Housing Options Officer

Location:

Region: Nottingham
Country: United Kingdom

Role:

  • Industry: Public Sector and Government
  • Job Type: Contract / Freelance
Working Arrangement: Hybrid
Rate: Negotiable

Application Details:

Expiry Date: 28/03/2025
Job Reference: 64783920_1742575560

Housing Options Officer

A client I'm working with based in the East Midlands is recruiting for a Housing Options Officer on an interim bass for the initial course of 6 months.

Location: Nottinghamshire

Working pattern: Hybrid (2 days in office)

Rate: £23-29p/h

Key responsibilities:

  • Issue relevant statutory decisions and ensure that any statutory notices required under relevant legislation are served in accordance with the law.
  • Manage all cases effectively, including providing advice on, and investigating all homelessness applications fully, to ensure relevant enquiries are completed.
  • Work collaboratively with internal departments and external partners to offer comprehensive support and solutions.

Required experience:

  • Previous experience as a Housing Options Officer
  • Conducting Section 184s in line with relevant housing legislation.
  • Implementing Part 6 and Part 7 of the Housing Act 1996 when reviewing homeless cases.

If this role sounds of interest to you or someone you know, please reach out to me with an updated version of your CV.

Phone: 0121 726 2680

Email:

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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