Operations Manager - Neurodiversity
Permanent - Full Time £30,000 - £32,000 / yearJob Overview
We reserve the right to close this advertisement at any time if we receive suitable applications for the role.
The Neurodiversity Operations Manager will provide strategic leadership and operational oversight of specialist neurodiversity services, ensuring high‑quality, person‑centred support for neurodivergent individuals across employment, education, and community settings.
This role requires strong expertise in neurodiversity, including conditions such as autism, ADHD, dyslexia, dyspraxia, and learning differences, combined with proven commercial and sales acumen to design, promote, and lead successful commercial neurodiversity packages.
The Neurodiversity Operations Manager will provide strategic leadership and operational oversight of specialist neurodiversity services, ensuring high‑quality, person‑centred support for neurodivergent individuals across employment, education, and community settings.
This role requires strong expertise in neurodiversity, including conditions such as autism, ADHD, dyslexia, dyspraxia, and learning differences, combined with proven commercial and sales acumen to design, promote, and lead successful commercial neurodiversity packages.
The postholder will drive service excellence, develop new revenue-generating opportunities, build cross-sector partnerships, and deliver measurable impact that enables neurodivergent people to thrive in sustainable employment.
Key Responsibilities
Strategic Leadership & Service Management
- Provide strategic direction and operational oversight for all neurodiversity-related services and commercial programmes.
- Lead workforce planning, recruitment, professional development, and coaching of neurodiversity specialists.
- Manage service delivery models that reflect best practice in neuro inclusion, accessibility, and personalised employment support.
Commercial Growth & Sales Leadership
- Lead the development, promotion, and sales of commercial neurodiversity packages for employers, commissioners, and external partners.
- Identify new business opportunities and convert leads into sustainable commercial contracts.
- Develop proposals, business cases, pricing models, and tailored commercial offers.
- Build and maintain a commercial pipeline and achieve revenue growth targets
Partnership & Stakeholder Engagement
- Build high-impact partnerships with employers, commissioners, health services, education providers, and community organisations.
- Promote neuroinclusive practices and negotiate workplace adjustments, training packages, and consultancy services.
- Represent the service at regional and national forums, influencing neuro inclusion strategy and policy.
Quality, Compliance & Performance
- Oversee service-wide performance management, ensuring targets, KPIs, and quality standards are met.
- Drive continuous improvement, quality assurance, and audit readiness.
- Ensure compliance with safeguarding, data protection, accessibility standards, and equality legislation.
Client & Employer Support
- Champion neuroinclusive employment practices and ensure accessible service pathways.
- Support teams to provide personalised assessments including:
- Adjustment planning
- Workplace accessibility guidance
- Benefits advice and “better‑off” calculations
- Travel and independence support
- Promote neurodiversity awareness and improve employer confidence through training, consultancy, and coaching
Data, Reporting & Insight
- Ensure accurate reporting, data integrity, CRM compliance, and performance dashboards.
- Use insight to identify trends, inform strategy, and drive service improvement.
KPIs
Service Performance & Outcomes
Achievement of overall IPS contractual targets - All job starts, sustainment, and flow targets met or exceeded across the entire service
Performance of multiple IPS teams - All teams consistently performing at or above required levels; action plans in place for underperformance
Year‑on‑year service growth - Demonstrable improvement in outcomes, referrals, and partnership reach
Strategy, Planning & Leadership
Workforce planning & staffing stability - Recruitment completed within target timescales; staffing levels maintained; succession plans in place
Leadership effectiveness - Evidence of strong team culture, low turnover, and high engagement
Delivery of strategic initiatives - Completion of planned service improvements, innovations, or expansions
Quality, Compliance & Fidelity
IPS fidelity improvement - Service maintains readiness and shows upward movement in fidelity domains
Internal audit results - Meets or exceeds audit quality thresholds with minimal actions
Compliance & risk management - Safeguarding, data protection, and operational risks effectively monitored and controlled
Commissioner & Stakeholder Engagement
Commissioner relationship management - Positive feedback; timely reporting; no escalations or contract risks
Stakeholder participation - Regular attendance and contribution to system boards, integration meetings, and provider collaboratives
System partner engagement - High quality joint working with Primary Care, ICBs, DWP, community partners
Financial Management
Budget oversight - Service delivered within budget; cost controls and forecasts updated monthly
Resource allocation - Staffing, caseload flow, and outreach resources deployed effectively to maximise outcomes
Employer Engagement & External Partnerships
Strategic employer partnerships - Growth in quality employer relationships supporting recruitment pathways
Cross‑sector collaboration - Increased partnerships with health, community, voluntary and employer sectors
Data, Reporting & Insight
Performance reporting quality - Accurate, timely reports to senior leadership and commissioners
Data integrity - CRM and reporting data meets high quality thresholds; errors reduced or eliminated
Use of insights to drive improvement Evidence that data is used to inform strategy, performance actions, or service redesign
Service Performance & Outcomes
Achievement of overall IPS contractual targets - All job starts, sustainment, and flow targets met or exceeded across the entire service
Performance of multiple IPS teams - All teams consistently performing at or above required levels; action plans in place for underperformance
Year‑on‑year service growth - Demonstrable improvement in outcomes, referrals, and partnership reach
Strategy, Planning & Leadership
Workforce planning & staffing stability - Recruitment completed within target timescales; staffing levels maintained; succession plans in place
Leadership effectiveness - Evidence of strong team culture, low turnover, and high engagement
Delivery of strategic initiatives - Completion of planned service improvements, innovations, or expansions
Quality, Compliance & Fidelity
IPS fidelity improvement - Service maintains readiness and shows upward movement in fidelity domains
Internal audit results - Meets or exceeds audit quality thresholds with minimal actions
Compliance & risk management - Safeguarding, data protection, and operational risks effectively monitored and controlled
Commissioner & Stakeholder Engagement
Commissioner relationship management - Positive feedback; timely reporting; no escalations or contract risks
Stakeholder participation - Regular attendance and contribution to system boards, integration meetings, and provider collaboratives
System partner engagement - High quality joint working with Primary Care, ICBs, DWP, community partners
Financial Management
Budget oversight - Service delivered within budget; cost controls and forecasts updated monthly
Resource allocation - Staffing, caseload flow, and outreach resources deployed effectively to maximise outcomes
Employer Engagement & External Partnerships
Strategic employer partnerships - Growth in quality employer relationships supporting recruitment pathways
Cross‑sector collaboration - Increased partnerships with health, community, voluntary and employer sectors
Data, Reporting & Insight
Performance reporting quality - Accurate, timely reports to senior leadership and commissioners
Data integrity - CRM and reporting data meets high quality thresholds; errors reduced or eliminated
Use of insights to drive improvement Evidence that data is used to inform strategy, performance actions, or service redesign
Skills, Knowledge and Expertise
Qualifications and specific training
- GCSE (or equivalent) in English and Maths (essential)
- Level 3 qualification or above in a relevant field (Leadership, Health & Social Care, Psychology, Employability, Business, Neurodiversity) (essential)
- Strong IT literacy and CRM skills (essential)
- Full UK driving licence (essential)
- Level 5 Leadership & Management qualification (desirable)
- Specialist training in neurodiversity, autism, ADHD, or inclusive employment (desirable)
- Project or change management qualifications (desirable)
Experience
- Experience managing multi-disciplinary teams or services in neurodiversity, employability, health, or social care (essential)
- Proven commercial or sales experience, including developing and selling service offers (essential)
- Experience delivering performance targets and managing high-performing teams (essential)
- Experience building and maintaining relationships with employers and commissioners (essential)
- Experience with quality assurance, audit processes, and compliance frameworks (essential)
- Experience designing or delivering neurodiversity training or consultancy (desirable)
- Experience developing commercial products or social enterprise offers (desirable)
- Experience influencing system-level partnerships (ICBs, employers, DWP, education providers) (desirable)
Knowledge
- Strong understanding of neurodiversity, inclusive employment, and accessibility (essential)
- Knowledge of workplace adjustments and neuro-inclusive practices (essential)
- Understanding of safeguarding, data protection, and quality assurance frameworks (essential) (essential)
- Knowledge of Equality Act 2010, inclusive recruitment, and accessibility best practice (desirable)
- Knowledge of contract management and funding requirements (desirable)
Skills
- Strong leadership and strategic planning skills (essential)
- Excellent commercial and sales skills, including negotiation and proposal writing (essential)
- Ability to interpret data to inform business decisions (essential)
- Excellent communication and stakeholder management skills (essential)
- High-level organisational and planning capabilities (essential)
- Ability to manage budgets, resources, and workforce planning effectively (desirable)
- Strong problem‑solving skills with the ability to manage risk and support cultural change (desirable)
- Excellent written communication skills for reporting, business cases, and commissioner updates (desirable)