Psychotherapist/Counsellor

Job Description

The Employee Resilience Company Ltd

West Midlands Area

£24,500 a year – Full-time, Contract ( 5 year incremental scale)

A great opportunity has arisen within The Employee Resilience Company Ltd for an enthusiastic and experienced psychotherapist/counsellor to become part of the team in delivering on and off site clinical therapies to a blue light public sector organisation.

In order to deliver a first-class clinical service, The Employee Resilience Company Ltd are looking for a counsellor to deliver enhanced clinical support for a diverse range of issues including trauma, bereavement and relationship counselling.

The successful candidate will also support and deliver wellbeing training programmes to support the psychological wellbeing of Blue Light employees. The Psychotherapist/Counsellor will also provide support to staff who have experienced difficult and sometimes traumatic workplace incidents.

The post holder will have experience working with a wide variety of adult client presentation. You will provide a timely adult mental health assessment and offer effective signposting as required whilst delivering psychological therapies to those identified as experiencing common mental health problems. In house supervision and CPD is provided. Ideally, we are looking for the successful

Successful candidates will hold:

  • Minimum requirement of Diploma Level Counselling qualification
  • Registered member of BACP (or equivalent)
  • Experience of working with a variety of client presentation and a minimum of 2 years post qualification experience.

If you think you have the skills and passion for improving the lives of Blue Light employees, together with the drive to influence and develop wellbeing support, we will welcome your application

Please submit your CV and a covering letter outlining your qualifications, experience, and reasons for your interest in this role.

Please note due to the volume of applications we receive; we reserve the right to close the vacancy prior to the published closing date.

We strongly suggest that you apply at an early stage. If we have not contacted you within one week of the closing date of this post, please presume that you have not been selected. Candidates selected for an interview will be contacted within 1 week; therefore, you should check your emails regularly including junk mail folders.

Equality Act 2010

Any candidate who has a disability as defined by the Equality Act 2010, is required to inform us, in order to ensure that ‘reasonable adjustments’ can be made. Our policy, at the stage of interview, is that we will ask all candidates whether we need to make any ‘reasonable adjustments’ in accordance with the Equality Act 2010. Under the Equality Act, a disabled person is someone with a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to carry out day-to-day activities.

Positive Action

The Employee Resilience Company Ltd are proud to use Positive Action. To redress the balance of under representation our team will offer advice, guidance and support throughout the recruitment process to candidates from under-represented groups.

Our ambition is to be the most attractive force in the country for a career in employee support.

Not only do we aim to attract and keep people with the best skills and highest potential, but we also want to attract people into our service who may not have considered a career with us before. We want our staff to be representative of all our different communities across the UK.

To help us achieve this we have a dedicated Diversity, Equality and Inclusion staff who provide support and guidance throughout the job application process to candidates from underrepresented groups. This ensures there’s fairness across the board so that opportunities are available to all.

We listen to our staff and respect them as individuals each with their own voice, experiences, skills, and ideas. We embrace these as we know that teams with a range of perspectives solve problems better and we want our colleagues to feel included, because everyone needs to be their true self at work, and we need that authenticity so you can harness your unique talent.

Jobs in employee support are like no other – they are founded in the trust we place in each other and the pride we take in supporting employee wellbeing. Our Staff Charter and how it is implemented really works and makes us a better, more effective organisation. It’s built on us all working together, and it goes without saying that we can achieve more if we work together in a culture of inclusivity and respect.

What is Positive Action?
Positive action simply means steps an employer can take which seeks to level the playing field for under-represented groups by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion and stipulating that selection is based purely on the required skills and abilities of the candidate for the role.

The Equality Act 2010 protects people from being treated less favourably because they have a protected characteristic. Government guidance on the Act can be found here.

Why do we need it?
Achieving a representative service is vital for reasons of legitimacy and public confidence. Positive action seeks to achieve this aim by redressing the balance of disadvantage of underrepresented groups. The Employee Resilience Company Ltd recognises that a diverse workforce brings with it many advantages such as:

  • Putting our clients first – a diverse workforce will help us to understand the diverse needs of our clients and be able to adapt accordingly.
  • Multi-cultural organisations are better positioned to serve multi-cultural communities, by overcoming language and cultural barriers.
  • Increased Productivity – Staff perform better in an organisation that is truly reflective and values diversity and well-being.
  • Diversity of staff enables diversity of thought thereby providing more adaptability in terms of problem solving by offering a wider array of possible solutions.

Positive Action Myths

There are often many misconceptions around Positive Action and it can sometimes be viewed negatively by those who do not fully understand its purpose. It is essential to understand that every candidate who is successful during a recruitment process has always achieved this on their own merit and not by receiving positive action support.

For clarity purposes Positive Action does not

  • Provide unfair advantage to any groups
  • Remove competition for jobs
  • Give anybody specific answers

Contract length: 60 months

Job Types: Full-time, Contract

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