London Resilience Manager – Governance Assurance and Partnerships

London Resilience Manager – Governance Assurance and Partnerships

Key information

Salary: £64,690 per annum (plus on call allowance)

Strategy and Communications sits at the centre of the organisation, bringing together bringing together teams working across the organisation to help deliver the Mayor's priorities for London. The work of the directorate includes delivery of major events, public affairs campaigns research and analysis, and preparing for the challenges and emergencies that London may face. We particularly encourage applications from people in groups currently underrepresented in our workforce.

About the team

London is a complex, diverse and constantly changing city. Making it more resilient means understanding the risks we face, strengthening our ability to prepare for and respond to emergencies, and learning and adapting as circumstances change.

The London Resilience Unit works with organisations and communities across the capital to make that happen. We support the London Resilience Forum, bringing together emergency services, local and national government, infrastructure providers, businesses, voluntary and community organisations and others.

About the role

How do you bring together organisations with different priorities, responsibilities, perspectives and cultures to make a city more resilient?

We're looking for a Resilience Manager to help us answer that and shape the future of London's resilience partnership.

This is an opportunity to play a leading role in developing how London’s public, private and voluntary organisations work together to prepare for emergencies and deliver the London Resilience Strategy.

You'll help to lead governance and assurance arrangements across the London Resilience Forum, where responsibilities for London's resilience are shared.

This role is about more than organising meetings or maintaining established processes. Working closely with senior leaders across London, you'll help turn strategic ambitions into practical action. You'll have the opportunity to introduce new approaches and strengthen existing connections between organisations, sectors and communities.

The skills needed for success in this role can be developed in many different settings.

An understanding of governance, public policy, legislation or emergency preparedness would be valuable, but we don't expect everyone to have followed the same professional route. We're particularly interested in people who bring fresh perspectives, transferable skills and an appetite for working collaboratively.

What your day will look like

Shaping Governance and Strategy

• Working with partners to create the conditions for the London Resilience Forum to take effective decisions, provide constructive challenge and maintain accountability.
• Identifying opportunities to improve how the partnership works, to make governance more purposeful, inclusive and focused on outcomes.
• Supporting development and delivery of the London Resilience Strategy, connecting priorities, activities and resources to bring the changes we want to achieve.

Bringing people and perspectives together

• Building relationships across and beyond London's resilience partnership, to ensure opportunities for diverse voices to have a role in shaping resilience governance.
• Convening and facilitating discussions between people and organisations to navigate complexity, build understanding and agree collective action.
• Strengthening connections between London's regional partnership organisations and with 33 Borough Resilience Forums, recognising the importance of local knowledge and place-based approaches.

Assurance and continual improvement

• Helping the resilience partnership to understand how well its arrangements and capabilities work, where there are gaps and what needs to improve.
• Encouraging curiosity and reflection to find practical ways to improve resilience through good practice.

Skills, knowledge and experience

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

• Can see the bigger picture. You're comfortable with complex or ambiguous challenges, working across organisational boundaries, and turning strategic ambitions into practical action.
• Bring people together. You build trusted relationships, listen to different perspectives and can help people find common ground.
• Help things work better. You question established approaches constructively, identify opportunities for improvement and help turn ideas into meaningful change.
• Lead inclusively. You understand the value of diverse perspectives, and support the development and wellbeing of others to create conditions for people and teams to work effectively.

The five competencies below will be assessed at application stage. Other competencies may be explored during the interview process.

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

Works with a view to the future, prioritising own and others’ work in line with GLA objectives

Briefs and prepares team to accomplish goals and objectives

Communicates the GLA’s strategic priorities in a compelling and convincing manner, encouraging buy-in

Balances own team’s needs with wider organisational needs

Identifies synergies between team priorities and other relevant agendas

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

Develops new professional relationships

Understands the needs of others, the constraints they face and the levers to their engagement

Understands differences, anticipates areas of conflict and takes action

Fosters an environment where others feel respected

Identifies opportunities for joint working to minimise duplication and deliver shared goals

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

Promotes a positive team culture that respects diversity and deals with barriers to inclusion

Problem Solving

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

Level 2 indicators of effective performance

Processes and distils a variety of information to understand a problem fully

Proposes options for solutions to presented problems

Builds on the ideas of others to encourage creative problem solving

Thinks laterally about own work, considering different ways to approach problems

Seeks the opinions and experiences of others to understand different approaches to problem solving

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

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 Palestra House, 197 Blackfriars Rd, London SE1 8NJ.

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 7 th December 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.

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.

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.

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