Assistant Business Manager (Seaford Primary School)

• Working pattern: Part-time, Term-time only (working for 39 weeks per year plus 6.05 weeks annual leave, which will increase after 5 years' continuous service)
• (As the position is part-time/term-time only, the above salary will be pro rata)
• Fixed term: Until 22 July 2027
• Closing date: 13th October 2026 9am

For more information and to apply for the above post, please contact

Seaford Primary School (Wilkinson Way, Seaford BN25 2JF)

Phone: 01323893450

Email: [email hidden]

Website: https://seafordprimary.e-sussex.sch.uk/

Please note, we do not accept CVs.

The Post is for 11 to 16.5 hours a week (subject to negotiation) on a Term Time Only, fixed Term Contract until 22-07-27. The position will be paid on Single Status grade 7 point 18 or 19 (Full time equivalent to £28,720-£29,398 +3% pay rise)

The successful candidate will be employed for between 11 and 16.5 hours per week over 2 to 5 days (to be negotiated) starting as soon as possible.

We wish to appoint someone who

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Is able to develop and maintain efficient administrative systems – particularly for HR

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Has the ability to communicate effectively with a range of people

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Is able to work with and manage a team effectively

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Is highly organised, efficient and able to prioritise

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Has knowledge of HR legislation

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Is quick to learn and implement new systems

Seaford Primary School is a great place to work with well-behaved children who are eager to learn. We are a friendly and supportive staff team and can offer a strong programme of professional development.

This role is primarily to provide long term absence cover alongside senior leaders and the office team. We are also in the process of introducing a new HR system (Oracle) for which training would be provided. You are encouraged to email the Headteacher for more information: [email hidden].

Information and application forms are available from our school website.

Shortlisting: Tuesday 13th October

Interviews: Thursday 15th October

This post is covered by the Childcare Disqualification Regulations 2018.

The school will need to ensure that they are not knowingly employing a person who is disqualified under the 2018 Regulations in connection with relevant childcare provision. Accordingly, the successful candidate will be required to demonstrate to the school, by completing a self-declaration form as part of the pre-employment checks process, that they have not been disqualified under the 2018 Regulations.

If the preferred candidate is found to be disqualified under the 2018 Regulations, the offer of employment will be subject to the application by the preferred candidate to Ofsted for a waiver and the receipt of a waiver from Ofsted.