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Good Growth is responsible for delivering and implementing the Mayor’s environment, transport and economic strategies and for the effective implementation of the London Plan. The Directorate is also responsible for regeneration (where the programme is not housing led), enterprise, growth, capital projects and design work.

The London Plan Team is a friendly and inclusive team of innovators and experts at the forefront of Planning, developing new forward‑thinking strategic policies to promote high quality sustainable development in London as we move towards a new London Plan. We think long‑term and big picture – without taking our eye off the detail. Our work involves policy making to bring forward good growth that meets London’s needs in a sustainable way to deliver high quality living for all.

We welcome and support new staff to make sure they become effective members of the team, helping them to realise their full potential, not only to deliver their responsibilities but also to help them achieve their own professional career aspirations.

The London Plan (the Mayor’s Spatial Development Strategy) shapes the growth of London as a whole, setting the parameters and policies for development across the capital, from planning for the homes and employment space that Londoners need, to delivering the infrastructure necessary to meet growth ambitions. It’s an exciting time to join as we are in the process of preparing a new draft plan, and the programme leading up to and including the plan’s examination‑in‑public and adoption.

From leading conversations and engagement with stakeholders and communities, to producing data‑driven evidence, and using your judgment and knowledge to advise the Senior Team and Deputy Mayor on planning and policy formation, no two days will be the same. You’ll be part of a friendly team with a to‑do list that will continue to build on previous successes to:

• plan homes for London’s population
• supercharge the delivery of affordable housing
• deliver net zero by 2030
• plan for London’s future employment land and jobs
• protect London’s industrial land
• tackle poor air quality
• increase take‑up of walking, cycling and public transport
• deliver the infrastructure necessary to support growth
• further the design agenda for London through policy on heritage, protected views and tall buildings
• address inequality through policies that contribute positively to inclusion and accessibility
• understand the views of stakeholders and Londoners to inform the next iteration of the London Plan
• widen participation in the planning system

This role is within the housing sub‑team of the London Plan. You’ll be a skilled communicator, with a successful track record of policy development and plan‑making, ideally with particular experience in planning for housing growth and a firm understanding of the importance and challenges around delivering affordable housing. Experience of working in planning policy at a London borough will be particularly welcome.

You’ll have excellent knowledge of the range of planning issues facing the capital and be able to demonstrate your political awareness. You’ll bring your enthusiasm to work with you in a role where you can benefit from professional development opportunities and on‑the‑job learning, as well as wider leadership opportunities, e.g. through participation in and leadership of our staff networks, and involvement in work to promote the equalities, diversity and inclusion agenda. This helps to make the GLA a great place to work, and a place that reflects the communities we serve.

We’re positive about flexible and hybrid working, with regular attendance at our office at Union Street, SE1 (Mondays) with an expectation that staff may need to attend in person up to 1 or 2 additional days per week, (site visits or attendance at other external meetings count towards this). We are a diverse organisation and particularly welcome applications from minority groups including black and minority ethnic staff and the LGBTQ community.

1. Lead or contribute to spatial strategies: development, monitoring and review of the London Plan.
2. Mayor’s Briefings and reports for the Mayor, Assembly and other organisations on planning and spatial development issues.
3. Lead or contribute to the initiation, design, management and completion of relevant policy development projects and research.
4. Lead or contribute to advice on planning briefs, development proposals and the plans and strategies of other agencies especially Local Development Documents and the development plans of authorities outside London.
5. Lead or contribute to coordination, liaison and engagement processes necessary to address spatial development and planning issues.
6. Prepare responses on behalf of the GLA to complex issues raised by the public and diverse agencies.
7. Lead on or contribute to representation of the Mayor’s planning and development policies, concerns and objectives to examinations in public or representation hearings, including those into Local Development Documents, commissions and public inquiries.

1. Qualification in planning and relevant professional experience as a senior planner within a similar organisation or business environment.
2. Demonstrable knowledge and understanding of national, regional and London strategic planning and development issues and trends.
3. Technical knowledge at senior level of at least three of the specialisms set out below as well as a broad appreciation of the bearing of these on other strategic policy areas:
   1. Strategic spatial planning and urban land use policy;
   2. Strategic infrastructure planning and funding mechanisms including Section 106 planning obligations, Community Infrastructure Levy (CIL) and/or other funding approaches;
   3. Urban design and heritage, London views management framework, including townscape and visual assessment;
   4. Local Plan and development plan document related policy development and monitoring, including supplementary planning documents and guidance;
   5. Project management experience and skills at producing timely and effective development briefs or related frameworks, development infrastructure assessments, Opportunity Area Planning Frameworks or growth related Area Action Plans.

… 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

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

… 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

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

… 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

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

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

Level 2 indicators of effective performance

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

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

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 technical requiremens 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.

We may close this advert early if we receive a high volume of suitable applications.

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 will be w/c 2nd February.

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.

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.

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.

Find out which DBS check is right for your employee - GOV.UK ( www.gov.uk )

If you have a disability which makes submitting an online application form difficult, please contact resourcingteam@london.gov.uk.

If you have questions about the role, the hiring manager Mikyla Smith would be happy to speak to you. Please contact them at mikyla.smith@london.gov.uk.

For questions about the recruitment process, contact glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.