Corporate Resources and Business Improvement
The Resources and Business Improvement directorate is led by Dianne Tranmer. It is responsible for: People Function, Facilities Management, Digital Experience Unit and Technology Group, Information Governance, Executive Support Team and leadership of all our shared services across the GLA Group.
About the role
Are you a confident, collaborative leader who thrives in a fast-paced environment? We’re looking for someone just like you to help lead our Executive Support Team, supporting senior leaders and setting the professional standard across the organisation.
In this key role, you’ll:
Lead and support a team of Executive Assistants, flexing resources and monitoring performance
Build trusted relationships with senior leaders and provide expert oversight across complex remits
Co-lead the Executive Support function, driving consistency and innovation
Contribute to strategic planning and lead transformational projects
Deputise for the Head of Executive Support when needed
This is a high-impact role at the heart of the organisation, perfect for someone who enjoys variety, challenge, and making a real difference.
What your day will look like
As Executive Support Manager, you’ll ensure the team operates effectively and that Principals receive seamless, high-quality support, enabling business as usual to thrive even in a fast-paced environment.
Lead, motivate and develop a team of Executive Assistants, ensuring high-quality support for senior leaders and a flexible, responsive service.
Build strong relationships with senior stakeholders, balancing competing needs and finding smart, workable solutions.
Play a key role in the leadership team, shaping strategy, improving systems, and driving innovation across the Executive Support function.
Stay ahead of organisational priorities to ensure the team is well-informed, agile, and ready to respond to emerging events.
Maintain effective communication with a wide network of internal and external stakeholders to support seamless service delivery.
Oversee governance processes for Principals, including Gifts & Hospitality and Register of Interests.
Manage documentation workflows, including official correspondence
Oversee the team rota and manage annual leave flow, ensuring continuous coverage and effective service delivery
Skills, knowledge and experience
To be considered for the role you must meet the following essential criteria:
Technical requirements/experience/skills
Experienced and highly skilled manager with experience of leading or supporting the leader of a team. Acting with expertise in prioritising work, developing efficient workflow, and managing and motivating team members to achieve operational goals
Experience of delivering high level executive support service to the most senior members of an organisation
Exceptional attention to detail and experience of managing multiple complex situations and prioritising effectively
High level ability to work on own initiative, accurately to tight deadlines and to prioritise between conflicting demands
Advanced ability in the use of information and communications technology, including Microsoft suite
Behavioural competencies
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 2 indicators of effective performance
Develops new professional relationships
Identifies opportunities for joint working to minimise duplication and deliver shared goals
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
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 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
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
Organisational Awareness
…Is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.
Level 2 indicators of effective performance
Challenges unethical behaviour
Uses understanding of the GLA’s complex partnership arrangements to deliver effectively
Recognises how political changes and sensitivities impact on own and team’s work
Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas
Follows the GLA’s position in the media and understands how it impacts on work
Decision Making
…Is forming sound, evidence-based judgements, making choices, assessing risks to delivery, and taking accountability for results
Level 2 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
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 Judella Fereira would be happy to speak to you. Please contact them at Judella.fereira@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: Thursday 2 October 2025 (may be subject to change)
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.
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 resourcingteam@london.gov.uk.
