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Title: Compliance Engagement Officer&nbsp;
Contract Type: Fixed term contract until October 2026, Full time 35 hours 
Location: West Ham Lane, Stratford London&nbsp;
Persona: Agile Working (site, office and home working)
Salary: £32,881 plus essential car user allowance
Closing date: 2nd July 11pm. 
Our Building Compliance team in Property Services is looking for an experienced Compliance Engagement Officer to join their established team. This is a great opportunity for an internal applicant to join the team on a secondment or acting up basis until October 2026.
The aim is to help provide an efficient, effective and responsive, housing enforcement service.&nbsp;The primary function of the role is to ensure access is obtained to all properties through the most appropriate method in accordance with ‘best practice’ and housing and health and safety legislation. To control and manage cases through dialogue; persuasion; negotiation; problem solving and encouragement.
The role will involve effectively conducting access to properties in the execution of access warrants or injunction.
Within the role, it is expected that the individual will visit properties where access has not been obtained by our contractor, for the purpose of completing the annual gas service or compliance survey and to make arrangements for completion of the outstanding inspection. It is anticipated that the role will require someone to be attending individual properties and potentially attending court for approximately 50% of the working week on average.
This position will be responsible for no access properties from the moment they are sent to use from the contractor, to the point of gaining access to complete the necessary checks. This will include, liaising with contractors, liaising with internal stakeholders and being the person responsible for arranging combined visits when required.&nbsp;
There will be an expectation within this role to assist in the production of publicity and information material including leaflets for customers.&nbsp; Contributing to the development of clear communication for the benefit of our customers and service.
To carry out personal observations, obtain photographic, audio, or video evidence, incorporate the same into report and witness statements, and to attend court in conjunction with same.
To be successful in this role we would expect someone to be conversant with all current and proposed relevant compliance legislation and best practice. To have experience within social housing or a regulatory environment with a good sense of customer service.
At the foundation of everything that we do are our corporate values and associated behaviours. Our organisational behavioural framework outlines the core expectations of all employees, which should be demonstrated at all times when representing L&amp;Q.&nbsp; &nbsp;More information about L&amp;Q’s values can be found on our website and a copy of our behavioural framework can be provided on request.
We are a multi-site organisation, so some roles may require occasional travel between offices, but expenses will be covered.&nbsp;&nbsp;
If you are interested in this role and have the experience required, then apply without delay!
*ECU Allowance is paid in accordance with requirements of the relevant policy as updated from time to time.&nbsp;
Candidates will need to have a valid driving licence and access to a car

London and Quadrant Housing Trust

Compliance Engagement Officer

<ul></ul>





Good Growth&nbsp;
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. The team will manage the first phase of the Warm Homes Local Grant programme before it transitions into Warmer Homes London in 2026.
About the role
We are looking for someone who is enthusiastic, organised and highly motivated, ideally with expertise in designing and directing large, complex programmes and a strong knowledge of built environment and/or sustainability delivery approaches, policy and financing mechanisms.
You will have excellent written and oral communication skills, a well-informed and creative approach to problem-solving, strong budget management skills, the ability to operate in a busy and complex political environment and experience of working collaboratively with a range of stakeholders.
The postholder will lead on the development and delivery of major environment projects, and in particular the Warm Homes Local Grant programme, in order to achieve desired outputs within agree timeframes, within budget, to specification and operational standards.&nbsp;
On behalf of the GLA, you will help shape a brand-new organisation, Warmer Homes London, right at the start of our critical journey towards delivering warmer homes in London, that are more affordable to heat and more energy efficient for the environment. The post will transfer into Warmer Homes London as that organisation takes on Warm Homes Local Grant in 2026.
The post holder will have a strong record of project and programme development and management and will be required to work across a portfolio of programmes built around the key objectives of the Energy Unit and Warmer Homes London.
What your day will look like
Be responsible for development, procurement, governance and project delivery of major, high value environmental projects to ensure delivery of the Mayor’s priorities.
Identify the need for, devise and develop new environment projects or programmes.
Manage project teams to deliver individual projects and or programmes.
Ensure that environment projects deliver planned performance and outputs to time, GLA budget commitments and quality specifications by monitoring the activities of development partners and their contractors, identifying and reporting on risks as appropriate.
Source, select and appoint consultants and contractors to carry out relevant work in accordance with relevant public procurement and GLA procedures and ensure delivery within the allocated budget/to time/quality.
Manage the activities of the programme delivery contractors, act as required to achieve delivery within the allocated budgets and contracted time-scales and standards of performance in respect of quality/ specification.
Maintain regular and accurate reporting to Directorate management, with respect to the current and forecast status on assigned projects, and contribute, as required, to the corporate business plan and other corporate management activities.
Identify opportunities for, and secure, external funding and other income in support of the Mayor’s strategies, plans and policies, and, working with the Senior Manager, allocate and manage budgets for projects undertaken.
Keep abreast of relevant environmental and other policies, initiatives and opportunities.
Establish and maintain excellent internal and external working relationships, and participate in cross-organisational and sector projects, to ensure opportunities for integration are maximised across the work programme of the GLA Group and that relationships with key stakeholders are further enhanced.&nbsp;
Present the projects, in the context of the Mayor’s policies, objectives and concerns at conferences, seminars and meetings to external bodies and organisations, and deputise for the Senior Manager by representing the GLA at national policy and regional meetings and on study groups and working parties.&nbsp;
Realise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and inspirations of London’s communities.
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.
Skills, knowledge and experience
To be considered for the role you must meet the following five essential criteria. Scores against these five criteria will determine shortlisting for interview:
Strong management capabilities, a commitment to equity, diversity and inclusion (EDI), and the ability to foster a positive, collaborative team culture
Demonstrable experience in high-value contract management with a focus on delivering results on target and within budget.
Knowledge of the project management process on a complex programme, including risk and control techniques, financial planning and appraisal, performance reporting, ideally with membership of a relevant professional project management organisation e.g. MAPM.
Ability to successfully manage relationships with senior operational stakeholders such as contractors and delivery partners.
At interview the following behavioural competencies may be assessed as well as the essential criteria above.
BEHAVIOURAL COMPETENCIES
Managing and Developing Performance
… is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.
Level 3 indicators of effective performance
Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect
Sets clear direction and expectations and enables others to interpret competing priorities
Agrees and monitors challenging, achievable performance objectives in line with GLA priorities
Manages performance issues effectively to avoid adverse impact on team morale and performance
Building and managing relationships
… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.
Level 3 Indicators of effective performance
Delivers objectives by bringing together diverse stakeholders to work effectively in partnership
Actively engages partners and encourages others to build relationships that support GLA objectives
Understands and recognises the contributions that staff at all levels make to delivering priorities
Proactively manages partner relationships, preventing or resolving any conflict
Adapts style to work effectively with partners, building consensus, trust and respect
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 3 indicators of effective performance
Monitors allocation of resources, anticipating changing requirements that may impact work delivery
Ensures evaluation processes are in place to measure project benefits
Gains buy-in and commitment to project delivery from diverse stakeholders
Implements quality measures to ensure directorate output is of a high standard
Translates political vision into action plans and deliverables
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
Communicating and influencing
… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.
Level 3 indicators of effective performance
Encourages and supports teams in engaging in transparent and inclusive communication
Influences others and gains buy-in using compelling, well thought through arguments
Negotiates effectively to deliver GLA priorities
Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement
Advocates positively for the GLA both within and outside the organization
The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here:&nbsp;<a href="https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf" target="_blank">GLA Competency Framework</a>
How to apply&nbsp;
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.&nbsp;
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 <a href="mailto:john.kolm-murray@london.gov.uk" target="_blank">john.kolm-murray@london.gov.uk</a>.
If you have any questions about the recruitment process, contact the&nbsp;<a href="mailto:glaopdcrecruitment@tfl.gov.uk" target="_blank">glaopdcrecruitment@tfl.gov.uk</a>&nbsp;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: Week commencing 8th September 2025&nbsp;
Equality, diversity and inclusion&nbsp;
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.&nbsp;
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&nbsp;
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.&nbsp;
<a href="https://www.gov.uk/find-out-dbs-check" target="_blank">Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)</a>
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&nbsp;
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&nbsp;<a href="http://intranet.london.gov.uk/node/16973" target="_blank">Approval for secondment application</a>&nbsp;form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy.&nbsp;This form must be received by the closing date of the vacancy.&nbsp;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. &nbsp;For further information, please see&nbsp;<a href="http://intranet.london.gov.uk/node/17077" target="_blank">Secondment Policy and Procedure</a>.
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&nbsp;<a href="http://intranet.london.gov.uk/node/16973" target="_blank">Approval for secondment application</a>&nbsp;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&nbsp;<a href="mailto:resourcingteam@london.gov.uk" target="_blank">resourcingteam@london.gov.uk</a>

Warm Homes Local Grant Programme Manager

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Development Manager (Job number: 3598) Starting salary:&nbsp;£48,969 Job Level:&nbsp;Level 4 Zone 2 Work Location: 5 Pancras Square, London, N1C 4AG Hours per week: 36 Contract type:&nbsp;1 x Permanent&nbsp;&nbsp; Closing date:&nbsp;Sunday 6^th July at 23:55 Interviews to be held:&nbsp;TBC Alternative flexible working options available / open to discussion&nbsp; Anonymised Application&nbsp;–&nbsp;in keeping with Camden’s commitment to inclusion the recruitment to this role is anonymised and supports the objective of reducing the impact of unconscious bias. About us&nbsp; At Camden, we’re proud to lead some of the UK’s most ambitious regeneration projects. Our Community Investment Programme (CIP) is investing in new homes, schools, and community facilities including thousands of affordable homes and essential spaces for our residents. We’re bold, inclusive, and collaborative, and we believe in shaping a borough where everyone can thrive. The role As a Development Manager, you’ll deliver complex regeneration projects, managing a portfolio that includes new homes, community facilities, and commercial spaces. You’ll work with consultants and partners to ensure high standards of design and sustainability, and you’ll ensure inclusive community engagement at every stage. From overseeing project delivery and budgets to navigating procurement and planning, you’ll help secure the best outcomes for Camden’s residents and communities. About you You bring experience managing complex urban regeneration or construction projects, alongside knowledge of planning, housing delivery, and sustainability standards. You’re an excellent communicator and collaborator, confident working with diverse teams, residents, and external partners. You’re proactive, driven by inclusive and impactful outcomes, and committed to delivering real social value. To find out more about what it is like to work at Camden, meet some of our People by visiting '<a href="http://www.camdenjobs.co.uk/our-stories" target="_blank">www.camdenjobs.co.uk/our-stories</a>'. Working for Camden We’re ready to welcome your ideas, your views, and your rebellious spirit. Help us redefine our corporate services,&nbsp;and we’ll redefine what a career can be. If that sounds good to you, we’d love to talk. At Camden, you’ll receive a host of benefits as well as joining a flexible working employer. Visit '<a href="http://www.camdenjobs.co.uk/staff-benefits" target="_blank">www.camdenjobs.co.uk/staff-benefits</a>' to see full details of our benefits. Additional information&nbsp; To view the Job Profile, please click HERE To apply for this job please follow the "Apply" link. In the ‘Why you?’ section of the application you will be required to demonstrate how you meet the role criteria noted in the Job Profile under the “About You” section.&nbsp; We want Camden Council to be a great place to work and to ensure that our communities are represented across our workforce. A vital part of this is ensuring we are a truly inclusive organisation that encourages diversity in all respects, including diversity of thinking. We particularly welcome applications from Black, Asian and those of Other Ethnicities, LGBT+, disabled and neurodiverse communities to make a real difference to our residents so that equalities and justice remains at the heart of everything we do. To discover more about Camden and our commitment towards diversity, equality and safeguarding, please visit '<a href="http://www.camdenjobs.co.uk/staff-benefits" target="_blank">www.camdenjobs.co.uk/staff-benefits</a>'. Asking for Adjustments&nbsp; Camden is committed to making our recruitment practices barrier-free and as accessible as possible for everyone. This includes making adjustments or changes for disabled people, neurodiverse people or people with long-term health conditions. If you would like us to do anything differently during the application, interview or assessment process, including providing information in an alternative format, please contact us on 020 7974 6655, at <a href="mailto:resourcing@camden.gov.uk" target="_blank">resourcing@camden.gov.uk</a> or post to 5 Pancras Square, London, N1C 4AG.

Camden Council

Development Manager

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Communities &amp; Skills
Collaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives. Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society &amp; Sport, Communities &amp; Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.&nbsp;
About the team
The Civil Society and Sport unit is part of the community and skills directorate. Its activities support the delivery of three main mandates: Supporting and Inspiring young London, Celebrating London and Supporting Londoners to benefit from growth.
The mandate focused activity around supporting and investing young people includes our collaborative sports fund Go! London in partnership with London Marathon group and Sport England, our work with the violence reduction unit to use sport as a as a way of improving young people's life chances and all work with US sports brands such as the NBA and NFL as well as other UK based brands like the LTA. Our work within the Celebrating London mandate focuses on enabling volunteer good practice and ensuring that volunteering is inclusive and accessible to all.
About the role
The postholder will lead the Strategy and Partnerships sub-team within the Civil Society and Sport Unit. This role is a member of the Unit SLT and responsible for the sub-team responsible for Communications, Strategy Planning, Governance, Partnerships, and special projects.
The postholder will work in collaboration with relevant stakeholders, to retain and grow external partnership investment into the mayor's work in civil society and sport, the Supporting and Investing in Young London mandate and the Supporting Londoners to benefit from Growth mandate. The post holder will be accountable for overseeing governance, strategic planning and research as well as developing approaches to maximising external investment into the unit and the mandates from partners such as Sport England, London Marathon, VRU, NBA, NFL and LTA.
What your day will look like
The role is a varied one, involving both line management responsibility and working with internal and external stakeholders.
<ul>
<li>Meeting with an external stakeholder to discuss how they could help support the Mayor's priorities and what the benefits could be to them of working in partnership</li>
<li>Briefing Mayor’s Office on an ongoing priority piece of work</li>
<li>Presenting at MDB sub-committee to provide a progress update</li>
<li>Working with your Senior partnerships officer to shape communications asks of a Deputy Mayor</li>
<li>Working with SLT colleagues within the unit to analyse potential partnership gaps and opportunities</li>
</ul>
<h2>Skills, knowledge and experience</h2>
To be considered for the role you must meet the following essential criteria and competencies:
<ul>
<li>Managing and developing performance: Substantial experience of a senior management role which has included line management and leading a team, working in a collaborative and collegiate way to deliver against shared objectives.</li>
<li>Organisational awareness: A strong understanding of the issues associated with working in a complex political environment and the ability to negotiate and broker consensus within an organisation, as well as externally.</li>
<li>Stakeholder Focus: Experience of leading on large scale complex multi partner projects from development and initiation to operationalisation and delivery, working in a partnership environment.</li>
<li>Strategic thinking: Experience in the field of collaborative funding, working with corporates in the corporate social responsibility sector and/or in business and public sector/charity partnerships&nbsp; in the areas of sport and community related projects and programmes, and voluntary and community sector networks is highly desirable.</li>
<li>Communicating and Influencing: Strong experience in the field of communications and engagement, including a good understanding of community engagement strategies, and managing reputation of high profile stakeholders.</li>
<li>Planning and Organising: Critical thinking, analytical and written skills, experience of analysing data from multiple sources and demonstrable ability to utilise these to assess, interpret, and present ideas, data, and information.</li>
</ul>

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here:&nbsp;<a href="https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf" target="_blank">GLA Competency Framework</a>
How to apply
If you would like to apply for the role you will need to submit the following:
<ul>
<li>Up to date CV</li>
<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria and competencies &nbsp;outlined above in the advert.</li>
</ul>
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.&nbsp;
<h2>If you have questions about the role</h2>
If you wish to talk to someone about the role, the hiring manager&nbsp;Alice Wilcock&nbsp;would be happy to speak to you. Please contact them at&nbsp;<a href="mailto:alice.wilcock@london.gov.uk" target="_blank">alice.wilcock@london.gov.uk</a>
If you have any questions about the recruitment process, contact the&nbsp;<a href="mailto:glaopdcrecruitment@tfl.gov.uk" target="_blank">glaopdcrecruitment@tfl.gov.uk</a>&nbsp;who support the GLA with recruitment.
<h2>Assessment process</h2>
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: 24-25 July 2025&nbsp;(may be subject to change)
<h2>Equality, diversity and inclusion</h2>
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.&nbsp;We would welcome applications from candidates who are seeking part time work as this role is open to job share.&nbsp;
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.
<h2>Benefits</h2>
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.
<h2>Additional Information</h2>

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.&nbsp;
<a href="https://www.gov.uk/find-out-dbs-check" target="_blank">Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)</a>
<h2>More Support</h2>
If you have a disability which makes submitting an online application form difficult, please contact&nbsp;<a href="mailto:resourcingteam@london.gov.uk" target="_blank">resourcingteam@london.gov.uk</a>.
<a href="https://www.gov.uk/government/collections/disability-confident-campaign" target="_blank"></a>
The 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.
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. &nbsp; 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.&nbsp;
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.&nbsp;
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.

Senior Manager, Partnerships and Strategy

<ul></ul>





<h2>Good Growth</h2>
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.
<h2>About the role</h2>

The Mayor wants to make London a zero-carbon city by 2030, while at the same time protecting the most disadvantaged by tackling fuel poverty. Londoners currently face one of the greatest cost of living challenges we have ever seen due to record energy prices. Through his programmes, the Mayor is scaling up energy efficiency retrofit, increasing renewable power generation, helping to cut energy bills, reducing fuel poverty, and planning for the smart flexible energy system of the future. This post will play a crucial role in achieving this.
The post holder will support the delivery of a portfolio of environment and energy projects and programmes through data analysis and advice. We expect the post holder to provide cross-cutting data analysis for the Energy Unit to inform policy, strategy and programme delivery. The role will also entail managing two GLA owned datasets (e.g., London Building Stock Model, London Solar Opportunity Map) and delivering improvements to these datasets in order to better to support the delivery of energy projects from both within and beyond the Energy Unit and the GLA.
We encourage applications from people with diverse backgrounds and knowledge.
What your day will look like
<ul>
<li>Lead on energy data analysis for the Energy Unit to inform policy design, project delivery and reporting/evaluation of net zero projects across the Energy Unit’s portfolio.</li>
<li>Maintain and manage the London Building Stock Model and the London Solar Opportunity Map – including scoping out potential improvements, stakeholder engagement and delivery.</li>
</ul>
<ul>
<li>Work closely with the Local Area Energy Planning team and GIS officers in the Infrastructure Coordination Service team to ensure coordination and effective data sharing/use across policies and programmes.</li>
<li>Engage with and support Energy Unit and other GLA teams to use energy-related datasets in their work.</li>
<li>Source, select and appoint consultants and contractors to carry out relevant work in accordance with relevant public procurement and GLA procedures, policies and Code of Ethics and Standards and ensure delivery within the allocated budget/to time/quality.</li>
<li>Manage the activities of programme and project delivery contractors, act as required to achieve delivery within the allocated budgets and contracted time-scales and standards of performance in respect of quality/specification.</li>
<li>Build new, and maintain existing partnerships, to assist in delivery of initiatives to implement the Mayor’s policies and programmes.</li>
<li>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 and energy matters, making recommendations on policy and strategy options.</li>
<li>Present the results of the work on the Mayor’s policies, objectives and concerns at conferences, seminars and meetings to external bodies and organisations.</li>
<li>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</li>
</ul>
<h2>Technical requirements/experience/qualifications</h2>
To be considered for the role you must meet the following criteria:
Essential
<ol>
<li>Strong numerical and analytical skills, demonstrated through a degree in a quantitative field (e.g., mathematics, statistics, economics, computer science) or equivalent professional experience.</li>
<li>Proven ability to analyse and interpret large, complex datasets to generate actionable insights.</li>
<li>Proven ability to innovate and devise new ways of generating insights from data.</li>
<li>Experience translating business or user needs into data-driven solutions, particularly for non-technical stakeholders.</li>
<li>Excellent communication skills, with the ability to present complex findings clearly, to a range of audiences, through written reports, presentations, and data visualisations.</li>
<li>Proficiency in data analysis and visualisation tools, such as Excel, Python, R, or GIS platforms (e.g., ArcGIS or QGIS).</li>
</ol>
Desirable
<ol>
<li>Experience processing, analysing and gaining insights from energy data.</li>
<li>Understanding of General Data Protection Regulations (GDPR) and how this influences data processing and data sharing.</li>
<li>Ability to quickly research and learn new data analysis tools and techniques.</li>
<li>Knowledge of environmental and energy issues, energy systems and decarbonisation technology.</li>
</ol>

<h2>Behavioural Competencies</h2>

Research &amp; 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.
<h6>Level 3 indicators of effective performance</h6>
<ul>
<li>Expands networks to gain new information sources for research and policy development</li>
<li>Identifies and implements methods to ensure intelligence is of a high quality</li>
<li>Encourages others to analyse data from different angles, using multiple perspectives to identify connections and new insights</li>
<li>Tailors research investment in line with likely impact for Londoners and policy priorities</li>
<li>Retains a bigger picture view, ensuring research recommendations are appropriate and practical for the GLA and its stakeholders</li>
</ul>

Problem Solving
… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.
<h6>Level 3 Indicators of Effective Performance</h6>
<ul>
<li>Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding</li>
<li>Actively challenges the status quo to find new ways of doing things, looking for good practice</li>
<li>Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues</li>
<li>Initiates consultation on opportunities to improve work processes</li>
<li>Supports the organisation to implement innovative suggestions</li>
</ul>
&nbsp;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.
<h6>Level 3 Indicators of Effective Performance</h6>
<ul>
<li>Prioritises work in line with key team or project deliverables</li>
<li>Makes contingency plans to account for changing work priorities, deadlines and milestones</li>
<li>Identifies and consults with sponsors or stakeholders in planning work</li>
<li>Pays close attention to detail, ensuring team’s work is delivered to a high standard</li>
<li>Negotiates realistic timescales for work delivery, ensuring team deliverables can be met</li>
</ul>
Communicating and Influencing
… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us.
<h6>Level 2 Indicators of Effective Performance</h6>
<ul>
<li>Presents a credible and positive image both internally and externally</li>
<li>Challenges the views of others in an open and constructive way</li>
<li>Communicates openly and inclusively with internal and external stakeholders</li>
<li>Clearly articulates the key points of an argument, both in verbal and written communication</li>
</ul>
<ul>
<li>Persuades others, using evidence-based knowledge, modifying approach to deliver message effectively</li>
</ul>
Building and Managing Relationships
… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.
<h6>Level 2 Indicators of Effective Performance</h6>
<ul>
<li>Identifies opportunities for joint working to minimise duplication and deliver shared goals</li>
<li>Develops new professional relationships</li>
<li>Understands the needs of others, the constraints they face and the levers to their engagement</li>
<li>Understands differences, anticipates areas of conflict and takes action</li>
<li>Fosters an environment where others feel respected</li>
</ul>

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here:&nbsp;<a href="https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf" target="_blank">GLA Competency Framework</a>
<h2>How to apply</h2>
If you would like to apply for the role you will need to submit the following:
<ul>
<li>Up to date CV</li>
<li>Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the technical requirements and competencies outlined above in the advert.</li>
</ul>
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.&nbsp;
<h2>If you have questions about the role</h2>
If you wish to talk to someone about the role, the hiring manager Ruxanda Profir would be happy to speak to you. Please contact her at&nbsp;<a href="mailto:Ruxanda.Profir@london.gov.uk" target="_blank">Ruxanda.Profir@london.gov.uk.</a>
If you have any questions about the recruitment process, contact the&nbsp;<a href="mailto:glaopdcrecruitment@tfl.gov.uk" target="_blank">glaopdcrecruitment@tfl.gov.uk</a>&nbsp;who support the GLA with recruitment.
<h2>Assessment process</h2>
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 28th July (exact dates tbc)
<h2>Equality, diversity and inclusion&nbsp;</h2>
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.&nbsp;We would welcome applications from candidates who are seeking part time work as this role is open to job share.&nbsp;
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.
<h2>Benefits</h2>
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.
<h2>Additional Information</h2>

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.&nbsp;
<a href="https://www.gov.uk/find-out-dbs-check" target="_blank">Find out which DBS check is right for your employee - GOV.UK (www.gov.uk)</a>
Secondment Opportunity
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&nbsp;
<ul>
<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>
<li>successfully completed your probation period and are performing to the required standard for your current role; and</li>
<li>at least 18 months service with the GLA&nbsp;</li>
</ul>
If you do meet the criteria listed above, you will need to complete the&nbsp;<a href="http://intranet.london.gov.uk/node/16973" target="_blank">Approval for secondment application</a>&nbsp;form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy.&nbsp;This form must be received by the closing date of the vacancy.&nbsp;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. &nbsp;For further information, please see&nbsp;<a href="http://intranet.london.gov.uk/node/17077" target="_blank">Secondment Policy and Procedure</a>.
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&nbsp;<a href="http://intranet.london.gov.uk/node/16973" target="_blank">Approval for secondment application</a>&nbsp;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
This role is also open to external secondments from other organisations.
<h2>More Support</h2>
If you have a disability which makes submitting an online application form difficult, please contact&nbsp;<a href="mailto:resourcingteam@london.gov.uk" target="_blank">resourcingteam@london.gov.uk</a>.
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. &nbsp; 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.&nbsp;
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.&nbsp;
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.

Senior Project Officer - Energy Data

<ul></ul>





Do you want to help transform London’s waste management landscape and accelerate the transition to a Circular Economy?
The Mayor of London is inviting applications for the position of Board Member on ReLondon’s Board of Directors (London Waste and Recycling Board).
The Mayor of London and ReLondon (a partnership of the Mayor of London and London’s local authorities) is committed to improve waste and resource management in the capital and accelerate our transition to a low carbon circular city. ReLondon’s mission is to make London a global leader in sustainable ways to live, work and prosper by helping London waste less and reuse, repair, share and recycle more.
Over the last fifteen years, ReLondon has helped provide additional recycling capacity in London; helped local authorities provide efficient waste services; and, against a backdrop of declining recycling rates nationally, helped London maintain its recycling performance. ReLondon works with a multitude of individuals and organisations in London, across the UK and around the world, and has become recognised as a world leader in Circular Economy thinking and practice.
ReLondon is looking to develop and diversify their income streams to include more commercial offers and paid for services, as well as targeted statutory funding. This is an area of work which needs growth in order to be financially sustainable and deliver against statutory objectives. It is a significant challenge and so we are seeking leaders in this field to bring their knowledge, skills and experience of developing successful income streams in similar organisations in the public or NGO sectors.
Main purpose of the role
ReLondon’s Board develop the overall strategic direction of ReLondon (the London Waste and Recycling Board); promote ReLondon’s vision, values and culture and to help ensure the implementation strategic plans; and provide good governance and make strategic decisions on the allocation of resources.
The Board is responsible for developing strategy, providing good governance and directing ReLondon towards achieving its mission. They are advised by the Strategic Resources Committee on financial and people matters but decisions are made by the Board.
You will need to attend four formal Board meetings per year, plus occasional workshops to develop the organisation’s strategy and business plans. Meetings will be a mix of hybrid and in person.
Whilst you do not need to be an expert in circular economy or waste and resources, interest and a passion to tackle climate change will be required.

Responsibilities of the Board:
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Contributing to the continuing development of the strategic direction of ReLondon and providing constructive criticism as appropriate
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ensuring ReLondon pursues its stated objectives as laid out in its business plan and that they are aligned with ReLondon’s statutory strategic aims and standing orders
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;With advice from the Strategic Resources Committee, ensuring the necessary resources are in place for ReLondon to meet its objectives and are used effectively to achieve ReLondon’s aims
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;With advice from the Strategic Resources Committee, ensuring the accounts accurately reflect financial performance and ReLondon is compliant in its financial reporting
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Review ReLondon’s risk register ensuring satisfactory actions are being taken to mitigate identified risks
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Working as an ambassador for ReLondon with a wide range of stakeholders and representing the interests of London and Londoners
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Demonstrate high standards of corporate governance at all times
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ensuring that London Councils/The Mayor of London are kept informed of any changes which are likely to impact on the strategic direction of ReLondon
More information about our current Board and Strategic Resources Committee can be found&nbsp;<a href="https://relondon.gov.uk/about-us" target="_blank">here</a>.
To support ReLondon in delivering these goals we are looking for someone with the capability to contribute in the following areas:
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Robust strategic thinking and understanding of policy development in a leadership context
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;A sound knowledge and understanding of governance responsibilities
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Demonstrable networking skills and willingness to engage contacts for the benefit of ReLondon
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strong financial acumen and commercial experience would be an advantage
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;An understanding of environmental issues with experience in or knowledge of one or more of:
o&nbsp;&nbsp;&nbsp;Circular economy principles and implementation
o&nbsp;&nbsp;&nbsp;Green business innovation and economic growth
o&nbsp;&nbsp;&nbsp;Waste collection and disposal services
o&nbsp;&nbsp;&nbsp;Models of keeping resources out of waste streams (ie reuse, repair, recycling, material recovery)
o&nbsp;&nbsp;&nbsp;Financial and commercial aspects of service delivery
o&nbsp;&nbsp;&nbsp;Environmental protection
o&nbsp;&nbsp;&nbsp;Operating within a local, regional or national government framework
London's diversity is its biggest asset and we strive to reflect it in all board appointments. The aim is that ReLondon’s Board should reflect London’s diversity so we welcome applications from all sections of the community regardless of age, gender, 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 the environmental sector.
For information on the role of&nbsp;Board Member and application criteria, download the&nbsp;<a href="https://glarecruitment.engageats.co.uk//ViewAttachment.aspx?enc=jmxpV+AcVus8i/wvT3FZXrrCOvCUGNWd9uca/tGZrAITCY70aMnLzPVWspNYT2EaieRgpZh7yOLaQ+YruEoht/cKgzxYYgs5/ypZChdwEqPms9SKVPEuiI9Hn9GcxQQx" target="_blank">Applicant Pack</a>&nbsp;and&nbsp;<a href="https://glarecruitment.engageats.co.uk//ViewAttachment.aspx?enc=jmxpV+AcVus8i/wvT3FZXrrCOvCUGNWd9uca/tGZrAITCY70aMnLzPVWspNYT2EallN//M3/jVgCMf4Gy+ABjudCkJt52tL3QUgeHFitVHpdh9ONgKOksHiul8LF9MXo" target="_blank">Board Member Information Pack</a>.&nbsp;Further information can also be found on our webpage&nbsp;<a href="https://relondon.gov.uk/about-us/governance-and-administration" target="_blank">here</a>.
How to Apply
Candidates are asked to submit a CV and covering letter via the online application system (max 1000 words) giving details of the relevant experience that equips you to serve as a ReLondon Board Member. Please address the experience, skills and competencies provided in the role specification (see&nbsp;<a href="https://glarecruitment.engageats.co.uk//ViewAttachment.aspx?enc=jmxpV+AcVus8i/wvT3FZXrrCOvCUGNWd9uca/tGZrAITCY70aMnLzPVWspNYT2EaPtcG5KfY/UH7m7mSA1SNW5+zk02koBDp9JMt0qZAwOMv8eHFJ2fgLz5fZp9vI/ct" target="_blank">Applicant pack</a>).
Please ensure your CV contains the name and contact details of two people who are willing to provide a reference for you.
Please include in your covering letter any relevant information regarding your eligibility for appointment and any Directorships or other positions you currently hold.
If you would like to discuss this role, please contact&nbsp;Tom Harris&nbsp;at:&nbsp;<a href="mailto:tom.harris@london.gov.uk" target="_blank">tom.harris@london.gov.uk</a>&nbsp;no later than 2nd&nbsp;July 2025 or for further details about ReLondon see&nbsp;<a href="https://relondon.gov.uk/about-us" target="_blank">About us - ReLondon</a>.
If you have any queries regarding the application process or if you require information in an alternative format, please email&nbsp;<a href="mailto:BoardResourcing@london.gov.uk" target="_blank">BoardResourcing@london.gov.uk</a>&nbsp;quoting reference REBM/0625
Please note, offers will subject to a satisfactory Social Media and DBS check.
Application closing date:&nbsp;6th&nbsp;July 2025 Interviews will take place w/c 4th&nbsp;August 2025

Board Member – ReLondon Board

<ul></ul>





<h2>Communities &amp; Skills</h2>
Collaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives.&nbsp;Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society &amp; Sport, Communities &amp; Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.
<h2>About the team</h2>
The Migration team’s work includes overseeing the most senior Board on Migration in London – the&nbsp;<a href="https://www.london.gov.uk/programmes-strategies/communities-and-social-justice/migrants-and-refugees/refugees-and-people-seeking-asylum" target="_blank">London Strategic Migration Partnership</a>&nbsp;Board&nbsp;– and delivering on a business plan that ensures the success of refugee resettlement in London and provides strategic oversight and guidance for the operation of accommodation and support contracts for people seeking asylum. The team also delivers a programme of welcome and integration for&nbsp;<a href="https://www.london.gov.uk/programmes-strategies/communities-and-social-justice/migrants-and-refugees/london-hong-kong-welcome-programme" target="_blank">new arrivals from Hong Kong</a>, work has including support to London’s local authorities, grant funding to Hong Kong voluntary sector organisations and mental health support. The team also oversee the&nbsp;<a href="https://www.london.gov.uk/programmes-strategies/communities-and-social-justice/migrant-londoners-hub" target="_blank">Migrant Londoners Hub</a>&nbsp;and deliver on a range of policy and projects that support migrants in London.
<h2>
 About the role</h2>
The role will be the single point of contact for London, working with regional stakeholders to support the coordination of refugee resettlement in London. This includes working with boroughs and central government departments to generate new offers of support, provide advice and guidance on policy and practice, help resolve challenges, and enable strong partnership working.
This role is covering a sabbatical and the post holder would need to start the position ideally on 1 September 2025 with the contract ending on 31 August 2026.
 If you have any questions about this kindly contract Mark Winterburn&nbsp;<a href="mailto:mark.winterburn@london.gov.uk" target="_blank">mark.winterburn@london.gov.uk</a>&nbsp;&nbsp;
 &nbsp;
<h2>What your day will look like</h2>
<ol>
<li>You will extensively engage with central government, London boroughs and other partners to support refugee resettlement policy development and operational processes, to enable the successful placement and integration journey for those on the Afghan Resettlement Programme (ARP), UK Resettlement Scheme (UKRS) and Mandate scheme. This will include providing frequent policy and operational advice and guidance to borough officers and central government to enable collaborative working across all parties.</li>
<li>You will support central government, London boroughs and lead organisations with the further development of Community Sponsorship and Communities for Afghans schemes in London, building on national and international best practice. This will include developing and implementing relevant policies, processes, structures and resources to support community sponsorship and resettlement.&nbsp;</li>
<li>You will line manage a Project Officer, providing oversight and support with managing resource and capacity.</li>
<li>You will work closely with the Project Officer to develop and manage offers of support for refugee resettlement from boroughs. This includes property offers and pledges.</li>
<li>You will manage reactive and competing demands and requests from stakeholders, responding to both short- and long-term policy changes or operational challenges.</li>
<li>You will participate in multi-disciplinary, cross-department and cross-organisational groups and project teams both internal and external to the GLA relating to refugee resettlement and migration.</li>
<li>Through strong relationship management, you will provide support and guidance to London boroughs, sustaining a network of boroughs (and other stakeholders where appropriate) to enable peer learning and cross-organisational collaboration. This will include chairing regional meetings with central government, local authorities and other partners. You will set out the case for improvements to existing resettlement schemes to central Government team based on feedback from participating boroughs.</li>
<li>You will provide insight, recommendations and briefings to team management and Mayoral advisors, including opportunities to align this workstream with other policy areas (such housing, skills and employment workstreams).</li>
<li>You will develop short- and long-term communications and/ or events plans to promote refugee resettlement in London, and provide content for external press releases, website updates and speeches.&nbsp;</li>
<li>You will promote and enable equality of opportunities and promoting the diverse needs and aspirations of London’s communities and the communities you are working to serve.</li>
</ol>
<h2>Skills, knowledge and experience</h2>
 Please note that only technical requirements and competencies designated&nbsp;‘Essential’&nbsp;will be used to shortlist applications.
<h1>Technical requirements/experience/qualifications</h1>
<ol>
<li>Experience of effective stakeholder engagement with the statutory sectors, communities, civil society, and businesses, and operating in a politically sensitive environment. &nbsp;-&nbsp;Essential
</li>
<li>Experience of working to resettle refugees or support refugee integration, and understanding of the opportunities and challenges for resettlement in London. &nbsp;-&nbsp;Essential
</li>
<li>Evidence of using planning and project management skills to deliver multi-agency projects effectively within set timescales and budget.</li>
<li>Ability to assimilate and analyse data and produce key recommendations to a high standard, both written and orally, including supporting organisations to make informed strategic decisions.&nbsp;</li>
</ol>
<h1>Behavioural competencies</h1>

<h2>
 COMMUNICATING AND INFLUENCING &nbsp;-&nbsp;Essential
</h2>
… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.
<h3>Level 2 Indicators of Effective Performance</h3>
<ol>
<li>Communicates openly and inclusively with internal and eternal stakeholders</li>
<li>Clearly articulates the key points of an argument, both in verbal and written communication</li>
<li>Persuades others, using evidence based knowledge, modifying approach to deliver message effectively</li>
<li>Challenges the views of others in an open and constructive way</li>
<li>Presents a credible and positive image both internally and eternally 
</li>
</ol>
<h2>RESPONDING TO PRESSURE AND CHANGE &nbsp;-&nbsp;Essential
</h2>
… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.&nbsp;
<h3>Level 2 Indicators of Effective Performance</h3>
<ol>
<li>Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure</li>
<li>Anticipates and adapts flexibly to changing requirements&nbsp;</li>
<li>Uses challenges as an opportunity to learn and improve&nbsp;</li>
<li>Participates fully and encourages others to engage in change initiatives&nbsp;</li>
<li>Manages team’s well-being, supporting them to cope with pressure and change&nbsp; </li>
</ol>
<h2>BUILDING AND MANAGING RELATIONSHIPS &nbsp;-&nbsp;Essential
</h2>
… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.&nbsp;
<h3>Level 2 Indicators of Effective Performance</h3>
<ol>
<li>Develops new professional relationships&nbsp;</li>
<li>Understands the needs of others, the constraints they face and the levers to their engagement</li>
<li>Understands differences, anticipates areas of conflict and takes action</li>
<li>Fosters an environment where others feel respected</li>
<li>Identifies opportunities for joint working to minimise duplication and deliver shared goals</li>
</ol>
<h2>
 STAKEHOLDER FOCUS&nbsp;</h2>
… 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.&nbsp;&nbsp;
<h3>Level 2 Indicators of Effective Performance</h3>
<ol>
<li>Seeks to understand requirements, gathering extra information when needs are not clear&nbsp;&nbsp;&nbsp;</li>
<li>Presents the GLA positively by interacting effectively with stakeholders</li>
<li>Delivers a timely and accurate service&nbsp;</li>
<li>Understands the differing needs of stakeholders and adapts own service accordingly</li>
<li>Seeks and uses feedback from a variety of sources to improve the GLA’s service to Londoners&nbsp;</li>
</ol>
<h2>
 PLANNING AND ORGANISING</h2>
… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.
<h3>Level 2 Indicators of Effective Performance</h3>
<ol>
<li>Prioritises work in line with key team or project deliverables</li>
<li>Makes contingency plans to account for changing work priorities, deadlines and milestones</li>
<li>Identifies and consults with sponsors or stakeholders in planning work</li>
<li>Pays close attention to detail, ensuring team’s work is delivered to a high standard</li>
<li>Negotiates realistic timescales for work delivery, ensuring team deliverables can be met &nbsp;</li>
</ol>
<h2>ORGANISATIONAL AWARENESS</h2>
… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.
<h3>Level 2 Indicators of Effective Performance</h3>
<ol>
<li>Challenges unethical behaviour&nbsp;</li>
<li>Uses understanding of the GLA’s partnership arrangements to deliver effectively</li>
<li>Recognises how political changes and sensitivities impact on own and team’s work</li>
<li>Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas</li>
<li>Follows the GLA’s position in the media and understands how it impacts on work&nbsp;</li>
</ol>
&nbsp; The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here:&nbsp;<a href="https://www.london.gov.uk/sites/default/files/gla_competency_framework_hr_28june2021.pdf" target="_blank">GLA Competency Framework</a>
This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL). 
<h2>
 How&nbsp;to apply 
</h2>
If you would like to apply for the role you will need to submit the following:
<ul>
<li>Up to date CV</li>
<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>
</ul>
 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.&nbsp;
<h2>
 If you have questions about the role 
</h2>
If you wish to talk to someone about the role, the hiring manager Mark Winterburn would be happy to speak to you. Please contact them at&nbsp;<a href="mailto:mark.winterburn@london.gov.uk" target="_blank">mark.winterburn@london.gov.uk</a>&nbsp;&nbsp;
If you have any questions about the recruitment process, contact the&nbsp;<a href="mailto:glaopdcrecruitment@tfl.gov.uk" target="_blank">glaopdcrecruitment@tfl.gov.uk</a>&nbsp;who support the GLA with recruitment.
<h2>Assessment process</h2>
Once you have submitted an application, your details will be reviewed by a panel.
If shortlisted, you’ll be invited to an interview taking place week commencing 21 July 2025.
<h2>Equality, diversity and inclusion</h2>
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.&nbsp;
 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.
<h2>Benefits</h2>
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.
<h2>Additional Information</h2>

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.&nbsp;
 Secondment Opportunity
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&nbsp;
<ul>
<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>
<li>successfully completed your probation period and are performing to the required standard for your current role; and</li>
<li>at least 18 months service with the GLA&nbsp;</li>
</ul>
If you do meet the criteria listed above, you will need to complete the&nbsp;<a href="http://intranet.london.gov.uk/node/16973" target="_blank">Approval for secondment application</a>&nbsp;form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy.&nbsp;This form must be received by the closing date of the vacancy.&nbsp;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. &nbsp;For further information, please see&nbsp;<a href="http://intranet.london.gov.uk/node/17077" target="_blank">Secondment Policy and Procedure</a>.
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&nbsp;<a href="http://intranet.london.gov.uk/node/16973" target="_blank">Approval for secondment application</a>&nbsp;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.
<h2>More Support</h2>
If you have a disability which makes submitting an online application form difficult, please contact&nbsp;<a href="mailto:resourcingteam@london.gov.uk" target="_blank">resourcingteam@london.gov.uk</a>.
The 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.

Senior Project Officer - Refugee Resettlement

<ul></ul>





Job Title:&nbsp;Service Manager
Location:&nbsp;Royal Borough Kensington and Chelsea (RBKC)
Salary:&nbsp;£38,700
Shift Pattern:&nbsp;37.5 hours per week, Monday to Friday, 09:00 - 17:00. Onsite face to face service, with flexibility around these hours required. All managers, including this position will take part in the out of hours on call duty.&nbsp;
As a note, this is one of two positions. This position is a permanent post, and we also have a 12 month fixed term contract opportunity live via Job ID 268355
About the Service Manager Role
We have an exciting opportunity, perfect for you if you are looking to take the next step in your career within a supported housing service! This is a great opportunity for current deputy service managers, or experienced support workers (and/or equivalent) looking for that next step!&nbsp;
We're looking for a natural leader, someone with experience in supporting people who have struggled with homelessness, substance use, mental health, and/or offending backgrounds. You will be confident in your experience and knowledge and be able to use this to support and lead your team to feel empowered within their roles so they can deliver a seamless and supportive service to our residents to overcome their own personal challenges, and to achieve their personal goals and milestones.
You will have a passion for what we do, and an understanding of the multiple needs that our residents may have, and able to provide a solutions based approach in your work. This role is perfect for someone who is determined, takes pride in their work, and is able to motivate a diverse team. The role includes:
<ul>
<li>Leading and motivating a team to deliver high-quality care and support</li>
<li>Managing complex situations and driving service improvements</li>
<li>Support a team who directly support individuals in their recovery journey</li>
<li>Working closely with other teams and organisations to ensure the right support is provided</li>
<li>Risk Management, Information Management, and Case Recording</li>
<li>Property and Housing Management</li>
<li>Financial Management</li>
</ul>
What we're looking for in a Service Manager:
<ul>
<li>Experience in supporting people who have multiple and complex needs including mental health, homelessness, substance use, offending backgrounds</li>
<li>Experience in frontline, and now able to empower a team to deliver a seamless service</li>
<li>Confident leadership skills and ability to inspire and motivate a team. While you’ll have support from management, this role requires someone who can take ownership and lead with confidence</li>
<li>Confidence in using IT; we use various systems and software's so need someone who is confident in learning new IT skills and can navigate around computer systems</li>
<li>Ability to drive the service forward and implement improvements</li>
<li>Confidence in managing complex situations and making decisions</li>
<li>Ability to work at pace, using initiative, making decisions, and proactiveness in your approach</li>
<li>Alignment with our values of Ambition, Empowerment, Transparency, and Inclusivity</li>
</ul>
Please refer to the JDPS attached for more details on the vacancy and our requirements/key criteria.
What we offer
<ul>
<li>25 days (Full time equivalent) annual leave, increasing with the length of service</li>
<li>Training and Development, including access to courses, upskilling, and progression plans</li>
<li>Employee Assistance Programme, including counselling</li>
<li>Reflective Practice regular sessions with a therapist provided by an external provider to support Mental Health and Wellbeing</li>
<li>Eligibility to register with Blue Light Discount Card</li>
<li>Life Assurance Scheme</li>
<li>Cycle-to-work scheme</li>
<li>Annual Staff Awards</li>
<li>Be part of an organisation which believes good care and support improves lives.</li>
<li>Join an organisation with a mission to empower people who are marginalised by building powerful partnerships and creative solutions that bridge gaps in provision and aid recovery, reablement and resettlement.</li>
</ul>
We are committed to Equity, Diversity, and Inclusion (EDI). We value and celebrate the unique backgrounds, perspectives, and experiences of all our employees. We have a team of ambassadors who are staff volunteers and actively support us in fortifying our organisational value of Inclusivity. SIG actively encourages applications from individuals from a diverse range of backgrounds, particularly lived experience; Naturally, we approach any emerging issues with empathy and sensitivity.
Want to know how we work? Watch our short Theory of Change video to see how we support people towards a brighter future:&nbsp;<a href="https://protect-eu.mimecast.com/s/X5JhCPQy4hBBz6UzwWlv?domain=youtu.be" target="_blank">Theory of Change</a>&nbsp;Further details can be found on our website here:&nbsp;<a href="https://protect-eu.mimecast.com/s/4ZkrCx1MXIp5EETvqakw?domain=socialinterestgroup.org.uk" target="_blank">Theory of Change - Social Interest Group - Social Interest Group</a>. &nbsp;
ADDITIONAL INFORMATION
Please note that this job advert may close early due to screening applications on an ongoing basis. We advise applying as soon as possible for your application to be taken into consideration at the early stages.
Please note that as part of our process, we complete an enhanced DBS check, some roles may require further vetting. We are an inclusive employer and encourage applicants from all backgrounds. If you have any questions regarding this, please contact us on the details below. &nbsp;&nbsp;
For Recruitment related enquiries, or if you need support with making your application for example due to learning needs or a disability, please email&nbsp;<a href="mailto:recruitment@socialinterestgroup.org.uk" target="_blank">recruitment@socialinterestgroup.org.uk</a>&nbsp;or call our central office on&nbsp;<a href="tel:02036689270" target="_blank">020 3668 9270</a>&nbsp;to request a call back. Please note that this will take you through to our Central Administration team, who will then communicate your enquiry with us and we will arrange to call you back.&nbsp;
Additional information on our company policies including Gender Pay, Equality and Diversity, Company Benefits and our Candidate Privacy Policy can be found on our&nbsp;<a href="https://socialinterestgroup.org.uk/" target="_blank">website</a>.
<blockquote>
Unfortunately, we are unable to provide sponsorship, please ensure you have full right to work in the UK prior to applying to our positions.&nbsp;
</blockquote>
Service Manager | Residential Manager | Homelessness | Complex Needs | Trauma-Informed Care | Psychologically Informed Environment (PIE) | Recovery and Rehabilitation | Independent Living | Person-Centred Support | Leadership and Management | Team Development.&nbsp;

18 Management Jobs in Grays, UK