Breakfast/Kitchen Assistant Role – Wynfrid House

A Breakfast/Kitchen Assistant is required at Wynfrid House to provide assistance with several responsibilities.

A guest service oriented person primarily responsible for setting up, maintaining and clearing the breakfast buffet and other occasional meals served to our guests and parishioners. She/he will be also responsible for keeping specially the kitchen and dining areas and other access areas clean and tidy at all times.

The successful applicant will ideally have experience in a restaurant or hotel setting. Additionally, previous Food Hygiene training would be an added qualification. S/he must be a good team player with excellent communication skills.

It is important that all applicants are self-motivated, organised, can multi task and work to deadlines.  S/he must be able to work to their own initiative within this role. She/he must be friendly, professional, service minded, multi-tasking and a team worker. Candidate ought to have knowledge and awareness of all health and safety aspects and food hygiene procedures

This post is subject to an enhanced Disclosure and Barring Service check (DBS)


Hours of work:          30 hours per week (6:00am to 11:00am during high season and from 7:00am to 11:00am during low season)

Salary:                        £12.00 per hour

Closing date:             13 June 2022 at noon

Interview date:          TBC

Job reference No:      343-WYNF


To view the job description, please click below

Breakfast Kitchen Assistant Job Description

 To be considered for the role, please complete an online application. CVs will NOT be considered, therefore, please do not send them. Only shortlisted applicants will be contacted. Please note that you will need to be eligible to work in the UK to apply for this position. You must provide proof of Right to Work in the UK.  We reserve the right to remove the vacancy before closing date.


Equal Opportunities & Living Wage Statement:

The Diocese of Westminster is an Equal Opportunities and accredited Living Wage employer. To be successful, we aspire to be person centred at all times and place human dignity at our centre. We aim at all times to recruit the person who is best suited to the job, and we welcome applications from all communities and underrepresented groups, regardless of race, sexual orientation, disability, faith, age and gender. We guarantee an interview to disabled candidates who meet the minimum criteria. We strive to take a holistic approach to the development of our people so that we may better serve and empower the mission of our Church as ministered by the parishes, deaneries, schools and communities that we support. Our ambition is to work together to promote a more inclusive environment, which attracts all candidates and signals our commitment to celebrating and promoting diversity.

We want people from all walks of life to feel valued for their individuality, thrive in our organisation, share a sense of belonging and demonstrate our values. With this in mind, we positively celebrate Diversity & Inclusion at the Diocese of Westminster and place it at the heart of our aim which is to reflect and connect with the diverse communities that we serve.

Actions we take to provide equality of opportunity for all candidates include:

·        We anonymise application forms during our shortlisting process to ensure that candidates are assessed without any consideration of their name, gender or background.

·        As part of this anonymisation, we don’t take into consideration where candidates studied, or the method of that study e.g. full-time, part-time or distance learning.

·        We apply a consistent approach to our question setting across our applications and interviews to ensure that everyone is assessed against the identified values, competencies and job requirements. Our values are important to us and as such we use a scoring framework that marks candidates based on values, behaviours and competencies.

·        We provide guidance and brief all our interviewers throughout the selection processes in recruitment best-practice to mitigate against any potential for conscious or unconscious bias or discrimination. Whenever possible we will have multiple interviewers when assessing each candidate to ensure marking is accurate and fair.

·        We ensure all our assessment venues are accessible. We offer alternative formats of our application forms to encourage applicants with disabilities or who require reasonable adjustments to perform at their best.

·        We will work together with candidates with a disability or health condition to implement reasonable adjustments to enable them to feel comfortable and strive during the assessment process.