To think this is not what a Senior Project Coordinator role is meant to look like?

For a £43k role with that job title that’s what I’d expect. That job title, in nicest way, isn’t a senior role.

Your rude responses to polite people on here say you're not really up for anything higher level, to be blunt.

Exactly this. Maybe they've called it that do it can pay more in the band

Again as what @SargeMimpson said, without being mean this role and salary is not a senior role despite what the title says

it sounds like it could be a good role though for figuring out what’s going on in the company and if there’s a good career path and chance for promotions in the company a great role to be in

My responses were not intended to be patronising in any way.

You say, this is not my first senior role. This is not a senior role. You’re a project coordinator on £40-odd grand a year. There’s nothing wrong with that but it’s not ‘senior’ in relation to leadership and strategic decision-making that you referred to in an earlier post.

The fact that you don’t ‘get’ that says a lot.

Do your job, do it well, focus on development and you’ll be heading towards a senior role.

Yes that’s what us sounds like to me. I’m a head of change so I manage project managers and it’s not a role I have in the team. I have an admin person , sounds like that. Are you wanting to be a project manager op?

edited to add - if you are senior then get training from a colleague , your manager wouldn’t train you. That shows your ability to be a self starter. Senior people don’t get a lot of hand holding.

Agree, it’s similar in my organisation. A project coordinator, senior or otherwise, wouldn’t be doing a strategic or leadership role. However, someone who is experienced enough to have senior in their title would be expected to crack on with minimal to no handholding and certainly not moaning about lack of onboarding and career development (after only 2 months!).

Your frustration is clearly evident.

Do you have 1-2-1s or check ins or development meetings?

Can you raise it then in a proactive positive/potential to contribute more way rather it's admit heavy and boring?

2 months in a role is not really long enough to be expected to be 'trusted' with the more complex/involved processes, tasks etc.. One can't be 'trusted' (for want of a better word) until you are familiar with the systems, clients, organisational structure etc.. too much risk until the company is confident one is 100% clued up. That being said, I would be pushing the manager for more training tasks etc.. Some are just not bothered and do have to be harangued.. That said bottom line i would say two months is early to assess what the role is/might become... And you'll not want a two month job on your CV...

Surely strategic and delivery focused are opposites?

It doesn’t really matter what your JD says if the tasks are in the realms of covered by it, your manager evidently needs you to do particular work and that’s what you’re getting.

I’d have a chat with your manager and see what’s what, and I’d not leave it until your probation review, address it as early as possible. You want to avoid potentially being held to account against the JD whilst having had no opportunity to demonstrate your ability to do most of the tasks.

In future - I always ask during the interview process what it is that actually needs to be done/ what’s the problem hiring you solves. Rarely does it involve doing what’s on the JD in my experience!

You absolutely cannot just look at a job title. Utterly meaningless. What is in the job description? What are you contracted to do and does what you’re doing remotely resemble that? That’s where the conversation from.

You've been sold a pig in a poke.

Coordinating partnerships - entering meeting details in your manager's Outlook calendar and making sure there's coffee for in person meetings,

Contributing to programme development - typing and photocopying.

Having oversight of support delivery - ordering photocopier paper and chasing invoices.

They wanted a PA but if the other managers at their level don't have one, all they could get approved was a general admin who they can dump on under the guise of 'taking ownership' - ie, do the admin for what we tell you we are doing.

I’m wondering if your expectations around the role were a bit unrealistic. I mean this kindly, but I don’t think a role at this level will allow you any strategic involvement or formal leadership (of course you can demonstrate your leadership skills in various ways but it may not be part of your role to do so).

I hear you that you don’t think these tasks are beneath you but you don’t feel they are aligned with your role. It seems like your manager disagrees. Depending on your role profile, your organisation may disagree.

you sound ambitious, which is great, but, if you don’t ’roll your sleeves up’ and get on with your job, you may shoot yourself in the foot when it comes to promotion etc. How you are perceived at work is everything

That's where the 'senior' bit comes in. You're expected to have a bit of experience to handle the admin stuff without much hand holding from the manager.

The fact that you feel unsupported by her leaving you to it in meetings does rather suggest you aren't ready for the strategic/manager step up to be honest.

I think you might be misunderstanding the word 'co-ordinator'. In most orgs I'd say this aligns to an 'officer' level role i.e. Not a manager so yes I'd expect it to be more administrative and less strategic. I'd expect the corresponding manager role to be doing more of the strategic side.
Sometimes you have to be careful not to be tripped up by glorified job titles - anything with officer, executive, or coordinator WITHOUT the word manager is not going to be a particularly strategic role in most organisations. The word 'senior' just refers to a more experienced version of the same

For the salary and job title itseems about right but only if there's a project manager or lead above you?

For 43k it sounds alright?

Is a role profile a job description?

Project coordinator in my organisation is always a general dogsbody to a project manager - so it wouldn’t surprise me. A “senior” one would be more experienced at that. So yes- the PA analogy seems right to me.

Could you have a coffee or chat with the others with the same role title, see what their experience is like? Even ask them to be a mentor?

Could be that took them a while to get to the strategic stuff, or they might be able to help with some of the onboarding/guidance. Could just be that your manager is not great, you might be able to find that out if you build some peer networks...