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 Strategy and Policy team manage strategy, policy and governance arrangements within the GLA’s skills and employment unit, which runs a range of flagship programmes to deliver high quality adult education in London.

The team includes a range of responsibilities, including strategy planning, policy development and communications, as well as governance and stakeholder engagement.

About The Role

We are looking for a dynamic and skilled Principal Policy Officer to join our friendly Strategy and Policy Team. You will have a successful track record in policy and programme design and development.

You will need strong networking and stakeholder management skills in this role as you will be working with a range of local and national government stakeholders.

You will need strong planning and project management skills to manage multiple competing priorities at any given time. At times the work can be fast paced, so you will ideally be adaptable, and able to deliver high quality work to tight timescales.

Extensive knowledge of skills and employment policy in London, nationally and internationally is preferred.

What your day will look like

• To lead skills and employment/economic development strategy and policy development in London. Work closely with local and national government stakeholders, and others to develop shared policy positions and lobbying priorities.
• Take a central role in the GLA’s work on devolution, and support the joining up of work by the different teams involved in devolution and skills matters within the GLA and across the GLA group.
• Brief the Mayor’s Office on policy relating to employment and skills in London and national government policy responses.
• Ensure that relevant employment and skills commitments made in the Mayor’s Manifesto, London Growth Plan and Inclusive Talent Strategy
• Manage GLA relationships with local and national government stakeholders; and identify and develop options for the Mayor to influence and promote London specific activity by these delivery organisations.
• Provide high quality client support for relevant senior stakeholders in the GLA, including:
  • drafting timely responses to Mayoral questions and correspondence
  • providing concise briefings and responses to questions
  • providing meeting management and secretariat functions for key meetings
  • representing the GLA at external events and meetings
  • making timely responses to the London Assembly’s scrutiny function.

Skills, Knowledge And Experience

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

• A substantial knowledge of economic development policy with particular expertise in skills and employment policy.
• A successful track record, in a high-profile organisation, of influencing and shaping policy and ensuring its implementation.
• Knowledge and understanding of, and ability to operate successfully at a senior level in a complex organisational or political environment.
• Experience of project-based work including planning and monitoring delivery against plans.

Behavioural Competencies

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 3 Indicators Of Effective Performance

• Encourages and supports teams in engaging in transparent and inclusive communication
• Influences others and gains buy-in using compelling, well thought through arguments
• Negotiates effectively to deliver GLA priorities
• Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement
• Advocates positively for the GLA both within and outside the organisation

Building and 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 GLA 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

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

• Expands networks to gain new information sources for research and policy development
• Identifies and implements methods to ensure intelligence is of a high quality
• Encourages others to analyse data from different angles, using multiple perspectives to identify connections and new insights
• Tailors research investment in line with likely impact for Londoners and policy priorities
• Retains a bigger picture view, ensuring research recommendations are appropriate and practical for the GLA and its stakeholders

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

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, the hiring manager Kat Radlett 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.

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 14 September 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.

• Salary: a good salary package, paid every four weeks, providing frequent salary payments.
• 30 days’ annual leave
• Interest free season ticket loan
• Interest free bicycle loan
• 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.

More Support

If you have a disability which makes submitting an online application form difficult, please contact [email protected].