This is a Contract, Full time vacancy that will close in {x} days at {xx:xx} BST.
About The Role
Fixed Term opportunity until 31st Jan 2027
Are you looking for an opportunity where your skills will make a difference in helping to end homelessness and rebuild lives?
No Second Night Out provides a rapid response service, intervening to ensure no one needs to sleep rough. We are currently looking for a Deputy Manager to join our team and support our South Assessment Hub.
Our Assessment Hub is where rough sleepers are provided with a safe space from the streets. Clients in our service will have a range of support needs which include low to high levels of mental health and substance misuse, immigration support needs and other complex issues. While here we provide high level case work to rapidly find suitable move-on accommodation for our clients to end their homelessness.
This role will best suit someone who can adapt to a fast paced environment while contributing to and drawing strength from a supportive team of experienced colleagues.
In the pivotal role of Deputy Manager, you will work flexibly to support clients where they need us the most:
Work closely with the service manager to ensure the effective day to day running of the service and performance against our service targets.
Manage Health and Safety and building safety for the service, including completing and monitoring risk assessments, ensuring day-to-day concerns are resolved quickly and leading on building repairs.
Provide supportive supervision and line management to Assessment and Reconnection Workers, and other team members including night workers and hub assistants; providing guidance on complex cases.
Build and maintain strong relationships, and work in partnership with local authorities, accommodation services and other relevant agencies to ensure clients move on from the service into the appropriate accommodation with the correct support in place.
Work flexibly to support the rough sleeping service, and our clients when they need us the most.
About you
We are looking for proactive and creative individuals with:
Experience of working with vulnerable people and supporting a service delivery team.
The ability to negotiate with a wide range of internal and external partners and build positive relationships.
Excellent planning and organisational skills with the ability to effectively prioritise your own time and workload to meet a number of different and competing tasks in a sometimes pressurised environment.
Knowledge and understanding of the housing and support needs of rough sleepers.
Experience of motivating and empowering staff and/or volunteers to take responsibility for delivering a high quality service to a vulnerable client group.
Above all we are looking for passionate people who are committed to the overall aims and objectives of the Rough Sleeping services
How to Apply
Please download the job description and person specification from the advert page.
When you're ready to apply you can click the ‘Apply Now’ Button to start your online application form.
Closing Date: 10.00 am, 8th July 2026
Interview and assessment date: 21st / 22nd July 2026
St Mungo's are committed to creating a diverse and inclusive workplace. We strongly encourage applications from all under-represented groups.
Please note: This role is not eligible for visa sponsorship. Applicants must have existing and ongoing right to work in the UK for the duration of employment.
Successful candidates will be required to provide evidence of their right to work in the UK in accordance with the Immigration, Asylum and Nationality Act 2006.
About Us
Our purpose is to end homelessness and rebuild lives. It drives everything that we do. For the past 55 years, we have been on the ground every day and every night, supporting people to recover from homelessness and advocating for change. We support around 28,000 people each year and our work means that more than 2,700 people have somewhere safe to stay each night.
What We Offer
We are working hard to create a diverse and fully inclusive culture where all colleagues feel valued, and we welcome applications from all under-represented groups. We believe that equity, diversity and inclusion improves the health, wellbeing and development of our colleagues and helps to ensure everyone feels valued. We know that when diversity, inclusion and wellbeing are prioritised, we are happier, healthier and can ultimately achieve better outcomes for our clients.
Below are some of our key focus areas to improve both our candidate and colleague experience:
A growing number of diversity networks including LGBTQ+, Womens Action, Lived Experience and Anti-Racist networks.
Increasing visibility by ensuring that all interview panels across the organisation are diversely represented to ensure fair and balanced decision making during the recruitment process.
A safe and supportive working environment championing positive action via various internal schemes such as upward mentoring and a Steps into Management programme.
Mandatory Diversity & Inclusion training for all staff, unconscious bias training for managers, and a range of other courses such as Trans awareness and Autism Awareness.
In recognition of the importance of transparency, we publish our employee diversity statistics and pay gap reports on our website.
We offer a comprehensive package of benefits to our colleagues to ensure wellbeing remains a key priority. Maintaining a good work life balance can be tricky, but with family friendly policies, flexible and agile working options and an incremental annual leave allowance, we are committed to making sure you have the options available as and when you need them.
These include:
Agile working model for suitable roles.
Supportive flexitime and toil arrangements.
28 days annual leave rising to 31 after five years’ service.
Family friendly leave policies including - maternity, adoption and parental leave. Carers leave, and fertility treatment leave.
Financial wellbeing platform offering loans, advances and saving options.
Auto-enrolment to pension scheme after six months service with an employer contribution of 6%.
Employee Assistance Programme and access to SmartHealth app – 24/7 GP appointments, health checks and nutrition advice.
Cycle to Work scheme and interest free season ticket loans.
Discount vouchers including gym, retail, food & drink, travel, electricals and more.
At St Mungo’s we are committed to providing development opportunities for all our colleagues. We welcome people with a wide range of experiences and value transferable skills so that we can provide the best support for people experiencing homelessness. That’s why we have a robust induction, training and development programme that supports colleagues throughout their career at St Mungo’s.
These include:
Highly praised internal training courses and access to external learning to build your skills and meet your professional development goals.
Steps into Management programme to support colleague progression.
Commitment to continued professional development with access to career development forums, internal mentoring and internal secondment opportunities.
A DBS disclosure check is a requirement for this post and will be undertaken for the successful candidate.
Please be advised that all appointments will be made on St Mungo’s current standard Terms and Conditions (T&Cs); this also applies to any internal candidates.
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Privacy Policy
St Mungo's Privacy Notice for Applicants
As part of any recruitment process, St Mungo’s (the data controller) collects and processes personal data relating to job applicants. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
St Mungo's Data Protection Officer is contactable as follows: InfoSec@mungos.org / 020 3856 6121 / Information Security, St Mungo’s, 3 Thomas More Square, Tower Hill, London, E1W 1YW
As defined by the General Data Protection Regulation (GDPR) St Mungo's is the Data Controller and ultimately responsible for ensuring the data you provide is kept secure, processed correctly and that you understand your legal rights in relation to the data you provide.
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IRIS can be contacted at: 4th Floor Heathrow Approach, 470 London Road, Slough, England, SL3 8QY
For Data Protection enquiries, please contact the Help Desk at support@networxrecruitment.com
What information does the organisation collect?
The organisation collects a range of information about you. This includes:
your name, address and contact details, including email address and telephone number;
details of your qualifications, skills, knowledge, abilities, experience and employment history;
any declarations of interest including previous or current work at St Mungo’s or connections to St Mungo’s staff or Trustees
information about your performance in all aspects of assessment process, including job application; tests and interview;
information about your current level of remuneration, including benefit entitlements;
whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process;
information about attendance in previous roles and / or disability or non-disability related health conditions;
information about your work history including any gaps;
information about your criminal record;
information about your entitlement to work in the UK;
equal opportunities monitoring information, including information about your ethnic origin, sexual orientation, health, and religion or belief; and
your view of the assessment process.
The organisation collects this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment, including online tests, or online surveys. The data might also be collected from publicly available sources, such as websites.
The organisation will also collect personal data about you from third parties, such as references supplied by former employers, educational / training establishments, work experience providers or other appropriate referees as provided by yourself and information from employment background check providers and information from criminal records checks. The organisation will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).
For further information about the information collected during the recruitment process please email recruitment@mungos.org to request the Data Summary Schedule for Applicants.
If in this vacancy we accept a CV, we may redact it to remove identifiable data, such as dates of education, your name and your address, in line with our existing recruitment policy and processes to ensure fairness.
Why does the organisation process personal data?
The organisation needs to process data to take steps at your request prior to entering into a contract with you. It also needs to process your data to enter into a contract with you. It also processes your data for the purpose of assessing its own performance through recruitment processes.
In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
The organisation has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the organisation to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The organisation may also need to process data from job applicants to respond to and defend against legal claims.
Where the organisation relies on legitimate interests as a reason for processing data, it has considered whether or not those interests are overridden by the rights and freedoms of employees or workers and has concluded that they are not.
The organisation processes health information if it needs to make reasonable adjustments to the recruitment process for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment. In addition this information is processed (along with advice from occupational health) to make a judgement in relation to whether someone is suitable for a role.
Where the organisation processes other special categories of data, such as information about ethnic origin, sexual orientation, health or religion or belief, this is for equal opportunities monitoring purposes.
For some roles, the organisation is obliged to seek information about criminal convictions and offences. Where the organisation seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment.
Following the conclusion of any recruitment exercise, the organisation will keep your personal data on file for 9 months to respond to any questions about the process, or legal challenges. The organisation will retain some limited information in relation to the job you applied for and equal opportunities information will be held for 15 months for reporting purposes. In some situations, we may also keep your personal data on file in case there are future employment opportunities for which you may be suited. The organisation will ask for your consent before it keeps your data for this purpose and you are free to withdraw your consent at any time.
Who has access to data?
Your information will be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area with a vacancy and IT staff if access to the data is necessary for the performance of their roles.
During the assessment process, the organisation will share your data with online test providing companies and in certain situations with assessment panel members external to St Mungo’s. Otherwise, the organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with relevant individuals and organisations (provided by yourself) to obtain references for you, employment background check providers to obtain necessary background checks, Occupational Health Advisor to obtain any necessary health advice, the Disclosure and Barring Service to obtain necessary criminal records checks and our contract administration system to issue a contract.
Subject to the two exceptions below your data will not be processed outside of the European Economic Area (EEA).
Your data will only be processed outside of the European Economic Area (EEA) in the following circumstances:
Our online test provider is based in the United States and as such data related to the online tests will be transferred outside of the EEA. In this situation data is transferred outside of the EEA on the basis that the test provider has signed up to the EU-US Privacy Shield Framework. More information about the Privacy Shield Framework can be found here: https://www.privacyshield.gov/welcome
Where we need to obtain reference information where the referee is not based within the EEA this will require basic data transfer outside of the EEA. In this situation you will have provided the relevant contact details for the referee.
For further information about data sharing please email recruitment@mungos.org to request the Applicants Data Sharing document.
How does the organisation protect data?
The organisation takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.
For how long does the organisation keep data?
If your application for employment is unsuccessful, the organisation will hold your data on file for nine months after the end of the relevant recruitment process, although we will hold a record of your name, the job you applied for and equal opportunities information for fifteen months for reporting purposes.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.
Automated decision-making
Recruitment processes are not based solely on automated decision-making.
Our recruitment process requires that we contact the referees provided by you as part of our checks to ascertain suitability of employment. The content of the reference will not be shared without the referee's permission.
Your rights
As a data subject, you have a number of rights. You can:
access and obtain a copy of your data on request;
require the organisation to change incorrect or incomplete data;
require the organisation to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing; and
ask the organisation to stop processing data for a period if data is inaccurate or there is a dispute about whether or not your interests override the organisation's legitimate grounds for processing data.
If you would like to exercise any of these rights, please contact St Mungo's Data Protection Officer: InfoSec@mungos.org / 020 3856 6121 / Information Security, St Mungo’s, 3 Thomas More Square, Tower Hill, London, E1W 1YW. You can make a subject access request by providing proof of your identity and outlining the scope of your request.
If you believe that the organisation has not complied with your data protection rights, you can complain to the Information Commissioner.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, the organisation may not be able to process your application properly or at all.
You are under no obligation to provide information for equal opportunities monitoring purposes and there are no consequences for your application if you choose not to provide such information.
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