Higher Level Teaching Assistant

Cuddington Community Primary School; Greater London; On-site; GBP 23,758 - 25,846; Full time

Job summary

Cuddington Community Primary School in London is seeking a full-time Higher Level Teaching Assistant (HLTA) to support the Class Teacher in delivering learning activities under the supervision of a qualified teacher to pupils in class and groups. You will be required to work mornings at our Jubilee Centre and afternoons in the mainstream setting.

This fixed-term contract ends on 24 July 2027. The role is term-time, 32.5 hours per week, Monday to Friday, 08:15am to 03:15pm, with a pro-rata salary

Qualifications

• HLTA qualification or willingness to train for HLTA role.
• Experience supporting pupils in a primary setting is desirable.
• Strong interpersonal skills and ability to work as part of a team.

Responsibilities

• Support the Class Teacher in delivering learning activities under supervision.
• Work across scheduled sites: mornings at Jubilee Centre and afternoons in the mainstream setting.

Skills

HLTA qualification

Classroom support

Education

HLTA training

Job description

32.5 hours a week fixed term, full-time/term time

Monday - Friday 08:15am - 03:15pm

Pro-rata salary £23,757.90 - £25,8467.00

We have a new opportunity for a full-time Higher Level Teaching Assistant (HLTA) to join us at Cuddington Community Primary School. In this role you will support the Class Teacher in delivering learning activities under the professional supervision of a qualified teacher to pupils in class and groups. You will be required to work mornings at our Jubilee Centre and afternoons in the mainstream setting. This is a fixed-term contract ending on 24 July 2027.

As an experienced Teaching Assistant, you are confident in your ability to inspire pupils to learn in imaginative ways. You have excellent interpersonal and listening skills, are a flexible team player. Ideally you will already hold a HLTA qualification or have an interest in training to be an HLTA.

If you have any questions about the role or the application process, please contact the [e-mail] Team by email.

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust is an inclusive employer and welcomes applications from all individuals, regardless of gender, marital status, disability, race, age, or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.