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Operations Manager - WV Active Bilston-Bert Williams
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City of Wolverhampton Council
Operations Manager - WV Active Bilston-Bert Williams
Salary - £36,363 - £40,777 (Grade 6)
Hours - 37 hours per week
Contract type - Full Time
Work Style - Fixed: permanent location
WV Active is looking for an enthusiastic, motivated, and experienced Operations Manager to support the General Manager in delivering exceptional services across our leisure centres. This is a fantastic opportunity for a passionate leader who thrives in a fast-paced environment and is committed to providing outstanding customer experiences, operational excellence, and the highest standards of health and safety.
As Operations Manager, you will play a key role in the day-to-day management of centre operations, leading teams, maintaining compliance, driving performance, and ensuring our facilities remain welcoming, safe, and customer-focused.
- Provide visible leadership across the centre, motivating and developing teams while creating a positive environment for both customers and colleagues.
- As the direct line manager for the Lifeguard Team and Centre Support Manager, you will be responsible for ensuring that all operational staff are appropriately trained, qualified, supervised, and supported to deliver safe and effective services.
- Lead staff development and compliance training. You will plan, coordinate, and deliver National Pool Lifeguard Qualification (NPLQ), first aid, and mandatory operational training sessions, ensuring all team members maintain the qualifications, knowledge, and skills required to meet legislative, organisational, and industry standards.
We’re a city with big ambitions. A place packed with pride, passion, and endless potential. WV Active is our leisure brand and has three centres in the city: Bert Williams in Bilston and our dual-site Aldersley Leisure Village in Tettenhall and Wolverhampton Central Baths.
This post is subject to a satisfactory Enhanced Disclosure and Barring Service (DBS) check.
For full details of the responsibilities and requirements of this role, please see the attached Job Description and Person Specification.
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Should you wish to discuss this opportunity further, please contact paul.yeomans@wolverhampton.gov.uk
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 maximize their performance and productivity while maintaining a healthy work-life balance.
- Fixed work style: Roles with a fixed work style work in a fixed, permanent council location.
- Field work style: Roles with a field work style 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.
- Flexible work style: Roles with a flexible work style 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.
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We've received the Stonewall Gold Award, emphasizing 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.
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