Manchester City are one of the pre-eminent teams in the English Premier League (EPL), enjoying a number of recent successes including Premier League Champions in 2014 and 2012, runners-up in 2013 and winning the FA Cup in 2011.
Hays is proud to be the Official Recruitment Partner of Manchester City. The partnership is based on a mutual ambition to attract skilled, expert professionals to build high performance teams, whether it is on the football pitch or in the world of work.
This site features the latest professional job opportunities with Manchester City.
Please click on the latest jobs below for more information,
to apply online, and become part of this winning team.
About Manchester City
In 1880, the Connell family brought together their local community by creating St Mark’s Cricket Club, later a Football Club, from which Manchester City subsequently evolved.
133 years later and Manchester City is the heart of the city. Throughout its proud history, our football club has built a deep, lasting kinship with communities in Manchester and in cities further afield.
In 2008, the Abu Dhabi United Group became the new owners of Manchester City. As one of the most ambitious and high-profile clubs in the EPL, Manchester City take pride in continually developing the very best team across the organisation. As well as investing in a winning team on the pitch, Manchester City have created one off of it, forming partnerships with companies across the globe, from brands such as Nike to a partnership with the New York Yankees to form a new Major League Soccer franchise.
Opened in 2002 the Etihad Stadium has a match day capacity of 55,000 including 3,900 hospitality seats with a variety of different offerings. Located directly out the Stadium within the Etihad Campus is the unique fan zone City Square, fans can enjoy a wide range of music from a host of different artists as well and question & answers session with MCW, EDS and former players along with the chance to win fantastic prizes.
2 Triton Square Mall
In the battle for trophies, and on every inch of the pitch, football is a fiercely competitive business, and at a global Club such as Manchester City, hundreds of employees behind the scenes have a part to play in every victory. Meet some of those hidden heroes and learn how they contribute to the overall success of the club.
PA to Director of Sales
John Shelmerdine – Finance Manager, Operations
John started working at the Club in 2010 as a finance assistant overseeing the Club’s purchase ledger. Three years and two different roles later, he was promoted to Finance Manager – Operations, with the added responsibilities for expenses and sales.
What career path can lead someone to the finance of football?
You don't need to follow a specific career path, other than accounting, if you want to work in the finance department of a football club. Every member of our team has got here via different routes, and everyone comes from different backgrounds.
What kind of roles make up the finance team that supports the Club?
There is a finance director, financial controllers, financial executives, finance managers (including myself), management accountants, and finance assistants.
How important is financial clout in modern football?
It has a great importance – without top-quality financial controls, the Club would almost grind to a halt. When most people think of finance in football, their first thought is how much each club has spent in the transfer window, how much a player cost or how much the players earn. What they don't see is that there's much more that the finance department do than just processing payments for transfers and player wages. We support every department, from scouting to performance analysis, partnerships, media, facilities, operations, sales and service. Every member of the finance team, from the assistants to the director, has their own responsibilities. It’s important work, and we have supported the business in making decisions. Being able to do that is crucial to increase revenues, promote the City brand and attract the best footballers in the world.
Suzanne Heed – PA to Director of Sales, Service & Operations
Suzanne joined the Club straight after leaving school and has worked within various departments since, including as a receptionist, hospitality coordinator, and sponsorship administrator. She has been a PA for the last 10 years for several executives and directors, and currently provides PA support to the director of sales, service & operations.
How busy can it get being a PA?
Very, and the role can be extremely challenging at times. You need to be able to pre-empt your directors’ needs and always try to be one step ahead! How do you coordinate so many commitments for the Club’s executives? Being super-organised is very important. Before I leave the office each day, I prepare a to-do list for myself of any outstanding items that I will need to cover the next day (remembering to leave space for the inevitable unexpected extra tasks that come my way). I keep an ear to the ground and listen to what is happening around me to ensure that I can pick up on what my director will need and what he wants doing.
How much responsibility do you have as a PA?
It is my responsibility to guarantee that my director can confidently rely on me to keep things running professionally, efficiently and smoothly in the background. My job is to make sure that he can focus on the bigger issues that his role demands.
Ellie Warne – HR Co-ordinator
Ellie joined Manchester City Group as an HR coordinator in March 2014. Prior to this she worked at a Welfare to Work Company in their HR team. Ellie is currently completing a post graduate diploma in Human Resource Management at Manchester Metropolitan University.
How important is it that the community around the team performs as well?
Very – you can’t overstate that. As an organisation we all want to perform well in what we do; the Club’s culture is one of togetherness, so we work closely on and off the pitch.
Do staff feel part of the Club family, and is that part of the talent attraction strategy?
We are one team, even though we have several companies that sit within the organisation. I strongly believe that all employees feel part of the Club’s family and this message is frequently voiced from our CEO. In regard to the talent attraction strategy, and from feedback I have received personally, I think our ethic of teamwork is a selling point. I’m proud that our organisation is so welcoming to all new starters, with staff consciously making an effort to meet and greet them and talk to them about who they are, what they do and how they can work together.
Is there a conscious effort to create a culture within the Club that mirrors supporters’ experiences?
From my experience, our fans are fundamental to the Club and their opinion truly matters – to the extent that the Club will often ask for the fans’ opinions on certain things. Ultimately, the fans make the Club what it is and I do believe that we make a conscious effort to create and sustain that culture.
Harriet Dunn – Project Manager
Harriet is a project manager within the Infrastructure Development Department,currently managing the direct works and FF&E (fixtures, fittings and equipment) fit-out of the Manchester City Academy.
How important are facilities to the Club?
Organisations are driven by people. So, for the Club to build the world’s greatest football training facility, it must be supported by the best people, who all share a desire to work to the highest standards.
The Club influences this by ensuring the working environment reflects a commitment to employees and a recognition of their value to the organisation.
How does your role tie into that ambition??
To secure the Club’s future as one of the best in the world, it is vital that we create an environment for continuous excellence.
To make that sustainable, there needs to be an ongoing focus on the development of our own new talent, both on and off the pitch.
Our disability policy
As a member of the Two Ticks scheme, we are proud to show our commitment to employing disabled people and judging people on their abilities alone.
As a member of the scheme we make five commitments regarding recruitment, training, retention, consultation and disability awareness.
These commitments are:
To interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities
To discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities
To make every effort when employees become disabled to make sure they stay in employment
To take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
To review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees know about progress and future plans.
Further information about the Two Ticks scheme is available from the Gov.uk website.