Current vacancies
Research Officer
- Salary: £36,038 - £41,166 (advertised salary for 2024/25, salary negotiations for 2025/26 are not yet concluded)
- Location: Flexible (office-based in Inverness or home-based within Scotland). Regular travel will be required to Inverness for monthly team meetings and for stakeholder engagement.
- Hours: 35 hours per week (Flexible working options available)
- Contract: Fixed-term, 2-years
Enhance your knowledge, skills, experience, and future career by joining the Scottish Land Commission as our Research Officer.
We are seeking a researcher with strong qualitative and quantitative social science skills to lead on the delivery of research within our Programme of Work, by commissioning research externally, carrying out in-house research, delivering the Commission’s wider research strategy and supporting policy advice. The postholder will lead delivery for our influential annual Land Market Insights and Data Reports.
This is an excellent opportunity for someone looking to develop a career in research with real world impact in an area of high civic and political importance. The post is well suited to applicants looking for a secondment opportunity, and we would be happy to facilitate a secondment where practical.
What we offer:
- Civil Service Pension with over 28% employer contribution
- 25 days annual leave and 11.5 day public holidays per year
- A varied and impactful role
- Hybrid working with a friendly and supportive team
- Professional development opportunities
- Access to a free and confidential Employee Assistance Programme
- Access to a cycle to work and employee discount scheme
- Flexible working and flexi time arrangements for all staff
- Experience within our policy team, where you will gain insight to all areas of our policy work.
If you're passionate about exemplary research, informing evidence-based policymaking, and want to contribute to land reform in Scotland, we want to hear from you.
Application Information
The standard working week is a 5-day week, Monday to Friday, of 35 hours. Flexible working is available and both part-time and full-time applications are welcomed.
Applications are invited by application form which can be found below along with a detailed job description, privacy statement and equality statement.
Completed applications should be submitted to HR@landcommission.gov.scot prior to the closing date. Please note that CVs will not be considered as a form of application. This post is open to all applicants based in Scotland. All potential employees are required to provide evidence of entitlement to work in the UK.
- Closing date for applications is 12 noon on 21 May 2025.
- Interviews will be held in Inverness on 3 and 4 June 2025.
Application Information
Benefits of working for the Scottish Land Commission
The Scottish Land Commission values its staff and recognises the benefits of supporting staff in their wellbeing and creating a good work-life balance. We are a Scottish Living Wage accredited employer that offers a generous leave allowance of 25 days annual leave per year (increasing to 30 after four years of service) and 11.5 days public holidays. Alongside this we operate flexible working for staff and offer many benefits such as:
- Generous paid maternity, paternity, adoption, and shared parental leave allowances
- Fully funded professional accreditation fees needed for your role, where applicable
- Personal and professional development opportunities
- Access to a free and confidential Employee Assistance Programme available 24/7
- A Cycle to Work Scheme
- A competitive contributory Civil Service Pension scheme with significant employers’ contribution to your pension
- Union - we have a recognition agreement in place with Public and Commercial Services Union (PCS)
- Flexible working and flexi-time arrangements for all staff
- Salary annual increase in line with the Scottish Government pay policy.
Fair Working Practices Statement
The Scottish Land Commission is committed to advancing the Fair Work First criteria and fair working practices, specifically
- Appropriate channels for effective voice, such as the staff engagement forum and support staff to join a trade union.
- Investment in workforce development through offering opportunities such as modern apprenticeships and maintaining a healthy staff training and development budget.
- No zero hours contracts.
- Action to tackle the gender pay gap and create a more diverse and inclusive workplace.
- Payment of the real Living Wage to all employees.
- Implemented policies and procedures to offer flexible and family friendly working for all workers from day one of employment; and
- Oppose the use of fire and rehire practice.
