The job you are trying to view has expired. Please perform a new search to find current jobs.

Programme and Performance Manager (Housing and Land)

Greater London Authority -
London

Job details

Permanent
£58,217 a year

Benefits

Season ticket loan
Annual leave
Company pension

Qualifications

Power BI
Microsoft Excel
Data analysis skills
Analysis skills
Project management
Presentation skills
IT
Communication skills

Full job description

Key information

Salary: £58,217 per annum

Grade: 9

Contract type: Permanent

Reference: 3703

Interview date: w/c 6/7/26 (may be subject to change)

Application closing date: Tue, 16/06/2026 - 23:59

Housing and Land

The Housing and Land directorate is responsible for the Mayor’s plans to deliver new and improved homes and strong communities. Working closely with boroughs and partners, we manage the Mayor’s housing investment programmes and land and property assets to support the building of affordable homes, job creation and regeneration.

About the team

The Operational Policy and Performance Team is part of the Investment and Operations Unit in the Housing and Land directorate, led by Dan Maton as Assistant Director Investment and Operations.

Operational Policy and Performance works across the full breadth of Housing and Land’s work. It is a truly collaborative, multi-disciplinary team working with our delivery teams, programmes teams and policy team to support and enable everyone in the directorate to deliver effectively, consistently and within our GLA governance procedures.

The performance element of the team where this role sits, consists of a Senior Programme Co-ordinator, Portfolio and Governance Manager and a Programme and Performance Manager (this role).

About the role

The role of Programme and Performance Manager will involve working with our delivery teams, programmes teams and policy team to support and enable everyone in the directorate to deliver effectively, consistently, and within GLA governance procedures. We are looking for someone with the ability to work across multiple programmes and portfolios, leading and co-ordinating the delivery of effective communications and programme management. The role requires a can-do attitude providing leadership across a range of functions in the directorate. This role involves working with multiple stakeholders both within Housing and Land, and across the wider GLA.

Key Areas of Responsibility include:

Undertake key programme management activities on behalf of the directorate, ensuring appropriate governance procedures are implemented to support effective programme delivery and decision making.
Drive a culture of best practice and continuous improvement, ensuring robust programme management processes are implemented, and reviewing and evaluating as appropriate.
Provide guidance and support to colleagues and delivery teams across the directorate in relation to governance, programme, and performance management.
Lead on the co-ordination and implementation of the decisions pipeline and processes on behalf of Housing and Land.
Provide programme management support to the directorate’s EDI programme, working with colleagues to monitor progress against actions and KPIs.
Lead on the management and oversight of a range directorate-wide initiatives.
Support the monitoring of programme and portfolio-level risks and issues, ensuring robust risk management approaches are in place.
Support with directorate management and monitoring of expenditure against programme and project budgets.
Co-ordinate and analyse large volumes of programme data, using tools such as MS Excel, Power BI and Asana as required.

What your day will look like

No two days are the same, but will likely include:

Co-ordinating information and analysis to enable effective programme management on multiple programmes and portfolios.
Driving effective programme and performance management across the directorate by enabling effective collaboration and integration across multiple teams and units.

Driving delivery and providing assurance to increase performance by tracking programme progress against targets, budgets, milestones, and KPIs.

Providing ad-hoc support to project leads and other stakeholders with regards to programme and performance related queries.
Tracking financial performance against budgets.
Ongoing implementation and running of directorate wide initiatives and processes including governance and decision-making processes.

Staff at the GLA are working in our offices 2-3 days per week. A good balance of time spent working remotely, in the office together with colleagues and with partners across London is an important aspect of the role. We promote flexible approaches to working and try to ensure an inclusive and supportive environment that enables our staff to be successful. This may include reasonable adjustments or other flexibilities around working hours and locations.

Skills, knowledge and experience

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

Experience of working with large investment programmes or similar, with evidence of using strategic and analytical skills to support project, programme and portfolio delivery, including using performance management frameworks to implement and monitor successful delivery.
Proficient in the use of IT systems including advanced experience of using tools such as MS Excel, Power BI, Asana or other equivalent data analysis and project management tools.
Thorough knowledge of project, programme and portfolio management techniques, including financial analysis, risk management and evaluation.
Problem Solving (GLA behavioural competency level 3)
Communicating and Influencing (GLA behavioural competency level 2)
Research and Analysis (GLA behavioural competency level 2)

Behavioural competencies

Problem Solving

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

Why is it important?

The GLA has a strong reputation as a hub for London-related research. Quality information and insight will help us develop and substantiate robust policy and decisions, which will lead to tangible benefits for Londoners.

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

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.

Why is it important?

Level 2 indicators of effective performance

Proactively seeks new information sources to progress research agendas and address gaps in knowledge

Grasps limitations of or assumptions behind data sources, disregarding those that lack quality

Analyses and integrates qualitative and quantitative data to find new insights

Translates research outcomes into concise, meaningful reports

Identifies relevant and practical research questions for the future

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.

Why is it important?

Success is measured by results. We will be judged by our ability to turn ideas and opportunities into concrete actions, working in partnership with others to deliver clear outcomes for Londoners in priority areas.

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

Communicating and Influencing

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

Why is it important?

So that we can effectively engage our diverse audience – colleagues, external partners and Londoners – and ensure they understand, respond to what we do and help us to deliver.

Level 2 indicators of effective performance

Communicates openly and inclusively with internal and external stakeholders

Clearly articulates the key points of an argument, in both 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

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

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 talk to someone about the role, the hiring manager Catherine Thompson 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 and assessment.

The interview and assessment date are to be confirmed.

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 contact [email protected].

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.

Key information

Housing and Land

About the team

About the role

What your day will look like

Skills, knowledge and experience

How to apply

If you have questions about the role

Assessment process

Equality, diversity and inclusion

Benefits

Additional Information

More Support

Jobseeker tools

Employer Tools

Browse

Stay Connected