Design lead principal design officer x 2

Good Growth Good Growth is responsible for delivering and implementing the Mayor rsquo;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. About the team The positions are in the newly formed Design Unit. The Design Unit brings together exciting elements from the London Plan and Growth Strategies Team and the Good Growth by Design Programme to build on a long culture of design excellence within the GLA. The team promotes equality and inclusion in the built environment, as well as advocate for quality design in the sector. The Design Unit is part of the Mayor rsquo;s Planning and Regeneration team which seeks to ensure growth in London is more equitable, maximising cultural, economic, social and environmental benefits for Londoners. Working in partnership across the GLA group, London Boroughs and local organisations, we deliver exemplary programmes, projects, policies and knowledge-sharing to help ensure London can adapt to wide ranging challenges including the climate emergency, equalities, representation and citizen engagement. About the role The role will support the Head of Design Unit in the overall delivery of Good Growth principles. The purpose of the job is to: Provide day-to-day management of team reports and deputise where necessary for the Head of Design Unit. To manage the Urban Design function, ensuring a high standard of design advice and support is provided across the GLA Group and beyond, including to the Development Management unit within Planning Regeneration. Provide expert advice on and support the development of research, strategies, programmes and policies to promote world class architecture, sustainable and inclusive design in London rsquo;s buildings, public spaces and urban fabric in line with Mayoral priorities and through a variety of methods including design review, the operation of the A+ U Framework, deployment of Mayoral Design Advocates and the wider Good Growth by Design programme. Advocate on behalf of the Mayor the importance of high quality, inclusive design and development, evaluating delivery of projects to develop and inform policy and good practice. What your day will look like 1. As part of the work of the Design Unit: 1. Lead on promoting high quality design in accordance with the Mayor rsquo;s Good Growth agenda by supporting Development Management officers with urban design advice on pre-application negotiations and reviews of referable planning applications. 2. Contribute to and support the development and implementation of the Spatial Development Strategy, related supplementary planning guidance, other Mayor rsquo;s strategies, policies masterplans and planning frameworks in line with Mayoral priorities and GLA decision making frameworks, working closely with other teams including the Spatial Development Team, London Plan Spatial Strategies Team and Development Management Team. 3. Lead on and provide advice/ensure best practice working collaboratively with other teams to promote world class architecture, sustainable and inclusive design in London rsquo;s buildings, public spaces and urban fabric in line with Mayoral priorities and through a variety of methods including design review and the Good Growth by Design programme. 2. Maintain knowledge of regional, national or international initiatives and best practice in planning and regeneration to keep the GLA rsquo;s thinking and work abreast of latest developments. 3. Ensure effective engagement and relationships with politicians, partners, stakeholders, landowners, statutory bodies, and local communities, including through public consultation, and gain a good understanding of the local context. 4. Contribute to the clienting of consultants to deliver projects and research, including procurement processes, project management, monitoring and review. 5. Enable effective design review arrangements across London, and manage design (project) review on behalf of the GLA group. 6. Advise on excellence in procurement of design services on behalf of the Mayor and public sector more generally 7. Lead on the representation of the Mayor rsquo;s planning and development policies, concerns and objectives to examinations in public (including those into Local Development Documents), commissions and public inquiries. 8. Manage and prepare briefings and reports for the Mayor, Assembly and other organisations on planning and land-use policy issues to facilitate executive understanding and decision making.; and /or 9. Manage staff and resources allocated to the job in accordance with the Authority rsquo;s policies and Code of Ethics and Standards. 10. Realise the benefits of London rsquo;s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London rsquo;s communities. 11. Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job, and participating in multi-disciplinary, cross-department and cross-organisational groups and project teams. Skills, knowledge and experience To be considered for the role you must meet the following essential criteria: Knowledge of the built environment sector with experience of promoting inclusive, high quality and sustainable growth in London. Detailed knowledge and comprehensive understanding of the spectrum of national, regional and London strategic spatial planning issues, legal processes and policy trends; sound knowledge of local planning issues and processes; a sound knowledge of strategic spatial policy issues, planning frameworks and development management; and commissioning and managing built environment sector consultants Experience of research and policy development Experience of project development, management and project review. Possession of a degree in town planning, architecture, urban design or a related discipline, or post-graduate qualification with eligibility for membership of the Royal Tow Planning Institute and good post qualification experience in planning or a related team or department Good track record of giving high level professional advice on complex and/or sensitive issues at a senior level and ability to communicate effectively through clear and persuasive oral, written and personal presentations to a range of different audiences. 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 and competencies as outlined in the advert. 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 to the lsquo;Additional Documents rsquo; section of the form. Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal statement document are saved with the job reference number as part of the naming convention (E.g. ldquo;CV ndash; applicant name - (phone number removed)) Please note, if you do not provide both a CV and a Personal statement, you will not be considered for the role so please ensure the above has been submitted before the deadline. Assessment process Once you have submitted an application, your details will be reviewed by a panel. If shortlisted you rsquo;ll be invited to an interview/assessment with the date to be confirmed. Equality, diversity and inclusion London #39;s diversity is its biggest asset and we strive to ensure our workforce reflects London #39;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. 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 rsquo; 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. Behavioural competencies Building and Managing Relationships hellip; 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 Communicating and influencing hellip; 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 communications 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 Strategic Thinking hellip;is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action. Level 3 indicators of effective performance Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners Consistently takes account of the wider implications of team rsquo;s actions for the GLA Encourages self and others to think about organisation rsquo;s long term potential Informs strategy development by identifying gaps in current delivery or evidence Takes account of a wide range of public and partner needs to inform team rsquo;s work Managing and developing performance hellip; is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA rsquo;s objectives and statutory obligations. Level 3 indicators of effective performance 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 Decision Making hellip; is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results. Level 3 indicators of effective performance Makes sound decisions quickly on behalf of the GLA when a situation requires intervention Takes responsibility for team decisions, providing rationale when those decisions are questioned Involves senior stakeholders early in decisions that impact them Analyses organisational risks associated with decisions, including those with long term impacts, before committing to action Encourages others in the team to make decisions in their own area of expertise, take appropriate risks and learn from experience Planning and Organising hellip; 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 Problem solving hellip; is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions. 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. Level 3 indicators of effectiveness 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