Housing Mobility Manager

Housing and Land

The Housing and Land directorate is responsible for the Mayor’s plans to deliver new and improved homes and strong communities. Working closely with boroughs and partners, we manage the Mayor’s housing investment programmes, as well as land and property assets, to support the building of affordable homes, job creation and regeneration.

About the team

The Housing Mobility team sits in the Specialist Housing and Services unit which works to support Londoners who are experiencing barriers to housing in addition to cost (see here).

The Housing Mobility team is made up of five staff, working to deliver two key mobility schemes: Housing Moves and Seaside and Country Homes. The Housing Moves scheme supports former rough sleepers and victims/survivors of domestic abuse to move to a home within London. The Seaside and Country Homes gives older social tenants the opportunity to move out of London, freeing up family-sized homes in London. You can find out more about these schemes here.

About the role

As Housing Mobility manager, you would manage the Housing Mobility team, which is responsible for delivering two busy front-line schemes. You would be managing a team in a high-pressure environment, supporting handling of complex cases and customer correspondence, and ensuring the team is kept motivated. You would be responsible for ensuring the schemes are delivered in line with policy and to a high standard, maintaining relationships with a variety of stakeholders (including landlords who are part of the two mobility schemes), and contribute to the continuous improvement of the housing mobility services.

What your day will look like

This is a varied role, involving tasks such as:

1. Managing the operational delivery of Seaside & Country Homes and Housing Moves schemes, ensuring tasks are completed on time and to a high standard.

2. Supporting the Housing Mobility team and providing advice on operational matters.

3. Handling complex customer cases and correspondence, including complaints.

4. Managing a team of four FTE, planning and delivering induction training for new staff, and planning ongoing training to support the team in its role.

5. Maintaining communication and excellent working relationships with senior officers in local authorities and housing associations, key landlord groups, sub-regional groups, landlords and contractors in order to maximise their contribution and commitment to the schemes and to enhance and expand the schemes.

6. Leading on a range of internal and external meetings relating to the mobility schemes.

7. Monitoring and managing all budgets associated with the delivery of the mobility services.

Skills, knowledge and experience

To be considered for the role you must address the following essential criteria in your application:

• Experience monitoring and managing contractors and budgets

• Leading teams and managing performance

• Building and managing relationships

• Problem solving

• Planning and organising

Job title: Housing Mobility Manager

Grade: 9 (with G10 acting-up for 12 months)

Directorate: Housing and Land

Unit: Specialist Housing and Services

Job purpose

To operationally manage and deliver existing mobility services for Londoners, including Seaside & Country Homes and Housing Moves. To develop and deliver new initiatives that will enhance Londoner’s opportunities for mobility.

To maximise the participation of landlords in the GLA's mobility schemes and ensure that they comply with all relevant agreements, policies, plans and procedures.

To maximise the take up and sustainability of the GLA’s mobility schemes.

To manage the staff available for the delivery and development of mobility schemes, setting high performance standards for yourself and the team. To ensure that the design and delivery of Seaside & Country Homes, Housing Moves and any new mobility schemes meet the needs of all relevant stakeholders, including the GLA, tenants and participating landlords.

To promote the GLA’s mobility schemes.

Principal accountabilities

1. Manage the operational delivery of Seaside & Country Homes, Housing Moves and any new mobility services delivered by the GLA, taking responsibility for the use of resources and quality of work produced, ensuring that tasks are completed on time and to the appropriate standard.

2. Deliver and contribute to the continuous improvement and development of the GLA’s mobility services, including IT functionality, policies and processes, and marketing. Recommend and implement improvements to the services’ delivery and, where appropriate, their expansion, and develop and deliver new initiatives to enhance Londoners’ opportunities for mobility.

3. Establish and maintain effective lines of communication and excellent working relationships with senior officers in local authorities and housing associations, key landlord groups, sub-regional groups, landlords and contractors in order to maximise their contribution and commitment to the schemes and to enhance and expand the schemes. Lead on, and represent the GLA at a range of internal and external meetings, conferences and seminars relating to mobility schemes and services.

4. Ensure the effectiveness of all aspects of the mobility schemes’ systems and processes and their compliance with legal and contractual obligations. Analyse and report on performance management information and identify, investigate and find cost-effective solutions to any problems with or enhancements to the schemes, liaising and negotiating with external stakeholders, including participating landlords and contractors, and colleagues across Housing and Land as appropriate.

5. Identify the need for, devise and deliver training programmes on complex IT processes to internal and external staff on the technicalities and practicalities of IT systems and policies, processes and procedures associated with the GLA’s mobility services.

6. Procure and contract manage contractors to deliver IT systems and other activities related to current or developing mobility services.

7. Monitor and manage all budgets associated with the delivery of the mobility services.

8. Keep abreast of relevant changes to legislation, policy and landlord activity that impact on the provision of properties for mobility and how the scheme can benefit Londoners and use this information to effect change where appropriate.

9. Deputise for the Lead Manager, Specialist and Supported Housing, as required.

10. Manage staff and resources allocated in accordance with the Authority’s policies and Code of Ethics and Standards

11. Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job, and participate in multi-disciplinary, cross-department and cross-organisational groups and project teams.

Key contacts

Accountable to: Lead Manager, Specialist and Supported Housing

Accountable for: Team of housing mobility officers and other resources allocated to the job.

Principal contacts: Senior officers in local authorities, housing associations and sub-regional groups, and those in the organisation providing the mobility services’ IT

PERSON SPECIFICATION

Technical requirements/experience/qualifications

• Experience of working to meet the needs of a variety of customers and stakeholders in a demanding environment.

• Experience of using IT systems including MS Outlook, word-processing, spreadsheets and databases.

• Experience of monitoring and managing contractors.

• Experience of monitoring and managing budgets.

• An understanding of the GLA’s commitment to equality and diversity.

• Good knowledge of social housing allocations, lettings, mobility and social tenancy law (desirable).

Behavioural competencies

Stakeholder focus

… is consulting with, listening to and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others’ expectations.

Level 2 indicators of effective performance

• Seeks to understand requirements, gathering extra information when needs are not clear.

• Presents the GLA positively by interacting effectively with stakeholders.

• Delivers a timely and accurate service.

• Understands the differing needs of stakeholders and adapts own service accordingly.

• Seeks and uses feedback from a variety of sources to improve the GLA’s service to Londoners.

Managing and developing performance

…is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.

Level 3 indicators of effective performance

• Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect.

• Sets clear direction and expectations and enables others to interpret competing priorities

• Agrees and monitors challenging, achievable performance objectives in line with GLA priorities.

• Manages performance issues effectively to avoid adverse impact on team morale and performance.

• Promotes a positive team culture that respects diversity and deals with barriers to inclusion.

Building and managing relationships

… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.

Level 3 indicators of effective performance

• Actively engages partners and encourages others to build relationships that support GLA objectives.

• Understands and recognises the contributions that staff at all levels make to delivering priorities.

• Proactively manages partner relationships, preventing or resolving any conflict.

• Adapts style to work effectively with partners, building consensus, trust and respect.

• Delivers objectives by bringing together diverse stakeholders to work effectively in partnership.

Communicating and influencing

… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.

Level 2 indicators of effective performance

• Communicates openly and inclusively with internal and external stakeholders

• Clearly articulates the key points of an argument, both in verbal and written communication

• Persuades others, using evidence based knowledge, modifying approach to deliver message effectively

• Challenges the views of others in an open and constructive way

• Presents a credible and positive image both internally and externally

Problem solving

… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.

Level 2 indicators of effective performance

• Processes and distils a variety of information to understand a problem fully.

• Proposes options for solutions to presented problems.

• Builds on the ideas of others to encourage creative problem solving.

• Thinks laterally about own work, considering different ways to approach problems.

• Seeks the opinions and experiences of others to understand different approaches to problem solving.

Planning and organising

… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.

Level 2 indicators of effective performance

• Prioritises work in line with key team or project deliverables.

• Makes contingency plans to account for changing work priorities, deadlines and milestones.

• Identifies and consults with sponsors or stakeholders in planning work.

• Pays close attention to detail, ensuring team’s work is delivered to a high standard.

• Negotiates realistic timescales for work delivery, ensuring team deliverables can be met.

Responding to pressure and change

… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.

Level 3 indicators of effective performance

• Clarifies direction and adapts to changing priorities and uncertain times.

• Minimises the pressure of change for the directorate, lessening the impact for the team.

• Uses change as an opportunity to improve ways of working, encouraging others’ buy-in.

• Keeps staff motivated and engaged during times of change, promoting the benefits.

• Takes ownership for communicating change initiatives clearly, ensuring smooth implementation.

Reasonable adjustment

Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA Competency Framework

How to apply

If you would like to apply for the role you will need to submit the following:

• Up to date CV

• Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.

Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘CV and Cover Letters’ section’ of the form, ensuring you address the technical requirements and competencies in your Personal Statement.

Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g., “CV – applicant name - 012345)

As part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination.

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Daniella Dávila Aquije, Lead Manager, Specialist and Supported Housing would be happy to speak to you. Please contact them at daniella.davilaaquije@london.gov.uk.

If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.

Assessment process

Once you have submitted an application, your details will be reviewed by a panel.

If shortlisted, you’ll be invited to an interview. Interviews will be held w/c 10 November 2025.

Equality, diversity and inclusion

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.

Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.

Additional Information

Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the use of AI software, they understand that this would disqualify them from consideration.

Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.

Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)

More Support

If you have a disability which makes submitting an online application form difficult, please contact resourcingteam@london.gov.uk.