Be part of our journey, supporting students to lead on and learn for sustainability.

Job vacancies

Project Manager: Green Impact

Full time (part time considered)

London or SE England - home-based or London office

We are excited to be recruiting for a new Project Manager to deliver our national sustainability engagement programme, Green Impact. Green Impact supports staff and students within organisations to learn about sustainability, and embed it into their day-to-day operations. Green Impact runs in many sectors, with programmes tailored to the sustainability impacts of different workplaces, including universities, healthcare and cultural heritage. The project manager will manage the successful delivery of the Green Impact programme at a set number of allocated organisations, tailoring delivery according to local needs. Due to the location of participating Green Impact organisations, this role will be based in London or South-East England, with regular travel throughout the region, as well as some UK-wide travel.

Please submit your application by


July 28, 2024 11:55 PM

Find out more & apply

Bristol Schools Project Coordinator


Home-working and location-based within Bristol

SOS–UK is looking for a new Bristol Schools Project Coordinator to engage secondary school students in meaningful climate action. This person will enthuse and motivate young people to create deep, lasting and meaningful connections with the natural environment, their blue spaces, and with their local communities, to embed a culture where youth social action becomes the norm. This person will provide support across SOS-UK’s education work, including our Blue Influencers Scheme and Green Schools Revolution programmes.

Please submit your application by


July 14, 2024 11:59 PM

Find out more & apply

Climate Action Plan Coordinator - North West England

7 hours/week for 6 months

Homeworking in or near to our target region in the North West, specifically within the Liverpool, Manchester and Preston area.

In accordance with Department for Education’s Climate Change and Sustainability Strategy, from 2025 all schools in England should have a Climate Action Plan (CAP) in place. This role will support the development of a set of good practice examples and a bank of resources to help schools in the North West of England create and implement impactful CAPs through youth social action. To do this we are working with secondary schools to facilitate teams of pupils to lead the development of a CAP for their school. Climate Action Plan Coordinators will work with project managers to coordinate all aspects of the project. This includes editing and maintaining resources, independently delivering content in schools both in-person and online, supporting with the organisation and running of events, working with the research team at SOS-UK to monitor reach and impact, and supporting communications about the project on social media and mainstream news outlets. *This role is strongly recommended for students currently studying within the education system, and applicants currently studying at secondary and university level are highly encouraged to apply.*

Please submit your application by


July 28, 2024 11:55 PM

Find out more & apply

Working for SOS-UK

We’re looking for talented people who want to do something different to support our student leaders.

At SOS-UK we strive to make our community a welcoming, caring and enthusiastic one, fuelling ambition with opportunities and support to help us all achieve our personal and professional goals.

In return for your passion and experience we offer the flexibility for work-life balance, a competitive salary for the non-profit sector and excellent holiday allowance. We’re open to considering requests for job-share or part-time working.

Pay and benefits

We believe we have a fair and transparent pay framework. Our salary bands and pay gaps are public.

We have always paid at least the real living wage and we do not offer any unpaid/non-credit-bearing placement opportunities or work experience.

We offer up to 6% pension contributions, annual cost of living increases and annual spine-point salary increases until the top of your band.

Other benefits include:

  • Support and paid time for learning and development in your role and to support onward progression (if desired)
  • Cycle-to-work scheme
  • Eye care vouchers
  • Free flu vaccinations
  • Work laptop and home-office equipment where needed
  • Health Cash Plan and Employee Assistance Programme via HSF
  • A minimum of 27 days paid annual leave, plus bank holidays (pro rata for part-time staff or those on contracts for under 12 months). Additional leave is awarded for each year of service, up to 30 days
  • Discretionary paid leave over the Christmas break for everyone
  • Various other leave allowances, as agreed with line managers, including for (but not limited to):
Parents, carers and dependents: support and understanding for family emergencies and caring for dependents
Employee volunteering: up to three days paid leave per year which you are   encouraged to take - pro rata for part-time staff
Medical appointments: reasonable time off during working hours including time for fertility treatment and gender reassignment
Religious or belief-related obligations

Maternity and childcare pay:

We offer:

  • Reasonable paid time off for ante-natal care
  • Shared parental or paternity leave allowances
  • 39  weeks’ maternity pay (linked to length of service and earnings) which is     paid as follows:
  • Occupational  Maternity Pay (OMP) for 28 weeks, with the first 16 weeks at full pay; followed by 12 weeks at half pay, (dependent on the employee returning to work at the end of their maternity leave)
  • Statutory Maternity Pay (SMP) for 11 weeks at the lower rate
  • Up to 52 weeks’ maternity leave
  • Additional protection against unfair treatment, discrimination or dismissal as provided by the Equality Act 2010
  • The right for the employee to return to their original job or a suitable alternative role (depending on the length of maternity leave taken)
  • Allowance of £120 per child per month under 5 and £35 per child aged 5-13 is provided to contribute towards the cost of childcare. The allowance is pro rata to hours worked 

Diversity and equal opportunities

We’re totally committed to equality of opportunity for all. We are striving to be an organisation where all staff are able to thrive and be their whole-selves. As part of our action on inclusion, diversity and equality, we encourage applications from individuals from underrepresented backgrounds and groups, including but not limited to, age, disability, ethnicity, gender, race, religion or sexual orientation.

At SOS-UK, our staff team is currently under-representative of people of colour, LGBTQIA+ people and disabled people. We are committed to ensuring we are representative and inclusive, so we particularly encourage you to apply if you represent these characteristics. We have an opt-in guaranteed interview scheme for candidates who declare a disability and/or are a person of colour and meet the essential criteria of the role profile.

We are always happy to speak to candidates informally about the role before applying and encourage you to do so.

We run liberation learning sessions for all staff and there are staff networks for individuals with shared protected characteristics.

On our job applications, we do not ask as standard whether applicants have any spot or unspent convictions (under the Rehabilitation of Offenders Act 1974). Applicants will still be requested to complete a DBS check if the role requires one.

Wellbeing and work-life balance

SOS-UK adopts an open and flexible approach to working arrangements, with many of the current team opting to be home-based, with those that prefer the location and environment of an office space able to work in one of NUS' offices around the UK.

To further support positive work-life balance, all staff are offered a generous holiday and leave allowance as described above. Additionally, whilst working overtime is not encouraged for staff wellbeing, in cases where this is necessary a time-off-in-lieu (TOIL) policy is in place.

SOS-UK has a mental health working group and designated mental health first aiders who act as the first point of contact for staff who need support with their mental health.

Should you have family/caring responsibilities, we have a whole package of family-friendly policies that provide for flexible working; additional paid maternity and paternity leave; childcare pay; and leave for family emergencies.

Commitment to sustainable practices

As an organisation devoted to furthering sustainable development, it's important we practice what we preach: 

  • To minimise our carbon emissions, our travel policy favours overland/water     travel, and we abstain from internal flights within Great Britain;
  • Our default option is for video-conferencing/calling when communicating within the team and externally;
  • We offer the Cycle to Work scheme for employees;
  • When organising internal and external meetings and events, we opt for     vegetarian or vegan catering from local suppliers; and
  • We're also conscious of whom we work with and for, reviewing individual clients, funders and partners' ethical practices and reputation, as per our partnerships policy.

Please find our Employee Privacy Notice here.

If you have questions about working at SOS-UK, drop us an email.