Revenue Director

Windermere School has taken the positive steps to build a future, in a changing and challenging environment for independent schools. By putting business management into the everyday, Windermere Education Trust Ltd has a plan to strengthen the educational experience, with dynamic, future ready and visionary leadership. The post of Revenue Director will be pivotal in building additional opportunities for the students, community and wider stakeholders of Windermere Educational Trust Ltd by thinking outside the box to test ground-breaking approaches to the business of independent education.

As the Revenue Director, you will be required to scope, cost, present and embed revenue generating opportunities, using our UNESCO world heritage site location and facilities in performing arts, sport, adventure and education. You will be able to consider term-time and holiday clubs, conferences, events, professional development, and business partnerships, enhancing what makes Windermere School a wonderful place to learn, develop and thrive.

Windermere Educational Trust Ltd is proud to be a Sunday Times Parent Power 2026 Top 10 school in the North West of England. The right applicant will retain this ethos and will also need to be sensitive to the needs of our key stakeholders, the pupils, parents and staff and work collaboratively with academic and operational staff.

Revenue Director

The role pays £50-60k (dependent on experience and strength of plans at interview), with a performance related bonus to be discussed with the school at onboarding.

There will be 33 days paid holiday, including 8 bank holidays per annum.

• An application form, self-disclosure form and explanatory notes about completing the forms and the recruitment process;
• The School’s Policy Statements on Child Protection and on the Recruitment of Ex-offenders.

Applications will only be considered when submitted on a fully completed school application form.

Windermere School is committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service. We obtain at least 2 references for all staff including those teaching in the Early Years Foundation Stage and enhanced criminal record checks through the Disclosure and Barring Services (DBS) for staff and volunteers who will have unsupervised access to children.

This is in accordance with requirements under the Safeguarding Vulnerable Groups Act 2006.

Applicants for posts may be invited for interview where we follow the NSPCC’s Safer Recruitment Guidance Procedures. As part of the shortlisting process, the School may consider carrying out an online search of the candidate as part of their due diligence process, in order to identify incidences or issues that are available publicly on-line, that may require exploration with that candidate.

The School should inform the shortlisted candidate that on-line searches may be carried out.