Programme Manager

Communities & Skills

Collaborative, 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.

 

About the role

 

The 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.

 

This 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.

 

The 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.

 

You 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.

 

You 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.

 

 

What your day will look like 

• Manage a project team (internal and contractors) to achieve set objectives.
• Proactively lead on the overall performance of the team’s portfolio of workstreams against financial output/outcomes targets, compliance quality and risk.
• Collaborate proactively with the GO! London partnership in a matrix management arrangement to develop and deliver the portfolio of workstreams as required.
• Provide secretariat and management of a strategic and signatories’ board.
• Collaboration and development of key relationships internally and externally to secure resources and successful delivery.
• Seek and identify additional partners and funders to enhance the partnership and ensure the fund’s sustainability.
• Engage and communicate with community organisations and the sector to understand their needs and the needs of children and young people.
• 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.

 

Skills, knowledge and experience

To be considered for the role you must meet the following essential criteria:

 

• 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.
• Successful track record of monitoring delivery of complex and large-scale programmes, including delivery through multiple third parties and contract management.
• Track record of developing, leading, and managing teams, including tackling poor performance, developing talent, and being accountable for the team’s performance
• Excellent report writing skills with ability to present papers at Board level and evidence of strong strategic analytical skills.
• Experience of working in a political environment, managing complex or sensitive stakeholder arrangements to achieve positive outcomes for the organisation.

 

Behavioural competencies

 

Building and Managing Relationships
… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals. 
Level 3 Indicators of Effective Performance
•    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.

 

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

Level 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. 

 

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

 

Organisational 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.

 

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

Level 3 Indicators of Effective Performance

•    Clarifies direction and adapts to changing priorities and uncertain times.
•    Minimises the pressure of change for the directorate, lessening the impact for the team.
•    Uses change as an opportunity to improve ways of working, encouraging others’ buy-in
•    Keeps staff motivated and engaged during times of change, promoting the benefits. 
•    Takes ownership for communicating change initiatives clearly, ensuring smooth implementation.

 

Managing and Developing Performance
… is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.
Level 3 Indicators of Effective Performance
•    Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect.
•    Sets clear direction and expectations and enables others to interpret competing priorities.
•    Agrees and monitors challenging, achievable performance objectives in line with GLA priorities. 
•    Manages performance issues effectively to avoid adverse impact on team morale and performance. 
•    Promotes a positive team culture that respects diversity and deals with barriers to inclusion.
 

 

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

 

How to apply

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

 

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

Applications submitted without a Personal Statement will not be considered. 

 

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

 

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

 

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

 

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Safia Noor would be happy to speak to you. Please contact them at  Safia.Noor@london.gov.uk
 

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

 

Assessment process

 

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

 

If shortlisted, you’ll be invited to an interview/assessment.

 

The interview/assessment date is: w/c 9th June 2025 ( exact dates tbc)

 

Equality, diversity and inclusion

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

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

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

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

 

Benefits

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

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

 

Additional Information

 

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

 

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

 

If 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 

• 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;
• successfully completed your probation period and are performing to the required standard for your current role; and
• at least 18 months service with the GLA 

 

If you do meet the criteria listed above, you will need to complete the Approval for secondment application 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.

 

If 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 Secondment Policy and Procedure.

 

IMPORTANT: 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 Approval for secondment application form as it is not a secondment.

 

If 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

 

More Support

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