Fan Festival Manager - Euro 28

Strategy and Communications

Strategy and Communications 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 delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.

About the team

EURO 2028 sits within the GLA Major Sport Events Team and are responsible for the planning and delivery of London’s Host City obligations for UEFA EURO 2028.

About the role

This role will lead the planning and coordination of the Fan Festival workstream for UEFA EURO 2028 in London. 

What your day will look like

• Leading the Fan Festivals workstream for EURO 2028.
• Coordinating operational planning with UEFA, partners and stakeholders.
• Developing plans to support safe and successful tournament delivery.
• Managing relationships across government, local authorities, emergency services and event partners.
• Driving operational readiness through workshops, exercises and planning meetings.
• Monitoring risks, issues and operational dependencies.
• Preparing briefings and updates for senior stakeholders.

Skills, knowledge and experience

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

• Significant experience of planning and delivering large-scale events involving multiple stakeholders, interdependencies and competing priorities.
• Experience of developing and managing operational plans across a range of workstreams, ensuring an integrated approach to delivery across partners, agencies and organisations.
• Experience of managing high-value suppliers, contractors and stakeholder relationships, building effective partnerships and ensuring delivery against contractual, operational and strategic requirements.
• Evidence of understanding, anticipating and managing the challenges of delivering large-scale, live events with several stakeholders, partners and agencies. 
• Experience of leading and motivating teams, including line management, performance management and supporting professional development.
• Strong experience of working within complex and politically sensitive environments, with the ability to manage communications effectively and provide clear advice to stakeholders.

Behavioural Competencies

Building & 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 

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 

Planning & 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 

• 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 details, ensuring team’s 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 3 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 team’s well-being, supporting them to cope with pressure and change 

Responsible use of Resources 

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

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 

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 

• 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 decision making and initiates action to move a situation forward  

• Demonstrates awareness of the GLA’s decision making processes and how to use them 

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

This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL).

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. 

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Amy Haken would be happy to speak to you. Please contact them at EURO2028@london.gov.uk

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

Is this role eligible for sponsorship? 

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 5th October and Wednesday 14th October 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

lease 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. 

Secondment Opportunity

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.