Digital Communications Manager

​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.
 

The Old Oak and Park Royal Development Corporation (OPDC) is a Mayoral Development Corporation (MDC), established by the Mayor of London to bring forward the regeneration of the Old Oak and Park Royal Opportunity Area, spanning land in three London boroughs – Ealing, Brent and Hammersmith & Fulham.

Old Oak and Park Royal is one of the most exciting and important regeneration opportunities in the UK – aiming to create an accessible, welcoming and well-connected urban district, centred around the new High Speed 2 station at Old Oak Common, with tens of thousands of new high-quality and affordable homes; good quality, well-paid jobs; community facilities, shops and commercial space, sustainable travel connections and public green space.

Communications and Engagement

The Communications and Engagement Directorate manages OPDC’s communications, marketing, external relations, community engagement and media relations.

Communications and Engagement sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities. The work of the directorate’s teams includes delivering events and launches, designing and leading public affairs and marketing campaigns, providing data, evidence and analysis to inform OPDC’s work, leading cross-organisational programmes, and making sure we plan for and can respond to emerging events.

About the role

The Digital Communications Manager is responsible for developing and enhancing OPDC’s digital presence across our corporate website, online consultation and engagement platforms, webinars, and wider online and social media channels.

This role requires someone who is creative and proactive, who identifies opportunities for digital content and develops, manages, delivers, and evaluates digital content using a range of techniques. Working to the Director of Communications, Engagement and Strategy, the job holder creates digital communications strategies and plans and delivers online campaigns that promote the Mayor of London’s vision for Old Oak and Park Royal, both externally and internally, engaging industry, stakeholder, community and media audiences, OPDC and GLA Group colleagues, and our diverse communities.

What your day will look like

1. Manage the development of OPDC’s new corporate website, working closely with appointed website developers to oversee and implement content creation and migration, user experience analysis, testing and launch, ensuring the site is engaging, interactive, on-brand and impactful.

2. Continuously strive to improve OPDC’s website for our audiences (users) and to achieve OPDC’s goals. Develop and update the website based on data, audience (UX) and expert research to maximise accessibility, search engine optimisation (SEO) and the connection with our audiences.

3. Create, own, and implement OPDC’s digital communications strategy, identifying opportunities for digital content and creating, editing and sharing content across OPDC’s online platforms.

4. Create, design, edit, schedule and publish digital content across OPDC’s social media platforms.

5. Write and edit digital content and storytelling including podcasts, blog posts and social media captions.

6. Contribute towards the development of OPDC’s wider communications strategies, plans and the organisation’s social media policy.

7. Contribute towards OPDC’s brand standards, style guides, and social media guidelines. Communicate these across OPDC to ensure quality control and consistency.

Skills, knowledge and experience

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

• A strong understanding of digital content best practice. This includes SEO, algorithms, accessibility, and UX.
• Experience in designing and delivering bespoke websites, including customer research and customer journey mapping.
• Confidence in using a content management system (CMS) to create and edit content on a website.
• A solid understanding of the use of a range of social media platforms, particularly in relation to advertising, branding and customers.
• Excellent copywriting and editing skills suitable for a range of digital platforms.

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; and 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

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

Organisational Awareness

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

Level 3 indicators of effective performance

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

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 3 indicators of effective performance

• 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.

 OPDC follows 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 1,500 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 OPDC’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 Matt Neylan would be happy to speak to you. Please contact him at: matthew.neylan@opdc.london.gov.uk

If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the OPDC 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: week commencing 25 August 2025 (may be subject to change)

Equity, 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

OPDC 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 with the option to add to build up pension benefits with a separate provider alongside your LGPS pension via additional voluntary contributions.

Learning and development

At OPDC we are dedicated to empowering team members through ongoing learning opportunities and professional development initiatives. Our commitment to learning and development means that we will provide you with the resources and support to expand your skills and grow your career.

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 - GOV.UK (www.gov.uk)

More Support

If you have a disability which makes submitting an online application form difficult, please contact glaopdcrecruitment@tfl.gov.uk.

The OPDC is proud to be a Level 1: 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.