Communities & 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 & Sport, Communities & Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.
About The Team
The mission of City Hall’s Community Engagement team is to bridge the gap between City Hall and London’s communities. Our team works on removing barriers, reducing inequalities and giving communities a platform to be seen, heard, resourced, and more actively engaged in the City’s decision‑making.
Mission
* Improve the skills and infrastructure for engagement within the Greater London Authority and across the capital
* Ensure all Londoners have the knowledge, voice and power to influence the decisions affecting them, their families and their community
* Create the right conditions for a stronger, better connected civil society that supports a fairer city for all Londoners
About The Role
To work with the Principal Civil Society Officer in delivering the GLA’s work to strengthen and support civil society through the design and delivery of programmes in support of the Mayor’s reducing inequalities mandate. This work is currently being delivered via the Loved and Wanted Fund.
What Your Day Will Look Like
* Liaise with external grantees on delivering the Loved and Wanted programme
* Respond to programme queries from internal stakeholders, including the Assembly
* Collaborate with the Communications lead to continue telling the programme’s impact story
* Coordinate with freelancers leading on evaluation and peer learning
Skills, Knowledge and Experience
Essential criteria:
* Understanding of civil society and the major challenges faced by voluntary and community sector groups and organisations, particularly within a London context
* Strong understanding of how to use qualitative and quantitative data to inform policy making
* Ability to convey impact evaluation to a range of audiences via published reports, data tools, and oral presentations
* Experience establishing external partnerships and managing multiple stakeholder relationships
* Understanding of operating in a politically‑sensitive environment, working across stakeholders with potentially competing interests
Behavioural Competencies
Communication and Influencing
Present information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.
Level 2 indicators of effective performance:
* Communicate openly and inclusively with internal and external stakeholders
* Clearly articulate the key points of an argument, both verbally and in written communication
* Persuade others, using evidence‑based knowledge, modifying approach to deliver the message effectively
* Challenge the views of others in an open and constructive way
* Present a positive image both internally and externally
Building and Managing Relationships
Develop rapport and work effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.
Level 3 indicators of effective performance:
* Actively engage partners and encourage others to build relationships that support GLA objectives
* Understand and recognise the contribution that staff at all levels make to delivering priorities
* Adapt style to work effectively with partners, building consensus, trust and respect
* Deliver objectives by bringing together diverse stakeholders to work effectively in partnership
Planning and Organising
Think ahead, manage time, priorities and risk, and develop structured and efficient approaches to deliver work on time and to a high standard.
Level 2 indicators of effective performance:
* Prioritise work in line with key team or project deliverables
* Make contingency plans to account for changing work priorities, deadlines and milestones
* Identify and consult with sponsors or stakeholders in planning work
* Pay close attention to detail, ensuring the team’s work is delivered to a high standard
* Negotiate realistic timescales for work delivery, ensuring team deliverables can be met
The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA Competency Framework.
How to Apply
* 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 1.5 MB 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.
We may close this advert early if we receive a high volume of suitable applications.
Contact
If you wish to talk to someone about the role, the hiring manager Shipra Ogra would be happy to speak to you. Please contact them at [email protected]. If you have any questions about the recruitment process, contact the [email protected] who support the GLA with recruitment.
Is This Role Eligible for Sponsorship?
This role DOES NOT meet the criteria for sponsorship for external candidates. It may meet the criteria for sponsorship for some internal candidates, in limited circumstances. Please contact the hiring manager if you wish to discuss this further.
Assessment Process
Once you have submitted an application, your details will be reviewed by a panel. If shortlisted, you’ll be invited to an interview/assessment. The interview/assessment date is: w/c 26 Jan 2026.
Equality, Diversity and Inclusion
London’s diversity is its biggest asset, and we strive to ensure our workforce reflects London’s diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability. We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce. We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part‑time work as this role is open to job share. Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.
Benefits
GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office. In addition to a good salary package, you will be paid every four weeks. 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
Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.
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:
* 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;
* At least 18 months service with the GLA.
If you meet the criteria, you will need to complete the Approval for secondment application form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed. If you are unable to satisfy all of the criteria, you are unfortunately not eligible to apply for this vacancy as an internal secondment. For further information, please see Secondment Policy and Procedure.
If you are a current GLA employee on a fixed‑term contract, which is due to end before the end date of this vacancy, you DO NOT NEED to complete the Approval for secondment application form as it is not a secondment. If you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application.
More Support
If you have a disability which makes submitting an online application form difficult, please contact [email protected].
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