Support Officer

Organisation:Greater London Authority

Job title:Performance & Collaboration Support Officer

Salary:51029 Grade:8

Contract type:PermanentReference: 1112

Team:Performance & CollaborationDirectorate:CRBI

Interview date: To be confirmed

Location: City Hall and Union Street

Application closing date: 18May 2025 at 23:59

Corporate Resources and Business Improvement

The Resources and Business Improvement directorateis led by Dianne Tranmer. It is responsible for:People Function Facilities Management Digital Experience Unit and Technology Group Information Governance Executive Support Team and leadership of all our shared services across the GLA Group.

About the role

The Performance and Collaboration Support Officer will provide effective and responsive support to the Corporate Resources & Business Improvement (CR&BI) role will manage the CR&BI work on people and budget matters working with finance on budgets; and the People Function on corporate initiatives including equality diversity and inclusion and wellbeing.

The role will involve collaboration and coordination across units within the directorate and across GLA to monitor CR&BIs performance governance compliance and will also cover the management of CR&BI Network of Health and Safety Coordinators the SAP Gatekeepers Information Administrators and Change Champions.

The role will help the Executive Director (ED) embed required corporate changes within the directorate and will support the Directorate Leadership team with the business and help organise directoratewide events.

Job Description

Job purpose

To provide effective and responsive support to the Corporate Resources & Business Improvement (CR&BI) directorate. The Performance and Collaboration team will manage the CR&BI work on people and budget matters working with finance on budgets; and the People Function on corporate initiatives including equality diversity and inclusion and wellbeing. The roles will cover the CR&BI Health and Safety Champion role the SAP Gatekeeper and the Change Champion role. Both Performance and Collaboration Support Officer roles will help the Executive Director (ED) embed required corporate changes within the directorate. The roles will support the Directorate Leadership team with business support and help organise directorate events.

Principal accountabilities

Communications:Develop and manage communications for the CR&BI directorate including creating and producing effective internal communications managing distribution lists drafting contents coordinating and publishing newsletters analysing communication effectiveness and reporting key performance metrics ensuring consistency in messaging and approach across all communications channels.

DLT Support:Provide effective business support for the Directorate Leadership team. Activities include coordinating directorate internal communication events; supporting business planning; preparing presentations and reports; coordinating and writing briefings for the ED; managing induction processes; and other tasks as they arise; providing additional capacity for support when required (and if capacity allows) to Directorate Leadership team members.

Performance:Support in coordinating CR&BI Directorates submissions (MQT PQT Write Ons Mayoral Decision Board etc) ensuring responses provided are consistent appropriate and within GLA policies and guidelines; and monitoring submissions to ensure they are actioned in a timely manner.

Governance:Drive coordination across units and extend support in consolidating inputs to ensure quality and timely submission of CRBIs corporate performance and risk reviews and audit and assurance; provide an effective secretariat support service to the ED for senior groups they chair. Plan agendas; prepare notes; track actions; manage a forwardlook for meetings; manage logistics; liaise with other Directorates the Mayors Office and Senior Officers.

EDI:Being part of an Equality Diversity and Inclusion working group recommending and implementing improvements across the Unit.

Finance Support:Manage the financial approval processes for the directorate and where support is required in accordance with GLA policies procedures and principles of good practice and in order to secure authorisation for expenditure in good time. This includes:
ensuring that relevant approvals are in place (Mayoral Decisions Director Decisions Assistant Director Decisions etc)
raising purchase orders for the ED to approve
GRNing invoices in consultation with colleagues in the Unit
liaising as necessary with the finance business partner to ensure that periodic financial reporting SME payments is processed timely and accurate for the directorate.

Business Support:Lead for the directorate on the implementation of organisational change initiatives coordinating activity across the directorate tracking changes and ensuring business units within the directorate are adhering to the changes; manage and maintain CR&BIs volunteer network including change champions SAP Gatekeepers Health and Safety Coordinators Information Administrators and Fire Wardens; support and manage the logistics of all directorate events.

Realise the benefits of Londons diversity by promoting and enabling equality of opportunities; and promoting the diverse needs and aspirations of Londons communities.

Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job and participating in multidisciplinary crossdepartmental and crossorganisational groups and project teams.

Key relationships

Accountable to:Senior Performance and Collaboration Manager

Key contacts:Directorate Leadership team; other directorate Performance teams; Senior HR Business Partner; Finance Business Partner; Mayors Office and Executive Assistants

Person specification

Technical requirements/experience/skills

Experience working in a complex stakeholder environment and providing proactive support to senior people;
Exceptional planning and organising skills ensuring work is delivered and communicated in a wellprioritised efficient andstructured way;
Proven capability to quickly build and manage new professional relationships at all levels;
A high level of competence in the operation of standard office information and communications technology applications including standard Microsoft Office packages (advanced knowledge of MS Word and Outlook and intermediate knowledge of Excel and PowerPoint);
Strong problemsolving skills with a focused attention to detail accuracy and quality of endresults;
Experience of communicating with stakeholders using a variety of formats;
Able to respond positively to pressure and change maintaining focus and quality during periods of uncertainty or high workload;
Strong analytical and written skills;
Experience of programme and project management.

Behavioural competencies

Building and managing relationships

is developing rapport and working effectively with a diverse range of people and 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

DecisionMaking

is forming sound evidencebased judgements making choices assessing risks to delivery and taking accountability for results.

Level 2 indicators of effective performance

Takes decisions as necessary on the basis of the information available
Makes decisions without unnecessarily referring to others
Involves and consults internal and external stakeholders early in decisions that impact them
Identifies potential barriers to decisionmaking and initiates action to move a situation forward
Demonstrates awareness of the GLAs decisionmaking processes and how to use them

Problem solving

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

Level 2 indicators of effective performance

Processes and distils a variety of information to understand a problem fully
Proposes options for solutions to presented problems
Builds on the ideas of others to encourage creative problem solving
Thinks laterally about own work considering different ways to approach problems
Seeks the opinions and experiences of others to understand different approaches to problem solving

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

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 teams work is delivered to a high standard
Negotiates realistic timescales for work delivery ensuring team deliverables can be met

Responding to pressure and change

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

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 teams wellbeing 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

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 GLAs 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 please contact

If you have any questions about the recruitment process contact support the GLA with recruitment.

Assessment process

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

If shortlisted youll be invited to an interview/assessment.

The interview/assessment date is: To be confirmed

Equality diversity and inclusion

Londons diversity is its biggest asset and we strive to ensure our workforce reflects Londons 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.

Find out which DBS check is right for your employee ()

More Support

If you have a disability which makes submitting an online application form difficult please

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.