Young Persons Advisor - Housing Champion

Job Introduction

This job vacancy is for the redeployees of City of Wolverhampton Council only

Young Persons Advisor Housing Champion - Housing Champion

Salary - £36,363 - £40,777 (Grade 6)

Hours - 37

Contract type - Full time, Fixed contract for 18 months

Work Style - hybrid

Are you ready for an exciting experience, then join City of Wolverhampton Council as a Young Person’s Advisor Housing Champion in the Reach Leaving Care Team.

This is a new Specialist post “Young Persons Advisor Housing Champion” based in the Leaving Care service. The YPA Housing Champion will provide intensive support for young people whose accommodation is at risk of breakdown, working with accommodation providers to broker support via multi agency meetings to formulate plans to enable the young person to remain in their accommodation.

The post holder will have a reduced case load to ensure they can focus on the needs of at-risk young people and the professional development of Young Persons Advisors and collaborative working with Housing colleagues.

This is a specialist role to ensure care leavers receive a rapid response where a risk of homelessness arises, including responsibility to further develop improved collaboration between housing and children’s services to meet the needs of their young people leaving care.

The key purpose of the Reach Leaving Care Team is to improve the life chances and achieve the best outcomes for children in care aged 16+ and care leavers up to 25, by ensuring they have support to achieve their aspirations, meet their health, education, training and accommodation needs.

The service is a multi-agency service consisting of social workers, young people’s advisors, family support workers, housing team and an education, employment and training co-ordinator which facilitates excellent joint working arrangements to support young people through transition.

Applications for a young person advisor in the above service would be welcomed from applicants who can demonstrate an excellent knowledge and understanding of the needs of Children in care and Care leavers and have experience of supporting young people who are homeless or at risk of homelessness.

You will manage and oversee the delivery of care planning and pathway planning whilst completing statutory duties in relation to care leavers up to the age of 25.

The team is committed to continued, innovative, improvement of services offered to all care leavers, and young people’s participation is central to ensuring the service meet the needs of young people.

We take immense pride in the work that we do and place Wolverhampton children and families at the centre of every decision we make. We are looking for individuals who share our passion and will work to meet the needs of our children and families.

City of Wolverhampton have invested in training all staff in Restorative Practice to ensure there is effective communication and consistency in working with families and children to ensure that are at the heart of everything we do.

These posts are subject to an Enhanced Disclosure and Barring Service (DBS) check.

As part of the interview process, candidates will be required to undertake:

o A Children’s paneL

o A presentation

o A panel interview

You will be notified on the outcome of your application form as soon as possible after the closing date.

For an informal discussion regarding this post please contact Samantha Grainger on 01902 556338 or 07970244625.

For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.

NJC Pay Award for 2026 / 2027:

The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.

We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here