Community Centre Assistant at Oxted School

13 Days Remaining

Job Reference #

EDV/2026/OS/09438

Location

Bluehouse Lane, Oxted, Surrey, RH8 0AB

Contract Type

Casual Contract

Contract Term

Not Applicable

Salary

£14.80 Hourly
Partnership Grade 1/2 (inclusive of holiday pay)

Closing Date

Midday, Mon 25th May, 2026

Start Date

As soon as possible

Positions Available

Positions Available 10

About this Role

We are seeking Community Centre Assistants to join our dedicated team, providing an efficient and effective reception and customer service to facility users in accordance with THPT policies. This role operates on a casual contract basis, offering hourly pay for the hours worked, you will be required to work evening shifts (between 5pm and 10pm) as well as weekends, when required.

Key Responsibilities:

To provide a front-of-house reception service for customers and to deal with general queries by phone or in person
To maintain the tidiness and cleanliness of the facilities at all times including external courts/pitches, halls, classrooms, meeting rooms and changing rooms
Ensure that facilities are open and user equipment is made ready for use and returned to storage at the end of the booking
Check premises regularly, securing all buildings/set alarms when not in use

The ideal candidate will have strong communication skills, a proactive and organised approach, and the ability to work both independently and as part of a team.

Support staff at THPT are highly valued, highly professional, and always have young people’s best interests at heart. Central to our ethos are the positive relationships and personalised approach which we take with all our students. As a member of our support staff team, you will be encouraged to be pro-active, take the initiative, and look for ways in which you can better serve students through your role.

THPT is also able to offer:

An opportunity to be part of a dynamic and developing organisation
A fantastic Local Government Pension Scheme, including generous employer contributions
Full access to the Employee Assistance Programme

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust welcomes applications from all, irrespective of gender, marital status, disability, race, age or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

Early applications are encouraged. We reserve the right to interview and appoint prior to the closing date of this advertisement.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

Safeguarding and Further Information

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.