Tenancy Management Officer

Location:

Region: London
Country: United Kingdom

Role:

Salary: £20 - £25 per hour + +45p per mile around site
Benefits: +45p per mile around site

Application Details:

Start Date: ASAP
Expiry Date: 18/10/2024
Job Reference: 200924DC_1726834635

Tenancy Management Officer

Key Responsibilities:

  1. Tenancy Management:

    • Managing a portfolio of properties, ensuring that tenants are adhering to the terms of their tenancy agreements.
    • Conducting regular inspections of properties and estates to identify issues such as anti-social behaviour, maintenance needs, or tenancy breaches.
  2. Rent Collection and Arrears Management:

    • Monitoring rent accounts, ensuring timely collection of rent, and addressing arrears.
    • Liaising with tenants to resolve rent-related issues, and signposting them to financial support or debt advice services if necessary.
  3. Supporting Tenants:

    • Acting as the first point of contact for tenants, dealing with enquiries, complaints, and issues around repairs, maintenance, and neighbour disputes.
    • Assisting tenants in sustaining their tenancies, which may include referrals to support services such as welfare benefits advice, health services, or employment and training opportunities.
  4. Neighbourhood Management:

    • Working in partnership with other departments (e.g., maintenance, housing allocations, legal) to maintain and improve neighbourhoods.
    • Identifying issues within estates that may require improvement, from communal repairs to safety and security concerns.
  5. Legal Actions and Enforcement:

    • Taking appropriate action when tenancy breaches occur, which could include serving notices, applying for injunctions, or pursuing evictions, where necessary.
    • Preparing reports and evidence for court hearings and attending as required.
  6. Health and Safety:

    • Ensuring properties and communal areas comply with health and safety standards.
    • Carrying out risk assessments, particularly concerning fire safety, and ensuring all actions are followed up.

Skills & Qualifications:

  1. Communication Skills: Ability to communicate effectively with a diverse range of tenants, staff, and external partners.

  2. Problem-Solving Abilities: Strong analytical skills to assess issues and determine appropriate solutions, including managing sensitive situations like anti-social behaviour or rent arrears.

  3. Knowledge of Housing Legislation: Familiarity with relevant housing laws, policies, and procedures, particularly related to tenancy agreements, rent arrears management, and anti-social behaviour.

  4. IT and Record-Keeping Skills: Proficiency in using housing management systems to maintain accurate records of tenancies, rent arrears, complaints, and actions taken.

  5. Organisational Skills: The ability to manage multiple caseloads and meet deadlines, particularly on a temporary basis where the workload might be more demanding.

  6. Experience: Previous experience in housing management, ideally within a local authority or similar public sector organisation.

Temporary Nature of the Role:

  • Adaptability: Since this is a short-term role, candidates must be able to hit the ground running, quickly familiarise themselves with local authority policies, and adapt to the team's working style.
  • Project-based Work: The temporary officer may be brought in to deal with a specific issue (e.g., backlog of arrears cases or a major neighbourhood regeneration project) and must be focused on achieving measurable outcomes within the timeframe.
  • Flexibility: Being available to take on varied responsibilities as needed over the 3-6 month period, including potentially extending the role if required.

Expectations:

  • Independence: The ability to manage a caseload with minimal supervision, but also work effectively within a team.
  • Public Service Approach: Commitment to delivering a high standard of service to tenants and maintaining the reputation of the local authority.
  • Clear Reporting: Regular reporting on key performance indicators, including rent collection, resolution of tenancy issues, and enforcement actions.

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.

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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

Academy:
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.

Jaz123
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
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.

Meghan1
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.

Candidates

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Clients

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