University of Bergen

About Us Our guiding mission is to identify and investigate cellular and molecular mechanisms that cause and control inflammation and to relate these findings to human health and disease. We are interdisciplinary in nature; by bringing together different disciplines, we will accelerate our understanding of the common as well as the unique mechanisms that contribute to inflammation-related pathologies. To achieve this, we conduct discovery-led, applied and clinical research (including clinical trials) related to inflammatory joint, lung, gut, liver, kidney and skin disease. We extend these investigations to cancer, pain, neurodegeneration and certain psychiatric and mental health disorders where inflammation is increasingly recognised as an important contributor. We are highly committed to educating, training and inspiring the next generation of scientists and clinicians in these areas of research.  About the role The successful candidate will join a team in Dr. Yin Wu’s lab investigating the role of gamma delta T cells in cancer. The post is part of a Wellcome Trust Career Development Award to Dr. Wu investigating the cancer recognition code of gamma delta T cells. The post holder will be required to provide technical support to the experimental work being undertaken in multiple projects within the lab. This may include carrying out experiments, co-ordinating the project, timelines and meetings, and generally ensuring the smooth running of the lab. In addition, the postholder may also be responsible for training PhD and project students in the lab. There is an emphasis on translating findings in collaboration with the wider team which derives funding from multiple sources including Breast Cancer Now and Cancer Research UK. The ideal candidate should have a background in experimental biomedical sciences and good knowledge of immunology, multi-colour flow cytometry, and cell culture. The post holder will receive relevant supervision and training in specialised techniques and will meet with their line manager on a regular basis to review results and plan experiments. Equally, once established, the post-holder should be able to work independently without the requirement for day-to-day supervision and is encouraged to contribute to the design of experiments. This is a full time 35 hours per week, and you will be offered a fixed-term contract until 06/03/2031. Research staff at King’s are entitled to at least 10 days per year (pro-rata) for professional development. This entitlement, from the Concordat to Support the Career Development of Researchers, applies to Postdocs, Research Assistants, Research and Teaching Technicians, Teaching Fellows and AEP equivalent up to and including grade 7. Visit the Centre for Research Staff Development for more information. About You To be successful in this role, we are looking for candidates to have the following skills and experience: Essential criteria MSc/MRes in immunology, cancer biology, or related field Theoretical knowledge of T cells and practical expertise in culture and manipulation of these cells Theoretical and practical expertise in cellular and molecular immunology in human model systems Experience of working in academic laboratory Experience of multiparametric flow cytometry and fluorescence activated cell sorting Experience of lab management Experience of protein quantification (e.g., ELISA, Luminex) Desirable criteria Experience of presenting at scientific congresses Experience in supervision of undergraduate students Experience of writing scientific manuscripts (reviews or primary research) Experience of spectral flow cytometry Experience of imaging techniques (e.g., immunofluorescence) Downloading a copy of our Job Description Full details of the role and the skills, knowledge and experience required can be found in the Job Description document, provided at the bottom of the page. This document will provide information of what criteria will be assessed at each stage of the recruitment process. Further Information We pride ourselves on being inclusive and welcoming. We embrace diversity and want everyone to feel that they belong and are connected to others in our community. We are committed to working with our staff and unions on these and other issues, to continue to support our people and to develop a diverse and inclusive culture at King's. As part of this commitment to equality, diversity and inclusion and through this appointment process, it is our aim to develop candidate pools that include applicants from all backgrounds and communities. We ask all candidates to submit a copy of their CV, and a supporting statement, detailing how they meet the essential criteria listed in the advert. If we receive a strong field of candidates, we may use the desirable criteria to choose our final shortlist, so please include your evidence against these where possible. To find out how our managers will review your application, please take a look at our ‘How we Recruit’ pages. Interviews are due to be held in early February. This post is subject to Occupational Health clearances. Grade and Salary: £39,076 - £41,761 per annum, including London Weighting Allowance Job ID: 133325 Close Date: 05-Jan-2026 Contact Person: Yin Wu Contact Details: yin.wu@kcl.ac.uk

Clinical Teaching Fellow - Domestic Violence ClinicGeorgetown University: Law CenterLocation: Georgetown Law ClinicsOpen Date: Dec 04, 2025Deadline: Feb 02, 2026 at 11:59 PM Eastern TimeDescriptionThe Georgetown Domestic Violence Clinic (DVC) hires one clinical teaching fellow/supervising attorney each year for a two-year fellowship position. DVC fellows receive intensive, supportive mentorship as they develop skills in litigation, teaching, and legal scholarship; the program is a strong pathway to a permanent position in law teaching (clinical or doctrinal), as well as a deep dive into public interest practice.DVC fellows develop skills as clinical teachers, supervising law students as they represent survivors of domestic abuse in civil protection order cases in D.C. Superior Court. As supervisors, fellows teach students to develop a range of skills-from building a strong and empathic attorney-client relationship; to acquiring litigation practice skills; to exploring legal ethics; to becoming creative problem-solvers, trauma-informed lawyers, and excellent storytellers. They help students critically examine the psychological dynamics of intimate partner violence, the harms inflicted by our society's systemic and institutional responses to this social problem, and alternative solutions beyond the legal system. DVC fellows also learn to be excellent classroom teachers, designing seminar classes on a range of topics, including child custody, professional ethics, and the individual and social dynamics of intimate partner violence. Faculty provide close support as fellows focus on how to navigate student learning challenges, develop their own teaching "voice," and facilitate interesting, challenging, and thought-provoking conversations and classroom exercises. Additionally, DVC fellows receive extensive training and mentorship as they continue to improve their own lawyering and litigation skills. Fellows provide direct representation to a small number of clients experiencing family abuse, primarily outside of the academic semester. Fellows are offered extensive opportunities to engage in legal scholarship. DVC faculty and other Georgetown Law faculty provide a wide range of support to fellows interested in researching, writing, and publication. First-year DVC fellows join the full community of Georgetown's clinical teaching fellows in a course on clinical pedagogy collaboratively taught the Georgetown clinical faculty. They are also part of the Women's Law and Public Policy Fellowship Program, where they have opportunities to collaborate with lawyer-fellows working on a wide variety of women's rights legal issues at placements throughout Washington, D.C., and learn from leaders in the national and local feminist legal communities.The full-time fellowship runs from early July 2026 through June 2028. The first-year salary is $70,000; the second-year salary is $75,000. Upon completing the fellowship, Georgetown awards fellows an LL.M. in Advocacy. QualificationsPreference will be given to applicants who have a background or demonstrated interest in family law, domestic or sexual violence, and/or poverty law, and to applicants who have trial experience. Applicants must be admitted to a Bar at the time they submit their application. A fellow offered the DVC fellowship position who is not a member of the D.C. Bar must apply for admission by waiver immediately following acceptance.Application InstructionsFor more information and to apply, visit https://apply.interfolio.com/178536GU is an Equal Opportunity Employer. All qualified applicants are encouraged to apply, and will receive consideration for employment without regard to age, citizenship, color, disability, family responsibilities, gender identity and expression, genetic information, marital status, matriculation, national origin, race, religion, personal appearance, political affiliation, sex, sexual orientation, veteran status, or any other characteristic protected by law.Copyright ©2025 Jobelephant.com Inc. All rights reserved.Posted by the FREE value-added recruitment advertising agency jeid-50dbcf41a2eda94b81f24e4ae7b1eb8c

Full-time, Continuing position Salary HEW 10A ($152,131) + 17% Superannuation and Flexible Working Arrangements Based at the Melbourne CBD campus About the Role The Senior Manager, Gender Based Violence (GBV) Prevention will lead the development and implementation of the University's Gender-based Violence Prevention framework and support other key gender equity related strategies. The purpose of the framework is to apply contemporary, evidence-based strategies to reduce the prevalence of gender-based violence with three streams: Primary prevention: developing and maintaining a robust culture of respect. Secondary prevention: targeted interventions aimed at those at risk of perpetrating or experiencing gender-based violence, and Tertiary prevention: ensuring the institutional responses to gender-based violence minimise further harm, prevent re-occurrence and ensure perpetrator accountability. The role will design and coordinate a whole of organisation culture change program of work involving a large and diverse group of stakeholders as well as providing support and expertise to other key university initiatives. The role is responsible for managing budgets from multiple sources, business as usual, Government funding and grants. It will also regularly develop proposals or business cases for specific projects or initiatives to attract additional funding. To be successful for this position, you'll have: Demonstrated leadership and management capability, ideally within a complex organisation. Demonstrated ability to identify, design, develop, and deliver a range of innovative and effective gender-based violence prevention projects at a high-level Demonstrated understanding of working in complex situation and strategic project management; through various project management methodologies, principles and practices, including but not limited to risk management, reporting and resource and financial management. Excellent relationship building, management and influencing skills in order to consult and collaborate with a wide range of partners, including key internal and external stakeholders. Proven capacity to develop, deliver, promote and evaluate relevant training and group programs, working in partnership with community/expert agencies where required. Please view position description for further selection criteria Please Note: Appointment to this position is subject to passing a Working with Children and National Police Check. About the Portfolio The Operations Portfolio enables an integrated, enterprise wide delivery for best practice audience experiences (Student, staff and industry). The Portfolio incorporates the following business units: Health, Safety and Risk, Property Services Group (PSG), Information and Technology Services (ITS), Legal, Finance and Assurance, Enterprise Projects and Business Performance (EPBP), and Data and Analytics. The Portfolio houses significant drivers and delivery components across our audience journeys and enables the overall experience. The Portfolio is integral in bringing the RMIT strategy to life, across the globe. Each of these functions supports the global operations of the University both directly as well as through its controlled entities. The Health, Safety and Risk is responsible for defining and driving health, safety and risk management strategies, including the gender-based violence strategy and provides an oversight to the University's overall Health, Safety, and Risk Profile. This function also oversees Safer Community and campus safety and security operations, ensuring alignment across all RMIT campuses. To Apply Please submit your CV and covering letter addressing your suitability for this position by clicking on the 'Apply' link at the top of this page. For further information about this position, please see the Position Description hyperlinked below or contact Claire Bower (Acting Senior Manager, Gender-Based Violence Prevention) via email claire.bower@rmit.edu.au or talentsupport@rmit.edu.au for any application enquiries. Please note: Due to the University's end-of-year shutdown period from 25 December 2025 to 1 January 2026, there will be no talent support during this time. Recruitment will resume once the University reopens in January 2026. Position Description - Senior Manager, GBV Prevention Applications close on Wednesday 7th January 2026 at 11.59pm About RMIT University RMIT is a multi-sector university of technology, design and enterprise with more than 96,000 students and close to 10,000 staff globally. The University's mission is to help shape the world through research, innovation and engagement, and to create transformative experiences for students to prepare them for life and work. https://www.rmit.edu.au/about https://www.universitiesaustralia.edu.au/university/rmit-university Why work at RMIT University Our people make everything at the University possible. We encourage new approaches to work and learning, stimulating change to drive positive impact. Find out more about working at RMIT University, what we stand for and why we are an Employer of Choice. We want to attract those who will make a difference. View RMIT's impressive standings in university rankings. https://www.rmit.edu.au/about/facts-figures/reputation-and-rankings Bring Your Whole Self to Work We are better for our diversity. When we listen to those who are different to us, or challenge us, we grow stronger together. When we feel like we belong, we can achieve so much more. We respect each other, embrace our differences and build a sense of belonging in our team and beyond. We are proud that our dedication to diversity has been recognised by a broad spectrum of external organisations. Visit our Linkedin Life pages to learn more and see some of our most recent wins. RMIT has a strong dhumbali (commitment) to the employment, development and retention of Aboriginal and Torres Strait Islander people within a culturally safe environment; we strongly encourage applications from Aboriginal and Torres Strait Islander peoples. At RMIT, we are committed to supporting adjustments throughout the recruitment and selection process, as well as during employment. We actively support and encourage people with disability to apply to RMIT. To discuss adjustment requirements, please contact Dani (Senior Talent Advisor), via talentsupport@rmit.edu.au or visit our Careers page for more contact information - https://www.rmit.edu.au/careers RMIT is an equal opportunity employer committed to being a child safe organisation. We are dedicated to attracting, retaining and developing our people regardless of gender identity, ethnicity, sexual orientation, disability and age. Applications are encouraged from all sectors of the community and we strongly encourage applications from the Aboriginal and/or Torres Strait Islander community. We are a Circle Back Initiative Employer - we commit to respond to every applicant.