Argel Centre Manager

If part time and/or term time, the full time salary quoted (based on 37hrs) will be pro-rata'd accordingly

£18.96 - £21.43

22 hours

This post is currently 22 hours per week due to childcare operating during morning sessions. There may be a possibility of increased hours dependent on demand for the service in line with Welsh Governments expansion of funded childcare.

Flying Start is seeking to appoint a passionate and values-driven Centre Manager to lead one of our Childcare Settings. We are looking for an inspiring leader who is committed to inclusion and ensuring that every child and family feels valued, respected, and supported. The successful candidate will lead a dedicated team to deliver high-quality, play-based learning for children aged 2 to 3 years, creating a nurturing environment where every child can thrive, develop, and reach their full potential.

Level 3 - You will need a good level of conversational Welsh. Reasonable support can be provided on appointment to reach this level.

An Enhanced with Barred List Disclosure and Barring Service (DBS) check will be requested for this job. It is an offence to apply for the role if the applicant is barred from engaging in regulated activity relevant to children or adults at risk

11/10/2026, 23:55

• Automatic enrolment into the Local Government Pension Scheme
• Generous annual leave entitlement with the option of purchasing addition annual leave
• Access to staff health and wellbeing support
• Personal development and career progression
• Staff discount schemes and other benefits e.g., cycle-to-work scheme
• Flexible working and family friendly policies

We adopt an ‘anonymous recruitment’ approach to shortlisting. Recruiting managers will not have access to personal information, including your name and contact details, until a shortlisting decision has been made.

We are committed to recruiting, retaining, and developing a workforce that reflects the communities we serve. Sharing your equality monitoring data allows us to assess the impact our recruitment and employment policies and practices have and gives us the opportunity to improve them where possible. Equality monitoring information is not accessible by recruiting managers at any stage.

We are committed to safe and fair recruitment, safeguarding, and protecting those we care for and serve. We make sure all our staff are vetted, selected, trained, and supervised fairly and to a high standard so that they can provide safe, effective, and compassionate care.

Please note, we have a legal obligation to consider employees for suitable alternative employment if their posts are at risk; prior consideration will be given to existing employees who meet the essential criteria and are registered on our redeployment pool.

Every employer in the UK must carry out a Right to Work check before a new employee starts work. This is a legal requirement under the Immigration, Asylum and Nationality Act 2006 and applies to every worker, regardless of nationality.

All applicants will be asked about their nationality and whether they are legally allowed to work in the United Kingdom. This is to confirm whether you are eligible to apply for the vacancy and to work for the Council or its partner organisations.

Carmarthenshire County Council holds a valid sponsorship licence. However, applicants who require sponsorship under the Skilled Worker route must meet all eligibility criteria set out by the UK Government under the points-based immigration system. Before submitting an application, you should check whether the role meets the eligibility criteria in the UK Government guidance:
Skilled Worker visa:
Overview -  . If you do not meet the eligibility criteria, your application will not progress. If it becomes clear at a later stage that you are not eligible to apply, your application may be withdrawn, or any offer of employment may be retracted.

For an informal discussion please contact Lindy James, Lindy