Working Hours: 35 Hours Per Week (As part of a rota, working Monday to Friday between 7am to 8pm(7 hours per day)  and 1 in 3 Saturdays between 9am and 5pm)
Contract Type: Full-time, Permanent
Additional Payment: 6.7% Flexibility Payment
Working style: On-Site
Closing date: 11:59pm, 10 November 2026
Interview Method: Face to Face

You must already have a valid right to work in the UK documentation, as we cannot offer visa sponsorship for this role. 

As a Neighbourhood Team Lead (City Wide ASB), you'll have line management responsibility for a team of Anti-Social Behaviour Support Officers, leading and supporting them to use a broad range of informal and formal powers to tackle anti-social behaviour across Manchester.

You'll help the Anti-Social Behaviour Team to make Manchester a safer place to live, work and visit, ensuring a visible, effective and trauma-informed approach to tackling ASB, protecting vulnerable people and addressing offending behaviour. Your work will contribute to wider Community Safety priorities, including working closely with the Homelessness Service to help prevent and reduce rough sleeping across the city.

In this role you will:

  • Lead, manage, support and develop a team of Anti-Social Behaviour Support Officers.
  • Provide professional guidance and support on the use of informal and formal ASB powers, homelessness legislation and legislation relating to unauthorised encampments.
  • Lead on face-to-face public engagement and support a high-profile, visible partnership presence across Manchester.
  • Work with Greater Manchester Police (GMP), the Homelessness Service, Change Grow Live, the Street Engagement Hub, and other key partner agencies to develop coordinated responses to ASB, community safety and homelessness issues.
  • Support complex ASB and enforcement work, including professional decision making, preparing cases for legal action and instructing solicitors.

For queries about the role, please contact the hiring manager, Jenna Southern, at jenna.southern@manchester.gov.uk to arrange a convenient time to discuss the role. This route is for vacancy related enquiries only and should not be used to submit applications.

Pre-employment Checks

If you are successful, your appointment will be subject to completing the relevantpre-employment checks. These checks will be carried out as part of our recruitment process and may include:

  • DBS (Disclosure and Barring Service) Clearance – This post is covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (amended in 2013). Appointable candidates will be required to apply for an Enhanced DBS check as appropriate. Information provided by you or the DBS will be handled confidentially and in accordance with the DBS Code of Practice. We have policies covering the secure handling of DBS information and the recruitment of ex-offenders, which are available on request. - If you have lived or worked abroad for 3 months or more in the last 5 years, or 12 months or more in the last 10 years (while aged 18 or over), please refer to GOV.UK guidance on obtaining overseas police checks or Certificates of Good Character. 
  • Police Vetting – You will be required to undertake a Greater Manchester Police vetting process. 
  • Driving Licence – The successful candidate must hold a full valid driving licence.
For more information on these checks, please visit checks page. 

We are looking for a knowledgeable and experienced manager, or someone with strong experience of coaching and developing officers, who can confidently lead and support a team working in a busy and challenging community safety environment. You will have a good understanding of ASB tools and powers and be able to provide clear professional guidance, make informed decisions and build effective relationships with a wide range of partners. You will be confident leading visible, face-to-face engagement and supporting staff to use both support and enforcement approaches to achieve positive outcomes for Manchester's communities.

We’ll use the following essential criteria to decide which candidates to invite to assessment. Use your personal statement to provide evidence of how you meet each one, supported by relevant examples:

  • Communication: Strong communication skills, including the confidence to engage face-to-face with members of the public and the ability to communicate complex information clearly to staff, partners and other stakeholders.
  • Problem solving and decision making: The ability to assess information, consider risk and available options, make informed decisions at speed and clearly explain the rationale for your decisions.
  • Partnership working: Experience of developing positive and effective working relationships across a range of partnerships, including working collaboratively to address complex ASB, community safety and homelessness issues.
  • Time management and organisation: The ability to organise and prioritise competing demands, plan workloads effectively and ensure work is delivered within required timescales.
  • Knowledge of ASB tools and powers and homelessness legislation: Knowledge and/or practical experience of informal and formal ASB tools and powers used to prevent and tackle anti-social behaviour and protect the public, together with an understanding of relevant homelessness legislation, statutory duties and legislation relating to unauthorised encampments.
  • Leadership and development: Experience of managing, leading, coaching or training officers, with the ability to support, guide and develop team members dealing with challenging community safety, ASB and homelessness issues.

If you have any questions, please do not hesitate to contact us.

 

Use of AI 

You may use AI to support your application, but all examples must be your own and based on real experience. Applications may be withdrawn if content is misleading or presents someone else's experience as your own. Internal candidates may also face disciplinary action. 

Guaranteed Assessment Scheme 
Applicants who meet the essential shortlisting criteria and are eligible under the Guaranteed Assessment Scheme will be progressed to the assessment stage.  

 

Support and Adjustments  
If you're successful in securing a role, we'll make every effort to provide the support, equipment and reasonable adjustments you need to carry out your duties. Where needed, we'll consider adapting aspects of the role. Find out more about our inclusion and wellbeing. 


Working for Manchester City Council is a chance to make a real difference in a diverse city. You’ll help improve lives and support our local communities. Working together, we can create better public services for everyone. 

Benefits we offer

  • Up to 26 days’ annual leave, rising to 31 days after five years’ service
  •  Buy up to two extra weeks’ leave
  •  Up to 3 days’ volunteering leave 
  •  A 35-hour work week for full-time roles
  •  We review pay each year and recognise three trade unions
  •  A defined benefit pension scheme
  •  Enhanced parental and carers leave 
  •  Employee discounts and perks  

Learn more at Careers - Manchester City Council 

Our commitment to inclusion 

At Manchester City Council, we're dedicated to creating a workplace that fully reflects the diversity of our local communities. We actively encourage applications from people of all ages and backgrounds and are particularly keen to hear from applicants from ethnic minority communities and disabled people, who remain underrepresented in parts of our workforce. 

GM Elevate Programme 

If you have completed the GM Elevate (Leadership Development) Programme, please indicate this within the 'Personal Statement' section or 'Supporting Statement' section of your application. 

 

Accessible Formats: 
Use ReciteMe  through the "Accessibility tools" button at the top of our careers page. It has tools such as text-to-speech, language translations, and adjustable text size and colour. 

Calculate your take home pay. 

Privacy Notice 

Ready to apply?

Location

, , Manchester, , United Kingdom

Job ID

9243

Supporting You Through Every Step of Your Journey

We want every candidate to feel welcomed, informed and confident when applying for a role with us.

This section brings together everything you need to succeed - from guidance on writing an authentic application to understanding how to use AI responsibly.

You’ll also find information about our Greater Manchester commitments, including our inclusive employment schemes and standards, as well as tools to help you explore your potential pay, benefits and entitlements. We’re here to ensure you have the support you need at every stage.

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Local authorities across Greater Manchester are proud to be part of a shared commitment to widening access to employment and ensuring that everyone has the opportunity to thrive.

These commitments span a number of long‑standing schemes and initiatives designed to open doors, remove barriers and ensure all applicants feel valued and respected throughout their employment journey.

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Applying Authentically With AI: Our Greater Manchester Approach

Across Greater Manchester’s local authorities, we want to hear your genuine experiences, skills and motivations, expressed in your own words.

To keep our recruitment process fair and inclusive, please complete your application personally and follow the instructions carefully. AI can be used to support you - for example, to help structure your answers or as a reasonable adjustment - but your application should still reflect your authentic voice.

Applications that depend too heavily on AI‑generated content may not progress to shortlisting.

This guidance outlines acceptable and unacceptable uses of AI, along with suggestions for using it in a way that supports you while keeping your application true to you.

  1. What Is AI and How Do We Use It Across Greater Manchester?

    AI refers to technology that can create or refine content, such as text, ideas, summaries, or planning. It can help improve productivity, problem-solving, and creativity.

    We’re open to using innovative digital tools where they can help us work smarter and deliver better services for our residents. However, every use of AI is carefully considered to make sure it is ethical, responsible, and aligned with public-sector values.

    When it comes to recruitment, we take a human-centred approach.

    This means:

    • A trained hiring manager reads every application

    • Shortlisting is based on objective criteria required for the job

    • Interviews are conducted in person or via teams by the hiring manager for the role

    • All hiring decisions are made by hiring managers, not algorithms

    AI does not make decisions in our recruitment process and our managers are being upskilled to spot AI in applications, particularly when this might have been used in a way that doesn’t feel genuine. If something in an application raises a question or concern, we will test this out with assessments or at the interview stage to confirm authenticity.

    Our aim isn’t to catch anyone out but to make sure we’re getting to know the real you, giving every candidate a fair chance and finding the right person for the role.

  2. Using AI in Your Application

    When it comes to job applications, what matters most to us is you. We want to see your personality, your experience, and what excites you about joining our team. 

    We recognise that AI can be a helpful tool to support accessibility during the application process. If you choose to use AI for support, please read the instructions carefully and make sure your application is written in your own words, reflecting your genuine skills, knowledge, experience and enthusiasm.

    We’re looking forward to hearing your story.

  3. How to use AI Effectively and Responsibly

    Your application is your chance to show us:

    • Who you are

    • What you can bring

    • The values you hold

    • Why you want to make a difference

    AI can help you organise your thoughts or improve clarity but it cannot express your unique voice, experiences, or motivations.

    AI is most helpful when used to:

    • Help you structure the information you are providing to evidence the criteria

    • Give examples of how to use STAR (Situation, Task, Action, Result)

    • Proof-read to highlight grammar or spelling errors

    • Provide inspiration if you're finding it difficult to find the right words to explain something

    But remember: your honesty, lived experience, and motivations are irreplaceable.

  4. Do’s and Don’ts for Using AI in the Recruitment Process

    Do:

    • Use AI as a supportive tool, not a replacement

    • Ask AI to help tidy up your writing or clarify structure

    • Use it to brainstorm examples, then rewrite them in your own voice

    • Reflect on AI suggestions and adapt them to match your experience

    • Use AI to help with research, but express your understanding yourself

    Don’t:

    • Copy and paste AI-generated content directly into your application

    • Let AI exaggerate or invent experience you do not have

    • Rely on generic statements that don’t reflect the specific role requirements

    • Remove your individuality, we want to hear your voice

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