Senior Policy and Stakeholder Officer, Greater London Authority (GLA)

Guardian Jobs; London; Hybrid; GBP 40,000 - 80,000; Full time

Job summary

Join a forward-thinking organization as a Policy Advisor, where you'll play a vital role in shaping fire safety policies for London. In this dynamic position, you'll engage with stakeholders, develop impactful programs, and contribute to the safety of one of the world's busiest cities. Collaborate with diverse teams to address pressing challenges like climate change and urban safety, while enjoying a supportive work environment that values inclusivity and innovation. This is your chance to make a meaningful difference in the community while advancing your career in a role that offers flexibility and a comprehensive benefits package.

Benefits

30 days annual leave

Interest-free season ticket loan

Interest-free bicycle loan

Career average pension scheme

Hybrid working options

Qualifications

• Proven track record in influencing and shaping policy in high-profile environments.
• Experience in building partnerships and leveraging external resources.

Responsibilities

• Develop and deliver programs addressing fire-related issues and policies.
• Provide advice and prepare reports for senior management on complex issues.

Skills

Policy Development

Stakeholder Management

Project Management

Research and Analysis

Strategic Thinking

Communication

Education

Bachelor's Degree

Master's Degree

Job description

Strategy and Communications

Strategy and Communications sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities. The work of the directorate’s teams includes delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.

About the team

This is an exciting opportunity to join a collaborative and committed team that is responsible for supporting the Deputy Mayor for Fire in their oversight of London Fire Brigade (LFB); and for coordinating and contributing to policies that relate to Londoners’ safety.

You will have the opportunity to develop relationships across the GLA and LFB. You will also develop an insight into the operations of one of the world’s busiest fire services; and explore how these operations intersect with other parts of the GLA.

LFB, and the fire sector, is undergoing significant and wide-ranging transformation. LFB is responding to the recommendations of the Grenfell Tower Inquiry, and inspections from His Majesty's Inspectorate of Constabulary and Fire & Rescue Services; and making improvements to its culture. As it makes improvements to its culture, it is critical that LFB is properly supported in navigating this change. More widely, LFB is working to meet challenges posed by climate change, new technologies, and London's complex built environment.

About the role

This role represents an opportunity to make a genuine contribution to the development of the team and its work programme.

The successful candidate will have excellent policy development and stakeholder management skills. A background in fire policy is not necessary for this role, due to its cross-cutting nature.

You will lead on the development and delivery of a programme of work to research and promote issues relating to fire policy, seeking cross-cutting policy areas. This work will include an events programme; commissioning research; and producing publications and consultation responses.

Your work, while focused on fire, will relate to various policy areas related to London’s safety. These may include, for example, the safety of London’s built environment; how climate change is increasing the risk of wildfires; or how to store and charge e-bikes safely to support sustainable travel.

What your day will look like

• Developing and delivering a programme of work in response to fire-related issues, including events, workshops, lobbying strategies and stakeholder engagement.
• Contributing to the development of policy, strategies and decisions; and reviewing and evaluating their implementation.
• Providing advice to the Deputy Mayor for Fire, the Head of Fire, and GLA senior managers (including preparing clear and concise reports, presentations and briefings on complex and sensitive issues for various audiences; and making recommendations on policy and strategy options).
• Conducting research into policy issues; and presenting the outcomes to the Mayor, the Deputy Mayor, GLA officers and wider audiences.
• Coordinating briefings and advice for the Mayor of London and the Deputy Mayor in advance of key meetings, including with the London Assembly; His Majesty's Inspectorate of Constabulary and Fire & Rescue Services; and the government.
• Working with colleagues from the GLA, LFB, the fire and rescue sector, international organisations, government departments, London boroughs, and other organisations in the public, private and voluntary sectors, on relevant, cross-cutting policy issues; and to collaboratively promote fire safety.
• Presenting the results of work on the Mayor’s policies, objectives and concerns at conferences, seminars and meetings to external bodies and organisations.

Skills, knowledge and experience

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

• A successful track record, in a high-profile organisation, of influencing and shaping policy, and ensuring its implementation – although not necessarily in fire and rescue.
• Evidence of working with stakeholders, and building partnerships, to leverage external knowledge and resources to deliver GLA objectives.
• A successful track record of providing high-quality, impartial advice in a sensitive political environment, at a senior level.
• Experience of project-based work – including planning and monitoring delivery against plans; and preparing clear and concise reports, presentations and briefings on complex and sensitive issues for various audiences.

Behavioural Competencies

Research and Analysis

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

Level 3 indicators of effective performance

• Uses a variety of methods and sources to gather relevant data and information
• Checks accuracy of data and information before using it
• Assesses trends in data and spots connections to draw meaningful conclusions
• Summarises research outcomes in a clear and concise way
• Focuses on the research goal, working in a systematic way

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

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 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 with the GLA
• Ensures that the organisation communicates inclusively with staff and external stakeholders
• Acts as a credible and convincing spokesperson and negotiator for the GLA
• 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 GLA 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

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

Managing and Developing Performance

… … is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.

Level 3 indicators of effective performance

• Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect.
• Sets clear direction and expectations and enables others to interpret competing priorities
• Agrees and monitors challenging, achievable performance objectives in line with GLA priorities
• Manages performance issues effectively to avoid adverse impact on team morale and performance
• Promotes a positive team culture that respects diversity and deals with barriers to inclusion

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

This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL).

How to apply

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

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

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

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

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

If you have questions about the role

If you wish to speak to someone about the role, Ross Jardine, the hiring manager would be happy to speak to you about the role:[e-mail]

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

We will be holding an online session on Thursday 15 May 2025 at 11.30am, which will provide the opportunity for prospective applicants to hear from the Head of Fire, and the team, about the team and the role as well as give you the opportunity to ask questions.

If you are interested in joining, please [e-mail] will send you the MS Teams invite.

Assessment process

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

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

The interview/assessment date is:Week commencing 16 June 2025 (exact date TBC)

Equality, diversity and inclusion

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

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

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

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

Benefits

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

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

Additional Information

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

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

More Support

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