Senior Programme Officer

Good Growth

 

Good 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.

 

 

About the team

 

The domestic decarbonisation team is responsible for delivering the Mayor’s objective to accelerate and upscale housing retrofit in London in partnership with London Councils. boroughs, housing associations and other key partners. A new joint endeavour of the GLA and London Councils, Warmer Homes London, has been established to accelerate the pace and scale of quality retrofit across the capital.

 

 

 

About the role

 

 

We are looking for someone who is enthusiastic, organised and highly motivated, ideally with expertise in delivering programmes and a strong knowledge of the built environment and or home energy efficiency and renewable energy delivery approaches, policy and financing mechanisms. You will have excellent written and oral communication skills, a well-informed and creative approach to problem-solving, the ability to operate in a busy and complex political environment and experience of working collaboratively with a range of stakeholders. 

The postholder will support delivery of the Warm Homes Local Grant in their area of London and work with stakeholders in order to achieve desired outputs within agree timeframes, within budget, to specification and operational standards. 

The post holder will have a good record of project and programme development and delivery and will be required to work across a portfolio of programmes built around the key objectives of the Energy Unit.

 

 

What your day will look like

 

 

• Be responsible for the management of a portfolio of energy and digital work, leading on certain, agreed, Mayoral projects and programmes. This includes procuring and managing consultants and contractors and managing allocated resources in accordance with the Greater London Authority’s policies and Code of Ethics and Standards.

 

• Build new and maintain existing partnerships to assist in the delivery of the Mayor’s Net Zero Energy policies and programmes.

 

• Lead on the development of key statutory and non-statutory strategies and policies, including research, analysis, option appraisals and consultation to develop a sound evidence base.

 

• Establish and maintain systems and processes for ensuring the implementation of strategies and the effective delivery of key projects.

 

• Establish and maintain communications on technical and policy matters with key stakeholders including GLA colleagues, local, regional and national Government departments, London Councils, energy networks and functional bodies.

 

• Take responsibility for strategic horizon scanning and maintaining up-to-date awareness of legislative, technical and policy changes in relation to the portfolio of work, disseminating appropriate information and advice within the GLA Group and with partner organisations and functional bodies.

 

• Provide advice and where necessary responses, written and oral, to the Mayor and his staff, senior managers, Members of the Assembly, and Functional Bodies, GLA staff, government departments, London-based and national organisations on environmental matters, making recommendations on policy and strategy options.

 

• Present the results of the work on the Mayor’s policies, objectives and concerns at conferences, seminars and meetings to external bodies and organisations.

 

• 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.

 

• Utilise 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.

 

 

Skills, knowledge and experience

To be considered for the role you must meet the following five essential criteria. Scores against these below criteria will determine shortlisting for interview.

 

• A track record of managing multiple projects and project teams successfully and delivering results on target and within budget.
• Ability to analyse and interpret environmental issues and or built environment in relation to urban areas, their causes, effects, and possible solutions, utilising software to an advanced level to assist in such analysis.
• Evidence of success in undertaking project-based work and preparing clear and concise reports, presentations and briefings on complex and sensitive issues for a range of different audiences.

 

At interview the following behavioural competencies may be assessed as well as the essential criteria above.

 

BEHAVIOURAL COMPETENCIES

 

Planning and Organising

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

 

Level 2 Indicators of Effective Performance

• Prioritises work in line with key team or project deliverables
• Makes contingency plans to account for changing work priorities, deadlines and milestones
• Identifies and consults with sponsors or stakeholders in planning work
• Pays close attention to detail, ensuring team’s work is delivered to a high standard
• Negotiates realistic timescales for work delivery, ensuring team deliverables can be met

 

Problem Solving

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

 

Level 3 Indicators of Effective Performance

• Clarifies 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

 

Research and Analysis

… is gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits.

 

Level 3 Indicators of Effective Performance

• Expands networks to gain new information sources for research and policy development
• Identifies and implements methods to ensure intelligence is of a high quality
• Encourages others to analyse data from different angles, using multiple perspectives to identify connections and new insights
• Tailors research investment in line with likely impact for Londoners and policy priorities
• Retains a bigger picture view, ensuring research recommendations are appropriate and practical for the GLA and its stakeholders

 

 

 

Building and Managing Relationships

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

Level 3 Indicators of Effective Performance

• Actively engages partners and encourages others to build relationships that support GLA objectives
• Understands and recognises the contributions that staff at all levels make to delivering priorities
• Proactively manages partner relationships, preventing or resolving any conflict
• Adapts style to work effectively with partners, building consensus, trust and respect.
• Delivers objectives by bringing together diverse stakeholders to work effectively in partnership

 

 

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

 

How to apply

 

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

 

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

 

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

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

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

 

If you have questions about the role

 

If you wish to talk to someone about the role, the hiring manager John Kolm-Murray would be happy to speak to you. Please contact them at john.kolm-murray@london.gov.uk.

 

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

 

 

Assessment process

 

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

 

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

 

The interview/assessment date is: w/c 30 June 2025

 

 

Equality, diversity and inclusion

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

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

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

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

 

Benefits

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

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

 

Additional Information

 

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

 

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

 

 

 

If you are a GLA employee applying for an internal fixed-term position, as an internal secondment opportunity, you must ensure you satisfy the following secondment policy criteria listed below before applying 

• On a permanent contract or a fixed term contract where the time left on the contract at the point at which you apply for secondment is longer than the secondment period;
• successfully completed your probation period and are performing to the required standard for your current role; and
• at least 18 months service with the GLA 

 

If you do meet the criteria listed above, you will need to complete the Approval for secondment application form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed.

 

If you are unable to satisfy all of the criteria, unfortunately, you are not eligible to apply for this vacancy as an internal secondment.  For further information, please see Secondment Policy and Procedure.

 

IMPORTANT: If you are a current GLA employee on a fixed-term contract, which is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete the Approval for secondment application form as it is not a secondment.

 

If you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application

 

More Support

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

 

 

Please 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.

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.

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

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce. We are a disability confident employer who guarantee an interview to any disabled candidate who meets all of the essential criteria.

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

In 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.