Assistant Team Manager - Ageing Well

Assistant Team Manager – Ageing Well

Salary: £26,206.50-£28,365.00 Actual Salary (Grade 8)

Contract Type: Part time, Permanent

Hours: 18.5 hours per week / Monday to Wednesday (Job share)

Location – Hybrid working and various locations in the city

The award-winning City of Wolverhampton Council is seeking an enthusiastic Assistant Team Manager to join our dynamic and hardworking Ageing Well Service. This part-time permanent position is an ideal opportunity for an individual who is looking to advance their career and join a thriving and supportive organisation. There's never been a better time to join award winning City of Wolverhampton Council when we are at an exciting stage of transformation for the organisation and the city. We offer a wide range of benefits including competitive salaries, generous annual leave entitlement, excellent pension scheme amongst many more.

You’ll be joining us at a pivotal moment in our journey. We’ve reshaped our services into three new areas: Early Support, Ageing Well and Safeguarding, and Disabilities and Mental Health, based on what matters most to the people we support and the professionals who work with them, making sure people receive the right support, at the right time, by the right person.

This transformation is about more than structure; it’s about creating a service that’s fit for the future, focused on outcomes, and built on trust, respect, and collaboration. Help shape the future of Adult Social Care in Wolverhampton.

We use the Three Conversations approach, which is a strengths-based, person-centred approach that helps us think about: “What does a good life look like to you?” From there, we work together to ensure the support we offer is tailored, empowering, and safe, promoting choice, dignity, wellbeing, and independence.

You’ll play a vital role in outcome-focused care, and integrated working across local partnerships and sectors.

The Ageing Well Service

We are looking for passionate professionals who want to support adults to live longer, healthier, and more fulfilling lives. The Ageing Well Service focuses on promoting independence, dignity, and wellbeing, shifting from crisis response to preventative person-centred support. Where longer term support is needed, we will work closely with people to maximise their wellbeing, choice and control over care and support.

We’re seeking an experienced and motivated Assistant Team Manager to join our Ageing Well service within Adult Social Care. This is a fantastic opportunity to provide leadership and operational management support to a dedicated team delivering high-quality, person-centred social work for adults and carers.

Key priorities include:

• Supporting people to stay active, connected, and safe at home.
• Reducing health inequalities and tackling loneliness.
• Working collaboratively with health, housing, and voluntary partners.
• Using technology and community assets to empower independence.
• Championing the voice of adults and carers.

The Successful Candidate will:

• Provide direct line management, supervision, and coaching to team members.
• Support the Team Manager in managing workflow, demand, and risk in line with the Care Act 2014 and wider legal frameworks and our internal Waiting Well Policy.
• Champion strengths-based, person-centred practice and ensure safeguarding interventions are timely and effective.
• Contribute to quality assurance, performance monitoring, and service development.
• Represent the service at meetings and deputise for the Team Manager when required.
• Work collaboratively with partners across health, housing, and voluntary sectors to achieve the best outcomes for adults and carers.

What We’re Looking For:

• A Social Work England registered Social Worker with significant post-qualification experience.
• Proven experience in complex social work with adults, families, and carers, including safeguarding adults and systemic interventions.
• Strong management and supervisory skills with the ability to motivate and develop staff.
• Extensive knowledge of relevant legislation including the Care Act 2014, Mental Capacity Act 2005 and the Human Rights Act 1998.
• Excellent analytical, problem-solving, and communication skills.

You will:

• Be dedicated to and passionate about working with adults with a range of needs and their carers / families
• Be passionate about strengths-based working
• Be able to demonstrate you can work with colleagues and alongside service providers, partners and commissioners
• Have strong interpersonal, communication and IT skills
• Be a Practice Educator, Best Interests Assessor or Approved Mental Health Professional.
• Have a vision for your own development

Ready to thrive? Here’s what you’ll enjoy:

• Fantastic learning opportunities, including access to Research in Practice for Adults (RiPfA)
• Opportunities for professional development and career progression.
• We’ll cover your Social Work England fees and reimburse your Blue Light card membership fees
• Be part of a workplace that celebrates and prioritises equality and diversity, with four vibrant employee networks and equality forums.
• A strong focus on wellbeing and work-life balance, with access to a robust Employee Assistance Programme and a wide range of wellbeing resources.
• Supportive working arrangements, which includes some home working.

This post is subject to a satisfactory Enhanced Disclosure and Barring Service (DBS) check.

Closing date is 6th of September 2026.

Interviews are scheduled to take place on the 17th of September 2026, and you will be required to present a presentation to the panel on the day. The details of this will be confirmed if you are shortlisted.

For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification

NJC Pay Award for 2026 / 2027:

The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026

Diversity

We arecommitted to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our workforce has a voice, employeesfeelempowered to speak up and where everyone is treated with respect - Learn more here

Recruitment of Ex-Offenders

We arecommittedto the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions oftrust. We do not discriminate unfairly against anyindividualon the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

Working for us

Workstyles

At the Council all job roles are allocated a workstyle. The Council have three categories of workstyles, which are:

Fixed - This is when employees work in a fixed location. This signifies the role to be permanently based from one fixed location (this could be an office or home if agreed under a flexible working request). There may be ad hoc exceptions such as attendance at a specific meeting or training is required at an alternative location. The postholder for this role is allocated a base location and is predominantly expected to work from here.

Field - This is when employees work in the field. This signifies the role to be predominately based out in the community and has a minimum requirement for ‘touch down’ space. Employees in this workstyle tend to travel to various locations for work, meetings, training etc where required.

Flexible - This workstyle denotes that the postholder’s base location is flexible, to meet the needs of the business. The postholder can work from a mixture of home or any Council office, partner/client, or external location, as required. This workstyle provides employees the option to work from home, however the work base location remains as stated in the contract of employment. Employees have flexibility to work from office space at any of the council buildings across the City of Wolverhampton or choose to work from home (UK based Address).

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