Senior Manager Youth Transitions

​Working for City Hall makes a difference to the lives of Londoners. Our staff are at the centre of long-term planning and development for our great city.

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 role

To lead and be responsible for children and young Londoners policy, with a focus on key moments of transition for children and young people. Work to bring together projects and programmes relating to overarching policy aims and objectives and outcomes. To respond in an agile and collaborative way to new policy developments, ensuring that the Mayor and Mayoral delivery programmes can understand, adapt to and demonstrate the potential and future relationship of London and London’s systems to the relevant policy area. To lead on research and development of new policy areas as appropriate including those relating to the Youth guarantee, Sports policy and strategies and other polices contained within the National Youth strategy and/or other relevant policies or strategies.

What your day will look like

• Supporting and developing a team of two staff
• Working with the other areas of the Directorate, including the Skills and Employment policy and delivery teams, Programme Management Office and Communications, using a matrix-working arrangement
• Working with teams across City Hall including MOPAC and Violence Reduction Unit, Mayoral Advisors and Directors, Deputy Mayors
• Working with external partners including Delivery Partners, DCMS, London Councils, London boroughs, sports organisations, London Sport, employment and skills contacts health structures and public health, other relevant public sector, private sector and a wide range of VCSE organisations

Skills, knowledge and experience

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

• Degree or equivalent relevant experience.
• Detailed knowledge and experience of policy and organisational frameworks in relation to children and young people and a strong track record of influencing policy and practice at a strategic and city-wide level.
• Senior policy and strategic development expertise including the ability to establish strong effective partnerships, work with them and other stakeholders on setting shared priorities and collaborate to develop sustainable ways to meet these priorities.
• Ability to oversee and guide team members in their leadership of programme and policy projects to the quality and impact required to meet the Mayor’s objectives
• Experience of leading high-performing inclusive teams, using effective leadership skills and techniques that develop staff.
• Proactively manage the performance of direct reports and support them in their roles as managers and leaders.

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.

• 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

STAKEHOLDER FOCUS

… is consulting with, listening to and understanding the needs of those upon whom our work has an impact; and is using this knowledge to shape what we do and manage others’ expectations.

• Understands diverse stakeholder needs and tailors team deliverables accordingly
• Is a role model to others, encouraging them to think of Londoners first
• Manages stakeholder expectations, so they are high but realistic
• Removes barriers to understanding the needs of diverse stakeholders, including hard-to-reach groups
• Focuses own and team’s efforts on delivering a quality and committed service

MANAGING AND DEVELOPING PERFORMANCE

… is setting high standards for oneself and others, and guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.

• Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect
• Sets clear direction and expectations and enables others to interpret competing priorities
• Agrees and monitors challenging, achievable performance objectives in line with GLA priorities
• Manages performance issues effectively to avoid adverse impact on team morale and performance
• Promotes a positive team culture that respects diversity and deals with barriers to inclusion

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.

• 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

PROBLEM-SOLVING

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

• 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

RESPONSIBLE USE OF RESOURCES

… is taking personal responsibility for using and managing resources effectively, efficiently and sustainably.

• Allocates financial and people resources efficiently to maximise value for team and wider organisation
• Thinks in terms of maximum efficiency when planning resource allocation
• Implements good practice on efficient use of resources
• Monitors financial performance and efficiency of own team, ensuring delivery of work within budget
• Negotiates and manages contracts responsibly across a diverse supplier base

ORGANISATIONAL AWARENESS

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

• Uses understanding of differences between the GLA and its partners to improve working relationships
• Helps others understand the GLA and the complex environment in which it operates
• Translates changing political agendas into tangible actions
• Considers the diverse needs of Londoners in formulating GLA objectives and programmes
• Helps others understand how the media and external perceptions of the GLA influence work

RESPONDING TO PRESSURE AND CHANGE

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

• Clarifies direction and adapts to changing priorities and uncertain times
• Minimises the pressure of change for the directorate, lessening the impact for the team
• Uses change as an opportunity to improve ways of working, encouraging others’ buy-in
• Keeps staff motivated and engaged during times of change, promoting the benefits
• Takes ownership for communicating change initiatives clearly, ensuring smooth implementation

This is a politically restricted role under the Local Government and Housing Act 1989.

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.

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

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Aisha Graham-Sharif would be happy to speak to you. Please contact them at Aisha.graham-sharif@london.gov.uk

If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.

This role DOES NOT meet the criteria for sponsorship for external candidates. It may meet the criteria for sponsorship for some internal candidates, in limited circumstances. Please contact the hiring manager if you wish to discuss this further.

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 24/11/2026

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.

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 resourcingteam@london.gov.uk.

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.

Please note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role. Please upload a personal statement with a maximum of 1500 words to the ‘Additional Documents’ section of the form, ensuring you address the following technical requirements and competencies in your personal statement. Word or PDF format preferred and do not include any photographs or images.

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

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.

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 a disability confident employer who guarantee an interview to any disabled candidate who meets all of the essential criteria.

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.

In addition to a good salary package, we 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.