London, UK
Design champion
at The Glass-House Community Led Design
The Glass-House Community Led Design is seeking a design champion to join its team in London.
The Glass-House Community Led Design is looking for a design professional to contribute to our work championing and enabling collaborative and inclusive approaches to the design of buildings, open spaces, homes and neighbourhoods.
With over 20 years’ experience of supporting people, projects and places, we are constantly exploring how we can continue to make a difference through our work, and this is an exciting moment for innovation in the interplay between in-person and digital approaches that inspire, catalyse and enable design processes that put people at the heart of places.
We are looking for someone who is passionate about the power of great design to transform places, and about the role of community-led, participatory and collaborative design processes to improve place quality and to build social capital.
Our ideal candidate will bring together design expertise with excellent communication and facilitation skills, and be able to produce visually clear, accessible and compelling information and resources. Our Design Champion must also enjoy working with different types of media and be willing to experiment with new platforms and programmes.
Experience in engaging people in accessible and inclusive design processes is a must, with the ability and confidence to communicate effectively with both community groups and professionals.
We are initially offering a fixed-term contract for one year on a part-time basis (28hrs/week), with the potential to extend the role and contract further. Please refer to the application pack for more information on the role and details of how to apply.
Deadline for applications: Friday 8 January 2021 at 12 noon
Interviews: Tuesday 19 January 2021
Given the current COVID-19 pandemic, we recognise that this post might be taken up in unusual circumstances of distance working. The Glass-House is fortunately well set up for remote working, and we are managing to continue with our work with some adaptation, but with minimal disruption.
Should the person appointed need to take up the post remotely, we would of course explore the best way to manage an induction process in that context and to adapt initial tasks to remote working.