Senior Environmental Health Officer


Region: London
Country: United Kingdom


Working Arrangement: Remote


Salary: £25 - £35 per hour

Application Details:

Start Date: ASAP
Expiry Date: 24/07/2023
Job Reference: SEHOP_1688980783

Senior Environmental Health Officer

I am currently working a brand new remote role with a brilliant client of mine down in the South East. Please see more details below:

About the role:

  • 6 months long, with the chance of going perm at the end should both parties wish
  • Remote (1 day in office per month for team meetings plus any permitting inspections but these have been largely completed until 2024)
  • Start by the end of July
  • Open to part and full-time applicants

Job Description:

  • Lead officer for air quality service requests
  • Investigate noise complaints
  • Review planning applications
  • Undertake work relating to the Environmental Protection Act 1990

Person Specification:

  • Extensive knowledge covering planning applications, noise investigations and complaints, air quality reports etc.
  • In-depth knowledge of Environmental Protection Act 1990 and other associated legislation
  • You do not need to be a qualified EHO
  • Ideally, you will hold a qualification in Air Quality, Pollution Control and/or IOA Acoustics Diploma but this is not essential

Any questions, please do reach out on or you can call me on 0115 666 6399, asking for Olivia.

g2 Recruitment are committed to equality of opportunity for all applications from individuals are encouraged regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships or any other characteristic protected by law.

Apply Now

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L&D Team

We are very lucky that g2 recruitment see Learning and Development as a vital part of a consultants journey which is why we have 4 people in the team who you will work very closely with from day 1 in your career. The team are on hand to guide you through your career at all levels and provide extra support working closely with the management team to give all consultants the best chance of success.  

Our Three Pillars of Training

Week 1 is a series of remote sessions to learn all things systems, followed by a 1 week academy process which is a mixture of classroom and deskside this will be in one of our UK offices and usually consists of 3-8 other consultants all starting their journey together.

Experienced Modules:
These are a variety of sessions curated by us designed to support consultants as they are progressing through the career ladder, the aim is to ensure consultants at all levels have access to L&D.

Junior Management Programme:
Ran by our head of L&D this programme is designed to support junior managers as they start their management career. This involves things like personal branding, time management and ends in a business plan which is presented to members of the Exec board and senior management team.

Jaz D’Avola
Head of Learning & Development

Jaz joined g2 Recruitment in 2013.

She now leads our Learning and Development programme, transferring the knowledge and wisdom she learnt as a recruiter to the new generation of talent.

Imani WIlliams
Learning and Development Consultant

Imani joined g2 Recruitment in 2022.

His role involves developing individuals in all areas of the business, varying from inducting and onboarding consultants to working with them 1 to 1 to identify areas of development.  He aids with growth of L&D across the business, watching consultants experience and develop.

Meghan Mcloughlin
Learning and Development Consultant

Meghan joined g2 in 2023 as an L&D consultant, Working in recruitment for 6 years, her role is to  help consultants at all levels to upskill and focus on development points. This could be anything from sales calls or candidate calls to organisation improvements.

Kane Gray
Systems & Academy Trainer

Kane joined g2 in April 2023 as an Academy & Systems Trainer.

His role involves teaching the consultants that are new to the company the foundations of recruitment and our systems before then helping them to upskill in areas specific to each consultant. Working closely with different consultants and watching them implement the feedback, apply it, and then benefit off the back of it.


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