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The work of the directorate’s teams includes delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.\n \n<h2>About the team</h2>\nThis is an exciting opportunity to join a collaborative and committed team that is responsible for supporting the Deputy Mayor for Fire in their oversight of London Fire Brigade (LFB); and for coordinating and contributing to policies that relate to Londoners’ safety.\n \nYou will have the opportunity to develop relationships across the GLA and LFB. You will also develop an insight into the operations of one of the world’s busiest fire services; and explore how these operations intersect with other parts of the GLA.\n LFB, and the fire sector, is undergoing significant and wide-ranging transformation. LFB is responding to the recommendations of the Grenfell Tower Inquiry, and inspections from His Majesty's Inspectorate of Constabulary and Fire & Rescue Services; and making improvements to its culture. As it makes improvements to its culture, it is critical that LFB is properly supported in navigating this change. More widely, LFB is working to meet challenges posed by climate change, new technologies, and London's complex built environment. \n \n<h2>About the role</h2>\n \nThis role represents an opportunity to make a genuine contribution to the development of the team and its work programme.\n \nThe successful candidate will have excellent policy development and stakeholder management skills. A background in fire policy is not necessary for this role, due to its cross-cutting nature.\n \nYou will lead on the development and delivery of a programme of work to research and promote issues relating to fire policy, seeking cross-cutting policy areas. This work will include an events programme; commissioning research; and producing publications and consultation responses. \n \nYour work, while focused on fire, will relate to various policy areas related to London’s safety. These may include, for example, the safety of London’s built environment; how climate change is increasing the risk of wildfires; or how to store and charge e-bikes safely to support sustainable travel.\n \n \n<h2>What your day will look like</h2>\n \n<ul>\n<li>Developing and delivering a programme of work in response to fire-related issues, including events, workshops, lobbying strategies and stakeholder engagement. </li>\n</ul>\n \n<ul>\n<li>Contributing to the development of policy, strategies and decisions; and reviewing and evaluating their implementation. </li>\n</ul>\n \n<ul>\n<li>Providing advice to the Deputy Mayor for Fire, the Head of Fire, and GLA senior managers (including preparing clear and concise reports, presentations and briefings on complex and sensitive issues for various audiences; and making recommendations on policy and strategy options).</li>\n</ul>\n \n<ul>\n<li>Conducting research into policy issues; and presenting the outcomes to the Mayor, the Deputy Mayor, GLA officers and wider audiences.</li>\n</ul>\n \n<ul>\n<li>Coordinating briefings and advice for the Mayor of London and the Deputy Mayor in advance of key meetings, including with the London Assembly; His Majesty's Inspectorate of Constabulary and Fire & Rescue Services; and the government. </li>\n</ul>\n \n<ul>\n<li>Working with colleagues from the GLA, LFB, the fire and rescue sector, international organisations, government departments, London boroughs, and other organisations in the public, private and voluntary sectors, on relevant, cross-cutting policy issues; and to collaboratively promote fire safety. </li>\n</ul>\n \n<ul>\n<li>Presenting the results of work on the Mayor’s policies, objectives and concerns at conferences, seminars and meetings to external bodies and organisations. </li>\n</ul>\n \n<h2> </h2>\n<h2>Skills, knowledge and experience</h2>\n \nTo be considered for the role you must meet the following essential criteria:\n \n<ol>\n<li>A successful track record, in a high-profile organisation, of influencing and shaping policy, and ensuring its implementation – although not necessarily in fire and rescue. </li>\n</ol>\n \n<ol>\n<li>Evidence of working with stakeholders, and building partnerships, to leverage external knowledge and resources to deliver GLA objectives.</li>\n</ol>\n \n<ol>\n<li>A successful track record of providing high-quality, impartial advice in a sensitive political environment, at a senior level.</li>\n</ol>\n \n<ol>\n<li>Experience of project-based work – including planning and monitoring delivery against plans; and preparing clear and concise reports, presentations and briefings on complex and sensitive issues for various audiences. </li>\n</ol>\n \n \n<h2>Behavioural Competencies</h2>\n \nResearch and Analysis\n… is gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits.\n \nLevel 3 indicators of effective performance\n<ul>\n<li>Uses a variety of methods and sources to gather relevant data and information</li>\n<li>Checks accuracy of data and information before using it</li>\n<li>Assesses trends in data and spots connections to draw meaningful conclusions</li>\n<li>Summarises research outcomes in a clear and concise way</li>\n<li>Focuses on the research goal, working in a systematic way</li>\n</ul>\n \nStrategic Thinking\n… …is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action.\n \nLevel 3 indicators of effective performance\n<ul>\n<li>Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners</li>\n<li>Consistently takes account of the wider implications of team’s actions for the GLA</li>\n<li>Encourages self and others to think about organisation’s long term potential</li>\n<li>Informs strategy development by identifying gaps in current delivery or evidence</li>\n<li>Takes account of a wide range of public and partner needs to inform team’s work</li>\n</ul>\n \n \nBuilding & Managing Relationships \n… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.\n \nLevel 4 indicators of effective performance\n<ul>\n<li>Identifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations </li>\n<li>Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights</li>\n<li>Actively challenges and addresses ‘silo attitudes’ to encourage effective relationship-building inside and outside the GLA</li>\n<li>Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively</li>\n<li>Identifies clear win-win situations with external partners</li>\n</ul>\n \n \nCommunicating and Influencing \n… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.\n \nLevel 4 indicators of effective performance\n<ul>\n<li>Articulates self with credibility and conviction, encouraging buy-in to corporate position</li>\n<li>Influences the thinking of other organisations, encouraging them to deliver with the GLA </li>\n<li>Ensures that the organisation communicates inclusively with staff and external stakeholders</li>\n<li>Acts as a credible and convincing spokesperson and negotiator for the GLA </li>\n<li>Instils a corporate commitment to accessible communication</li>\n</ul>\n \n Decision Making\n… is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.\n \nLevel 3 indicators of effective performance\n· Makes sound decisions quickly on behalf of the GLA when a situation requires intervention\n· Takes responsibility for team decisions, providing rationale when those decisions are questioned\n· Involves senior stakeholders early in decisions that impact them\n· Analyses organisational risks associated with decisions, including those with long term impacts, before committing to action \n· Encourages others in the team to make decisions in their own area of expertise, take appropriate risks and learn from experience\n \n \nPlanning and Organising\n… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.\n \nLevel 3 indicators of effective performance\n· Monitors allocation of resources, anticipating changing requirements that may impact work delivery\n· Ensures evaluation processes are in place to measure project benefits\n· Gains buy-in and commitment to project delivery from diverse stakeholders\n· Implements quality measures to ensure directorate output is of a high standard\n· Translates political vision into action plans and deliverables\n \n \nProblem Solving\n… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions. \n \nLevel 3 indicators of effective performance\n \n· Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding\n· Actively challenges the status quo to find new ways of doing things, looking for good practice\n· Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues\n· Initiates consultation on opportunities to improve work processes \n· Supports the organisation to implement innovative suggestions \n \n \nManaging and Developing Performance\n… … 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.\n \nLevel 3 indicators of effective performance\n<ul>\n<li>Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect.</li>\n<li>Sets clear direction and expectations and enables others to interpret competing priorities</li>\n<li>Agrees and monitors challenging, achievable performance objectives in line with GLA priorities</li>\n<li>Manages performance issues effectively to avoid adverse impact on team morale and performance</li>\n<li>Promotes a positive team culture that respects diversity and deals with barriers to inclusion</li>\n</ul>\n \n The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \nThis role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL).\n \n \n<h2>How to apply</h2>\nIf you would like to apply for the role you will need to submit the following:\n \n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.</li>\n</ul>\n 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.\n 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)\n 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. \n<h2>\n If you have questions about the role\n</h2>\n \nIf you wish to speak to someone about the role, Ross Jardine, the hiring manager would be happy to speak to you about the role: <a href=\"mailto:ross.jardine@london.gov.uk\">ross.jardine@london.gov.uk</a>\n \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the GLA with recruitment.\n \nWe will be holding an online session on Thursday 15 May 2025 at 11.30am, which will provide the opportunity for prospective applicants to hear from the Head of Fire, and the team, about the team and the role as well as give you the opportunity to ask questions.\n \nIf you are interested in joining, please email <a title=\"mailto:fireandresilience@london.gov.uk\" href=\"mailto:fireandresilience@london.gov.uk\">fireandresilience@london.gov.uk</a> who will send you the MS Teams invite.\n \n \n<h2>Assessment process</h2>\n \nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted, you’ll be invited to an interview/assessment.\n \nThe interview/assessment date is: Week commencing 16 June 2025 (exact date TBC)\n \n \n<h2>Equality, diversity and inclusion</h2>\nLondon'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.\n We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\n 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. \n 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.\n \n<h2>\n Benefits\n</h2>\nGLA 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.\nIn 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.\n<h2> </h2>\n<h2>Additional Information</h2>\nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n<h2> </h2>\n<h2>More Support</h2>\nIf you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk</a>.","shortDescription":"","salaryDescription":"£66,063 per annum","publishDate":"2025-05-01T13:10:00.000Z","expirationDate":"2025-05-26T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/f75833ee-4918-48e2-87db-f5caf90bb284.png","score":1,"featured":false,"enhanced":false},{"id":"8ce7b203-f641-4340-84df-ce128538ed76","title":"Policy Officer","employer":"Greater London Authority","department":"","location":"Southwark","locationType":2,"description":"<h2>Strategy and Communications</h2>\n<h2>Strategy and Communications sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities. The work of the directorate’s teams includes delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.</h2>\n \n<h2>About the team</h2>\n \nThis is an exciting opportunity to join a small, collaborative and committed team responsible for supporting the statutory Deputy Mayor with responsibility for fire in their oversight of London Fire Brigade (LFB); and coordinating and contributing to policies that relate to the safety of Londoners.\n \nYou will have the opportunity to develop relationships across the Greater London Authority (GLA) and LFB; and will gain an insight into the operations of one of the busiest fire and rescue services in the world. You will also see how these operations intersect with other emergency services, and the work of different teams within the GLA.\n \nLFB (as well as the fire and rescue sector) is undergoing significant and wide-ranging transformation as it responds to the recommendations from the Grenfell Tower Inquiry, and inspections from His Majesty's Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS); and makes improvements to its culture. More widely, LFB is working to meet the challenges posed by climate change, new technologies, and London's complex built environment. \n \n<h2>About the role</h2>\nYou will support a range of work relating to the oversight and assurance of LFB and wider fire policy, including support to the Deputy Mayor in their decision making and oversight role.\n \nYou will also help to develop policies and strategies, and deliver a range of projects and programmes, in relation to the Deputy Mayor’s portfolio and the strategic aims of the fire team.\n \nWorking alongside the team’s Strategy and Performance Advisers, Policy and Stakeholder Adviser, and colleagues from across the GLA and LFB, you will contribute to work that supports oversight of LFB and policy development. This includes undertaking research; drafting briefings and reports; and managing projects such as events and workshops.\n \nYour work, while focused on fire and rescue, will involve a variety of policy areas related to London’s safety – for example, how climate change is increasing the risk of wildfires or how to store and charge e-bikes safely to support sustainable travel.\n \n<h2>What your day will look like</h2>\n<ul>\n<li>Working with senior members of the fire team and other GLA teams, helping with the development, implementation, review and evaluation of policy, strategies, and decisions. </li>\n</ul>\n \n<ul>\n<li>Managing smaller projects and helping to coordinate the delivery of larger projects with other agencies where needed, to ensure deadlines are met, and key issues of concern to the Mayor are identified and addressed.</li>\n</ul>\n \n<ul>\n<li>Providing analysis on policy information, research and legislation.</li>\n</ul>\n \n<ul>\n<li>Writing and contributing to written reports, decision papers and briefings for the Mayor, the Deputy Mayor and senior GLA officers and managers, as well as consultation responses and letters for government or other relevant stakeholders.</li>\n</ul>\n \n<ul>\n<li>Working with officers and managers across the GLA, LFB and other relevant agencies to enable efficient management of information, and to participate in cross-organisational working.</li>\n</ul>\n \n<ul>\n<li>Supporting the Deputy Mayor at meetings with key stakeholders, including senior GLA officers, LFB, government and parliamentarians.</li>\n</ul>\n \n<ul>\n<li>Representing the fire team at external events and wider GLA activities.</li>\n</ul>\n \n \n<h2>Skills, knowledge and experience</h2>\nTo be considered for the role you must meet the following essential criteria:\n \n<ul>\n<li>Ability to analyse and interpret complex issues in relation to their political, social, environmental and economic impacts.</li>\n</ul>\n \n<ul>\n<li>Understanding of the requirements of working in a sensitive political environment.</li>\n</ul>\n \n<ul>\n<li>Knowledge of public policy relating to local government or emergency services is desirable but not essential.</li>\n</ul>\n \n<h2>\n Behavioural Competencies\n</h2>\nPlanning and Organising\n… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.\nLevel 2 indicators of effective performance\n<ul>\n<li>Prioritises work in line with key team or project deliverables</li>\n<li>Makes contingency plans to account for changing work priorities, deadlines and milestones</li>\n<li>Identifies and consults with sponsors or stakeholders in planning work</li>\n<li>Pays close attention to detail, ensuring team’s work is delivered to a high standard</li>\n<li>Negotiates realistic timescales for work delivery, ensuring team deliverables can be met</li>\n</ul>\n \nResearch and Analysis\n… is gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits.\nLevel 2 indicators of effective performance\n<ul>\n<li>Proactively seeks new information sources to progress research agendas and address gaps in knowledge</li>\n<li>Grasps limitations of or assumptions behind data sources, disregarding those that lack quality</li>\n<li>Analyses and integrates qualitative and quantitative data to find new insights</li>\n<li>Translates research outcomes into concise, meaningful reports</li>\n<li>Identifies relevant and practical research questions for the future</li>\n</ul>\n \nBuilding and Managing Relationships\n… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.\nLevel 2 indicators of effective performance\n<ul>\n<li>Develops new professional relationships</li>\n<li>Understands the needs of others, the constraints they face and the levers to their engagement</li>\n<li>Understands differences, anticipates areas of conflict and takes action</li>\n<li>Fosters an environment where others feel respected</li>\n<li>Identifies opportunities for joint working to minimise duplication and deliver shared goals</li>\n</ul>\n \nCommunicating and Influencing\n… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.\nLevel 2 indicators of effective performance\n<ul>\n<li>Communicates openly and inclusively with internal and external stakeholders</li>\n<li>Clearly articulates the key points of an argument, both in verbal and written communication</li>\n<li>Persuades others, using evidence based knowledge, modifying approach to deliver message effectively</li>\n<li>Challenges the views of others in an open and constructive way</li>\n<li>Presents a credible and positive image both internally and externally</li>\n</ul>\n \nOrganisational Awareness\n… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.\nLevel 2 indicators of effective performance\n<ul>\n<li>Challenges unethical behaviour</li>\n<li>Uses understanding of the GLA’s complex partnership arrangements to deliver effectively</li>\n<li>Recognises how political changes and sensitivities impact on own and team’s work</li>\n<li>Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas</li>\n<li>Follows the GLA’s position in the media and understands how it impacts on work</li>\n</ul>\n<h2>\n Problem Solving \n</h2>\n<h2>… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.</h2>\nLevel 2 indicators of effective performance\n<ul>\n<li>Processes and distils a variety of information to understand a problem fully</li>\n<li>Proposes options for solutions to presented problems</li>\n<li>Builds on the ideas of others to encourage creative problem solving</li>\n<li>Thinks laterally about own work, considering different ways to approach problems</li>\n<li>Seeks the opinions and experiences of others to understand different approaches to problem solving</li>\n</ul>\n \n The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \n \nThis role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL).\n \n \n<h2>How to apply</h2>\nIf you would like to apply for the role you will need to submit the following:\n \n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria and behavioural competencies outlined above in the advert.</li>\n</ul>\n \nWe encourage you to use the STAR method when describing your skills and experience, you can find information about the STAR method here: <a href=\"https://nationalcareers.service.gov.uk/careers-advice/interview-advice/the-star-method\">The Star Method</a>. Some more general advice can be found here: <a href=\"https://www.theguardian.com/careers/careers-blog/public-to-private-sector-perfection-job-applications\">https://www.theguardian.com/careers/careers-blog/public-to-private-sector-perfection-job-applications</a>\n \nPlease 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.\n \nWord 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)\n \nAs 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. \n<h2>\n If you have questions about the role\n</h2>\n \nIf you wish to talk to someone about the role, the hiring manager Soeli Dayus would be happy to speak to you. Please contact them at <a href=\"mailto:soeli.dayus@london.gov.uk\">soeli.dayus@london.gov.uk</a>. \n \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the GLA with recruitment.\n \n \n<h2>Assessment process</h2>\n \nOnce you have submitted an application, your details will be reviewed by a panel. There will be a two-stage assessment process.\n \nIf shortlisted, you’ll be invited to complete a written assessment w/c 2 June 2025.\n \nSuccessful candidates will then be invited to interview w/c 16 June 2025. \n \n \n<h2>Equality, diversity and inclusion</h2>\nLondon'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. \nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\nWe 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. \nPlease 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.\n \n<h2>Benefits</h2>\nGLA 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. \nIn 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.\n<h2>\n Additional Information\n</h2>\n \nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n<h2>More Support</h2>\nIf you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk</a>.","shortDescription":"","salaryDescription":"£51,029 per annum","publishDate":"2025-04-25T14:12:00.000Z","expirationDate":"2025-05-18T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/f2882076-bdfd-4fd4-9f22-e730d04f8a0c.png","score":1,"featured":false,"enhanced":false},{"id":"5c0baf29-a76a-4848-8d53-f006c1913cc1","title":"Programme Manager","employer":"Greater London Authority","department":"","location":"Southwark","locationType":2,"description":"<h2>Communities & Skills</h2>\nCollaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives. Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society & Sport, Communities & Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.\n \nAbout the role\n \nThe Mayor and Go! London Partners are committed to ensure that all Children and Young People, have the opportunities they need to fulfil their potential and that sports and physical activity play a big part on opening those opportunities.\n \nThis role will manage a £22m+ sport and physical activity partnership, which operates as the biggest community sport fund available in London created by the Mayor of London, London Marathon Foundation and Sport England, in partnership with London Sport and London Marathon Events.\n \nThe role will focus on ensuring that children and young people have access to sports and physical activity and that grass roots and community sport sector have opportunities to innovate, diversify and deliver good provision.\n \nYou will be responsible for proactively leading on the development of projects and programmes for the partnership, to ensure that it is leading the way in sector thought leadership, project implementation and delivery of the GO! London funding pillars by March 2028. You will ensure that the quality and key performance metrics of the partnership are achieved.\n \nYou will draw on your ability to build and manage effective working relationships as the role requires managing a complex partnership made of founding and strategic partners and management of allocated providers.\n \n \n<h2>What your day will look like </h2>\n<ul>\n<li>Manage a project team (internal and contractors) to achieve set objectives.</li>\n<li>Proactively lead on the overall performance of the team’s portfolio of workstreams against financial output/outcomes targets, compliance quality and risk.</li>\n<li>Collaborate proactively with the GO! London partnership in a matrix management arrangement to develop and deliver the portfolio of workstreams as required.</li>\n<li>Provide secretariat and management of a strategic and signatories’ board.</li>\n<li>Collaboration and development of key relationships internally and externally to secure resources and successful delivery.</li>\n<li>Seek and identify additional partners and funders to enhance the partnership and ensure the fund’s sustainability.</li>\n<li>Engage and communicate with community organisations and the sector to understand their needs and the needs of children and young people.</li>\n<li>Realising and promote the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities.</li>\n</ul>\n \n<h2>Skills, knowledge and experience</h2>\nTo be considered for the role you must meet the following essential criteria:\n \n<ul>\n<li>Significant knowledge and practical experience of project management and project control techniques relevant to outcome-related funding models, including financial analysis, project planning and appraisal, financing and risk management and evaluation, ideally with a professional qualification in a related area.</li>\n<li>Successful track record of monitoring delivery of complex and large-scale programmes, including delivery through multiple third parties and contract management.</li>\n<li>Track record of developing, leading, and managing teams, including tackling poor performance, developing talent, and being accountable for the team’s performance</li>\n<li>Excellent report writing skills with ability to present papers at Board level and evidence of strong strategic analytical skills.</li>\n<li>Experience of working in a political environment, managing complex or sensitive stakeholder arrangements to achieve positive outcomes for the organisation.</li>\n</ul>\n \n<h3>Behavioural competencies</h3>\n \nBuilding 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 • Delivers objectives by bringing together diverse stakeholders to work effectively in partnership. • 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.\n \nStakeholder 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. \nLevel 3 Indicators of Effective Performance • Understands diverse stakeholder needs and tailors team deliverables accordingly. • Is a role model to others, encouraging them to think of Londoners first • Manages stakeholder expectations, so they are high but realistic. • Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups. • Focuses own and team’s efforts on delivering a quality and committed service. \n \nCommunicating and Influencing … is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us. Level 3 indicators of effective performance • Encourages and supports teams in engaging in transparent and inclusive communication. • Influences others and gains buy-in using compelling, well thought through arguments. • Negotiates effectively to deliver GLA priorities. • Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement. • Advocates positively for the GLA both within and outside the organization\n \nOrganisational Awareness … is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly. Level 3 indicators of effective performance • Uses understanding of differences between the GLA and its partners to improve working relationships. • Helps others understand the GLA and the complex environment in which it operates. • Translates changing political agendas into tangible actions. • Considers the diverse needs of Londoners in formulating GLA objectives. • Helps others understand how the media and external perceptions of the GLA influence work.\n \nResponding to Pressure and Change … is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.\nLevel 3 Indicators of Effective Performance\n• 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.\n \nManaging 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. \n \nThe GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \n<h2>How to apply</h2>\nIf you would like to apply for the role you will need to submit the following:\n \n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.</li>\n</ul>\n Applications submitted without a Personal Statement will not be considered. \n \nPlease 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.\n \nWord 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)\n \nAs 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. \n \n<h2>If you have questions about the role</h2>\nIf you wish to talk to someone about the role, the hiring manager Safia Noor would be happy to speak to you. Please contact them at Safia.Noor@london.gov.uk \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the GLA with recruitment.\n \nAssessment process\n \nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted, you’ll be invited to an interview/assessment.\n \nThe interview/assessment date is: w/c 9th June 2025 ( exact dates tbc)\n \n<h2>Equality, diversity and inclusion</h2>\nLondon'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.\nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\nWe 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. \nPlease 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.\n \n<h2>Benefits</h2>\nGLA 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.\nIn 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.\n<h2> </h2>\n<h2>Additional Information</h2>\n \nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n \nIf you are a GLA employee applying for an internal fixed-term position, as an internal secondment opportunity, you must ensure you satisfy the following secondment policy criteria listed below before applying \n<ul>\n<li>On a permanent contract or a fixed term contract where the time left on the contract at the point at which you apply for secondment is longer than the secondment period;</li>\n<li>successfully completed your probation period and are performing to the required standard for your current role; and</li>\n<li>at least 18 months service with the GLA </li>\n</ul>\n \nIf you do meet the criteria listed above, you will need to complete the <a href=\"http://intranet.london.gov.uk/node/16973\">Approval for secondment application</a> form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed.\n \nIf you are unable to satisfy all of the criteria, unfortunately, you are not eligible to apply for this vacancy as an internal secondment. For further information, please see <a href=\"http://intranet.london.gov.uk/node/17077\">Secondment Policy and Procedure</a>.\n \nIMPORTANT: If you are a current GLA employee on a fixed-term contract, which is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete the <a href=\"http://intranet.london.gov.uk/node/16973\">Approval for secondment application</a> form as it is not a secondment.\n \nIf you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application\n \n<h2>More Support</h2>\nIf you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk</a>.","shortDescription":"","salaryDescription":"£66,063 per annum","publishDate":"2025-04-25T11:07:00.000Z","expirationDate":"2025-05-15T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/13bc1b59-d453-4e2c-906e-17227c12095a.png","score":1,"featured":false,"enhanced":false},{"id":"13e50889-4d40-4960-b6ab-deb3a0a39475","title":"Data & Digital Quality Assurance Lead","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"<h2>Corporate Resources and Business Improvement</h2>\nThe Corporate Resources and Business Improvement directorate is led by Executive Director, Dianne Tranmer. It's responsible for: People Function, Business Improvement, Facilities Management, Digital Experience Unit, Technology Group, Information Governance, Executive Support Team, and leadership of all our shared services across the GLA Group.\n \n<h2>About the role</h2>\nThe post holder will be responsible for:\n \n<ul>\n<li class=\"paragraph\">Planning, conducting reviews and assessments of the GLA’s data, information and digital domains.</li>\n<li class=\"paragraph\">Evaluating and reviewing compliance in alignment with both external and GLA’s policies and standards </li>\n<li class=\"paragraph\">Preparing detailed risk assessments; reporting findings and producing recommendations.</li>\n<li class=\"paragraph\">Giving expert advisory and oversight guidance, supporting assurance activities.</li>\n<li class=\"paragraph\">Building stakeholder and collaboration within the organisation as well as with partners and suppliers.</li>\n<li class=\"paragraph\">Demonstrating leadership by assessing relevant risks and making informed recommendations for enhancing operational efficiency.</li>\n</ul>\n \n \n<h2>What your day will look like</h2>\n<ul>\n<li>Meet regularly with digital data and city intelligence teams, assess and review strategy, plans for transition on any new shared services or operational work.</li>\n<li>Work collaboratively with information governance team, information assurance teams and attend the Knowledge and Information and Assurance Group meetings.</li>\n<li>Reviewing cyber defences </li>\n<li>Work closely with the Head of Business Improvement, Director of Digital and AD IT Operations and Shared Services</li>\n</ul>\n \n<h2>Skills, knowledge and experience</h2>\nTo be considered for the role you must meet the following essential criteria:\n· Exceptional leadership and team management skills\n· Operates under the broad direction of the Executive Director, fully accountable for meeting objectives, including planning, execution, and evaluation within time, cost, and quality targets.\n· Influences internal and external stakeholders, including customers, suppliers, and peers.\n· Leads collaboration efforts across teams and ensures users’ needs are consistently met.\n· Manages a wide range of complex technical and professional activities, applying fundamental principles in diverse and often unpredictable contexts.\n· Engages with SME’s to address complex issues effectively.\n· Demonstrates strong leadership in operational management and risk evaluation.\n· Advises on standards, tools, and processes, ensuring the effective application of best practices.\n· Communicates complex ideas clearly to varied audiences, using oral, written, and presentation skills.\n· Proactively identifies and manages learning and development opportunities for self and team members.\n \n<h2> </h2>\n<h2>Additional Expertise</h2>\n· Comprehensive understanding of recognised industry bodies of knowledge and their application to the GLA’s context.\n· Knowledge of business operations, suppliers, partners, and industry trends.\n· Ability to evaluate the organisational impact of new technologies and digital services.\n· Demonstrates innovative thinking and design practices to deliver value-driven solutions.\n \n<a title=\"Please find the full Job Description here\" href=\"https://glarecruitment.engageats.co.uk//ViewAttachment.aspx?enc=jmxpV+AcVus8i/wvT3FZXrrCOvCUGNWd9uca/tGZrALLZoT83UOL+t5s5fnJ1LT+U4DyLfiqpDQup0m0xwyVJfQa47R4PKO5d4he9xA6wj8jtJv876hAzJMlcZIIJhHs\">Please find the full Job Description here</a> \n \nHow to apply \nIf you would like to apply for the role you’ll need to submit:\n· an online application\n· a Word statement (1,500 words) outlining how you meet the following competencies.\n \nCommunicating and Influencing\n…..is presenting the information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us;\nLevel 4 indicators of effective performance\n· Articulates self with credibility and conviction, encouraging buy-in to corporate position\n· Influences the thinking of other organisations, encouraging them to deliver in line with the GLA\n· Ensures that the organisation communicates inclusively with staff and external stakeholders\n· Acts as a credible and convincing spokesperson and negotiator for the GLA\n· Instils a corporate commitment to accessible communication\n \nStrategic Thinking\n…is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action\nLevel 3 indicators of effective performance\n· Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners\n· Consistently takes account of the wider implications of team’s actions for the GLA\n· Encourages self and others to think about organisation’s long term potential\n· Informs strategy development by identifying gaps in current delivery or evidence\n· Takes account of a wide range of public and partner needs to inform team’s work\n \nDecision Making\n…is forming sound, evidence-based judgements, making choices, assessing risks to delivery and taking accountability for results\nLevel 4 indicators of effective performance\n<ul>\n<li>Makes difficult decisions for the long term benefit of the organisation</li>\n<li>Presents and instils confidence in strategic decision-making</li>\n<li>Consults stakeholders early in critical organisation-wide decisions</li>\n<li>Stands by the decisions and actions of the GLA</li>\n<li>Accepts and promotes accountability for the GLA’s decision making</li>\n</ul>\n<ul>\n<li>Ensures the organisation balances effective risk management with the need for timely actions</li>\n</ul>\n \n<h2>If you have questions about the role</h2>\n \nIf you have any questions, or have any issues with the form, please contact us at <a href=\"mailto:glarecruitment@engageats.co.uk\">glarecruitment@engageats.co.uk</a>.\nOnce you have applied, your details will be reviewed by a panel. If shortlisted, you’ll be invited to an interview/assessment. The interview/assessment date is 4th - 5th June 2025. \n \nEquality, diversity and inclusion\nLondon'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.\nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\nWe are committed to being an inclusive employer and we are happy to consider flexible working arrangements.\nPlease 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.\nPlease 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.\n \n<h2>Additional information</h2>\nPlease 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.","shortDescription":"","salaryDescription":"£89,041 pro rata","publishDate":"2025-04-24T14:28:00.000Z","expirationDate":"2025-05-11T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/990c9067-84be-4f4f-894f-a5b2781ebe2d.png","score":1,"featured":false,"enhanced":false},{"id":"db70afb1-1090-40f1-baec-5446c7fdef72","title":"Senior Board Officer","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"<h2>About the team and role</h2>\n \nThe GLA is looking for excellent candidates to provide secretariat support to Mayoral boards and decision-making processes.\n \nYou’ll be joining a high-performing team at City Hall with an excellent reputation. As well as Mayoral boards, the wider team provides secretariat support to boards and committees of the London Assembly, Transport for London, the Mayor’s Office for Policing and Crime, London Legacy Development Corporation and Old Oak and Park Royal Development Corporation. It’s an exciting working environment with great scope for professional development.\n \nThese newly created roles in an expanding part of the team will work across internal GLA committees - to embed and improve new governance processes - and external-facing boards as the Mayor engages partners across London to deliver shared goals.\n \nYou will play a key role in facilitating decision-making processes and partnerships, liaising with senior officers, politicians and board members with tact and diplomacy in a fast-paced environment. You’ll see work you’ve contributed to covered in the media on your way home.\n \nWe need colleagues who can see the big picture without losing focus on the small details. You must have excellent written communication skills and be able to work quickly, flexibly and collaboratively across a range of issues.\n \n<h2>What your day will look like</h2>\n \n<ul>\n<li>Liaising with senior officers, politicians and colleagues from across the GLA and wider GLA Group to provide business management, governance and procedural advice.</li>\n<li>Preparing reports and agendas, attending formal, high-level meetings and producing minutes.</li>\n<li>Ensuring decisions are taken and processed efficiently and effectively in line with the GLA’s governance frameworks.</li>\n</ul>\n \n<h2> </h2>\n<h2>Skills, knowledge and experience</h2>\n \nTo be considered for the role you must meet the following essential criteria:\n<ul>\n<li class=\"Default\">Track record of success in managing formal board and/or committee meetings in a complex, high profile or political organisation.</li>\n<li class=\"Default\">Evidence of ability to interpret and apply governance processes and best practice.</li>\n<li class=\"Default\">Proven capability to quickly build and manage new professional relationships at all levels (see behavioural competency below).</li>\n<li class=\"Default\">Able to respond positively to pressure and change, maintaining focus and quality during periods of uncertainty or high workload (see behavioural competency below).</li>\n</ul>\n<div>\n<ul>\n<li class=\"Default\">Exceptional planning and organising skills, ensuring your work is delivered and communicated in a well-prioritised, efficient and structured way (see behavioural competency below).</li>\n</ul>\n \n</div>\nThe GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \n<h2>Behavioural competencies</h2>\n \nCommunicating and Influencing\n \n… 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:\n<ul>\n<li>Communicates openly and inclusively with internal and external stakeholders</li>\n<li>Clearly articulates the key points of an argument, both in verbal and written communication</li>\n<li>Persuades others, using evidence based knowledge, modifying approach to deliver message effectively</li>\n<li>Challenges the views of others in an open and constructive way</li>\n<li>Presents a credible and positive image both internally and externally</li>\n</ul>\n \n<h2>Building and Managing relationships</h2>\n… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.\nLevel 2 indicators of effective performance:\n<ul>\n<li>Develops new professional relationships</li>\n<li>Understands the needs of others, the constraints they face and the levers to their engagement</li>\n<li>Understands differences, anticipates areas of conflict and takes action</li>\n<li>Fosters an environment where others feel respected</li>\n<li>Identifies opportunities for joint working to minimise duplication and deliver shared goals</li>\n</ul>\n \n<h2>Responding to Pressure and Change</h2>\n… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.\nLevel 2 indicators of effective performance:\n<ul>\n<li>Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure</li>\n<li>Anticipates and adapts flexibly to changing requirements</li>\n<li>Uses challenges as an opportunity to learn and improve</li>\n<li>Participates fully and encourages others to engage in change initiatives</li>\n<li>Manages team’s well-being, supporting them to cope with pressure and change</li>\n</ul>\n \n<h2>Organisational Awareness</h2>\n… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.\nLevel 2 indicators of effective performance:\n<ul>\n<li>Challenges unethical behaviour</li>\n<li>Uses understanding of the GLA’s complex partnership arrangements to deliver effectively</li>\n<li>Recognises how political changes and sensitivities impact on own and team’s work</li>\n<li>Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas</li>\n<li>Follows the GLA’s position in the media and understands how it impacts on work</li>\n</ul>\n \n<h2>Planning and Organising</h2>\n… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.\nLevel 2 indicators of effective performance:\n<ul>\n<li>Prioritises work in line with key team or project deliverables</li>\n<li>Makes contingency plans to account for changing work priorities, deadlines and milestones</li>\n<li>Identifies and consults with sponsors or stakeholders in planning work</li>\n<li>Pays close attention to detail, ensuring team’s work is delivered to a high standard</li>\n<li>Negotiates realistic timescales for work delivery, ensuring team deliverables can be met</li>\n</ul>\n \n<h2>Problem Solving</h2>\n… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.\nLevel 2 indicators of effective performance:\n<ul>\n<li>Processes and distils a variety of information to understand a problem fully</li>\n<li>Proposes options for solutions to presented problems</li>\n<li>Builds on the ideas of others to encourage creative problem solving</li>\n<li>Thinks laterally about own work, considering different ways to approach problems</li>\n<li>Seeks the opinions and experiences of others to understand different approaches to problem solving</li>\n</ul>\n<div>\n \n</div>\n \n<h2>How to apply</h2>\n \nIf you would like to apply for the role you will need to submit the following:\n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.</li>\n</ul>\n \nPlease 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.\n \nWord 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)\n \nAs 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. \n<h2>If you have questions about the role</h2>\nIf you wish to talk to someone about the role, please feel free to contact Eleanor Lloyd at eleanor.lloyd@london.gov.uk to arrange a call. \n \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the GLA with recruitment.\n \n<h2>Assessment process</h2>\nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted, you’ll be invited to an interview/assessment.\n \nThe interview/assessment date is: w/c 2nd or 9th June 2025 (exact dates tbc)\n \nEquality, diversity and inclusion\n 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.\n \nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\n \nWe 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. \n \nPlease 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.\n \nBenefits\n 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.\n \nIn 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.\n \nAdditional Information\n \nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n \nMore Support\nIf you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk</a>.","shortDescription":"","salaryDescription":"£51,029","publishDate":"2025-04-22T13:41:00.000Z","expirationDate":"2025-05-13T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/876f52a1-9ce4-4c78-9bb7-eec2442ff176.png","score":1,"featured":false,"enhanced":false},{"id":"cacf5e67-9bc1-45c3-9c5b-56d820cbe332","title":"Senior Digital Media & Partnerships Officer","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"Strategy and Communications\nStrategy and Communications sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities. The work of the directorate’s teams includes delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.\n \nAbout the team\nYou will be joining the Strategic Communications team, within the External Relations unit. \n About the role\nWe’re looking for an experienced senior marketer or campaign manager to join our team at City Hall, ensuring all Londoners are aware of the Mayor of London and GLA’s work and how to participate in their city.\n \n<ul>\n<li>You’ll plan and manage an important new strand of integrated campaign activity that focuses on using digital, traditional and innovative channels to reach local audiences across London. Our team leads on a range of exciting and important campaigns for the city, working to make London greener, safer, fairer and more prosperous.</li>\n<li>You’ll be helping communicate to Londoners on priority issues for Londoners such as housing delivery, air and water quality, and crime and safety, as well as cultural and community events and opportunities for young people.</li>\n<li>You’ll be skilled at running integrated, public-facing campaigns using the full channel mix and developing insight-driven strategies. Experience working with agencies (creative, media, public relations and research) is desired, and you should be confident managing complex projects with lots of moving parts. The role is part of a small team with a lot of responsibility, so you’ll be happy working independently and confident working with different stakeholders.</li>\n<li>You’ll also be responsible for responding to new communications requests – asking the right questions and making recommendations to senior stakeholders. So excellent attention to detail is essential.</li>\n<li>If you’re enthusiastic, passionate about running great campaigns and a strong communicator, this could be a perfect opportunity for you.</li>\n</ul>\n \nWhat your day will look like\nYou’ll be identifying exciting communications opportunities across the organisation and translating them into assets and messages perfect for London’s many local audiences.\n \nThis role is incredibly collaborative and involves developing key relationships both internally and externally, including working closely with:\n<ul>\n<li>The rest of the External Relations unit (Marketing, Press, Digital Communications, Events and more) to collaborate on communications opportunities, design and deliver integrated delivery plans</li>\n<li>The Creative team, content producers and external agencies to develop assets and campaign materials</li>\n<li>Policy, Data and Insight teams across the GLA gather compelling materials to use in our campaigns</li>\n</ul>\n \nSkills, knowledge and experience\nTo be considered for the role you must meet the following essential criteria:\n<ul>\n<li>Significant experience delivering complex integrated campaigns including managing budget, asset design, and delivery; using a range of local media, social media and digital channels to authentically reach and engage diverse communities</li>\n<li>Understanding and working with new and alternative media channels, including message carriers, community influencers and partners</li>\n<li>Excellent communicator with the ability to educate and gain buy-in to new ideas and new ways of doing things; and use data and insight to inform message development and design.</li>\n<li>Excellent copywriting and editing skills</li>\n<li>An understanding of data analytics and statistics in the context of developing compelling and accurate messaging</li>\n<li>Experience working in a complex stakeholder environment, including collaboration with research, creative, and political stakeholders to develop campaigns</li>\n</ul>\n \nThe GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \nHow to apply\nIf you would like to apply for the role you will need to submit the following:\n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.</li>\n</ul>\n \nPlease 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.\n \nWord 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)\n \nAs 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.\n \nIf you have questions about the role\nIf you wish to talk to someone about the role, the hiring manager Alex Chafey would be happy to speak to you. Please contact them at <a href=\"mailto:alex.chafey@london.gov.uk\">alex.chafey@london.gov.uk.</a>\n \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the GLA with recruitment.\n Assessment process\nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted, you’ll be invited to an interview/assessment.\n \nThe interview/assessment date is: 21-22 May 2025 (may be subject to change).\n Equality, diversity and inclusion\nLondon'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.\n \nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\n \nWe 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.\n \nPlease 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.\n \nBenefits\nGLA 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.\n \nIn 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.\n \nAdditional Information\nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.\n \n<a href=\"https://www.gov.uk/find-out-dbs-check\">Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)</a>\n \nMore Support If you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk.</a>","shortDescription":"","salaryDescription":"£51,029","publishDate":"2025-04-14T12:10:00.000Z","expirationDate":"2025-05-05T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/428ccd2c-cc4e-4297-b12c-501633197635.png","score":1,"featured":false,"enhanced":false},{"id":"0358df9c-558e-4720-983d-fe5a08d55747","title":"Senior Policy Officer (Housing)","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"<h2>Housing and Land</h2>\nThe 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 and land and property assets to support the building of affordable homes, job creation and regeneration.\n \n<h2>About the team</h2>\nThis role is in the Housing Strategy and Policy team, which is responsible for developing the Mayor’s housing policies. The remit of the Housing Strategy and Policy team covers a broad range of policy areas including new supply, homelessness, rough sleeping, building safety and private rented sector policy. In this post you will be working alongside colleagues to formulate policy to deliver on the Mayor’s priorities and to ensure these policies are informed by sound evidence.\n \n<h2>About the role</h2>\nThis role will tackle a variety of housing issues. The role will focus on policy work that supports the Mayor of London’s agenda to increase levels of housebuilding in London. You’ll become an expert in your policy area and the solutions needed for London’s housing crisis to support senior colleagues across the Housing & Land directorate and the Mayor’s office. You will be responsible for proactively leading on both policy development and implementation, negotiating the trade-offs and complexities inherent in housing policy. You will draw on an ability to build and manage effective working relationships, as the role requires engagement with senior politicians, London boroughs, housing associations, central government departments, and wider external stakeholders. You will work in coordination with other GLA policy and delivery teams covering planning, regeneration, infrastructure, social policy and economic development.\n \n \n<h2>What your day will look like </h2>\n<ul>\n<li>Leading on the development, review and implementation of housing policies.</li>\n<li>Providing advice to the Deputy Mayor for Housing and the Mayor of London.</li>\n<li>Researching housing issues through the analysis and interpretation of data, policy information, research and legislation.</li>\n<li>Respond to enquiries about the Mayor’s housing policies from London Assembly members, the trade press, Londoners, and other stakeholders.</li>\n<li>Realise and promote the benefits of London’s diversity by promoting and enabling equality of opportunities, and promoting the diverse needs and aspirations of London’s communities.</li>\n</ul>\n<h2>Skills, knowledge and experience</h2>\nTo be considered for the role you must meet and address the following essential technical requirements in your application:\n \n<ul>\n<li>Good understanding of issues and policy relating to housing or equivalent policy area.</li>\n<li>An understanding of the GLA’s commitment to equality and diversity.</li>\n</ul>\n \nYou must also meet the following behavioural competencies in your application, as explained further in the GLA Competency Framework (linked below):\n \n<ul>\n<li>Research and analysis (Level 2 indicators of performance)</li>\n<li>Building and managing relationships (Level 2 indicators of performance)</li>\n<li>Communicating and influencing (Level 2 indicators of performance)</li>\n<li>Problem solving (Level 2 indicators of performance).</li>\n</ul>\n \n<h1>\nThe GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n</h1>\n \n<h2>How to apply</h2>\n<h2>If you would like to apply for the role you will need to submit the following:</h2>\n<ul>\n<li>An up to date CV</li>\n<li>A covering letter with a maximum of 1,500 words, which outlines how you meet the two essential technical requirements and the four behavioural competencies (outlined above, behavioural competencies explained further in the GLA Competency Framework). We recommend that you structure your cover letter with sub-headings and include specific examples to ensure you present the information required for shortlisting. </li>\n</ul>\nPlease 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 cover letter.\n \nWord 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)\n \nPlease note, if you do not submit the above, you are unlikely to be considered for the role.\n \nAs 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. \n \n<h2>If you have questions about the role </h2>\n<h2>\nAlexis Harris, the hiring manager, will be holding a live one-hour session on MS Teams which will provide the opportunity for applicants to find out more about the role. This will be held on Wednesday 23rd April 2025 at 12:30-1:30pm. The session will not be recorded. </h2>\n<a href=\"https://teams.microsoft.com/l/meetup-join/19%3ameeting_ZDllNzQ2ZDQtOWI3Yi00MzUzLTg5YTctY2M3OTNjZjk2ZDk3%40thread.v2/0?context=%7b%22Tid%22%3a%2230653dea-fb01-4b4c-8ddf-c183f89febfb%22%2c%22Oid%22%3a%2241120b4c-6565-44b2-ac27-66457bb42392%22%7d\">Join the meeting now (link here)</a>\n<h2>If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.</h2>\n \nAssessment process\n \nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted, you’ll be invited to an interview and will also be required to participate in a short assessment. The interview will be competency based and address the technical requirements and competencies outlined above.\n \nThe interview and assessment dates will be confirmed after applications are reviewed but are expected to take place in early June 2025. Interviews will be held in person at our GLA office in Southwark (169 Union Street, SE1 0LL).\n \n \nEquality, diversity and inclusion\nLondon'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.\n \nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\n \nWe 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. \nPlease 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.\n \n<h2>Benefits</h2>\nGLA 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.\nIn 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.\n<h2> </h2>\n<h2>Additional Information</h2>\nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n \n \nIf you are a GLA employee applying for an internal fixed-term position, as an internal secondment opportunity, you must ensure you satisfy the following secondment policy criteria listed below before applying \n<ul>\n<li>On a permanent contract or a fixed term contract where the time left on the contract at the point at which you apply for secondment is longer than the secondment period;</li>\n<li>successfully completed your probation period and are performing to the required standard for your current role; and</li>\n<li>at least 18 months service with the GLA </li>\n</ul>\n \nIf you do meet the criteria listed above, you will need to complete the <a href=\"http://intranet.london.gov.uk/node/16973\">Approval for secondment application</a> form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed.\n \nIf you are unable to satisfy all of the criteria, unfortunately, you are not eligible to apply for this vacancy as an internal secondment. For further information, please see <a href=\"http://intranet.london.gov.uk/node/17077\">Secondment Policy and Procedure</a>.\n \nIMPORTANT: If you are a current GLA employee on a fixed-term contract, which is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete the <a href=\"http://intranet.london.gov.uk/node/16973\">Approval for secondment application</a> form as it is not a secondment.\n \nIf you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application\n \n<h2>More Support</h2>\nIf you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk</a>.","shortDescription":"","salaryDescription":"£56,797","publishDate":"2025-04-14T11:53:00.000Z","expirationDate":"2025-05-05T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/e08f3801-c566-4590-802b-45684f45e042.png","score":1,"featured":false,"enhanced":false},{"id":"61b6c32b-30de-4367-962d-0a0ef961c801","title":"Communications Officer","employer":"Greater London Authority","department":"","location":"Central London","locationType":2,"description":"The Old Oak and Park Royal Development Corporation (OPDC) is a Mayoral Development Corporation (MDC), established by the Mayor of London to bring forward the regeneration of the Old Oak Opportunity area, spanning land in three London boroughs – Ealing, Brent and Hammersmith & Fulham.\nThe Old Oak and Park Royal Opportunity Area is one of the most exciting and important regeneration opportunities in the UK – aiming to create an accessible, welcoming and well-connected urban district, centred around the new High Speed 2 station at Old Oak Common, with tens of thousands of new high-quality and affordable homes; good quality, well-paid jobs and shops; facilities, sustainable travel connections and public green space. \n<h2>Communications and Engagement</h2>\nThe Communications and Engagement Directorate manages OPDC’s communications, marketing, external relations, community engagement and media relations functions.\n \nCommunications and Engagement sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities. The work of the directorate’s teams includes delivering events and launches, designing and leading public affairs and marketing campaigns, providing data, evidence and analysis to inform the OPDC’s work, leading cross-organisational programmes, and making sure we plan for and can respond to emerging events.\n \nAbout the role\nThe Communications Officer will work as part of the Communications and Engagement team within OPDC, providing support in all matters relating to communications, including copywriting, digital, internal communications, public liaison, marketing, event organisation and media / stakeholder monitoring, as well as supporting the day-to-day function of the team through undertaking administrative tasks.\n \nPrincipal accountabilities\n \nPrinciple accountabilities include but are not limited to:\n \n<ol>\n<li>Assist with the coordination and delivery of communications and marketing activity, using a range of channels and methods both traditional and online, including, but not exclusively: leaflet, poster and flyer creation and distribution, press releases, internal and external email campaigns and website maintenance.</li>\n<li>Work with the Digital Communications Manager to manage the corporation’s social media and online presence, promoting OPDC by creating and uploading engaging content, including working with designers, videographers, community members and internal teams to prepare posts, podcasts and videos.</li>\n<li>Work with the Communications & External Relations Manager to support and maintain the internal communications function, liaising with team members to compile internal newsletters, and helping to organise internal events, including lunch and learns, staff briefings and team socials.</li>\n<li>Carry out the work required to coordinate and complete the corporation’s FOI and Write On processes, as well as the Mayor’s correspondence that is allocated to OPDC, including allocating correspondence to the appropriate team members and providing responses to straightforward letters and emails, measuring OPDC’s response deadlines and monitoring these against the corporation’s Key Performance Indicators (KPIs).</li>\n<li>Monitor OPDC’s online and media presence, tracking engagement, followers and comments to help inform future Communications and Engagement campaigns and consultations.</li>\n<li>Act as a first point of contact for enquiries to the Communications and Engagement Team.</li>\n<li>Realise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities.</li>\n<li>Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job, and participating in multi-disciplinary, cross- department and cross-organisational groups and project teams.</li>\n</ol>\n \n \nSkills, knowledge and experience\n \nTo be considered for the role you must meet the following essential criteria:\n \n<ul>\n<li>Knowledge of and experience in using a variety of media (including social media tools) to produce attractive and engaging communications.\n<ul>\n<li> experience of writing and editing articles, internal publications, newsletters and press releases.</li>\n<li> experience of writing for digital communications and providing advice and support to staff to who are writing their own content.</li>\n<li> a proven track record of organising staff events and presentations and engaging and coordinating volunteers.</li>\n<li> experience of providing training/skills sharing to users</li>\n</ul>\n</li>\n<li>Evidence of using innovation and creativity and understanding of current communications best practice to disseminate information and engage people.</li>\n<li>Ability to use a range of standard and specific ICT systems, including:\n<ul>\n<li> Mailchimp or similar CMS/email system(s)</li>\n</ul>\n</li>\n<li>Competence in photography, filming and video editing would be desirable.</li>\n<li>Awareness of working in a political context. Location: One West Point, 7 Portal Way, North Acton, London, W3 6RT</li>\n</ul>\n \n<h2>Behaviour Competencies</h2>\n \nCommunicating and Influencing\n… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us.\nLevel 2 indicators of effective performance\n<ul>\n<li>Communicates openly and inclusively with internal and external stakeholders</li>\n<li>Clearly articulates the key points of an argument, both in verbal and written communication</li>\n<li>Persuades others, using evidence-based knowledge, modifying approach to deliver message effectively</li>\n<li>Challenges the views of others in an open and constructive way</li>\n<li>Presents a credible and positive image both internally and externally</li>\n</ul>\n \nStakeholder Focus\n… 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.\nLevel 1 indicators of effective performance\n<ul>\n<li>Listens to understand requirements without making assumptions</li>\n<li>Demonstrates an enthusiastic and ‘can do attitude’ to all requests</li>\n<li>Provides timely, accurate and personalised responses</li>\n<li>Provides a polite and helpful first point of contact for stakeholders</li>\n<li>Learns from feedback to improve personal service to others</li>\n</ul>\n \nProblem Solving\n… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.\nLevel 1 indicators of effective performance\n<ul>\n<li>Breaks down work issues, seeking further information if necessary</li>\n<li>Provides workable solutions to solve immediate work problems</li>\n<li>Makes suggestions and implements improvements to personal work processes</li>\n<li>Actively supports new initiatives and tries different ways of doing things</li>\n<li>Learns from others’ experiences </li>\n</ul>\n \nDecision making\n… is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.\nLevel 1 indicators of effective performance\n<ul>\n<li>Takes personal responsibility for own decisions</li>\n<li>Makes straightforward decisions to progress own work</li>\n<li>Asks others for input, recognising the benefit of more than one perspective</li>\n<li>Understands which decisions are within own area of responsibility and which to pass to others</li>\n<li>Understands the risks associated with decisions, informing others of these risks</li>\n</ul>\n \nPlanning and Organising\n… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.\nLevel 1 indicators of effective performance\n<ul>\n<li>Plans and prioritises own workload to meet agreed deadlines</li>\n<li>Advises colleagues or manager early of obstacles to work delivery</li>\n<li>Perseveres and follows work through to completion</li>\n<li>Checks for errors to ensure work is delivered to a high standard first time</li>\n<li>Effectively juggles priorities</li>\n</ul>\n \n \nResponding to Pressure and Change\n… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.\nLevel 1 indicators of effective performance\n<ul>\n<li>Stays calm in pressurised and demanding situations</li>\n<li>Responds flexibly to changing circumstances</li>\n<li>Recognises when unable to cope and asks others for help</li>\n<li>Demonstrates openness to changing work priorities and deadlines</li>\n<li>Maintains personal well-being and achieves a balance between work and home life</li>\n</ul>\n \nOPDC follows the GLA Competency Framework Guidelines. Further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \nHow to apply\nIf you would like to apply for the role you will need to submit the following:\n \n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.</li>\n</ul>\n \nPlease 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.\nWord 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)\n \nAs part of OPDC’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. \n<h2>If you have questions about the role</h2>\n \nIf you wish to talk to someone about the role, the hiring manager Grace Kelly would be happy to speak to you. Please contact them at Grace.Kelly@opdc.london.gov.uk\n \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the OPDC with recruitment.\n \n \n<h2>Assessment process</h2>\nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted, you’ll be invited to an interview/assessment.\n \nThe interview/assessment date is: W/C 26th May, held in person at OPDC’s offices.\n \n<h2>Equity, diversity and inclusion</h2>\nLondon'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.\nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\nWe 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. \nPlease 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.\n \n<h2>Benefits</h2>\nOPDC 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.\nIn 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 with the option to add to build up pension benefits with a separate provider alongside your LGPS pension via additional voluntary contributions.\n Learning and development\nAt OPDC we are dedicated to empowering team members through ongoing learning opportunities and professional development initiatives. Our commitment to learning and development means that we will provide you with the resources and support to expand your skills and grow your career.\n \n<h2>Additional Information</h2>\nPlease 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n \nMore Support\nIf you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a>.","shortDescription":"","salaryDescription":"£39,818","publishDate":"2025-04-11T10:21:00.000Z","expirationDate":"2025-05-02T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/be59394a-7002-454a-b1f6-af6b4ae596eb.png","score":1,"featured":false,"enhanced":false},{"id":"666080fa-4dec-4d8b-8246-2a773332b492","title":"Senior Adviser Young People","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"The Mayor’s Office\nThe Mayor's Office is responsible for supporting the Mayor of London, Sir Sadiq Khan.\n \nIt comprises the Mayor, Deputy Mayors and his lead advisors, and is organised into four small units:\n<ul>\n<li>Policy and Delivery (MPDU)</li>\n<li>Communications</li>\n<li>Mayoral Operations</li>\n<li>Political and Public Affairs.</li>\n</ul>\n About the role\nThe Mayor is committed to ensuring that all young people in London, regardless of background, have the opportunities they need to fulfil their potential. Based in the MPDU, this role will work across teams in the Mayor’s Office and City Hall to help coordinate and drive the Mayor’s work for young Londoners. The purpose of this role is to:\n \n<ol>\n<li>Provide high level support to the Deputy Mayors and Mayoral Appointees across policy areas related to support for young people including in the GLA, MOPAC and VRU; through problem-solving, overseeing implementation and delivery, policy analysis and review, attending meetings, developing, and maintaining internal and external contacts and dealing with correspondence, to assist the Deputy Mayors and Mayoral Appointees fulfil their functions.</li>\n<li>Represent Deputy Mayors, and Mayoral appointees as appropriate on relevant policy matters within the GLA, GLA Group and with external bodies as required.</li>\n<li>Provide a steer to teams within the GLA, MOPAC and the VRU on Mayoral priorities and messaging, working with fellow Senior Advisers to ensure Mayoral policy is coordinated and effectively delivered.</li>\n</ol>\n \nWhat your day will look like\n<ul>\n<li>Work with the Mayor’s Policy and Delivery Unit (MPDU) principals, Mayoral Directors and other colleagues to provide advice and support on the delivery of the Mayor’s agenda for young people. Bring greater coordination to policy on young people including supporting the work of the Mayor’s Policy and Delivery Unit. To solve problems and help ensure effective delivery and implementation of existing Mayoral policy.</li>\n<li>Liaise between senior decision makers in the Mayor’s Office, GLA, MOPAC and the VRU to ensure a consistent policy approach is taken across the GLA Group.</li>\n<li>Work with relevant policy teams on behalf of the Mayor’s Office, review policy development and monitor programme delivery on behalf of the Mayoral appointees to give confidence that the Mayor Office’s view and priorities are reflected as necessary and that the Mayor’s priorities are progressing in a timely and effective way.</li>\n<li>Work with colleagues in the Communications and Political Affairs Units of the Mayor’s Office to ensure effective public communication and political engagement around the Mayor’s priorities for young people.</li>\n<li>Keep abreast of relevant external news developments and provide communications advice to Deputy Mayors and Mayoral appointees including commissioning speaking notes, position papers and briefings to support the senior decision-makers in preparation for media interviews, social media and other external communications.</li>\n<li>Edit and draft speeches, reports, correspondence, Mayor’s Questions and briefings on behalf of the Deputy Mayor and Mayoral appointees.</li>\n<li>Work as part of the Mayor’s Policy and Delivery Unit and with other colleagues in the Mayor’s Office to ensure the co-ordinated and effective delivery of the Mayor’s agenda.</li>\n</ul>\n Skills, knowledge and experience\nTo be considered for the role you must meet the following essential criteria:\n \nTechnical requirements/experience/qualifications\n<ul>\n<li>Significant experience and proven track record of working within complex political environments</li>\n<li>Proven understanding of policy issues relating to young people.</li>\n<li>Extensive experience of programme and project management working across teams.</li>\n<li>Experience of engaging with stakeholders and managing communications in a political context</li>\n<li>Understanding of the role of the GLA, local and central government</li>\n</ul>\n \nThe GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: <a href=\"https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf\">GLA Competency Framework</a>\n \nHow to apply\nIf you would like to apply for the role you will need to submit the following:\n<ul>\n<li>Up to date CV</li>\n<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.</li>\n</ul>\n \nPlease ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘Additional Documents’ section of the form, ensuring you address the technical requirements and competencies in your Personal Statement.\n \nWord 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)\n \nIf you have questions about the role\nIf you wish to talk to someone about the role, the hiring manager would be happy to speak to you. Please contact Jamilla Hinds-Brough at <a href=\"mailto:Jamilla.HindsBrough@london.gov.uk\">Jamilla.HindsBrough@london.gov.uk</a> and Natan Doron at <a href=\"mailto:Natan.Doron@london.gov.uk\">Natan.Doron@london.gov.uk.</a>\n \nIf you have any questions about the recruitment process, contact the <a href=\"mailto:glaopdcrecruitment@tfl.gov.uk\">glaopdcrecruitment@tfl.gov.uk</a> who support the GLA with recruitment.\n \nAssessment process\nOnce you have submitted an application, your details will be reviewed by a panel.\n \nIf shortlisted you’ll be invited to an interview/assessment.\n \nThe interview/assessment dates are to be confirmed.\n \nEquality, 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.\n \nWe particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.\n \nWe 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.\n \nPlease 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.\n \nBenefits 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.\n \nIn 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.\n \nAdditional 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.\n \nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.\n \n<a href=\"https://www.gov.uk/find-out-dbs-check\">Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)</a>\n \nFull job description can be found below:\n \nJob Purpose\n<ol>\n<li>To provide high level support to Deputy Mayors and Mayoral appointees across policy areas related to support for young people; through problem-solving, overseeing implementation and delivery, policy analysis and review, attending meetings, developing and maintaining internal and external contacts and dealing with correspondence, to assist the Deputy Mayors and Mayoral Appointees fulfil their functions.</li>\n<li>To represent Deputy Mayors, and Mayoral appointees as appropriate on relevant policy matters within the GLA, GLA Group and with external bodies as required.</li>\n<li>To provide a steer to teams within the GLA, MOPAC and the VRU on Mayoral priorities and messaging, working with fellow Senior Advisers to ensure Mayoral policy is coordinated and effectively delivered. </li>\n</ol>\n Principal Accountabilities\n<ol>\n<li>To provide advice and support to Deputy Mayors, Mayoral Appointees, MOPAC and VRU in the policy areas of young people to support them in the delivery of the Mayor’s priorities.</li>\n<li>Work with the Mayor’s Policy and Delivery Unit (MPDU) principals, Mayoral Directors and other colleagues to provide advice and support on the delivery of the Mayor’s agenda for young people. Bring greater coordination to policy on young people including supporting the work of the Mayor’s Policy and Delivery Unit. To solve problems and help ensure effective delivery and implementation of existing Mayoral policy.</li>\n<li>Liaise between senior decision makers in the Mayor’s Office, GLA, MOPAC and the VRU to ensure a consistent policy approach is taken across the GLA Group.</li>\n<li>Work with relevant policy teams on behalf of the Mayor’s Office, review policy development and monitor programme delivery on behalf of the Mayoral appointees to give confidence that the Mayor Office’s view and priorities are reflected as necessary and that the Mayor’s priorities are progressing in a timely and effective way.</li>\n<li>Keep abreast of relevant external news developments and provide communications advice to Deputy Mayors and Mayoral appointees including commissioning speaking notes, position papers and briefings to support the senior decision-makers in preparation for media interviews, social media and other external communications.</li>\n<li>Keep abreast of key issues within the policy area and use this information to recommend new workstreams to Deputy Mayors and Mayoral Advisers, as well as support the policy area to develop detailed policy proposals in response to the emerging priorities.</li>\n<li>Work with colleagues in the Communications and Political Affairs Units of the Mayor’s Office to ensure effective public communication and political engagement around the Mayor’s priorities for young people.</li>\n<li>Edit and draft speeches, reports, correspondence, Mayor’s Questions and briefings on behalf of the Deputy Mayor and Mayoral appointees.</li>\n<li>Work as part of the Mayor’s Policy and Delivery Unit and with other colleagues in the Mayor’s Office to ensure the co-ordinated and effective delivery of the Mayor’s agenda.</li>\n<li>Realise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities.</li>\n<li>Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job and participating in multi-disciplinary cross-department and cross-organisational groups and project teams.</li>\n</ol>\n \nKey relationships\nAccountable to: Mayoral Head of Policy, Mayoral Head of Delivery\nPrincipal contacts: Director of the VRU, Deputy Mayors, Mayoral Directors, other Mayoral advisers and appointees, other members of the Mayor’s Office, policy teams in the GLA, functional bodies and the VRU, internal and external stakeholders.\n \nPerson specification\nTechnical requirements/experience/qualifications\n<ul>\n<li>Significant experience and proven track record of working within complex political environments</li>\n<li>Proven understanding of policy issues relating to young people.</li>\n<li>Extensive experience of programme and project management working across teams.</li>\n<li>Experience of engaging with stakeholders and managing communications in a political context</li>\n<li>Understanding of the role of the GLA, local and central government</li>\n</ul>\n \nBehavioural Competencies\nBuilding & Managing Relationships ...is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.\n \nLevel 3 Indicators of Effective Performance\n<ul>\n<li>Actively engages partners and encourages others to build relationships that support GLA objectives</li>\n<li>Understands and recognises the contributions that staff at all levels make to delivering priorities</li>\n<li>Proactively manages partner relationships, preventing or resolving any conflict</li>\n<li>Adapts style to work effectively with partners, building consensus, trust and respect</li>\n<li>Delivers objectives by bringing together diverse stakeholders to work effectively in partnership</li>\n</ul>\n \nCommunicating and Influencing ...is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us.\n \nLevel 3 Indicators of Effective Performance\n<ul>\n<li>Encourages and supports teams in engaging in transparent and inclusive communication</li>\n<li>Influences others and gains buy-in using compelling, well thought through arguments</li>\n<li>Negotiates effectively to deliver GLA priorities</li>\n<li>Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement</li>\n<li>Advocates positively for the GLA both within and outside the organisation</li>\n</ul>\n \nDecision Making\n...is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.\n \nLevel 3 Indicators of Effective Performance\n<ul>\n<li>Makes sound decisions quickly on behalf of the GLA when a situation requires intervention</li>\n<li>Takes responsibility for team decisions, providing rationale when those decisions are questioned</li>\n<li>Involves senior stakeholders early in decisions that impact them</li>\n<li>Analyses organisational risks associated with decisions, including those with long term impacts, before committing to action</li>\n<li>Encourages others in the team to make decisions in their own area of expertise, take appropriate risks and learn from experience</li>\n</ul>\n \nPlanning and Organising\n...is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.\n \nLevel 3 Indicators of Effective Performance\n<ul>\n<li>Monitors allocation of resources, anticipating changing requirements that may impact work delivery</li>\n<li>Ensures evaluation processes are in place to measure project benefits</li>\n<li>Gains buy-in and commitment to project delivery from diverse stakeholders</li>\n<li>Implements quality measures to ensure directorate output is of a high standard</li>\n<li>Translates political vision into action plans and deliverables</li>\n</ul>\n \nProblem Solving ...is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.\n \nLevel 3 Indicators of Effective Performance\n<ul>\n<li>Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding</li>\n<li>Actively challenges the status quo to find new ways of doing things, looking for good practice</li>\n<li>Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues</li>\n<li>Initiates consultation on opportunities to improve work processes</li>\n<li>Supports the organisation to implement innovative suggestions</li>\n</ul>\n \nResponding to Pressure and Change ...is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.\n \nLevel 3 Indicators of Effective Performance\n<ul>\n<li>Clarifies direction and adapts to changing priorities and uncertain times</li>\n<li>Minimises the pressure of change for the directorate, lessening the impact for the team</li>\n<li>Uses change as an opportunity to improve ways of working, encouraging others’ buy-in</li>\n<li>Keeps staff motivated and engaged during times of change, promoting the benefits</li>\n<li>Takes ownership for communicating change initiatives clearly, ensuring smooth implementation</li>\n</ul>\n Politically Restricted This role is ‘politically restricted’ under the Local Government and Housing Act 1989\n \nReasonable 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\n \nMore Support If you have a disability which makes submitting an online application form difficult, please contact <a href=\"mailto:resourcingteam@london.gov.uk\">resourcingteam@london.gov.uk.</a>","shortDescription":"","salaryDescription":"£66,063 per 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Senior Policy and Stakeholder Officer

Greater London Authority

£66,063 per annum

Southwark (Hybrid)

Posted 1 day ago

Policy Officer

Greater London Authority

£51,029 per annum

Southwark (Hybrid)

Posted 7 days ago

Programme Manager

Greater London Authority

£66,063 per annum

Southwark (Hybrid)

Posted 7 days ago

Data & Digital Quality Assurance Lead

Greater London Authority

£89,041 pro rata

City Hall, Kamal Chunchie Way (Hybrid)

Posted 8 days ago

Senior Board Officer

Greater London Authority

£51,029

City Hall, Kamal Chunchie Way (Hybrid)

Posted 10 days ago

Closing in 3 days

Senior Digital Media & Partnerships Officer

Greater London Authority

£51,029

City Hall, Kamal Chunchie Way (Hybrid)

Posted 18 days ago

Closing in 3 days

Senior Policy Officer (Housing)

Greater London Authority

£56,797

City Hall, Kamal Chunchie Way (Hybrid)

Posted 18 days ago

Closing today

Communications Officer

Greater London Authority

£39,818

Central London (Hybrid)

Posted 21 days ago

Closing in 3 days

Senior Adviser Young People

Greater London Authority

£66,063 per annum

City Hall, Kamal Chunchie Way (Hybrid)

Posted 21 days ago

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9 Greater London Authority jobs

Job alerts

Get ahead of new opportunities. To save a search to receive email alerts when employers post similar jobs, please enter search criteria or filters.

Senior Policy and Stakeholder Officer

Policy Officer

Programme Manager

Data & Digital Quality Assurance Lead

Senior Board Officer

Senior Digital Media & Partnerships Officer

Senior Policy Officer (Housing)

Communications Officer

Senior Adviser Young People

9
Greater London Authority jobs