• Are you passionate about improving outcomes for children and young people?
• Are you ambitious, hardworking and relationship focused?

Look no further! We have a fantastic opportunity for two Senior Practitioners - Children's Strategy and Commissioning to join our team here at Stockton-on-Tees Borough Council.

Things are happening and changing at pace here in Children's Services in Stockton-on-Tees. This is an exciting time to join us to be part of our journey to improve outcomes for children and young people.

The Senior Practitioner posts are crucial to our journey. You will be part of the established Childrens Strategy and Commissioning Team and will work collaboratively across the Children's Services Directorate, with a range of system partners and families to shape, develop and deliver a wide range of projects and services that meets the needs of children and young people.

We recognise that we promote the best outcomes for children and young people by focusing on relationships with and within families, and also with each other as a staff team and with our multiagency partners. Our workforce strategy has been reshaped to support this with an emphasis on working together in a supportive environment.

We will support you to flourish and be the best you can be. In addition to excellent career progression opportunities, with a clear and supported development path we also offer agile working, with flexible and family friendly policies and much more...as you can see below

For more detailed information about the role, please refer to the Job Description and Person Specification included in the Supporting Documents section.

Stockton-on-Tees Borough Council prides itself on being a great place to work where staff are trusted, valued and supported to make a positive contribution at work.

We offer an excellent total reward package, including:

• A competitive salary of up to £47,181
• 27 days annual leave per year rising to 32 with 5 years service (plus bank holidays). Ability to purchase additional leave is also available.
• Generous Pension Scheme through the LGPS with ability to pay extra and plan for retirement.
• Access to a number of other employee benefits including learning & development opportunities, a car lease scheme, discounts at high street and online retailers, an employee assistance programme and physiotherapy services.

And that's not all - you can also work flexibly where you can work part of your week at home.

If you would like an informal discussion about the post, please contact Jane Smith, Head of Children's Strategy and Commissioning on jane.smith@stockton.gov.uk or Gemma Mann, Team Manager - Children's Strategy and Commissioning on gemma.mann@stockton.gov.uk

We are intending to interview on 31 March 2026 and you will receive notification through North East Jobs if you have been shortlisted.

Guidance for applicants

You must ensure that anything submitted in your application is factually accurate. Plagiarism can include presenting the ideas and experience of others, or generated by artificial intelligence, as your own. Whilst we accept candidates may use AI tools within job applications; submissions must be truthful and relevant to your own experience.

All updates, including interview invitations, will be sent from 'DONOTREPLY@NORTHEASTJOBS.ORG.UK' to the email linked to your North East Jobs account, and will also appear in your 'My Messages' section.

Right to Work: All applicants must provide valid proof of their right to work in the UK in accordance with Stockton-on-Tees Borough Council's statutory employment checks. Employment cannot commence or continue unless this has been verified.

Visa Sponsorship: The Council offers visa sponsorship only for a small number of specific roles where it is considered appropriate and necessary to meet service needs. Sponsorship is not guaranteed and is not relevant or applicable to most roles.

Council Principles: The Council's recruitment principles require fairness, transparency, and a commitment to attracting and developing local talent. Sponsorship will only be offered where there is clear, evidenced justification, such as significant recruitment difficulty or the need for specialist skills that cannot be met from the local labour market.

Limitations: Where an individual (prospective or existing employee) cannot demonstrate a valid right to work in the UK, and where visa sponsorship is not appropriate, justified or approved, the Council will be unable to progress or continue the appointment. This includes cases where an existing employee's visa is due to expire and sponsorship is not granted.