Neurodiversity Operations Manager

Key Responsibilities

• 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.

• 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

• 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.

• 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.

• Champion neuro-inclusive 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

• Ensure accurate reporting, data integrity, CRM compliance, and performance dashboards.
• Use insight to identify trends, inform strategy, and drive service improvement.

• 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

• 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 

• 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 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 

• 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 

• Strategic employer partnerships - Growth in quality employer relationships supporting recruitment pathways
•  Cross‑sector collaboration - Increased partnerships with health, community, voluntary and employer sectors 

• 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 & Expertise

• 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 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)

• 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)

Benefits of working with Acorn Training

• Flexible working including home-based, centre-based, or hybrid job role dependant 
• Up to 26 days annual leave, with the option to purchase up to 10 additional days
• Pension scheme to support your long-term financial wellbeing
• Training and professional development, including CPD workshops and professional qualifications 
• Westfield Health Scheme with benefits including 13 healthcare services, cashback towards essential health bills, counselling and therapy treatments, fast access to MRI, CT, and PET scans, and discounted shopping vouchers
• Wellbeing initiatives including Wellbeing Wednesdays and the Mental Health at Work Pledge
• Disability Confident Leader, Menopause Workplace Pledge, Armed Forces Covenant, Ban the Box Employer, and secure prayer spaces
• Annual paid volunteering day and charity initiatives
• Cash incentives for Employee of the Month and Employee of the Year awards
• £500 Recommend a friend scheme