North Central London REACT Programme Lead
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Occupation Type
Programmers and software development professionals
Occupation Code Skill LevelHigher Skilled
Sponsorship Salary Threshold
£54,700
(£28.05 per hour)
Occupation rate applies
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Description
About The Role
We are looking for an experienced, dynamic Programme Lead to oversee the roll‑out of an innovative three‑year physical activity programme for older adults across North Central London. Based on the nationally recognised REACT trial, this role will drive real-world implementation across five boroughs, working with NHS, local authority and community partners to improve mobility, independence and reduce health inequalities. You’ll lead delivery, manage a local budget, coordinate specialist instructors, solve complex operational challenges, and build strong partnerships to embed prevention-focused approaches across the system. If you’re passionate about improving health outcomes, confident leading cross-sector programmes, and motivated by making a tangible difference in communities, we’d love to hear from you.
The REACT study was a large randomised controlled trial reported in the Lancet Public Health in 2022.The study delivered a 12-month community based tailored group exercise and behaviour change intervention for older adults at increased risk of mobility limitation. The intervention consists of twice weekly evidence-based exercise for 12 weeks, followed by once weekly sessions for the rest of the year, with a social component at the end of every session.Behaviourally informed monthly maintenance sessions also support participation. Participants in the original REACT were found to have significantly increased & sustained mobilit
We are looking for an experienced, dynamic Programme Lead to oversee the roll‑out of an innovative three‑year physical activity programme for older adults across North Central London. Based on the nationally recognised REACT trial, this role will drive real-world implementation across five boroughs, working with NHS, local authority and community partners to improve mobility, independence and reduce health inequalities. You’ll lead delivery, manage a local budget, coordinate specialist instructors, solve complex operational challenges, and build strong partnerships to embed prevention-focused approaches across the system. If you’re passionate about improving health outcomes, confident leading cross-sector programmes, and motivated by making a tangible difference in communities, we’d love to hear from you.
The REACT study was a large randomised controlled trial reported in the Lancet Public Health in 2022.The study delivered a 12-month community based tailored group exercise and behaviour change intervention for older adults at increased risk of mobility limitation. The intervention consists of twice weekly evidence-based exercise for 12 weeks, followed by once weekly sessions for the rest of the year, with a social component at the end of every session.Behaviourally informed monthly maintenance sessions also support participation. Participants in the original REACT were found to have significantly increased & sustained mobilit
y following the intervention. As a result, funding has been allocated to implement a 3-year programme of work to deliver REACT at scale in two separate Integrated Care Systems (ICSs) in Bristol, North Somerset, South Gloucester [BNSSCG] and in North Central London [NCL]. This will confirm real world effectiveness of REACT and provide a blueprint for future community implementation of REACT across the UK.
Key responsibilities
Key responsibilities
- To take lead responsibility for delivery of the new REACT programme for the five boroughs in North Central London.The NHS and social care is looking to this programme to inform future development of care pathways and commissioning decisions that improve care for frailer older adults within reasonable costs.
- To work with leisure providers, voluntary and community sector organisations, social care, public health, clinicians and other partners, to advocate and introduce REACT into each Local Authority area.
- To build up the evidence base for physical activity for frailer populations to inform future strategic commissioning decisions. This includes overseeing other physical activity programmes, mapping services, developing referral pathways and signposting opportunities to embed physical activity throughout NCL.
For further information or for an informal conversation about the post, please contact: Hannah Logan, Public Health Consultant, North Central London Integrated Care Board
Email: [email protected]
Note to Recruitment Agencies:
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.
About You
Working for the team, service and our organisation
Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.
We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.
To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.
Our offer to you
Email: [email protected]
Note to Recruitment Agencies:
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.
About You
Working for the team, service and our organisation
Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.
We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.
To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.
Our offer to you
We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:
Workforce Equality, Equity, Diversity and Inclusion Statement
We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environmen
- Up to 31 days leave per year, increasing to 36 days after five years of local government service
- A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
- Learning and development opportunities to maximise your potential
- Competitive pay and a commitment to paying all staff the London Living Wage at minimum
- Excellent local government pension scheme
- Cycle to Work scheme and discounted gym memberships
- Local discounts from restaurants, shops, health and beauty therapists, and more!
Workforce Equality, Equity, Diversity and Inclusion Statement
We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environmen
t where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
Pre‑Employment Checks
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
Pre‑Employment Checks
Any offer of employment will be subject to the successful completion of required pre‑employment checks. These may include:
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.
Disability Confident Scheme
Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.
- Proof of address
- Evidence of any name changes (if applicable)
- Right to work in the UK
- Overseas criminal record check (if applicable)
- Satisfactory references
- Occupational Health clearance
- Evidence of professional qualifications or registrations
- DBS check at the appropriate level (if applicable)
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.
Disability Confident Scheme
Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.