Salary: The salary is expected to be in the range of £29 – £31k based on term time only working plus Inset/training days (£39.6 - £42.3k FTE). The final salary agreed will be dependent on the skills and experience of the successful candidate and the exact hours of work agreed.
Hours: This is a term time only full time position (37.5 hours per week). The nursing team rotate to cover sports matches on 1 in 3 half day Saturdays. There is the potential for alternative working options to be considered.
Pension & School Benefits: In addition to a competitive salary, the successful candidate will be offered a range of benefits including an employer contributory pension, free parking, term time only working and free lunch/refreshments.
Closing date: Monday 23rd May at 9am although the school reserves the right to interview and offer prior to the closing date.
Holmewood House is a prestigious independent Prep School of 440+ pupils aged 3-13 years. The school is a happy and supportive working environment, where we pride ourselves on the exceptional provision for our pupils and staff in all areas. We are seeking a Head of Medical to lead the medical provision for the School including the delivery of the School’s health and wellbeing strategy.
The successful candidate will be of qualified nurse status i.e. a minimum of the R.G.N (or equivalent) qualification level with experience of one or more of paediatrics, A&E and practice nursing. We are seeking an excellent communicator and a candidate who is approachable and empathic. Preferably the candidate will have senior nursing experience which includes leading nursing teams and experience of working with children in an education setting is desirable but not essential.
We are looking for the successful candidate to start in September but we would be able to accommodate an earlier start date if required.
Holmewood House is committed to promoting and safeguarding the welfare of children. All staff are required to adhere to and ensure compliance with the School’s Safeguarding policies at all times.
The school adopts a rigorous safer recruitment process which is adhered to in the appointment of all new members of staff. As part of the safer recruitment process, all applicants must be willing to undergo child protection screening appropriate to the post including, but not limited to, checks with past employers and an enhanced Disclosure and Barring Service (DBS) check