Senior Project Officer - Refugee Resettlement

Greater London Authority (GLA); London; Hybrid; GBP 40,000 - 55,000; Full time

Job summary

The Greater London Authority seeks a Refugee Resettlement Coordinator to facilitate refugee support and collaboration across various stakeholders. The role demands engagement with government bodies and communities, ensuring effective integration and resettlement for refugees in London, and includes managing a project officer.

Benefits

30 days’ annual leave

Interest free season ticket loan

Interest free bicycle loan

Career average pension scheme

Qualifications

• Experience in refugee resettlement or integration support required.
• Experience in stakeholder engagement in politically sensitive environments.
• Ability to analyse data and provide recommendations.

Responsibilities

• Engage with stakeholders on refugee resettlement strategies.
• Develop and implement Community Sponsorship policies.
• Provide guidance and oversight to project officers managing refugee support.

Skills

Stakeholder engagement

Policy development

Project management

Job description

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 Migration team’s work includes overseeing the most senior Board on Migration in London – theLondon Strategic Migration PartnershipBoard– and delivering on a business plan that ensures the success of refugee resettlement in London and provides strategic oversight and guidance for the operation of accommodation and support contracts for people seeking asylum. The team also delivers a programme of welcome and integration fornew arrivals from Hong Kong, work has including support to London’s local authorities, grant funding to Hong Kong voluntary sector organisations and mental health support. The team also oversee theMigrant Londoners Huband deliver on a range of policy and projects that support migrants in London.

About the role

The role will be the single point of contact for London, working with regional stakeholders to support the coordination of refugee resettlement in London. This includes working with boroughs and central government departments to generate new offers of support, provide advice and guidance on policy and practice, help resolve challenges, and enable strong partnership working.

This role is covering a sabbatical and the post holder would need to start the position ideally on 1 September 2025 with the contract ending on 31 August 2026.

If you have any questions about this kindly contract Mark [e-mail]

What your day will look like

1. You will extensively engage with central government, London boroughs and other partners to support refugee resettlement policy development and operational processes, to enable the successful placement and integration journey for those on the Afghan Resettlement Programme (ARP), UK Resettlement Scheme (UKRS) and Mandate scheme. This will include providing frequent policy and operational advice and guidance to borough officers and central government to enable collaborative working across all parties.
2. You will support central government, London boroughs and lead organisations with the further development of Community Sponsorship and Communities for Afghans schemes in London, building on national and international best practice. This will include developing and implementing relevant policies, processes, structures and resources to support community sponsorship and resettlement.
3. You will line manage a Project Officer, providing oversight and support with managing resource and capacity.
4. You will work closely with the Project Officer to develop and manage offers of support for refugee resettlement from boroughs. This includes property offers and pledges.
5. You will manage reactive and competing demands and requests from stakeholders, responding to both short- and long-term policy changes or operational challenges.
6. You will participate in multi-disciplinary, cross-department and cross-organisational groups and project teams both internal and external to the GLA relating to refugee resettlement and migration.
7. Through strong relationship management, you will provide support and guidance to London boroughs, sustaining a network of boroughs (and other stakeholders where appropriate) to enable peer learning and cross-organisational collaboration. This will include chairing regional meetings with central government, local authorities and other partners. You will set out the case for improvements to existing resettlement schemes to central Government team based on feedback from participating boroughs.
8. You will provide insight, recommendations and briefings to team management and Mayoral advisors, including opportunities to align this workstream with other policy areas (such housing, skills and employment workstreams).
9. You will develop short- and long-term communications and/ or events plans to promote refugee resettlement in London, and provide content for external press releases, website updates and speeches.
10. You will promote and enable equality of opportunities and promoting the diverse needs and aspirations of London’s communities and the communities you are working to serve.

Skills, knowledge and experience

Please note that only technical requirements and competencies designated‘Essential’will be used to shortlist applications.

Technical requirements/experience/qualifications

1. Experience of effective stakeholder engagement with the statutory sectors, communities, civil society, and businesses, and operating in a politically sensitive environment. -Essential
2. Experience of working to resettle refugees or support refugee integration, and understanding of the opportunities and challenges for resettlement in London. -Essential
3. Evidence of using planning and project management skills to deliver multi-agency projects effectively within set timescales and budget.
4. Ability to assimilate and analyse data and produce key recommendations to a high standard, both written and orally, including supporting organisations to make informed strategic decisions.

Behavioural competencies

COMMUNICATING AND INFLUENCING -Essential

… is presenting 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

1. Communicates openly and inclusively with internal and eternal stakeholders
2. Clearly articulates the key points of an argument, both in verbal and written communication
3. Persuades others, using evidence based knowledge, modifying approach to deliver message effectively
4. Challenges the views of others in an open and constructive way
5. Presents a credible and positive image both internally and eternally

RESPONDING TO PRESSURE AND CHANGE -Essential

… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.

Level 2 Indicators of Effective Performance

1. Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure
2. Anticipates and adapts flexibly to changing requirements
3. Uses challenges as an opportunity to learn and improve
4. Participates fully and encourages others to engage in change initiatives
5. Manages team’s well-being, supporting them to cope with pressure and change

BUILDING AND MANAGING RELATIONSHIPS -Essential

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

Level 2 Indicators of Effective Performance

1. Develops new professional relationships
2. Understands the needs of others, the constraints they face and the levers to their engagement
3. Understands differences, anticipates areas of conflict and takes action
4. Fosters an environment where others feel respected
5. Identifies opportunities for joint working to minimise duplication and deliver shared goals

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 2 Indicators of Effective Performance

1. Seeks to understand requirements, gathering extra information when needs are not clear
2. Presents the GLA positively by interacting effectively with stakeholders
3. Delivers a timely and accurate service
4. Understands the differing needs of stakeholders and adapts own service accordingly
5. Seeks and uses feedback from a variety of sources to improve the GLA’s service to Londoners

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 2 Indicators of Effective Performance

1. Prioritises work in line with key team or project deliverables
2. Makes contingency plans to account for changing work priorities, deadlines and milestones
3. Identifies and consults with sponsors or stakeholders in planning work
4. Pays close attention to detail, ensuring team’s work is delivered to a high standard
5. Negotiates realistic timescales for work delivery, ensuring team deliverables can be met

ORGANISATIONAL AWARENESS

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

Level 2 Indicators of Effective Performance

1. Challenges unethical behaviour
2. Uses understanding of the GLA’s partnership arrangements to deliver effectively
3. Recognises how political changes and sensitivities impact on own and team’s work
4. Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas
5. Follows the GLA’s position in the media and understands how it impacts on work

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).

Howto 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 talk to someone about the role, the hiring manager Mark Winterburn would be happy to speak to you. Please contact them [e-mail]

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

Assessment process

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

If shortlisted, you’ll be invited to an interview taking place week commencing 21 July 2025.

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.

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; and
• at least 18 months service with the GLA

If you do meet the criteria listed above, you will need to complete theApproval for secondment applicationform 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, unfortunately, you are not eligible to apply for this vacancy as an internal secondment. For further information, please seeSecondment Policy and Procedure.

IMPORTANT: If you are a current GLA employee on a fixed-term contract, which is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete theApproval for secondment applicationform 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 [e-mail].

The GLA is proud to be a Level 2: Disability Confident employer. We are committed to becoming a more inclusive and accessible organisation and creating a truly inclusive and accessible workplace and culture for our disabled staff. We have named Disability Equality as a key corporate priority within our EDI Strategy. We welcome and encourage applications from disabled applicants. Should you wish to opt into the scheme, please let us know during your application.