We are looking for a trustee with broad experience in the public or voluntary sectors with particular expertise in services for older people or a transferable area and preferably with lived experience of the issues older people face. You will have: A background in service transformation You will have passion about Independent Age and our mission and purpose Experience in volunteering Community background Commissioning knowledge will be useful but not essential Four to five trustee meetings and an annual away day are held during the year plus a further four meetings as part of the Services and Policy Committee. The closing date for this role is 2nd November 2022.
Jul 02, 2026
Full time
We are looking for a trustee with broad experience in the public or voluntary sectors with particular expertise in services for older people or a transferable area and preferably with lived experience of the issues older people face. You will have: A background in service transformation You will have passion about Independent Age and our mission and purpose Experience in volunteering Community background Commissioning knowledge will be useful but not essential Four to five trustee meetings and an annual away day are held during the year plus a further four meetings as part of the Services and Policy Committee. The closing date for this role is 2nd November 2022.
This job is with the Old Oak and Park Royal Development Corporation. Salary: £45,808 per annum Grade: 8 Contract type: Permanent Reference: OPDC SPO Interview date: 13 and 14 September 2022 Application closing date: Sunday 28 August 2022 at 23:59 GMT Overview Join OPDC's Planning Policy team and help shape the future of one of London's most exciting and ambitious regeneration projects, the Old Oak and Park Royal Opportunity Area. Old Oak and Park Royal is one of London's largest Opportunity Areas and one of only two of the Mayor of London's Development Corporations, the other being the LLDC formed to deliver the Olympic Park. The OPDC area spans three London boroughs, the Park Royal industrial estate and has the new High Speed 2 and Elizabeth line station at Old Oak Common at its heart, the only place where the two major new rail lines meet. OPDC is leading the planning and regeneration of this emerging new district with the potential to deliver many thousands of new homes and jobs over the coming years. Position We have a rare opportunity for a talented individual to join our Planning Policy team as a Senior Planner on a permanent contract, helping to deliver a range of new innovative planning guidance following the recent adoption of our Local Plan. Responsibilities As a Senior Planner, you'll take a central role in delivering an efficient, effective and pioneering plan making service, producing planning and infrastructure guidance with a focus on master planning, carrying out research and helping to embed planning reforms to directly shape our emerging suite of guidance documents. You will proactively engage with our community, stakeholders and professional networks and support colleagues by providing policy and strategy advice. Qualifications The successful candidate will possess a relevant degree and be eligible for RTPI membership. You will have a good understanding of the working environment of a local planning authority. Experience of developing best practice planning guidance for complex and diverse areas with a focus on infrastructure, master planning and mapping will be an advantage. You will also have an excellent understanding of the local, regional and national planning policy context, the legislative framework and forthcoming planning reforms. You believe strongly in working flexibly as part of a team to get the job done and are confident in your technical expertise and experience to proactively manage your own workload and deliver successful outcomes. Inclusive Working We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. The role is open to job share and we welcome applications from candidates who are seeking part time work. Benefits 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. Contact To apply or to ask questions about the role or the recruitment process, please contact a member of the recruitment team via email on quoting reference OPDC SPO. Please note we do not accept CVs for this role. All applications for this vacancy must be submitted via our online recruitment system.
Jul 02, 2026
Full time
This job is with the Old Oak and Park Royal Development Corporation. Salary: £45,808 per annum Grade: 8 Contract type: Permanent Reference: OPDC SPO Interview date: 13 and 14 September 2022 Application closing date: Sunday 28 August 2022 at 23:59 GMT Overview Join OPDC's Planning Policy team and help shape the future of one of London's most exciting and ambitious regeneration projects, the Old Oak and Park Royal Opportunity Area. Old Oak and Park Royal is one of London's largest Opportunity Areas and one of only two of the Mayor of London's Development Corporations, the other being the LLDC formed to deliver the Olympic Park. The OPDC area spans three London boroughs, the Park Royal industrial estate and has the new High Speed 2 and Elizabeth line station at Old Oak Common at its heart, the only place where the two major new rail lines meet. OPDC is leading the planning and regeneration of this emerging new district with the potential to deliver many thousands of new homes and jobs over the coming years. Position We have a rare opportunity for a talented individual to join our Planning Policy team as a Senior Planner on a permanent contract, helping to deliver a range of new innovative planning guidance following the recent adoption of our Local Plan. Responsibilities As a Senior Planner, you'll take a central role in delivering an efficient, effective and pioneering plan making service, producing planning and infrastructure guidance with a focus on master planning, carrying out research and helping to embed planning reforms to directly shape our emerging suite of guidance documents. You will proactively engage with our community, stakeholders and professional networks and support colleagues by providing policy and strategy advice. Qualifications The successful candidate will possess a relevant degree and be eligible for RTPI membership. You will have a good understanding of the working environment of a local planning authority. Experience of developing best practice planning guidance for complex and diverse areas with a focus on infrastructure, master planning and mapping will be an advantage. You will also have an excellent understanding of the local, regional and national planning policy context, the legislative framework and forthcoming planning reforms. You believe strongly in working flexibly as part of a team to get the job done and are confident in your technical expertise and experience to proactively manage your own workload and deliver successful outcomes. Inclusive Working We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. The role is open to job share and we welcome applications from candidates who are seeking part time work. Benefits 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. Contact To apply or to ask questions about the role or the recruitment process, please contact a member of the recruitment team via email on quoting reference OPDC SPO. Please note we do not accept CVs for this role. All applications for this vacancy must be submitted via our online recruitment system.
Non-Executive Director £13,715 pa Fixed Appointment 3 years renewable Hours vary but typically 2-3 days per month Redhill, RH1 5EL A fantastic opportunity has arisen for a new Non-Executive Director to join First Community Health & Care's Board following the completion of nearly two terms by the existing post holder. As one of four Non-Executive Directors you will join the Board of Directors with a specific focus on quality and patient safety. We are seeking a compassionate leader and advocate for first rate care. As Chair of the Quality Committee your role will be to assure the board that First Community is providing high quality care or that adequate actions are being taken to identify and address issues. A recognised clinical qualification is essential, as is experience of operating as a NED, independent and proactive leadership skills, the ability to champion open, frank and disciplined discussion and being prepared to ask difficult questions. Excellent communication and interpersonal skills are essential in this role. We are looking for someone who embodies the Nolan Principles and who exceeds in all six NHS Leadership Competency Domains: Working together for patients. Compassion. Respect and dignity. Improving lives. Commitment to quality of care. Everyone counts Do you want to be part of an organisation that is committed to providing first rate care, services and value to its local community? First Community is a CQC rated 'Good' staff owned social enterprise, which delivers NHS community services to residents across east Surrey and in parts of west Sussex. We are proud to be rated the top community provider employer in the country (NHS Staff Survey 2023). Please refer to Appendix 2 in the recruitment pack for fuller details on our status as a community interest company. First Community is a great place to work, everyone here has a voice and is supported to develop their career to its full potential. First Community values diversity and inclusion and is committed to the recruitment and retention of under-represented minority groups. We particularly welcome applications from black, Asian and minority ethnic candidates, LGBTQ+ candidates and candidates with disabilities. Sustainability is integral to First Community achieving the NHS Net Zero target. All staff are therefore actively encouraged and supported to implement new ways of working within their field of expertise. Please submit your CV and Cover Letter by 24th March 2025. Please reflect in your supporting statement how your experience aligns with the person specification and how you can meet the six NHS leadership competency domains. Interviews will be help on the 9th April 2025 in person. To apply Please download the recruitment pack and send a copy of your CV and supporting statement to . To download the recruitment pack, please click here.
Jun 26, 2026
Full time
Non-Executive Director £13,715 pa Fixed Appointment 3 years renewable Hours vary but typically 2-3 days per month Redhill, RH1 5EL A fantastic opportunity has arisen for a new Non-Executive Director to join First Community Health & Care's Board following the completion of nearly two terms by the existing post holder. As one of four Non-Executive Directors you will join the Board of Directors with a specific focus on quality and patient safety. We are seeking a compassionate leader and advocate for first rate care. As Chair of the Quality Committee your role will be to assure the board that First Community is providing high quality care or that adequate actions are being taken to identify and address issues. A recognised clinical qualification is essential, as is experience of operating as a NED, independent and proactive leadership skills, the ability to champion open, frank and disciplined discussion and being prepared to ask difficult questions. Excellent communication and interpersonal skills are essential in this role. We are looking for someone who embodies the Nolan Principles and who exceeds in all six NHS Leadership Competency Domains: Working together for patients. Compassion. Respect and dignity. Improving lives. Commitment to quality of care. Everyone counts Do you want to be part of an organisation that is committed to providing first rate care, services and value to its local community? First Community is a CQC rated 'Good' staff owned social enterprise, which delivers NHS community services to residents across east Surrey and in parts of west Sussex. We are proud to be rated the top community provider employer in the country (NHS Staff Survey 2023). Please refer to Appendix 2 in the recruitment pack for fuller details on our status as a community interest company. First Community is a great place to work, everyone here has a voice and is supported to develop their career to its full potential. First Community values diversity and inclusion and is committed to the recruitment and retention of under-represented minority groups. We particularly welcome applications from black, Asian and minority ethnic candidates, LGBTQ+ candidates and candidates with disabilities. Sustainability is integral to First Community achieving the NHS Net Zero target. All staff are therefore actively encouraged and supported to implement new ways of working within their field of expertise. Please submit your CV and Cover Letter by 24th March 2025. Please reflect in your supporting statement how your experience aligns with the person specification and how you can meet the six NHS leadership competency domains. Interviews will be help on the 9th April 2025 in person. To apply Please download the recruitment pack and send a copy of your CV and supporting statement to . To download the recruitment pack, please click here.
Salary: £114, 635 per annum Grade: 15 Contract type: Permanent Reference: GLA5143 Interview date: W/C 19 September 2022 Application closing date: Monday 29 August 2022 at 23:59 GMT The Crystal Palace National Sports Centre is an iconic sporting venue which has served the local community in south London and hosted world class athletes and events over many decades. The Mayor of London has approved a significant capital budget to refurbish this historic sporting venue in order to bring it back to its former glory. This role offers a unique opportunity to play an important part in its reinvigoration as a key heritage asset in the centre of Crystal Palace Park. As Project Director, you will provide strategic leadership on all matters relating to the comprehensive refurbishment of the Crystal Palace National Sports Centre. You will have responsibility for delivering the project on time and budget, leading engagement with key internal and external stakeholders, and ensuring that the project is delivered to the highest quality in line with Good Growth principles. You will have experience of leading complex multifaceted capital projects or programmes in a political environment or organisation and bring strong communication skills to the role. We welcome applications from everyone regardless of age, 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. For more information on the GLA's approach to Diversity and Inclusion, please see Diversity and our values London City Hall. This role will be based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1ZE). 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. 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.
Jun 25, 2026
Full time
Salary: £114, 635 per annum Grade: 15 Contract type: Permanent Reference: GLA5143 Interview date: W/C 19 September 2022 Application closing date: Monday 29 August 2022 at 23:59 GMT The Crystal Palace National Sports Centre is an iconic sporting venue which has served the local community in south London and hosted world class athletes and events over many decades. The Mayor of London has approved a significant capital budget to refurbish this historic sporting venue in order to bring it back to its former glory. This role offers a unique opportunity to play an important part in its reinvigoration as a key heritage asset in the centre of Crystal Palace Park. As Project Director, you will provide strategic leadership on all matters relating to the comprehensive refurbishment of the Crystal Palace National Sports Centre. You will have responsibility for delivering the project on time and budget, leading engagement with key internal and external stakeholders, and ensuring that the project is delivered to the highest quality in line with Good Growth principles. You will have experience of leading complex multifaceted capital projects or programmes in a political environment or organisation and bring strong communication skills to the role. We welcome applications from everyone regardless of age, 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. For more information on the GLA's approach to Diversity and Inclusion, please see Diversity and our values London City Hall. This role will be based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1ZE). 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. 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.
Salary: £114, 635 per annum Grade: 15 Contract type: Permanent Reference: GLA5143 Interview date: W/C 19 September 2022 Application closing date: Monday 29 August 2022 at 23:59 GMT The Crystal Palace National Sports Centre is an iconic sporting venue which has served the local community in south London and hosted world class athletes and events over many decades. The Mayor of London has approved a significant capital budget to refurbish this historic sporting venue in order to bring it back to its former glory. This role offers a unique opportunity to play an important part in its reinvigoration as a key heritage asset in the centre of Crystal Palace Park. As Project Director, you will provide strategic leadership on all matters relating to the comprehensive refurbishment of the Crystal Palace National Sports Centre. You will have responsibility for delivering the project on time and budget, leading engagement with key internal and external stakeholders, and ensuring that the project is delivered to the highest quality in line with Good Growth principles. You will have experience of leading complex multifaceted capital projects or programmes in a political environment or organisation and bring strong communication skills to the role. We welcome applications from everyone regardless of age, 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. For more information on the GLA's approach to Diversity and Inclusion, please see Diversity and our values London City Hall. This role will be based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1ZE). 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. 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.
Jun 25, 2026
Full time
Salary: £114, 635 per annum Grade: 15 Contract type: Permanent Reference: GLA5143 Interview date: W/C 19 September 2022 Application closing date: Monday 29 August 2022 at 23:59 GMT The Crystal Palace National Sports Centre is an iconic sporting venue which has served the local community in south London and hosted world class athletes and events over many decades. The Mayor of London has approved a significant capital budget to refurbish this historic sporting venue in order to bring it back to its former glory. This role offers a unique opportunity to play an important part in its reinvigoration as a key heritage asset in the centre of Crystal Palace Park. As Project Director, you will provide strategic leadership on all matters relating to the comprehensive refurbishment of the Crystal Palace National Sports Centre. You will have responsibility for delivering the project on time and budget, leading engagement with key internal and external stakeholders, and ensuring that the project is delivered to the highest quality in line with Good Growth principles. You will have experience of leading complex multifaceted capital projects or programmes in a political environment or organisation and bring strong communication skills to the role. We welcome applications from everyone regardless of age, 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. For more information on the GLA's approach to Diversity and Inclusion, please see Diversity and our values London City Hall. This role will be based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1ZE). 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. 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.
Non-Executive Director £13,715 pa Fixed Appointment 3 years renewable Hours vary but typically 2-3 days per month Redhill, RH1 5EL A fantastic opportunity has arisen for a new Non-Executive Director to join First Community Health & Care's Board following the completion of nearly two terms by the existing post holder. As one of four Non-Executive Directors you will join the Board of Directors with a specific focus on quality and patient safety. We are seeking a compassionate leader and advocate for first rate care. As Chair of the Quality Committee your role will be to assure the board that First Community is providing high quality care or that adequate actions are being taken to identify and address issues. A recognised clinical qualification is essential, as is experience of operating as a NED, independent and proactive leadership skills, the ability to champion open, frank and disciplined discussion and being prepared to ask difficult questions. Excellent communication and interpersonal skills are essential in this role. We are looking for someone who embodies the Nolan Principles and who exceeds in all six NHS Leadership Competency Domains: Working together for patients. Compassion. Respect and dignity. Improving lives. Commitment to quality of care. Everyone counts Do you want to be part of an organisation that is committed to providing first rate care, services and value to its local community? First Community is a CQC rated 'Good' staff owned social enterprise, which delivers NHS community services to residents across east Surrey and in parts of west Sussex. We are proud to be rated the top community provider employer in the country (NHS Staff Survey 2023). Please refer to Appendix 2 in the recruitment pack for fuller details on our status as a community interest company. First Community is a great place to work, everyone here has a voice and is supported to develop their career to its full potential. First Community values diversity and inclusion and is committed to the recruitment and retention of under-represented minority groups. We particularly welcome applications from black, Asian and minority ethnic candidates, LGBTQ+ candidates and candidates with disabilities. Sustainability is integral to First Community achieving the NHS Net Zero target. All staff are therefore actively encouraged and supported to implement new ways of working within their field of expertise. Please submit your CV and Cover Letter by 24th March 2025. Please reflect in your supporting statement how your experience aligns with the person specification and how you can meet the six NHS leadership competency domains. Interviews will be help on the 9th April 2025 in person. To apply Please download the recruitment pack and send a copy of your CV and supporting statement to . To download the recruitment pack, please click here.
Jun 25, 2026
Full time
Non-Executive Director £13,715 pa Fixed Appointment 3 years renewable Hours vary but typically 2-3 days per month Redhill, RH1 5EL A fantastic opportunity has arisen for a new Non-Executive Director to join First Community Health & Care's Board following the completion of nearly two terms by the existing post holder. As one of four Non-Executive Directors you will join the Board of Directors with a specific focus on quality and patient safety. We are seeking a compassionate leader and advocate for first rate care. As Chair of the Quality Committee your role will be to assure the board that First Community is providing high quality care or that adequate actions are being taken to identify and address issues. A recognised clinical qualification is essential, as is experience of operating as a NED, independent and proactive leadership skills, the ability to champion open, frank and disciplined discussion and being prepared to ask difficult questions. Excellent communication and interpersonal skills are essential in this role. We are looking for someone who embodies the Nolan Principles and who exceeds in all six NHS Leadership Competency Domains: Working together for patients. Compassion. Respect and dignity. Improving lives. Commitment to quality of care. Everyone counts Do you want to be part of an organisation that is committed to providing first rate care, services and value to its local community? First Community is a CQC rated 'Good' staff owned social enterprise, which delivers NHS community services to residents across east Surrey and in parts of west Sussex. We are proud to be rated the top community provider employer in the country (NHS Staff Survey 2023). Please refer to Appendix 2 in the recruitment pack for fuller details on our status as a community interest company. First Community is a great place to work, everyone here has a voice and is supported to develop their career to its full potential. First Community values diversity and inclusion and is committed to the recruitment and retention of under-represented minority groups. We particularly welcome applications from black, Asian and minority ethnic candidates, LGBTQ+ candidates and candidates with disabilities. Sustainability is integral to First Community achieving the NHS Net Zero target. All staff are therefore actively encouraged and supported to implement new ways of working within their field of expertise. Please submit your CV and Cover Letter by 24th March 2025. Please reflect in your supporting statement how your experience aligns with the person specification and how you can meet the six NHS leadership competency domains. Interviews will be help on the 9th April 2025 in person. To apply Please download the recruitment pack and send a copy of your CV and supporting statement to . To download the recruitment pack, please click here.
Location: London (Hybrid working pattern with 2+ days a month in the London Office) Salary: £60K - £70K About MHFA England Mental Health First Aid England is a social enterprise that offers guidance and training to support mental health, in the workplace and beyond. We are a Licensed Provider of Mental Health First Aid training from MHFA International. Based in Australia, MHFA International is a not-for-profit organisation that develops, delivers and evaluates accredited mental health training programmes. The Mental Health First Aid programme began in Australia in 2000 and has since evolved into a global movement that is delivered by an active community of licensed providers in 24 countries. Mental Health First Aid training came to England in 2007. The Department of Health: National Institute of Mental Health in England (NIMHE) developed and launched the programme as part of a national approach to improving public mental health. About the role As the Head of IT and Data, you will lead the IT and Data Team in its support of the organisation through the introduction and maintenance of best practices in the provision of IT infrastructure, telecommunications, business systems and strategic planning of future IT requirements to support MHFA's strategy and staff. You will ensure that all systems are secure, stable and fit for purpose to support the Central team and Instructor Members. The Head of IT and Data is a crucial role as you can impact change in the way we use data and insights across the organisation, championing data and introducing insights that enable improvements in business performance. To find out more about the role, please click on the following link to review the candidate recruitment pack: MHFA England - Head of IT and Data About you We would like to hear from you if you have expertise in driving forward digital transformation and a passion for working in collaboration. This is likely to include the following skills, attributes and capabilities: Experience in complex IT management/development Ability to manage 3rd party supplier relationships A proven track record in strategic planning and implementation. Experience in implementing a new CRM system with integration with website and other systems Knowledge of change/project management processes, tools and techniques Knowledge of GDPR Knowledge of Microsoft Dynamics 365, Microsoft Azure and the Microsoft Office Productivity Suite How to Apply To apply for this role, please submit your CV and answers to the following questions: What is your motivation to work for MHFA and what attracts you to this role specifically? What relevant skills, knowledge and capability will you bring to MHFA? Closing Date: Sunday 3rd September at 23:59. Diversity and Inclusion Declaration MHFA England welcomes all applicants and is keen to ensure their team reflects the diversity of the UK and the communities they serve. They would like to encourage applications from disabled, LGBTQIA+ and Black, Asian and Minority Ethnic backgrounds. Accessibility and Adjustments We are committed to providing reasonable adjustments throughout our recruitment process and we will always endeavour to be as accommodating as possible. If you would like to discuss any specific requirements, please contact Emmanuel Crosser at or Denise Kawooya at .
Jun 25, 2026
Full time
Location: London (Hybrid working pattern with 2+ days a month in the London Office) Salary: £60K - £70K About MHFA England Mental Health First Aid England is a social enterprise that offers guidance and training to support mental health, in the workplace and beyond. We are a Licensed Provider of Mental Health First Aid training from MHFA International. Based in Australia, MHFA International is a not-for-profit organisation that develops, delivers and evaluates accredited mental health training programmes. The Mental Health First Aid programme began in Australia in 2000 and has since evolved into a global movement that is delivered by an active community of licensed providers in 24 countries. Mental Health First Aid training came to England in 2007. The Department of Health: National Institute of Mental Health in England (NIMHE) developed and launched the programme as part of a national approach to improving public mental health. About the role As the Head of IT and Data, you will lead the IT and Data Team in its support of the organisation through the introduction and maintenance of best practices in the provision of IT infrastructure, telecommunications, business systems and strategic planning of future IT requirements to support MHFA's strategy and staff. You will ensure that all systems are secure, stable and fit for purpose to support the Central team and Instructor Members. The Head of IT and Data is a crucial role as you can impact change in the way we use data and insights across the organisation, championing data and introducing insights that enable improvements in business performance. To find out more about the role, please click on the following link to review the candidate recruitment pack: MHFA England - Head of IT and Data About you We would like to hear from you if you have expertise in driving forward digital transformation and a passion for working in collaboration. This is likely to include the following skills, attributes and capabilities: Experience in complex IT management/development Ability to manage 3rd party supplier relationships A proven track record in strategic planning and implementation. Experience in implementing a new CRM system with integration with website and other systems Knowledge of change/project management processes, tools and techniques Knowledge of GDPR Knowledge of Microsoft Dynamics 365, Microsoft Azure and the Microsoft Office Productivity Suite How to Apply To apply for this role, please submit your CV and answers to the following questions: What is your motivation to work for MHFA and what attracts you to this role specifically? What relevant skills, knowledge and capability will you bring to MHFA? Closing Date: Sunday 3rd September at 23:59. Diversity and Inclusion Declaration MHFA England welcomes all applicants and is keen to ensure their team reflects the diversity of the UK and the communities they serve. They would like to encourage applications from disabled, LGBTQIA+ and Black, Asian and Minority Ethnic backgrounds. Accessibility and Adjustments We are committed to providing reasonable adjustments throughout our recruitment process and we will always endeavour to be as accommodating as possible. If you would like to discuss any specific requirements, please contact Emmanuel Crosser at or Denise Kawooya at .
Salary: £72,488 per annum Grade: 12 Contract type: Fixed Term Reference: 041199 Contract details: 2 years Application closing date: Mon, 23/01/2023 - 23:59 About the Role The GLA is looking for a Head of Change, Transformation and Internal Communications to lead the development and implementation of an internal communications strategy which embeds our purpose and values across the organisation. This is a new role in the External Relations directorate, and the post holder will lead the internal communications team, responsible for strategy development, channel management and related activities. They will also provide strategic advice to Chief Officer, Corporate Management Team, and senior leaders on all aspects of change, transformation and internal communications. A key requirement of the role will be the ability to co ordinate and ensure the involvement of all relevant parts of the GLA including other functional bodies - including HR, transformation, change and communications teams. Finally, this role will be responsible for ensuring that equality, diversity and inclusion (EDI) is the 'golden thread' through all projects and programmes, enabling the GLA to promote and enable equality of opportunities in response to the diverse needs and aspirations of London's communities. Principal Accountabilities Lead, develop and implement the GLA's change, transformation and internal communications and employee engagement strategy Lead on the development and delivery of internal leadership communications and employee engagement activities Provide advice and recommendations to the Chief Officer, Corporate Management Team (CMT), Mayor's Office, senior managers and internal clients and stakeholders Advise senior managers from across the GLA and the GLA Group working collaboratively to deliver corporate programmes Manage staff and resources allocated to the job in accordance with the GLA's policies and Code of Ethics and Standards and ensure all contract management and procurement of services in accordance with policy and best value principles. 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 task teams For any queries about the role, contact Nicole Valentinuzzi at . Personal Specification Technical requirements / experience / qualifications A proven track record of leading and developing organisation wide internal, transformation and change communications strategies Significant experience of implementing programmes facilitating change and transformation Proven ability to influence and provide strategic advice and recommendations based on evidence to a wide range of stakeholders including Chief Officer, Executive Directors and senior managers Demonstrable knowledge of best practice and trends in internal communications and employee engagement Able to lead, manage and motivate team members, ensuring work programmes are delivered in line with set team and departmental aims and objectives Behavioural competencies Building & Managing Relationships Is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals Level 4 indicators of effective performance Identifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights Actively challenges and addresses 'silo attitudes' to encourage effective relationship building inside and outside the GLA Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively Identifies clear win win situations with external partners 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 organisation Stakeholder focus Is consulting with, listening to, and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others' expectations. Level 3 indicators Understands diverse stakeholder needs and tailors team deliverables accordingly Is a role model to others, encouraging them to think of Londoners first Manages stakeholder expectations, so they are high but realistic Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups Focuses own and team's efforts on delivering a quality and committed service Strategic Thinking Is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action. Level 3 indicators of effective performance Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners Consistently takes account of the wider implications of team's actions for the GLA Encourages self and others to think about organisation's long term potential Informs strategy development by identifying gaps in current delivery or evidence Takes account of a wide range of public and partner needs to inform team's work Organisational awareness Is understanding and being sensitive to organisational dynamics, culture, and politics across and beyond the GLA and shaping our approach accordingly. Level 3 indicators of effective performance Uses understanding of differences between the GLA and its partners to improve working relationships Helps others understand the GLA and the complex environment in which it operates Translates changing political agendas into tangible actions Considers the diverse needs of Londoners in formulating GLA objectives Helps others understand how the media and external perceptions of the GLA influence work 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 Responding to Pressure and Change Is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift. Level 3 indicators of effective performance Clarifies direction and adapts to changing priorities and uncertain times Minimises the pressure of change for the directorate, lessening the impact for the team Uses change as an opportunity to improve ways of working, encouraging others' buy in Keeps staff motivated and engaged during times of change, promoting the benefits Takes ownership for communicating change initiatives clearly, ensuring smooth implementation Reasonable adjustment Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work. This role is based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1Z). Equal opportunities & diversity statement 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 especially encourage applications from Black, Asian, minority ethnic and disabled candidates who are currently underrepresented in our workforce. We are committed to being an inclusive employer and are happy to consider flexible working arrangements. The role is open to part time work and job sharing. In addition to a good salary package . click apply for full job details
Jun 24, 2026
Full time
Salary: £72,488 per annum Grade: 12 Contract type: Fixed Term Reference: 041199 Contract details: 2 years Application closing date: Mon, 23/01/2023 - 23:59 About the Role The GLA is looking for a Head of Change, Transformation and Internal Communications to lead the development and implementation of an internal communications strategy which embeds our purpose and values across the organisation. This is a new role in the External Relations directorate, and the post holder will lead the internal communications team, responsible for strategy development, channel management and related activities. They will also provide strategic advice to Chief Officer, Corporate Management Team, and senior leaders on all aspects of change, transformation and internal communications. A key requirement of the role will be the ability to co ordinate and ensure the involvement of all relevant parts of the GLA including other functional bodies - including HR, transformation, change and communications teams. Finally, this role will be responsible for ensuring that equality, diversity and inclusion (EDI) is the 'golden thread' through all projects and programmes, enabling the GLA to promote and enable equality of opportunities in response to the diverse needs and aspirations of London's communities. Principal Accountabilities Lead, develop and implement the GLA's change, transformation and internal communications and employee engagement strategy Lead on the development and delivery of internal leadership communications and employee engagement activities Provide advice and recommendations to the Chief Officer, Corporate Management Team (CMT), Mayor's Office, senior managers and internal clients and stakeholders Advise senior managers from across the GLA and the GLA Group working collaboratively to deliver corporate programmes Manage staff and resources allocated to the job in accordance with the GLA's policies and Code of Ethics and Standards and ensure all contract management and procurement of services in accordance with policy and best value principles. 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 task teams For any queries about the role, contact Nicole Valentinuzzi at . Personal Specification Technical requirements / experience / qualifications A proven track record of leading and developing organisation wide internal, transformation and change communications strategies Significant experience of implementing programmes facilitating change and transformation Proven ability to influence and provide strategic advice and recommendations based on evidence to a wide range of stakeholders including Chief Officer, Executive Directors and senior managers Demonstrable knowledge of best practice and trends in internal communications and employee engagement Able to lead, manage and motivate team members, ensuring work programmes are delivered in line with set team and departmental aims and objectives Behavioural competencies Building & Managing Relationships Is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals Level 4 indicators of effective performance Identifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights Actively challenges and addresses 'silo attitudes' to encourage effective relationship building inside and outside the GLA Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively Identifies clear win win situations with external partners 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 organisation Stakeholder focus Is consulting with, listening to, and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others' expectations. Level 3 indicators Understands diverse stakeholder needs and tailors team deliverables accordingly Is a role model to others, encouraging them to think of Londoners first Manages stakeholder expectations, so they are high but realistic Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups Focuses own and team's efforts on delivering a quality and committed service Strategic Thinking Is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action. Level 3 indicators of effective performance Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners Consistently takes account of the wider implications of team's actions for the GLA Encourages self and others to think about organisation's long term potential Informs strategy development by identifying gaps in current delivery or evidence Takes account of a wide range of public and partner needs to inform team's work Organisational awareness Is understanding and being sensitive to organisational dynamics, culture, and politics across and beyond the GLA and shaping our approach accordingly. Level 3 indicators of effective performance Uses understanding of differences between the GLA and its partners to improve working relationships Helps others understand the GLA and the complex environment in which it operates Translates changing political agendas into tangible actions Considers the diverse needs of Londoners in formulating GLA objectives Helps others understand how the media and external perceptions of the GLA influence work 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 Responding to Pressure and Change Is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift. Level 3 indicators of effective performance Clarifies direction and adapts to changing priorities and uncertain times Minimises the pressure of change for the directorate, lessening the impact for the team Uses change as an opportunity to improve ways of working, encouraging others' buy in Keeps staff motivated and engaged during times of change, promoting the benefits Takes ownership for communicating change initiatives clearly, ensuring smooth implementation Reasonable adjustment Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work. This role is based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1Z). Equal opportunities & diversity statement 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 especially encourage applications from Black, Asian, minority ethnic and disabled candidates who are currently underrepresented in our workforce. We are committed to being an inclusive employer and are happy to consider flexible working arrangements. The role is open to part time work and job sharing. In addition to a good salary package . click apply for full job details
Salary: £72,488 per annum Grade: 12 Contract type: Fixed Term Reference: 041199 Contract details: 2 years Application closing date: Mon, 23/01/2023 - 23:59 About the Role The GLA is looking for a Head of Change, Transformation and Internal Communications to lead the development and implementation of an internal communications strategy which embeds our purpose and values across the organisation. This is a new role in the External Relations directorate, and the post holder will lead the internal communications team, responsible for strategy development, channel management and related activities. They will also provide strategic advice to Chief Officer, Corporate Management Team, and senior leaders on all aspects of change, transformation and internal communications. A key requirement of the role will be the ability to co ordinate and ensure the involvement of all relevant parts of the GLA including other functional bodies - including HR, transformation, change and communications teams. Finally, this role will be responsible for ensuring that equality, diversity and inclusion (EDI) is the 'golden thread' through all projects and programmes, enabling the GLA to promote and enable equality of opportunities in response to the diverse needs and aspirations of London's communities. Principal Accountabilities Lead, develop and implement the GLA's change, transformation and internal communications and employee engagement strategy Lead on the development and delivery of internal leadership communications and employee engagement activities Provide advice and recommendations to the Chief Officer, Corporate Management Team (CMT), Mayor's Office, senior managers and internal clients and stakeholders Advise senior managers from across the GLA and the GLA Group working collaboratively to deliver corporate programmes Manage staff and resources allocated to the job in accordance with the GLA's policies and Code of Ethics and Standards and ensure all contract management and procurement of services in accordance with policy and best value principles. 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 task teams For any queries about the role, contact Nicole Valentinuzzi at . Personal Specification Technical requirements / experience / qualifications A proven track record of leading and developing organisation wide internal, transformation and change communications strategies Significant experience of implementing programmes facilitating change and transformation Proven ability to influence and provide strategic advice and recommendations based on evidence to a wide range of stakeholders including Chief Officer, Executive Directors and senior managers Demonstrable knowledge of best practice and trends in internal communications and employee engagement Able to lead, manage and motivate team members, ensuring work programmes are delivered in line with set team and departmental aims and objectives Behavioural competencies Building & Managing Relationships Is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals Level 4 indicators of effective performance Identifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights Actively challenges and addresses 'silo attitudes' to encourage effective relationship building inside and outside the GLA Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively Identifies clear win win situations with external partners 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 organisation Stakeholder focus Is consulting with, listening to, and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others' expectations. Level 3 indicators Understands diverse stakeholder needs and tailors team deliverables accordingly Is a role model to others, encouraging them to think of Londoners first Manages stakeholder expectations, so they are high but realistic Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups Focuses own and team's efforts on delivering a quality and committed service Strategic Thinking Is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action. Level 3 indicators of effective performance Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners Consistently takes account of the wider implications of team's actions for the GLA Encourages self and others to think about organisation's long term potential Informs strategy development by identifying gaps in current delivery or evidence Takes account of a wide range of public and partner needs to inform team's work Organisational awareness Is understanding and being sensitive to organisational dynamics, culture, and politics across and beyond the GLA and shaping our approach accordingly. Level 3 indicators of effective performance Uses understanding of differences between the GLA and its partners to improve working relationships Helps others understand the GLA and the complex environment in which it operates Translates changing political agendas into tangible actions Considers the diverse needs of Londoners in formulating GLA objectives Helps others understand how the media and external perceptions of the GLA influence work 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 Responding to Pressure and Change Is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift. Level 3 indicators of effective performance Clarifies direction and adapts to changing priorities and uncertain times Minimises the pressure of change for the directorate, lessening the impact for the team Uses change as an opportunity to improve ways of working, encouraging others' buy in Keeps staff motivated and engaged during times of change, promoting the benefits Takes ownership for communicating change initiatives clearly, ensuring smooth implementation Reasonable adjustment Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work. This role is based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1Z). Equal opportunities & diversity statement 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 especially encourage applications from Black, Asian, minority ethnic and disabled candidates who are currently underrepresented in our workforce. We are committed to being an inclusive employer and are happy to consider flexible working arrangements. The role is open to part time work and job sharing. In addition to a good salary package . click apply for full job details
Jun 24, 2026
Full time
Salary: £72,488 per annum Grade: 12 Contract type: Fixed Term Reference: 041199 Contract details: 2 years Application closing date: Mon, 23/01/2023 - 23:59 About the Role The GLA is looking for a Head of Change, Transformation and Internal Communications to lead the development and implementation of an internal communications strategy which embeds our purpose and values across the organisation. This is a new role in the External Relations directorate, and the post holder will lead the internal communications team, responsible for strategy development, channel management and related activities. They will also provide strategic advice to Chief Officer, Corporate Management Team, and senior leaders on all aspects of change, transformation and internal communications. A key requirement of the role will be the ability to co ordinate and ensure the involvement of all relevant parts of the GLA including other functional bodies - including HR, transformation, change and communications teams. Finally, this role will be responsible for ensuring that equality, diversity and inclusion (EDI) is the 'golden thread' through all projects and programmes, enabling the GLA to promote and enable equality of opportunities in response to the diverse needs and aspirations of London's communities. Principal Accountabilities Lead, develop and implement the GLA's change, transformation and internal communications and employee engagement strategy Lead on the development and delivery of internal leadership communications and employee engagement activities Provide advice and recommendations to the Chief Officer, Corporate Management Team (CMT), Mayor's Office, senior managers and internal clients and stakeholders Advise senior managers from across the GLA and the GLA Group working collaboratively to deliver corporate programmes Manage staff and resources allocated to the job in accordance with the GLA's policies and Code of Ethics and Standards and ensure all contract management and procurement of services in accordance with policy and best value principles. 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 task teams For any queries about the role, contact Nicole Valentinuzzi at . Personal Specification Technical requirements / experience / qualifications A proven track record of leading and developing organisation wide internal, transformation and change communications strategies Significant experience of implementing programmes facilitating change and transformation Proven ability to influence and provide strategic advice and recommendations based on evidence to a wide range of stakeholders including Chief Officer, Executive Directors and senior managers Demonstrable knowledge of best practice and trends in internal communications and employee engagement Able to lead, manage and motivate team members, ensuring work programmes are delivered in line with set team and departmental aims and objectives Behavioural competencies Building & Managing Relationships Is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals Level 4 indicators of effective performance Identifies and engages a diverse range of influential contacts within stakeholder and community groups, and partner organisations Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights Actively challenges and addresses 'silo attitudes' to encourage effective relationship building inside and outside the GLA Understands the complexities of political dynamics and uses this to manage relationships and resolve conflict effectively Identifies clear win win situations with external partners 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 organisation Stakeholder focus Is consulting with, listening to, and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others' expectations. Level 3 indicators Understands diverse stakeholder needs and tailors team deliverables accordingly Is a role model to others, encouraging them to think of Londoners first Manages stakeholder expectations, so they are high but realistic Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups Focuses own and team's efforts on delivering a quality and committed service Strategic Thinking Is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action. Level 3 indicators of effective performance Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners Consistently takes account of the wider implications of team's actions for the GLA Encourages self and others to think about organisation's long term potential Informs strategy development by identifying gaps in current delivery or evidence Takes account of a wide range of public and partner needs to inform team's work Organisational awareness Is understanding and being sensitive to organisational dynamics, culture, and politics across and beyond the GLA and shaping our approach accordingly. Level 3 indicators of effective performance Uses understanding of differences between the GLA and its partners to improve working relationships Helps others understand the GLA and the complex environment in which it operates Translates changing political agendas into tangible actions Considers the diverse needs of Londoners in formulating GLA objectives Helps others understand how the media and external perceptions of the GLA influence work 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 Responding to Pressure and Change Is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift. Level 3 indicators of effective performance Clarifies direction and adapts to changing priorities and uncertain times Minimises the pressure of change for the directorate, lessening the impact for the team Uses change as an opportunity to improve ways of working, encouraging others' buy in Keeps staff motivated and engaged during times of change, promoting the benefits Takes ownership for communicating change initiatives clearly, ensuring smooth implementation Reasonable adjustment Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work. This role is based at City Hall, in the Royal Docks (Kamal Chunchie Way, London, E16 1Z). Equal opportunities & diversity statement 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 especially encourage applications from Black, Asian, minority ethnic and disabled candidates who are currently underrepresented in our workforce. We are committed to being an inclusive employer and are happy to consider flexible working arrangements. The role is open to part time work and job sharing. In addition to a good salary package . click apply for full job details