Advance Union
Growth and Collective Agreement Organiser
Tring
Posted 2 days ago
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Purpose of the Role
To expand Advance’s reach and recognition across target employers seeking a collaborative trade union partner, while protecting its core membership base.
Employer Engagement & Access
- Identify, approach, and secure voluntary or statutory access agreements with target employers aligned with a progressive, partnership-based approach.
Growth & Recognition
- Utilize new statutory access rights to build workplace organization, increase membership density, and secure new collective bargaining and recognition deals.
Collaborative Relations
- Work with internal and external stakeholders to foster sustainable, long-term industrial relations.
Core Member Protection
- Safeguard and enhance Advance’s existing Santander membership base and brand reputation.
Key Responsibilities
- Map and prioritise target employers/workplaces focusing on those with ≥21 workers, sectors/companies aligned with the union’s existing coverage or strategic growth areas that demonstrably value progressive, partnership-style employee relations. Indicators might include existing partnership agreements, Living Wage accreditation, strong DEI commitments.
- Prepare and submit formal access requests (using prescribed information/templates where available), negotiate access agreements (physical, digital or hybrid), and manage CAC applications if voluntary agreement fails.
- Plan and deliver effective access activities: workplace visits, meetings, digital engagement (emails, webinars, facilitated online sessions), one-to-ones, and information sessions that recruit members and identify issues.
- Build membership density and activist networks inside target workplaces; identify, train and support workplace representatives/leaders.
- Use access periods to gather evidence of support, map issues, and prepare recognition claims or voluntary collective bargaining proposals.
- Negotiate or support negotiations for recognition agreements and subsequent collective agreements (pay, terms, conditions, facilities, etc.).
- Clearly articulate Advance’s offer to target employers: an independent, professional, progressive union that seeks common ground, maintains open communication, and acts as a strategic partner while robustly representing members.
- Work with legal/advisory colleagues on CAC processes, unfair practices during recognition, and compliance with the Code of Practice.
- Track pipeline (targets approached → access secured → membership growth → recognition/collective agreements). Share learning on what types of employers respond positively to a partnership-focused pitch.
- Coordinate with existing union structures, regional officers, and national campaigns; ensure activities stay within the permitted access purposes.
- Maintain accurate records for CAC notification, compliance, and reporting.
- Contribute to broader organising strategy, materials development, and training of other staff/activists on the new rights.
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Success Measures
- Number of access requests submitted and agreements secured (voluntary vs CAC-imposed).
- Membership growth in target workplaces and overall density increase.
- Number of new workplace representatives identified/trained.
Useful Attributes and Skills
Essential
- Organising experience: Proven track record of membership growth, workplace mapping, one-to-ones, and building activist networks (ideally in a trade union or community organising context).
- Industrial relations / collective bargaining knowledge: Understanding of UK recognition processes (including recent changes), the role of the CAC, voluntary vs statutory routes, and how access feeds into recognition claims.
- Negotiation & influencing skills: Ability to negotiate access terms with employers (often reluctant ones), build relationships with management where useful, and persuade workers to join/engage.
- Legal / procedural literacy: Comfort with formal processes, prescribed forms, deadlines (15/25 working days etc.), Codes of Practice, and preparing evidence for CAC. Willingness to work closely with union legal teams.
- Communication skills: Excellent verbal (one-to-ones, group meetings, presentations) and written skills; ability to explain complex rights simply and produce clear campaign materials. Digital communication competence (email campaigns, online meetings, social tools).
- Resilience & persistence: Comfort with rejection, hostile or non-cooperative employers, and long organising campaigns. Ability to work independently in the field while meeting targets.
- Strategic thinking: Ability to prioritise targets, sequence access → density → recognition → bargaining, and adapt tactics by sector/workplace type.
- Relationship-building: Skill at developing trust with workers across diverse groups and (where productive) with employer representatives.
- IT & digital fluency: Comfortable with digital access methods, CRM/membership systems, data mapping, and online organising tools.
- Commitment to the union’s values and collective bargaining goals.
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Highly Desirable
- Previous experience in finance/banking or professional/service environments (helps with cultural fit and credibility when approaching similar or adjacent employers).
- Understanding of the new access rights framework and how it can be used strategically rather than aggressively.
- Negotiation experience that emphasises problem-solving and mutual gains.
- Ability to research and assess organisational culture (ESG reports, Living Wage status, employee engagement statements, existing IR arrangements, etc.).
- Digital organising competence (for hybrid access and reaching dispersed workforces).
- Experience supporting or training workplace representatives in a partnership context.
Personal Qualities That Fit Particularly Well
- Professional, calm and credible demeanour.
- Values-driven but pragmatic.
- Comfortable representing a small, specialist union and turning its size and focused approach into a selling point (“dedicated, professional, partnership-oriented”).
- Ethical and transparent — important when differentiating from more confrontational models.
- Collaborative team player who can work closely with the existing small Advance team while owning external growth activity.
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