feel a sense of belonging and will thrive. To enable us to make reasonable adjustments, please let us know of any disabilities (including neuro‑divergence) when you submit your application.

As this role will have regular unsupervised contact with children you must, if appointed, comply with Highgate’s Safeguarding Policy and Staff Code of Conduct. Ifin the course ofcarrying the duties of the post the post holder becomes aware of any actual or potential risks to the safety and welfare of our pupils, these concerns must be reported immediately in accordance with the Safeguarding Policy. If whilst in the post, Highgate becomes aware of any safeguarding concerns to staff, pupils or the community; these will need to be followed up in line with the safeguarding policy and code of conduct which is underpinned by KCSIE and other legislation. These concerns may need to be shared with other agencies. A copy of these policies will accompany all offers of employment. Training will also be provided to all staff to support Safeguarding practice – this is to be completed during onboarding and prior to appointment.

Highgate is committed to the safeguarding and welfare of childrenand applicants must be willing to undergo child protection screening appropriate to this post, including checks with past employers, the Disclosure and Barring Service and overseas police check if necessary. Candidates from overseas must provide information about their past conduct, for example, by providing documents issued by overseas teaching authorities. DBS Privacy Policies

Please note that this role is ‘exempt’ from the Rehabilitation of Offenders Act 1974 and therefore, you are required to declare any convictions, cautions, reprimands and final warnings that are not ‘protected’ (i.trusted out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). Shortlisted candidates will be asked to provide details of all unspent convictions and those that would not befiltered,prior to the date of the interview. DBS Code of Practice

In accordance with the latest guidance from KCSIE, we shall be conducting online searches on any candidates who are shortlisted.