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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 \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","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":"6a1f6c11-deeb-4988-b3ec-86b142fa64a5","title":"Equality, Diversity and Inclusion Lead","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"Corporate Resources and Business Improvement \nThe Resources and Business Improvement directorate is led by Dianne Tranmer. It is responsible for: People Function, Facilities Management, Digital Experience Unit and Technology Group, Information Governance, Executive Support Team and leadership of all our shared services across the GLA Group.\n \nAbout the role \nThe Equality, Diversity, Inclusion and Culture Lead will act as the lead on GLA workforce equality, diversity and inclusion (EDI) strategies, responsible for developing and delivering policies, strategies and interventions to meet the GLA’s ambitions to be a genuinely inclusive employer and to reflect London’s diversity at all levels of our workforce.  \n \nWhat your day will look like: \nThe Equality, Diversity, Inclusion and Culture Lead will be: \n Accountable for the design, development and implementation of strategies relating to the development of the GLA’s approach to equality, diversity and inclusion to support the organisation in meeting its aim of being reflective of the Londoners it serves.  Oversee the EDI and Culture and Values team to align those agendas to the organisation’s requirements and wider people initiatives; with the development and delivery of a specific EDI and Culture strategies and action plans Oversee development of relevant strategies and programmes to meet strategic and operational priorities to ensure long term business continuity. Work with colleagues across the People Function to ensure Equality, Diversity and Inclusion and Culture are at the forefront of and embedded within other People led projects and programmes. Work through and draw upon the Centres of Excellence and People Partner teams to ensure strategies and processes are in line with EDI and Culture approaches, and provide a consistent, coordinated and coherent People service to all staff across the GLA. Oversee delivery of EDI and Culture initiatives directly (e.g. pay gap action plans) working through and influencing members of the Corporate Management Oversee delivery of wellbeing-related services and support within the GLA, e.g Employee Assistance Programme and other emotional support provided for GLA staff \nSkills, knowledge and experience \nTo be considered for the role you must meet the following essential criteria:\n \nCorporate Member of the Chartered Institute of Personnel Development or ability to demonstrate equivalent level of professional competence through learning and experience. Substantial experience gained in a senior strategic EDI-related role in a complex and high-profile organisation with multiple stakeholders High degree of numeracy and experience of producing and analysing data to support development of the business and meet all internal and external reporting requirements. \nJOB DESCRIPTION:\n \nJob purpose \n \nAccountable for the design, development and implementation of strategies relating to the development of the GLA’s approach to equality, diversity and inclusion to support the organisation in meeting its aim of being reflective of the Londoners it serves. \nAccountable for the design, development and implementation of initiatives to support the culture and values of the GLA. \nPrincipal accountabilities\n \nOversee the EDI and Culture and Values team to align those agendas to the organisation’s requirements and wider people initiatives; with the development and delivery of a specific EDI and C&V strategies and action plans \nOversee development of relevant strategies and programmes to meet strategic and operational priorities to ensure long term business continuity. Work with colleagues across the People Function to ensure Equality, Diversity and Inclusion and Culture and Values are at the forefront of and embedded within other People led projects and programmes. \nGather insights and best practice from across external organisations to ensure the latest thinking and best practice is built into policies and strategies and across the GLA Group to ensure alignment, where appropriate. \nWork through and draw upon the Centres of Excellence and People Partner teams to ensure strategies and processes are in line with EDI and C&V approaches, and provide a consistent, coordinated and coherent People service to all staff across the GLA. \nOversee delivery of EDI and C&V initiatives directly (e.g. pay gap action plans) working through and influencing members of the Corporate Management Team. \nPlay an active role in embedding the new People Function operating model and ensuring the long-term success of the work undertaken as part of transformation \n Partner with People Function SLT to translate GLA Business Strategy into a value-add aligned People Strategy and drive implementation across the wider HR team ensuring integration and alignment of all HR strategic initiatives and BAU deliverables \nManage staff and budgets allocated to the job in accordance with the GLA's policies and Code of Ethics and Standards and ensure all contract management and procurement of services in accordance with policy and best value principles. \nRealise 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 task teams \nRealise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities. \nKey relationships \n \nAccountable to:\nHead of HR, EDI, Culture and Values\nAccountable for:\nEDI and Culture and Values teams\nPrincipal contacts:\nSenior managers of the GLA, People Function Colleagues, Mayor’s office and the Assembly\n \nPerson specification \nTechnical requirements\n \nCorporate Member of the Chartered Institute of Personnel Development or ability to demonstrate equivalent level of professional competence through learning and experience. \nSubstantial experience gained in a senior strategic human resources role in a complex and high-profile organisation with multiple stakeholders. \nHigh degree of numeracy and experience of producing and analysing data to support development of the business and meet all internal and external reporting requirements. \nBehavioural Competencies\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.\n \nLevel 4 indicators of effective performance\nIdentifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights Actively challenges and addresses ‘silo attitudes’ to encourage effective relationship building inside and outside the GLA Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively Identifies clear win-win situations with external partners \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 3 indicators of effective performance\nEncourages 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 organisation \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 \nTranslates GLA vision and strategy into practical and tangible plans for own team or delivery partners Consistently takes account of the wider implications of team’s actions for the GLA Encourages self and others to think about organisation’s long term potential Informs strategy development by identifying gaps in current delivery or evidence Takes account of a wide range of public and partner needs to inform team’s work \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 \nMotivates 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 \nDecision making\n… is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.\n \nLevel 4 indicators of effective performance\n \nMakes difficult decisions for the long term benefit of the organisation Presents and instils confidence in strategic decision-making Consults stakeholders early in critical organisation-wide decisions Stands by the decisions and actions of the GLA Accepts and promotes accountability for the GLA’s decision making Ensures the organisation balances effective risk management with the need for timely actions \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 \nClarifies ambiguous problems, questioning assumptions to reach a fuller understanding Actively challenges the status quo to find new ways of doing things, looking for good practice Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues Initiates consultation on opportunities to improve work processes Supports the organisation to implement innovative suggestions \nOrganisational awareness\n… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.\n \nLevel 3 indicators of effective performance\n \nUses 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 \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.\n \nLevel 3 indicators of effective performance\n \nClarifies 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 \nReasonable adjustment\n \nReasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.\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 \nUp to date CV\n Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert. \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 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 Shabana Kausar would be happy to speak to you. Please contact them at Shabana.Kausar@london.gov.uk\n \nIf you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk 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 date is: 7th and 8th May 2025\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 \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\n 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":"£79,159","publishDate":"2025-04-12T14:46:00.000Z","expirationDate":"2025-04-24T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/85d8d343-2be2-431e-aaa7-f33b67f2cdad.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 annum","publishDate":"2025-04-11T09:54:00.000Z","expirationDate":"2025-05-05T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/7c50454d-e2af-46fe-bedb-94a4ab2846f5.png","score":1,"featured":false,"enhanced":false},{"id":"dce3aa19-1756-4261-a193-9b5ba05c2f04","title":"Data Business Partner","employer":"Greater London Authority","department":"","location":"Southwark","locationType":2,"description":"Corporate Resources and Business Improvement\nThe Resources and Business Improvement directorate is led by Dianne Tranmer. It is responsible for: People Function, Facilities Management, Digital Experience Unit and Technology Group, Information Governance, Executive Support Team and leadership of all our shared services across the GLA Group.\n \nAbout the team\nThe Mayor of London’s Data for London programme has been established to improve the flow and usage of data to serve citizens, solve city challenges, and promote productivity - putting data into the hands of those who can make a positive difference for London. The Data for London Advisory Board brings together data leaders from across public, private and civil society and includes expertise in the fields of data science, data ethics, smart cities, cyber security, public engagement and data journalism.\n \nInside the GLA’s Digital Experience Unit, the Data for London team are working to ‘fix the plumbing’ for the data ecosystem in London. This includes delivering a rebuild of the London Datastore <a href=\"https://data.london.gov.uk/\">https://data.london.gov.uk/</a>, which serves 2m users and contains 18,000 data files. As we work towards that full rebuild, the team have released the first component of new data infrastructure for London: the Data for London Library.\n \nThe Data for London Library will allow users to search city data, all in one place. We will harvest metadata from many more organisations across London than the current DataStore and put it all in one searchable Library, allowing data analysts to find new datasets or possible collaborators to solve their problem.\n \nThe Data for London team now moves onto the second phase of the rebuild. This will be focused on data sharing and access management, ensuring effective governance, roles and responsibilities, and secure access.\n \nAbout the role\nThis new role offers a great opportunity to apply your digital project management skills to a series of flagship data projects. Working as part of the Data for London team, you will convene stakeholders from the public, third and private sectors within London’s data ecosystem to understand their needs. You’ll help drive innovation by exploring new datasets, data sharing and how data is integrated into decision making.\n \nYou’ll run workshops and oversee the design and delivery of micro-experiments to validate hypotheses about the role data can play in specific exemplar projects. This may include expanding existing platforms, such as Data for London, or identifying opportunities to test and scale emerging technologies. Finally, in conjunction with the wider Data for London team, the role will support relevant cross-sector groups and partnerships to deliver the agreed outputs, which may include new data products and services.\n \nIn addition to your work on exemplars, the Data Business Partner will act as a trusted advisor on all aspects of the Data for London programme, owning and cultivating relationships with internal partners across the Greater London Authority.\n \nThe role will work in partnership with directorate leaders and senior managers to provide high-quality strategic data advice, direction, insight and support, balancing the needs of end users with strategic policy objectives.\n \nWhat your day will look like\n<ul>\n<li>Support the Head of Data for London by working closely with managers across the Greater London Authority, gaining sufficient knowledge of the affairs of their data-related needs, challenges, and opportunities.</li>\n<li>Develop and maintain strong relationships with directors and senior managers, acting as a credible strategic partner on how to effectively leverage the resources, tools, and expertise available within the Data for London program and City Intelligence Unit.</li>\n<li>Act as the primary point of contact for Data for London partner projects, ensuring timely and effective communication and expectation management.</li>\n<li>Lead secretariat support for the Data Projects Review group, including organizing meetings, preparing agendas, documenting decisions, and following up on action items.</li>\n<li>Facilitate the prioritisation process for Data for London partner requests, ensuring alignment with the programme and wider organization’s strategic objectives and available resources.</li>\n<li>Identify opportunities for cross-collaboration and knowledge sharing among partners, promoting a culture of data-driven decision-making and continuous improvement.</li>\n<li>Influence and challenge strategic decisions ensuring stakeholders are fully aware of the impact decisions made may have on strategic GLA data priorities, including the provision of accurate management information to enable evidence-based decision making.</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</ul>\n \nSkills, knowledge and experience\nTo be considered for the role you must meet the following essential criteria:\n \n<ul>\n<li>Ability to provide credible professional advice, challenge and innovative solutions to senior stakeholders</li>\n<li>Experience of implementing improvements to people systems and processes</li>\n<li>Ability to present technical / complex people information (orally and in writing) clearly and concisely to non-technical senior stakeholders</li>\n<li>Strong understanding of data management principles, including open data publishing, data analytics, data governance, data quality, and data privacy.</li>\n<li>Proven ability to build and maintain effective relationships with stakeholders at all levels of the organization.</li>\n<li>Experience in project management and the ability to handle multiple priorities and deadlines.</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 Martine Wauben would be happy to speak to you. Please contact them at <a href=\"mailto:martine.wauben@london.gov.uk\">martine.wauben@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.\n \nThe interview date is to be confirmed, around 6-9 May 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.\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>\n ","shortDescription":"","salaryDescription":"£63,112","publishDate":"2025-04-11T08:48:00.000Z","expirationDate":"2025-04-22T08:48:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/4813df09-e54b-458b-a963-7f8b9a5def3d.png","score":1,"featured":false,"enhanced":false},{"id":"a87fb407-859b-428f-b6fd-59568818529f","title":"Senior Manager Performance and Governance","employer":"Greater London Authority","department":"","location":"Southwark","locationType":2,"description":"Good Growth\nGood Growth is responsible for delivering and implementing the Mayor’s environment, transport, culture and economic strategies and for the effective implementation of the London Plan. The Directorate is also responsible for regeneration (where the programme is not housing led), enterprise, growth, capital projects and design work.\n Culture, Creative Industries and 24 Hour London\nCulture is the lifeblood of our city. It is the force that gives London its sense of identity, binds communities together, attracts visitors, drives the economy and encourages investment. The Culture, Creative Industries and 24 Hour London Unit exists to make London an exciting, world-leading city of inspiration and opportunities for everyone.\n \nWe do this through a wide range of policy and programmes that support the arts and creative industries to grow and be accessible to all, and the capital to be the number one destination for 24-hour culture and entertainment. Projects include supporting the creative industries sector through Film London, British Fashion Council and London Games Festival; Creative Enterprise Zones, the East Bank culture and education quarter, the London Museum, the Fourth Plinth contemporary art commission series, London Borough of Culture and supporting London as a 24 Hour city.\n \nThis is an exciting time to join our welcoming and collaborative team, as we strengthen London’s cultural infrastructure, support creative professionals and businesses putting down roots and developing, provide cultural opportunities across the city and cement its status as the world’s creative capital. \n About the role\nThe Senior Manager Performance and Governance is an exciting new role for an individual with significant skills in governance and operational planning. As part of the Unit’s Senior Management Team, you will provide day-to-day leadership and support, both internally for the Unit and strategically for the GLA and the Mayor’s Office.\n \nYou will support the Assistant Director of Culture, Creative Industries and 24 Hour London Unit and the Senior Manager World City and Operations and lead the corporate reporting and governance function within the Unit.\n \nYou will help the Assistant Director to embed required changes within the Unit. You will work across the GLA with other leads of performance and governance and the Mayor’s Office to ensure the work of Culture, Creative Industries and 24 Hour London is appropriately prioritised. This role is crucial to the smooth running of the Unit, ensuring the team is resourced and accountable to deliver work for Londoners. \n What your day will look like\n<ul>\n<li>Providing strategic leadership and influence on a range of initiatives for the Unit such as internal reporting and monitoring project delivery</li>\n<li>Contributing to Senior Management Team meetings/discussions on internal and external issues, from deadlines to strategic planning</li>\n<li>Implementing new systems and processes to help the Unit deliver their goals including our new Unit delivery plans</li>\n<li>Engaging with internal and external stakeholders to help the Unit deliver the Mayor’s mandates from the governance and legal teams to the London Museum and World Cities Culture Forum.</li>\n<li>Providing and contributing to written and oral briefings and specialist reports related to culture and the creative industries and key issues as required.</li>\n<li>Being part of an Equality, Diversity and Inclusion working group recommending and implementing improvements across the Unit.</li>\n<li>Supporting the team to meet deadlines</li>\n<li>Advising project leads on funding agreements, signing off FOIs and Mayoral Decisions.</li>\n<li>Providing support to the Operations team when the Senior Manager World City and Operations is not working (this post is also 0.6)</li>\n</ul>\n \nPrincipal accountabilities\n<ol>\n<li>Lead the development and execution of Unit wide operation and improvement plans, ensuring there is a particular emphasis on Equality, Diversity and Inclusion.</li>\n<li>Provide day-to-day leadership for the Unit on reporting for all the Unit’s programmes and governance including but not limited to quarterly reporting, grant management, information asset registers, freedom of information requests, risk registers, subsidy control, GLA Decision making processes and board recruitment.</li>\n<li>Identify opportunities to strengthen and coordinate reporting and governance operations more widely across the Culture, Creative Industries and 24 Hour London Unit. This will include the design and implementation of new processes e.g. project initiation and programme reviews and ways of working. It will also include providing bandwidth for the Senior Management Team by coordinating tasks.</li>\n<li>Develop and lead a programme of work for Culture, Creative Industries and 24 Hour London internal reporting for key strategic processes, including (but not restricted to) Mayoral mandates, and ensure the Unit is responding to requests appropriately. </li>\n<li>Represent and deputise for the Assistant Director and Senior Manager World City and Operations as required including in areas of HR and finance, including support with briefings.</li>\n<li>Manage staff and resources allocated to the job in accordance with the GLA’s policies and code of ethic and standards, including health and safety.</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-departmental and cross-organisational groups and project teams.</li>\n</ol>\n \nKey relationships\nAccountable to: Senior Manager, World City and Operations, with a dotted line to the Assistant Director for CCI24\n Accountable for: Programme Governance Officer and Operations Team in absence of the Senior Manager World City and Operations Key contacts: Culture, Creative Industries and 24 hour London Unit, Senior Management Team and Operations Team, Good Growth Directorate, GLA Governance, Legal and Mayor’s Office.\n \nSkills, knowledge and experience \nTo be considered for the role you must meet the following essential criteria:\n<ul>\n<li>Significant experience of developing delivery plans, project monitoring and reporting, setting and monitoring KPIs and creating dashboards.</li>\n<li>Programme and project management – able to manage a broad portfolio, drive progress and change, introduce new systems as required, manage risks and monitor delivery. Highly organised, with an attention to detail and able to work at pace.</li>\n<li>Experience of leading on governance issues, legal issues, board recruitment, grant management processes and funding agreements.</li>\n<li>Strategic thinking – able to see the links between different programmes and policy areas, to identify opportunities to work across silos, and to understand and work effectively within the wider political, social and economic context.</li>\n<li>Experience of leading on promoting equality, diversity and inclusion in projects and a commitment to driving equality, diversity and inclusion through all the Unit’s work.</li>\n</ul>\n \nBehavioural competencies\nPlanning and organising … is thinking ahead; managing time, priorities and risk; and developing structured and efficient approaches to deliver work on time and to a high standard.\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>Makes contingency plans to account for changing work priorities, deadlines and milestones</li>\n<li>Gains buy-in and commitment to project delivery from diverse stakeholders</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 \nBuilding and 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>Persuades others, using evidence-based knowledge; modifies approach to deliver messages effectively</li>\n<li>Challenges the views of others in an open and constructive way</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 \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>Takes ownership for communicating change initiatives clearly, ensuring smooth implementation</li>\n<li>Uses change as an opportunity to improve ways of working, encouraging others’ buy-in</li>\n<li>Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure</li>\n<li>Keeps staff motivated and engaged during times of change, promoting the benefits</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 BOTH of 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 learn more about the role before applying, there will be two briefing sessions for this role, held online, at which you can get further information and ask questions. These sessions will take place at 9.30 am on Thursday 10 April and 5.30 pm on Monday 14 April. <a href=\"https://teams.microsoft.com/l/meetup-join/19%3ameeting_OTMxMmViMjctMjcxZi00ZGRlLWFkZTMtY2MyZDdmMDJjNTAz%40thread.v2/0?context=%7b%22Tid%22%3a%2230653dea-fb01-4b4c-8ddf-c183f89febfb%22%2c%22Oid%22%3a%225e05afa8-f8a0-4579-832f-6f85264669c7%22%7d\">Join the meeting now</a>\n \nThursday 10 April - <a href=\"https://teams.microsoft.com/l/meetup-join/19%3ameeting_YmU1NTkwY2UtYWMxYi00MmJhLTk0NGMtZTQ4OTYwY2ExZDVl%40thread.v2/0?context=%7b%22Tid%22%3a%2230653dea-fb01-4b4c-8ddf-c183f89febfb%22%2c%22Oid%22%3a%22a2aceb4d-84a3-405c-9dfb-36aed418fb72%22%7d\">Join the meeting now</a> • Meeting ID: 349 478 259 228 • Passcode: xE9kw97M\n \nMonday 14 April - <a href=\"https://teams.microsoft.com/l/meetup-join/19%3ameeting_NjVjN2YzYTMtYzdmNi00Mzg2LTlkZmUtY2Q2YjRjNTc2NGIz%40thread.v2/0?context=%7b%22Tid%22%3a%2230653dea-fb01-4b4c-8ddf-c183f89febfb%22%2c%22Oid%22%3a%22a2aceb4d-84a3-405c-9dfb-36aed418fb72%22%7d\">Join the meeting now</a> • Meeting ID: 315 756 253 402 • Passcode: ZD7gC2Lx\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 and asked to do a short presentation.\n \nThe interview dates are: 6/7 May 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.\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":"£66,063","publishDate":"2025-04-10T14:52:00.000Z","expirationDate":"2025-04-22T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/641682aa-5edb-4034-aba9-963720a1c5b9.png","score":1,"featured":false,"enhanced":false},{"id":"6efd2c91-963e-4a3f-a19f-b1fa50cd5b14","title":"Project Support Officer","employer":"Greater London Authority","department":"","location":"Southwark","locationType":2,"description":"<div class=\"job\">\nCommunities & Skills\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 \nTo provide business support services to the Skills & Employment Unit including implementing processes for Skills Decisions, organising team events/meetings/Awaydays and co-ordinating corporate tasks including the monthly Mayor’s Question Time (MQT), allocation of correspondence from members of the public (Write Ons) and Freedom of Information (FOI) requests, including drafting responses to the more straightforward issues.\n \nWhat your day will look like (bullet points)\n \nWorking with colleagues across the Skills & Employment Unit, the successful applicant will be:\n \nProviding high quality business support to the Units PMO; including minute taking and action chasing\n \nOrganising team events such as Away Day\n \nProcessing Skills Decisions: key actions to deliver the Unit’s projects.\n \nManaging responses to key corporate activities of MQTs, WriteOns and FOIs\n \nUndertaking other administrative responsibilities including risk management activities\n \nSkills, knowledge and experience\n \nTo be considered for the role you must meet the following essential criteria:\n \nEvidence of providing high-level business support to a senior manager.\n \nEvidence of providing high-level support for a large team including implementing processes to support staff.\n \nExperience of using IT systems including MS Outlook, word-processing, spreadsheets, and databases.\n \nStrong communication skills and experience of working to demanding deadlines and working with a range of stakeholders.\n \nJOB DESCRIPTION:\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\n \nIf you would like to apply for the role you will need to submit the following:\n \nUp to date CV\nPersonal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria outlined above in the advert.\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)\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. \nIf you have questions about the role\n \nIf you wish to talk to someone about the role, the hiring manager Sean Ruddy would be happy to speak to you. Please contact them at <a href=\"mailto:sean.ruddy@lo\">sean.ruddy@lo</a>ndon.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 GLA with recruitment.\n \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: 15th and 16th May 2025\n \n \nEquality, diversity and inclusion\n \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\n \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\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 \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 \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>.\n<div> </div>\n \nThe GLA is proud to be a Level 2: Disability Confident employer. We are committed to becoming a more inclusive and accessible organisation, and creating a truly inclusive and accessible workplace and culture for our disabled staff. We have named Disability Equality as a key corporate priority within our EDI Strategy. We welcome and encourage applications from disabled applicants. Should you wish to opt into the scheme, please let us know during your application.\n \n</div>\n<div>\n<div class=\"applylink pull-right\"><a class=\"btn btn-primary btn-large btn-lg apply dialogApplyBtn \" lang=\"en-GB\" xml:lang=\"en-GB\" href=\"https://london-gov.jobs2web.com/talentcommunity/apply/1153934255/?locale=en_GB\">Apply now »</a></div>\n</div>","shortDescription":"","salaryDescription":"£39,818","publishDate":"2025-04-10T14:03:00.000Z","expirationDate":"2025-04-28T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/df80db82-26e6-40a9-9f50-997d77176d22.png","score":1,"featured":false,"enhanced":false},{"id":"dc48e14f-9ea0-45ea-8270-4408e56a2814","title":"Senior Project Officer","employer":"Greater London Authority","department":"","location":"Southwark","locationType":3,"description":"Skills Bootcamps Programme\n \nSkills Bootcamps aim to help Londoners aged 19+ to enter employment, upskill or change career and are open to adults who are full-time or part-time employed, self-employed or unemployed, as well as adults returning to work after a break.\n \nAbout the role\n \nA Senior Project Officer (SPO) in the Skills Bootcamps team will manage allocated providers, ensuring that the quality and key performance metrics for the Skills Bootcamps for Londoners programme are achieved. The role will support end to end project management, with a focus around supporting projects to deliver good quality provision.\nThe SPO will review the project on a monthly basis, managing performance, quality of delivery and risk mitigation. They will take proactive actions to manage the programme outputs – mainly job outcomes for Londoners enrolled on the Skills Bootcamps.\n \n \nWhat your day will look like \n \n<ul>\n<li>Provider management – focusing on key performance metrics</li>\n<li>Collaborating within a mini-project team to achieve set objectives,</li>\n<li>Sharing good practice with team members</li>\n<li>Engaging with project stakeholders – internally and externally</li>\n</ul>\n<ul>\n<li>Promoting and enabling equality of opportunities, promoting the diverse needs and aspirations of London’s communities and working towards addressing barriers to their participation.</li>\n</ul>\n \n \nSkills, knowledge and experience\nTo be considered for the role you must meet the following essential criteria:\n \n<ul>\n<li>Demonstrable experience of developing, managing and delivering large-scale high value projects and programmes in complex organisations.</li>\n<li>A thorough knowledge of programme and project management and control techniques. Having a recognised project management qualification or proven experience in project/programme management is desirable.</li>\n<li>Evidence of well-developed IT skills, solid experience of using financial management systems and processes, and excellent report writing skills</li>\n<li>An understanding of local and national skills and employment funding streams, associated reporting and the benefits of outcome-related funding models for both participants and funders.</li>\n<li>Experience of establishing and managing complex, and sometimes hostile, stakeholder relationships to achieve positive outcomes.</li>\n<li>Demonstrable experience of using strategic research and analytical skills to support and enable project and programme development, delivery, and evaluation.</li>\n</ul>\n \nThis role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL) \n<h3>Behavioural Competencies</h3>\n \nProblem Solving\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 \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 \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 \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>Presents a credible and positive image both internally and externally</li>\n<li>Challenges the views of others in an open and constructive way</li>\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</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>Identifies opportunities for joint working to minimise duplication and deliver shared goals</li>\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</ul>\n \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 actions\nLevel 2 Indicators of Effective Performance\n<ul>\n<li>Works with a view to the future, prioritising own and others’ work in line with GLA objectives</li>\n<li>Briefs and prepares team to accomplish goals and objectives</li>\n<li>Communicates the GLA’s strategic priorities in a compelling and convincing manner, encouraging buy-in</li>\n<li>Balances own team’s needs with wider organisational needs</li>\n<li>Identifies synergies between team priorities and other relevant agendas</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 \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 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 speak to someone about the role, Ade Ogunbambo the hiring manager would be happy to speak to you about the role. <a href=\"mailto:Ade.Ogunbambo@london.gov.uk\">Ade.Ogunbambo@london.gov.uk</a>\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 \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: Week beginning 19th May 2025\n \nEquality, diversity and inclusion\n \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\nconsidered 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 \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 \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>.\n \n \nPlease note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role. Please upload a personal statement with a maximum of 1500 words to the ‘Additional Documents’ section of the form, ensuring you address the following technical requirements and competencies in your personal statement. Word or PDF format preferred and do not include any photographs or images. The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA competency framework.\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.\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. We are a disability confident employer who guarantee an interview to any disabled candidate who meets all of the essential criteria.\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. \nIn addition to a good salary package, we 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.","shortDescription":"","salaryDescription":"£56,767.00","publishDate":"2025-04-07T11:00:00.000Z","expirationDate":"2025-04-27T22:59:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/5fb9966e-c715-4635-83b7-fb3be76bc564.png","score":1,"featured":false,"enhanced":false},{"id":"23542e5c-5ece-4370-9cbd-677cd4c64be0","title":"Area Manager","employer":"Greater London Authority","department":"","location":"City Hall, Kamal Chunchie Way","locationType":2,"description":"<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Housing and Land</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\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>\nThe Area Teams lead the Mayor’s relationships with housing investment partners, including local authorities and some of London’s largest Housing Associations. The teams are responsible for achieving the Mayor’s housing targets, working with partners to navigate a challenging delivery environment while ensuring value for money for public investment. \n \n<h2>About the role</h2>\nWe have an exciting opportunity to help achieve the priorities set out in the Mayor’s Housing Strategy and London Plan by supporting the delivery of affordable housing to tackle London’s housing crisis.\nAs an Area Manager in the North West area team, you will work closely with the GLA’s investment partners, utilising your problem solving and negotiation skills to deliver the Mayor’s affordable housing programmes.\nYou’ll work with partners to ensure that the Mayor’s land assets and those of public sector partners increase housing supply. You’ll manage a portfolio of housing developments to achieve Mayoral targets for new homes; and ensure developments meet the Mayor’s requirements for design quality. \nWant to find out what it’s like working in the GLA’s North West Area Team?\nIf you would like to hear more about the job, we are holding two informal sessions with members of the team on Wednesday 16 April at 5pm and Tuesday 22 April at 1pm. If you are interested in attending, please email <a href=\"mailto:rebecca.popescu@london.gov.uk\">rebecca.popescu@london.gov.uk</a> to register your details and receive an invite. \n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Skills, knowledge and experience</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\nTo be considered for the role you must meet the technical requirements and behavioural competent listed below in the advert.\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>\nThis role is based at City Hall, Royal Docks (Kamal Chunchie Way, London, E16 1ZE) or London Fire Brigade’s Head Office (Union Street SE1 0LL).\nStaff at the GLA are working in our offices 2-3 days per week. A good balance of time spent working remotely, in the office together with colleagues and with partners across London is an important aspect of the role. We promote flexible approaches to working and try to ensure an inclusive and supportive environment that enables our staff to be successful. This may include reasonable adjustments or other flexibilities around working hours and locations.\n<hr>\n<h3>Technical requirements/experience/qualifications</h3>\nAppropriate Degree level qualification and/or appropriate professional qualifications/membership and/or demonstrable and relevant experience and skills.\nBehavioural Competencies\n<h2> </h2>\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>\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 2 indicators of effective performance\n<ul>\n<li>Seeks to understand requirements, gathering extra information when needs are not clear </li>\n<li>Presents the GLA positively by interacting effectively with stakeholders</li>\n<li>Delivers a timely and accurate service </li>\n<li>Understands the differing needs of stakeholders and adapts own service accordingly</li>\n<li>Seeks and uses feedback from a variety of sources to improve the GLA’s service to Londoners</li>\n</ul>\nProblem Solving\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 \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</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">How to apply</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\nThe application closing date is Sunday 27 April 2025 at 23:59\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.</li>\n</ul>\nWe want to understand how your skills and experience are relevant to this work, regardless of your professional background. So please submit a supporting statement (no more than 1,500 words) that uses specific examples to demonstrate how you meet the four behavioural competencies outlined below, further detail of these competencies are above.\n<ol>\n<li>Building and Managing Relationships - Level 2</li>\n<li>Stakeholder Focus - Level 2</li>\n<li>Problem Solving - Level 2</li>\n<li>Planning and Organising - Level 2</li>\n</ol>\nIf you are successful at application stage and invited for interview, we would like to understand how you meet the four competencies above and there will also be a short exercise, which will test how you meet the technical requirements. \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, as detailed in the Job Description, 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)\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<h3>If you have questions about the role</h3>\nIf you wish to talk to someone about the role, the hiring manager Amman Johal would be happy to speak to you. Please contact her at <a href=\"mailto:Amman.Johal@london.gov.uk\">Amman.Johal@london.gov.uk</a> between 4 April and 17 April. Please contact Ryan Wilks at <a href=\"mailto:Ryan.Wilks@london.gov.uk\">Ryan.Wilks@london.gov.uk</a> between 18 April and 4 May 2025.\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>\nThe application closing date is Sunday 27 April 2025 at 23:59\nOnce you have submitted an application, your details will be reviewed by a panel.\nIf shortlisted, you’ll be invited to an interview.\nThe interviews will be held week commencing Monday 19 May 2025.\n<h3>Equality, diversity and inclusion</h3>\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 2-3 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 \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.\nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \n</div>\n</div>\n</div>\n</div>\n</div>\n</div>","shortDescription":"","salaryDescription":"£56,797 per annum","publishDate":"2025-04-05T14:33:00.000Z","expirationDate":"2025-04-27T22:33:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/824695e5-9de0-45c7-9173-afb348dedd53.png","score":1,"featured":false,"enhanced":false},{"id":"5bec99c5-58e1-43d4-851d-5509cc7516e7","title":"Policy and Projects Officer, London Borough of Culture","employer":"Greater London Authority","department":"","location":"Central London","locationType":2,"description":"<div class=\"field field--name-field-c-j-page-components field--type-entity-reference-revisions field--label-hidden field__items\">\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Good Growth</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\nGood Growth is responsible for delivering and implementing the Mayor’s environment, transport and economic strategies and for the effective implementation of the London Plan. The Directorate is also responsible for regeneration (where the programme is not housing led), enterprise, growth, capital projects and design work. The Culture, Creative Industries and 24 Hour London Unit also sits within the Good Growth Directorate.\n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">About the team</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\nThe role is based within the Culture, Creative Industries and 24 Hour London Unit at the GLA. The Unit delivers the Mayor’s Culture Strategy for London, aiming to provide Londoners with access to culture on their doorsteps.\nWe do this through a wide range of programmes that support the arts and creative industries to grow and be accessible to all, and the capital to become the number one destination for 24-hour culture and entertainment. Projects include the Commission for Diversity in the Public Realm, the Creative Economy Growth programme, Creative Enterprise Zones, the East Bank culture and education quarter, the Fourth Plinth contemporary art commission series, London Borough of Culture and the Night Time Enterprise Zones.\n \nLondon Borough of Culture was launched in 2017. Its aim is to place culture at the heart of communities, underpinned by residents’ engagement, inspiring new and diverse talent, and drawing visitors from across the city and beyond. Programmes focus on young people, community and civic engagement, health and wellbeing, and jobs and skills. Waltham Forest held the title in 2019, and Brent in 2020. Lewisham delivered its programme in 2022 and Croydon in 2023.\n \nIn March 2024, the Mayor announced the title awards for Wandsworth 2025 and Haringey 2027, delivering ambitious creative and community-led programmes in each borough, using arts, culture & heritage activities to transform people’s lives; and three Cultural Impact Awards to Barnet, Greenwich and Merton, delivering high-quality creative interventions that celebrate culture and communities, and encourage participation and positive change.\n \nLiberty, the Mayor’s festival celebrating D/deaf, disabled and neurodivergent artists, is now embedded as part of the overall LBOC programme, to support the development of these artists and create further opportunities to bring Liberty to the heart of local communities. There is a Liberty Advisory Group of ten Members with lived experience of disability and neurodiversity that guides the vision for the festival.\n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">About the role</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\nAs Policy and Projects Officer for London Borough of Culture, you will be part of a passionate team, helping to shape the cultural agenda for London. You will support\nthe development and delivery of projects and events for London Borough of Culture and Liberty Festival. You will manage stakeholder relationships with boroughs, cultural partners and ambassadors, including the Liberty Advisory Group. You will co-ordinate internal and external communications relating to the programme. \n \nYou will have experience of managing cultural projects and delivering these to a high standard and with varied stakeholders. You will have experience of communicating effectively with a wide range of partners. You will also have excellent writing skills, including drafting and editing copy and correspondence for a wide and varied readership.\n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">What your day will look like</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\n<ul>\n<li>You will work with partners and stakeholders, including the Liberty Advisory Group, to develop and deliver a strong, accessible Liberty Festival, celebrating D/deaf, disabled and neurodivergent artists</li>\n<li>You will advise boroughs in receipt of Cultural Impact Awards, to support artistic commissions, marketing, evaluation and legacy</li>\n<li>You will lead on small-scale projects, including design and development, project management, liaising with artists, partners and suppliers, contracting and finance management.</li>\n<li>You will support the team’s marketing and communications work, including writing content for newsletters, social media and web, proofreading, and coordinating event invitations.</li>\n<li>You will build and maintain relationships with internal teams and external stakeholders to assist with relevant policy and projects.</li>\n</ul>\n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Skills, knowledge and experience</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\nTo be considered for the role you must meet the following essential criteria:\n<ul>\n<li>Experience of working with artists and cultural organisations</li>\n<li>Experience of developing and delivering artistic/cultural projects</li>\n<li>Experience of delivering marketing and communications, including copywriting</li>\n<li>Strong stakeholder management skills</li>\n<li>Strong organisation skills</li>\n<li>Strong understanding of Equality, Diversity and Inclusion, and the social model of disability</li>\n</ul>\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</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">How to apply</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\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>\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)\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. \nIf you have questions about the role\nIf you wish to talk to someone about the role, the hiring manager Rachel Crossley would be happy to speak to you <a href=\"mailto:Rachel.Crossley@london.gov.uk\">Rachel.Crossley@london.gov.uk</a>\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</div>\n</div>\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\n<h4>Assessment process</h4>\nOnce you have submitted an application, your details will be reviewed by a panel.\nIf shortlisted, you’ll be invited to an interview/assessment.\nThe interview/assessment date is: 14th May 2025\n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Equality, diversity and inclusion</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\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</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Benefits</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\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</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">Additional Information</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\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.\nSuccessful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening. \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</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n<div class=\"field__item\">\n<div class=\"page-section\">\n<div class=\"u-py-8 lg:u-py-9 xl:u-py-12 xxl:u-py-14 u-space-y-7\">\n<div class=\"section-title\">\n<h2 class=\"h2\">More Support</h2>\n</div>\n<div class=\"u-space-y-10\">\n<div class=\"paragraph paragraph--type--rich-text paragraph--view-mode--default\">\n<div class=\"rich-text\">\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>.\n</div>\n</div>\n</div>\n</div>\n<hr class=\"page-section__divider u-m-auto u-border-opacity-20 u-border-grey u-w-container\">\n</div>\n</div>\n</div>\n<div>\n<div class=\"gla-disability-confident--block\">\n<a href=\"https://www.gov.uk/government/collections/disability-confident-campaign\"><img src=\"https://www.london.gov.uk/modules/estate/gla_estate_core/gla_estate_component_jobs/images/disability_confident_scheme.png\" alt=\"Disability Confident employer scheme\"></a>\n<div class=\"rich-text u-py-6\">\nThe GLA is proud to be a Level 2: Disability Confident employer. We are committed to becoming a more inclusive and accessible organisation, and creating a truly inclusive and accessible workplace and culture for our disabled staff. We have named Disability Equality as a key corporate priority within our EDI Strategy. We welcome and encourage applications from disabled applicants. Should you wish to opt into the scheme, please let us know during your application.\n</div>\n</div>\n</div>","shortDescription":"","salaryDescription":"£47,245 pro-rata","publishDate":"2025-04-04T15:48:00.000Z","expirationDate":"2025-04-27T22:45:00.000Z","logoUri":"https://www.lgjobs.com/logos/logos/6da45af3-a704-4138-92c0-db1831acc48d.png","score":1,"featured":false,"enhanced":false}],"totalResults":11,"page":1,"pageSize":20,"facets":{"ContractType":{"1":9,"2":2},"WorkingPatterns":{"1":10,"2":2,"4":1},"EmployerType":{"civil service/central government":11},"PublishDate":{"1":0,"2":0,"3":0,"4":8,"5":11},"LocationType":{"2":10,"3":1},"JobTypes":{"communications":1,"it support":2,"management":2,"policy":1,"project management":2,"social care":1}},"randomNumber":0,"noOfFeaturedJobs":0,"bounds":null,"error":null}},"dataUpdateCount":1,"dataUpdatedAt":1745299385054,"error":null,"errorUpdateCount":0,"errorUpdatedAt":0,"fetchFailureCount":0,"fetchFailureReason":null,"fetchMeta":null,"isInvalidated":false,"status":"success","fetchStatus":"idle"},"queryKey":["jobs",null,null,null,"493b1065-dc5d-4533-8c87-015edfefa5ac",{},{"contractType":[],"workingPatterns":[],"locationType":[],"jobTypes":[],"employerType":[],"datePosted":5},2,1],"queryHash":"[\"jobs\",null,null,null,\"493b1065-dc5d-4533-8c87-015edfefa5ac\",{},{\"contractType\":[],\"datePosted\":5,\"employerType\":[],\"jobTypes\":[],\"locationType\":[],\"workingPatterns\":[]},2,1]"},{"state":{"data":{"id":"493b1065-dc5d-4533-8c87-015edfefa5ac","name":"Greater London Authority"},"dataUpdateCount":1,"dataUpdatedAt":1745299385094,"error":null,"errorUpdateCount":0,"errorUpdatedAt":0,"fetchFailureCount":0,"fetchFailureReason":null,"fetchMeta":null,"isInvalidated":false,"status":"success","fetchStatus":"idle"},"queryKey":["employerDetails","493b1065-dc5d-4533-8c87-015edfefa5ac"],"queryHash":"[\"employerDetails\",\"493b1065-dc5d-4533-8c87-015edfefa5ac\"]"},{"state":{"data":null,"dataUpdateCount":1,"dataUpdatedAt":1745299384611,"error":null,"errorUpdateCount":0,"errorUpdatedAt":0,"fetchFailureCount":0,"fetchFailureReason":null,"fetchMeta":null,"isInvalidated":false,"status":"success","fetchStatus":"idle"},"queryKey":["jobTypesAutocomplete",null],"queryHash":"[\"jobTypesAutocomplete\",null]"}]}

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11
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Senior Digital Media & Partnerships Officer

Greater London Authority

£51,029

City Hall, Kamal Chunchie Way (Hybrid)

Posted 8 days ago

Senior Policy Officer

Greater London Authority

£56,797

City Hall, Kamal Chunchie Way (Hybrid)

Posted 8 days ago

Closing in 2 days

Equality, Diversity and Inclusion Lead

Greater London Authority

£79,159

City Hall, Kamal Chunchie Way (Hybrid)

Posted 10 days ago

Communications Officer

Greater London Authority

£39,818

Central London (Hybrid)

Posted 11 days ago

Senior Adviser Young People

Greater London Authority

£66,063 per annum

City Hall, Kamal Chunchie Way (Hybrid)

Posted 11 days ago

Closing today

Data Business Partner

Greater London Authority

£63,112

Southwark (Hybrid)

Posted 11 days ago

Closing today

Senior Manager Performance and Governance

Greater London Authority

£66,063

Southwark (Hybrid)

Posted 12 days ago

Closing in 6 days

Project Support Officer

Greater London Authority

£39,818

Southwark (Hybrid)

Posted 12 days ago

Closing in 5 days

Senior Project Officer

Greater London Authority

£56,767.00

Southwark (On-Site)

Posted 15 days ago

Closing in 5 days

Area Manager

Greater London Authority

£56,797 per annum

City Hall, Kamal Chunchie Way (Hybrid)

Posted 17 days ago

Closing in 5 days

Policy and Projects Officer, London Borough of Culture

Greater London Authority

£47,245 pro-rata

Central London (Hybrid)

Posted 18 days ago

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11 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 Digital Media & Partnerships Officer

Senior Policy Officer

Equality, Diversity and Inclusion Lead

Communications Officer

Senior Adviser Young People

Data Business Partner

Senior Manager Performance and Governance

Project Support Officer

Senior Project Officer

Area Manager

Policy and Projects Officer, London Borough of Culture

11
Greater London Authority jobs