Senior Development Manager

Old Oak and Park Royal Development Corporation (OPDC); Acton; On-site; GBP 81,000 - 88,000; Full time

Benefits offered by this job

30 days’ annual leave

Interest-free season ticket loan

Interest-free bicycle loan

LGPS pension scheme

Job summary

Old Oak and Park Royal Development Corporation (OPDC) in North Acton is seeking a Senior Development Manager to lead projects through delivery, drawing on extensive experience in development, regeneration and infrastructure within complex stakeholder environments.

You will report on development activity, steer multi-disciplinary teams, forecast cashflows, support strategic financing, and cultivate relationships with landowners, developers and investors.

Qualifications

• Professional qualification (Chartered Surveyor or similar) with significant experience in real estate development, property regeneration, or major residential/ mixed-use delivery.
• Strong understanding of relevant technical matters, property due diligence, the commercial viability of projects, master plan development, phasing and implementation strategies, development and legal agreements for joint venture/ partnership agreements.
• The ability to interpret and interrogate financial appraisals thoroughly and convincingly.
• Experience of managing developments to deliver regeneration and economic development.
• Strong understanding of property market dynamics and supply and demand characteristics across living, commercial, retail, industrial and alternative assets.
• Experience of effective relationship management and negotiating skills.

Responsibilities

• Accurate and regular reporting of all development project activity, including development concept, project outputs, budgets, outcome, risks and performance etc., including preparation of dashboards and papers for senior management meetings and committees.
• Commissioning and directing multi-disciplinary consultancy teams and appraising consultancy outputs.
• Managing Business Planning with forecasting/modelling of development cashflows including expenditure, receipts and valuation over time.
• Supporting OPDC’s strategic financing plans including input to development joint ventures, land disposal, debt investment, infrastructure investment and grant funding as required.
• Identifying and promoting new development opportunities that meet OPDC objectives.
• Developing and managing key relationships with landowners, developers, investors, joint venture partners and other key commercial stakeholders.
• Preparation and presentation of update/approval papers for the OPDC Board and Investment Committee.

Skills

Real estate development

Property regeneration

Financial appraisal

Stakeholder management

Negotiation

Market dynamics

Education

Chartered Surveyor or equivalent

Job description

Senior Development Manager

Salary: £81,138 - £87,826 + market supplement per annum

Job Reference: 6100

Location: North Acton

Application closing date: Wednesday 18 November 2026 - 23:59

Interview date: w/c 7 December 2026 (may be subject to change)

Grade: 12

Contract type: Permanent

About the role

Working collaboratively with the wider Delivery team and external consultant teams and supported by Development and Assistant Development Managers, you will lead projects through to delivery. This role requires a depth of experience across development, regeneration, and infrastructure projects, preferably in a complex stakeholder environment, as well as relevant project management skills. You will need strong organisational skills and personal resilience to thrive in a busy and demanding environment.

Ideal candidates will be confident communicators, excellent relationship managers, and share our commitment and enthusiasm for regeneration.

What your day will look like

Your days will be varied as you respond to different stakeholder and organisational requirements. Working closely with Development and Assistant Development Managers, you will have responsibility for the following areas:

• Accurate and regular reporting of all development project activity, including development concept, project outputs, budgets, outcome, risks and performance etc. including preparation of 'dashboards' and approval/ update papers for relevant senior management meetings and committees as appropriate.
• Commissioning and directing multi-disciplinary consultancy teams and professionally appraising consultancy outputs.
• Managing Business Planning with accurate forecasting/ modelling of development cashflows including expenditure, receipts and valuation over time.
• Supporting OPDC’s strategic financing plans including the input to support development joint ventures, land disposal, debt investment, infrastructure investment and grant funding as required.
• Identifying and promoting new development opportunities that meet the OPDC’s objectives.
• Developing and managing key relationships with landowners, developers, investors, joint venture partners and other key commercial stakeholders.
• Preparation and presentation of update/ approval papers for the OPDC Board and Investment Committee as well as any other appropriate decision-making forums.

Skills, knowledge and experience

To be considered for the role you must meet the following essential criteria:

• Professional qualification (Chartered Surveyor or similar) with significant experience in real estate development, property regeneration, or major residential/ mixed-use delivery.
• Strong understanding of relevant technical matters, property due diligence, the commercial viability of projects, master plan development, phasing and implementation strategies, development and legal agreements for joint venture/ partnership agreements.
• The ability to interpret and interrogate financial appraisals thoroughly and convincingly.
• Experience of managing developments to deliver regeneration and economic development.
• Strong understanding of property market dynamics and supply and demand characteristics across a range of sectors including living sectors, commercial, retail, industrial and alternative assets.
• Experience of effective relationship management and negotiating skills.

In line with the GLA Competency Framework Guidelines you are also expected to demonstrate the following Behavioural Competencies in your role.

Building & Managing Relationships

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

Level 3 indicators of effective performance

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

Communication & Influencing

… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.

Level 4 indicators of effective performance

• Articulates self with credibility and conviction, encouraging buy-in to corporate position
• Influences the thinking of other organisations, encouraging them to deliver in line with the OPDC
• Ensures that the organisation communicates inclusively with staff and external stakeholders
• Acts as a credible and convincing spokesperson and negotiator for the OPDC
• Instils a corporate commitment to accessible communication

Decision making

…is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results.

Level 3 indicators of effective performance

• Makes sound decisions quickly on behalf of the OPDC when a situation requires intervention
• Takes responsibility for team decisions, providing rationale when those decisions are questioned
• Involves senior stakeholders early in decisions that impact them
• Analyses organisational risks associated with decisions, including those with long term impacts, before committing to action
• Encourages others in the team to make decisions in their own area of expertise, take appropriate risks and learn from experience

Operational awareness

… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the OPDC and shaping our approach accordingly.

Level 3 indicators of effective performance

• Uses understanding of differences between the OPDC and its partners to improve working relationships
• Helps others understand the OPDC and the complex environment in which it operates
• Translates changing political agendas into tangible actions
• Considers the diverse needs of Londoners in formulating OPDC objectives
• Helps others understand how the media and external perceptions of the OPDC influence work

Problem Solving

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

Level 4 indicators of effective performance

• Seeks multiple perspectives to understand the breadth and depth of complex issues
• Produces strategies to solve organisation-wide problems, considering the practical and political concerns associated with the implementation of solutions
• Enables the OPDC to continuously improve and innovate in the long term
• Problem solves jointly with others to stimulate innovation
• Turns ambiguous or difficult situations into opportunities

Planning & 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 4 indicators of effective performance

• Takes accountability for monitoring delivery of the OPDC’S commitments
• Uses quality assurance processes across the organisation as a feedback mechanism to improve performance
• Takes responsibility for ensuring tools and techniques are available for the effective management of programmes
• Realigns OPDC objectives to respond to changing external & internal agendas
• Uses feedback from all sectors as a performance measure for OPDC work

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 OPDC 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 OPDC
• 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

OPDC follows the GLA Competency Framework Guidelines. Further detailing each competency and the different level indicators can be found here: GLA Competency Framework

If you have questions about the role

If you wish to talk to someone about the role, the hiring managers Agnes Callaghan and Irene Man would be happy to speak to you. Please contact them at [e-mail] or [e-mail].

If you have any questions about the recruitment process, contact the [e-mail] who support the OPDC with recruitment.

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 7 December 2026 (maybe subject to change)
• We will make every effort to give you as much notice as possible, however some
• interviews/assessments could be organised at short notice.
• We may close this advert early if we receive a high volume of suitable applications.

Equity, 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

OPDC 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 with the option to add to build up pension benefits with a separate provider alongside your LGPS pension via additional voluntary contributions.

Learning and development

At OPDC we are dedicated to empowering team members through ongoing learning opportunities and professional development initiatives. Our commitment to learning and development means that we will provide you with the resources and support to expand your skills and grow your career.

Additional Information

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

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

More Support

If you have a disability which makes submitting an online application form difficult, please contact [e-mail].