Working Hours: 35 Hours Per Week
Contract Type: Permanent, Full-time
Working style: On-Site
Closing date: 11:59pm, 18 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 Team Leader, you'll lead the delivery and day-to-day operation of Etrop Grange, a 69-bed temporary accommodation service for single people and couples experiencing homelessness, many of whom have complex needs and a history of rough sleeping. You will provide effective leadership to staff, ensure high-quality support for residents, and oversee the safe and efficient running of the service.

You'll help the Temporary Accommodation Service to prevent and reduce homelessness across Manchester, ensuring residents receive coordinated, person-centred support that promotes independence and positive move-on outcomes. Your work will contribute to the priorities of the Neighbourhoods Directorate and Manchester City Council's commitment to ending rough sleeping and supporting vulnerable residents.

In this role you will:


  • Lead and manage the day-to-day operation of Etrop Grange, ensuring a safe, effective and high-quality temporary accommodation service for residents.
  • Provide leadership, supervision and performance management for staff, supporting their development and ensuring high standards of service delivery.
  • Oversee support planning, safeguarding, service performance and resident outcomes, ensuring legal and organisational requirements are met.
  • Work with colleagues, residents, partner agencies and stakeholders including health services, support providers, housing partners and criminal justice agencies.
  • Support homelessness prevention initiatives, service improvement projects and complex casework to help residents achieve sustainable move-on outcomes.

For queries about the role, please contact the hiring manager, Denise Holcroft, at denise.holcroft@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 - Resourcing Team will update

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 a Standard or 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.
  • Satisfactory references and other pre-employment checks where applicable..
For more information on these checks, please visit checks page. 

We're looking for a resilient, motivated and compassionate leader with experience of managing teams and supporting people with complex needs. You'll have a strong understanding of homelessness and related challenges, excellent organisational and communication skills, and the ability to lead staff through change while maintaining high standards of service delivery. You will be committed to delivering positive outcomes for residents, building effective partnerships and promoting a supportive, person-centred approach. 

We'll use the following essential criteria to decide which candidates to invite to assessment. Please use your personal statement to provide evidence against each criterion, supported by relevant examples:

  • Demonstrable experience of leading, supervising and motivating a team, including managing performance, supporting staff development and promoting high-quality service delivery. 
  • Experience of managing or delivering services for residents with complex needs, with an understanding of safeguarding, risk management and person-centred support.
  • Significant knowledge and understanding of homelessness, its causes and impacts, together with experience of working collaboratively with partner agencies to achieve positive outcomes for vulnerable residents.

 For guidance on how to write your personal statement, please visit How to Apply - Manchester City Council.

If you’re invited to assessment, we’ll look at a wider range of the role requirements. For more detail, please see the role profile.  

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

9241

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

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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

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    • 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.

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    • 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

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  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

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

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    • 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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