Senior Manager-Domestic Decarbonisation

​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.
 

Good Growth

Good Growth is responsible for delivering and implementing the Mayor’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 domestic decarbonisation team, within the GLA’s Environment and Energy Unit, is responsible for delivering the Mayor’s objective to accelerate and upscale housing retrofit in London in partnership with London Councils. boroughs, housing associations and other key partners. A new joint endeavour of the GLA and London Councils, Warmer Homes London, has been established to accelerate the pace and scale of quality retrofit across the capital. The team will manage the first phase of the Warm Homes Local Grant programme before it transitions into Warmer Homes London in 2026.

About the role

We are looking for someone who is an experienced leader with a proven track record of managing teams well to create a positive, inclusive and high-performing culture. You will have a strong knowledge of setting up and delivering complex capital programmes in the built environment and an ability to quickly learn about the home energy efficiency sector. You will have excellent written and oral communication skills, a well-informed and creative approach to problem-solving, strong budget management skills, the ability to operate in a busy and complex political environment and experience of working collaboratively with a range of stakeholders.

The postholder will lead on the development and delivery of domestic decarbonisation projects, in order to achieve desired outputs within agree timeframes, within budget, to specification and operational standards Including wider strategic policy to delivery work not limited to integrated settlement. 

On behalf of the GLA, you will help shape a brand new organisation: Warmer Homes London. We are at the start of our critical journey towards delivering improvements to London’s homes to make them more affordable to heat and more energy efficient for the environment.

What your day will look like

• Lead and manage a team of professional policy to deliver managers responsible for developing and implementing domestic decarbonisation programmes
• Provide a link between the team and the Head of Energy, Assistant Director of Environment/Head of Energy, ensuring effective communication of objectives and work programmes.
• Oversee delivery of the Warmer Homes Local Grant scheme, ensuring it is set up and delivered on time, within budget and in line with expected outputs
• Monitor regional, national or international initiatives and best practice in environmental and climate change fields to keep the GLA’s thinking and work abreast of latest developments.
• Provide advice and technical support to the Mayor, Deputy Mayors, Mayoral Advisers, senior managers and Assembly Members on matters within the area of responsibility.
• Prepare and present reports, briefs and recommendations on key issues and actions to the Assistant Director and Executive Directors, to facilitate executive understanding and decision making.
• Lead or contribute to the development of domestic decarbonisation projects either delivered directly or with external partners, developers, boroughs councils or other agencies. 
• Establish, develop and maintain strong relationships with senior representatives of functional bodies, government departments, borough councils, and other agencies
• Identify opportunities for external funding and other income in support of the Mayor’s strategies, plans and policies, and, working with relevant teams to secure additional budgets for project delivery.
• Through effective and inclusive leadership manage and motivate the team ensuring work programmes are established, monitored and delivered in accordance with the Mayor’s objectives and priorities and within allocated budgets. 
• As a senior manager, actively contribute to the corporate management of the GLA by participating in GLA-wide developments and initiatives in pursuit of GLA aims and objectives.
• Realise the benefits of London’s diversity by promoting and enabling equality of opportunities and promoting the diverse needs and aspirations of London’s communities.

Skills, knowledge and experience

To be considered for the role you must meet the following five essential criteria. Scores against these five criteria will determine shortlisting for interview.

1. Strong leadership and management capabilities, a commitment to equity, diversity and inclusion (EDI), and the ability to foster a positive, collaborative team culture
2. A successful track record of giving high level professional advice on complex or sensitive issues at a senior level in a public sector/political context
3. Proven expertise in capital delivery in the built environment, with the agility and willingness to quickly learn about the energy efficiency sector
4. Experience of successfully operating and leading complex and large-scale programme and project management, including excellent budget management
5. Ability to manage relationships with senior stakeholders, both at official and political level, across organisational boundaries

At interview the following behavioural competencies may be assessed as well as the essential criteria above.

Behavioural competencies

Managing and Developing Performance

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

Building and Managing Relationships

… 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

Strategic Thinking

…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’s actions for the GLA
• Encourages self and others to think about organisation’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’s work

Decision making

… 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

Organisational Awareness

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

Level 3 indicators of effective performance

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

Responsible Use of Resources

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

Level 3 indicators of Effective Performance

• 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

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 above essential criteria 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

Austin Entonu, the hiring manager, will be holding a live one-hour session on MS Teams which will provide the opportunity for applicants to find out more about the role. This will be held on Wednesday, 18th June 2025 at 12.30 - 13.30 slot. 

Join the meeting now

Meeting ID: 355 547 704 922 4

Passcode: 6rw6wL9q

If you wish to talk to someone about the role, the hiring manager Austin Entonu would be happy to speak to you. Please contact them at austin.entonu@london.gov.uk.

If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk 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/assessment.

The interview/assessment date is: W/c 21st July 2025

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. 

If you are a GLA employee applying for an internal fixed-term position, as an internal secondment opportunity, you must ensure you satisfy the following secondment policy criteria listed below before applying 

• On a permanent contract or a fixed term contract where the time left on the contract at the point at which you apply for secondment is longer than the secondment period;
• successfully completed your probation period and are performing to the required standard for your current role; and
• at least 18 months service with the GLA 

If you do meet the criteria listed above, you will need to complete the Approval for secondment application form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed.

If you are unable to satisfy all of the criteria, unfortunately, you are not eligible to apply for this vacancy as an internal secondment.  For further information, please see Secondment Policy and Procedure.

IMPORTANT: If you are a current GLA employee on a fixed-term contract, which is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete the Approval for secondment application form as it is not a secondment.

If you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application

More Support

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

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.