Regional Workplace Services Delivery Government Soft Landings GSL Lead - London

Job summary

The Government Property Agency is the largest property holder in government, with more than £2.1 billion in property assets and over 55% of the government’s office estate.

We are transforming the way the Civil Service works by creating great places to work, leading the largest commercial office programme in the UK, working towards halving carbon emissions from government offices, and achieving greater value for taxpayers. And we are looking for innovative, solutions-focused people to join our team.

Representing the best covenant in the UK – His Majesty’s Government – we are leading transformational programmes such as the Government Hubs Programme, Whitehall Campus Programme and Net Zero Programme, as well as delivering modern, cost-effective real estate service solutions.

Innovation and progress are at the heart of our behaviours. We foster a culture of lifelong learning, where curiosity and self-improvement are encouraged. And we’re dedicated to becoming a leading, inclusive employer both in the external market and throughout the Civil Service. Our strong emphasis on Equity, Diversity, and Inclusion (EDI) is not just about driving inclusion across our organisation, it is also about ensuring our services meet the needs of government departments and the civil servants who use our spaces.

Join our dynamic and diverse team that leads with purpose, improving sustainability, nurturing social value, driving inclusivity and flexibility, and kickstarting economic growth. We are driven by purpose, and you can be part of it too: where you make a meaningful impact; where you influence; where your voice really matters; where you help to shape our future direction.

The GPA is committed to representing the communities we serve by making Diversity, Equality and Inclusion part of everything we do.

To ensure that we are always recruiting and retaining a diverse mix of talent, we are particularly inviting applications from candidates who are disabled, ethnically or gender diverse, and people who identify as being part of the LGBTQ+ community.

Job description

Our vision is a transformed, shared, sustainable and value for money Government estate supporting civil servants to work productively in every nation and region of the UK.

GSL is a key element of the GPA process of briefing design, construction and handover process, to maintain a ‘golden thread’ of the facility’s purpose and enables structured monitoring of performance standards during delivery and facility operation.

The key areas of responsibility are listed, but not limited to those detailed below and working as part of a team, the jobholder will also be expected to work under their own initiative coping with rearranging priorities and maintaining a friendly and courteous attitude at all times. There will be occasions when you are asked to step into other areas of operations across the UK.

Government Soft Landings (GSL) Leads work across a region ensuring that where Capital Projects are developing buildings in that region that appropriate engagement between Capital Projects and Workplace Services Delivery (including its delivery partners – Hard/Soft FM, Security and Catering etc). and Workplace Services Assurance, to enable effective transitions from development into live and enduring operations providing a fully functional, statutorily compliant, client occupied building.

However due to the fluidity of projects, timing and workload the GSL Regional Lead will also support project delivery in other regions as needs arise.

Whilst the GSL Regional GSL Lead reports to the G6 Regional Workplace Manager within their region, they will have dotted line accountabilities to the G7 Head of Compliance and Handover (GSL) Manager with Workplace Services Assurance. This is to ensure GSL is implemented consistently across the portfolio. In addition, the GSL Lead would have close liaison with any appointed GSL champion from the project delivery team, and the GSL Specialist Services Partner, GPA GSL Manager (Capital Projects), and Capital Projects Compliance & Handover Manager (GSL Lead).

The Workplace Service Delivery GSL Lead ensures the GSL policy, processes and themes are correctly applied in the Workplace Services environment. Key to success is evidence of engagement with outputs tracked; keeping all relevant stakeholders involved at relevant RIBA Stages; recording key GSL activities and decisions; and storing the record in an appropriate place.

The GSL Lead is not accountable for managing the Construction and Fitout project – but for ensuring the correct level and timeliness of engagement to support outcomes, and therefore requires a proactive approach with excellent communication skills.

The GSL Lead will represent WSD and be the voice at the table at each stage listed below within the project environment, they are also responsible for consulting, informing and effectively communicating with throughout all stages of the RIBA Plan of Work.

Stage 0 – Strategic Definition

Stage 1 – Preparation & Briefing

Stage 2 – Concept Design

Stage 3 – Spatial Coordination

Stage 4 – Technical Design

Stage 5 – Manufacturing & Construction

Stage 6 – Handover

Stage 7 – Use - Initial Aftercare

Stage 8 - Use – Extended Aftercare

Engagement can be on any relevant issue. But, at a minimum, it should cover the following areas:

• Functionality (what purpose we want the building or equipment to serve)
• Operating cost (generally, any staff needed to run the facility)
• Energy and environmental performance (water, fuel, SD issues)
• Facilities management (maintenance time and cost in particular)
• Catering strategy and provision/delivery
• Training, commissioning and handover (everything that needs to be done to ensure end users can operate the building effectively from first day after handover)

Critical WSD GSL Contributions – Items listed below is an overview and not an exhaustive list.

Stage 0 - 1 – Drive clarity about operational objectives to influence operational outcomes

Stage 0 – 1 Contribute and active involvement in lessons learnt from other projects.

Stage 0 – 1 Collaborate & support GPA Customer Experience colleagues & frameworks (to aid in educating & exciting), to aid in clarifying customers experience and desired outcomes.

Stage 2 – Representing WSD to ensure the primary output is a well-defined project which considers end user and FM requirements, aligned with measurable performance targets. Establishment of SMART success and performance targets. Early establishment of aftercare, FM strategy and benefits monitoring plan.

Stage 3 - Using BIM Optioneering, Design Studies, Engineering Analysis and Cost Analysis, to test Architectural Concept and Strategies to ensure spatial coordination.

Stage 3 - Support GPA Customer Experience Framework (Gather and Baseline) Help clients plan their workplace strategy and prepare for transition to a smarter working environment and hub occupation.

Stage 3 – Engage FM Service Partners Mobilisation leads and commence building up services, JS2, service matrix, costs and partners Mobilisation Programs

Stage 4 – Monitor & review the design and constructed capital works which has been tested to ensure that it will meet performance targets, requirements and will meet the end-user’s needs.

Stage 4 – 5 - Monitor & review well considered and effective commissioning and pre-handover activities.

Stage 4 – 5 Engage & prepare FM service partners, chair, lead and drive action & outcomes at FM partner Mobilisation & Transition meetings & workshops.

Stage 4 – 5 Evidence that operational targets, regulations and user needs (incl accessibility) can be delivered.

Stage 6 – Ensure accurate “As-built” PIM is in place and data effectively transferred to the Board’s asset management systems.

Stage 6 – Ensure Estates and operational stakeholders are trained and familiar with the completed capital works.

Attend Project Boards and Cat B/ Capital Projects handover meetings with the Cat B / Cat C contractors.

Lead and ensure full statutory compliance handover, including but not limited to, Regulation 38, Red-line documentation & BIM documentation.

Key Responsibilities

• Assuring that the GPAs Government Soft Landings policy and processes are effectively applied from a Workplace Services Delivery perspective across the RIBA Plan of Work – where the projects are led by the GPAs Capital Projects Team and on a GSL Lite version with Lifecycle replacement and NetZero projects.
• The GSL Lead will work closely with the GPA Capital Projects team in relation to the buildings in development within their geographic region, and will ensure collaboration with Workplace Services delivery partners for Hard/Soft FM, Security and Catering at the appropriate RIBA stage.
• Support the Workplace Services Compliance and Handover (GSL) Manager in their role of progressing, supporting and documenting the Asset Transfer process, with active participation in Lessons Learnt/post Delivery Reviews.
• The GSL Lead will engage with relevant stakeholders habitually to ensure real time updates, understand all perspectives and enable buy-in.
• Identify potential risks to delivery of a project where Workplace Services engagement is critical to project success and effective transfer into ready for service, and seeking resolution.
• During construction phases to develop relationships with Clients as we develop/implement FM delivery models across their building.
• RISK: Identify, track, and manage GSL-specific risks and opportunities in the project's dedicated schedule, collaborating with the Project Manager to ensure the GSL Opportunities and Risks Schedule forms a component of the main project risk register.

You will need to meet the minimum UK residency period as determined by the level of security vetting being undertaken for the role, which for CTC is 3 years UK residency, SC is 5 years UK residency, and DV is 10 years UK residency.

If you have any questions about this residency requirement, please speak to the recruitment team prior to submitting your application.

Person specification

• Expert understanding and extensive experience of Programme, Project and Property Management
• Excellent communication, interpersonal and negotiation skills
• Detail-oriented with strong analytical and problem-solving skills.
• Ability to effectively communicate at all levels

Experience & Technical Skills

Essential criteria:

• Ability to build and maintain stakeholder relationships with strong engagement and the ability to influence and persuade.
• Extensive experience of running projects alongside a sound understanding of the RIBA Plan of Work
• Expert understanding of FM delivery across Hard/Soft FM, Security and Catering
• Practitioner level understanding of H&S, Sustainability, Security and technical assurance requirements
• Extensive experience of working in operational FM role
• Expert / working knowledge of the RIBA stages (plan of works)
• Project Management skills
• Awareness of H&S, Security and technical assurance requirements
• Experience of working in property/Facilities management
• Member of profession IWFM/MRICS/FRICS/ChPP

Desirable criteria:

An understanding of the: Operational aspects of building management, for example, BMS, facilities management and the needs of the users; Operational aspects of facility and end-use in the case of infrastructure; Operational costs of the existing estate and setting benchmarks for the operational costs of the project; Construction and design process.

The ability to identify and engage with: Project end-users to support the identification of KPIs against the process aspects of GSL, for example, measuring and reporting on the performance of the commissioning, training and handover team and also on the performance of the facilities management provider; Operational outputs/outcomes of the project, and develop these into new requirements for future projects.

The ability to communicate with: The operational aspects of building management, for example, facilities management and the needs of the users; The end-users and operational budget-holders of the establishment, acting as a focal point; Stakeholders to relate the performance of the building with any changes that may have occurred in its use.

An appreciation of: Building operational and facility management systems, for example, BMS and their use in identifying how actual building use (occupancy hours, temperatures) may differ from the original intended use against which the building was designed.

Knowledge and understanding of POE. Requirements and output, which is conducted for three years after building occupation; Outline principles of energy assessment methods, carbon dioxide emission calculations and how to undertake a survey.

Knowledge and understanding user-satisfaction surveys to measure how well the building has enabled the management team to deliver the required social performance outcomes and functionality and effectiveness; The department’s cost-reporting methods to record the capital cost of construction and the annual operating cost for a period of up to three years after building occupation.

Qualifications and Accreditations

Essential criteria:

• IWFM at CIWFM/FIWFM accreditation or MRICS/FRICS (FM Pathway only) (Gold Std)

Desirable criteria:

• CEng (MCIBSE or FCIBSE)
• MAPM/FAPM/ChPP

Qualifications

IWFM at CIWFM/FIWFM accreditation or MRICS/FRICS (FM Pathway only) (Gold Std)

Behaviours

We'll assess you against these behaviours during the selection process:

• Managing a Quality Service
• Making Effective Decisions
• Communicating and Influencing
• Leadership

Technical skills

We'll assess you against these technical skills during the selection process:

• Customer Perspective
• Commercial Acumen
• Property Market Knowledge
• Innovation

Benefits

Alongside your salary of £61,500, Government Property Agency contributes £17,816 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Generous annual leave

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Experience and Technical skills.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the communities and wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and well-being and aim to create a sense of belonging in a workplace where everyone feels valued. The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service D&I Strategy.

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme (RIS) to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).

Please note - At this time GPA are unable to offer any Visa Sponsorship to candidates as we do not currently hold a visa sponsorship licence. Please do not apply for permanent roles with GPA if you will require your employer to take on the sponsorship of your current or any future visas.

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

Sift

The sift is due to take place week commencing 1st April 2026.

As part of the application process, you will be asked to include a CV and a 1000-word personal statement.

The personal statement should then align with the person specification.

Interview

GPA policy is for interviews to be held face to face, with virtual interviews only by absolute exception. The date and location will be confirmed if you are invited to interview. If you feel this will be a problem for you, please contact recruitment@gpa.gov.uk to discuss prior to submitting your application.

At interview, applicants will be scored against 4 behaviours - Managing a Quality Service, Communicating and Influencing, Making Effective Decisions, and Leadership.

Interview questions will be a blend of Behaviour, Experience, Strength and Technical (core skill) questions.

There may also be a presentation at interview if so all successful applicants will receive presentation details after Sift.

Interview dates to be confirmed.

Further Information

A reserve list may be held for a period of 12 months from which further appointments can be made.

Any move to GPA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.

Reasonable Adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

Contact Government Recruitment Service via gparecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the ‘Assistance required’ section in the ‘Additional requirements’ page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.

If successful and transferring from another Government Department a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.

Please note: in addition to the standard pre-employment checks for appointment into the Civil Service, all candidates must also obtain National Security Vetting at Security Check (SC) clearance level for this vacancy. You will normally need to meet the minimum UK residency period as determined by the level of vetting being undertaken, which for SC is 5-years UK residency prior to your vetting application. If you have any questions about this residency requirement, please speak to the vacancy holder for this post.

For further information on National Security Vetting please visit the Demystifying Vetting website.

New entrants are expected to join on the minimum of the pay band.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.

A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

Existing Civil Servants and applicants from accredited NDPBs are eligible to apply, but will only be considered on loan basis (Civil Servants) or secondment (accredited NDPBs). Prior agreement to be released on a loan basis must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.

This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : Paul Davies
• Email : paul.davies1@gpa.gov.uk

Recruitment team

• Email : gparecruitment.grs@cabinetoffice.gov.uk

Further information

If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance, you should contact HR@gpa.gov.uk
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission:
Click here to visit Civil Service Commission

Attachments

GPA Skills and Specialisms Opens in new window (pdf, 259kB)