Senior Project Officer - Refugee Resettlement

Communities & Skills

Collaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives. Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society & Sport, Communities & Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.

About the team

The Migration team's work includes overseeing the most senior Board on Migration in London - the London Strategic Migration Partnership Board - and delivering on a business plan that ensures the success of refugee resettlement in London and provides strategic oversight and guidance for the operation of accommodation and support contracts for people seeking asylum. The team also delivers a programme of welcome and integration for new arrivals from Hong Kong , work has including support to London's local authorities, grant funding to Hong Kong voluntary sector organisations and mental health support. The team also oversee the Migrant Londoners Hub and deliver on a range of policy and projects that support migrants in London.

About the role

The role will be the single point of contact for London, working with regional stakeholders to support the coordination of refugee resettlement in London. This includes working with boroughs and central government departments to generate new offers of support, provide advice and guidance on policy and practice, help resolve challenges, and enable strong partnership working.

This role is covering a sabbatical and the post holder would need to start the position ideally on 1 September 2025 with the contract ending on 31 August 2026.

If you have any questions about this kindly contract Mark Winterburn

What your day will look like

1. You will extensively engage with central government, London boroughs and other partners to support refugee resettlement policy development and operational processes, to enable the successful placement and integration journey for those on the Afghan Resettlement Programme (ARP), UK Resettlement Scheme (UKRS) and Mandate scheme. This will include providing frequent policy and operational advice and guidance to borough officers and central government to enable collaborative working across all parties.
2. You will support central government, London boroughs and lead organisations with the further development of Community Sponsorship and Communities for Afghans schemes in London, building on national and international best practice. This will include developing and implementing relevant policies, processes, structures and resources to support community sponsorship and resettlement.
3. You will line manage a Project Officer, providing oversight and support with managing resource and capacity.
4. You will work closely with the Project Officer to develop and manage offers of support for refugee resettlement from boroughs. This includes property offers and pledges.
5. You will manage reactive and competing demands and requests from stakeholders, responding to both short- and long-term policy changes or operational challenges.
6. You will participate in multi-disciplinary, cross-department and cross-organisational groups and project teams both internal and external to the GLA relating to refugee resettlement and migration.
7. Through strong relationship management, you will provide support and guidance to London boroughs, sustaining a network of boroughs (and other stakeholders where appropriate) to enable peer learning and cross-organisational collaboration. This will include chairing regional meetings with central government, local authorities and other partners. You will set out the case for improvements to existing resettlement schemes to central Government team based on feedback from participating boroughs.
8. You will provide insight, recommendations and briefings to team management and Mayoral advisors, including opportunities to align this workstream with other policy areas (such housing, skills and employment workstreams).
9. You will develop short- and long-term communications and/ or events plans to promote refugee resettlement in London, and provide content for external press releases, website updates and speeches.
10. You will promote and enable equality of opportunities and promoting the diverse needs and aspirations of London's communities and the communities you are working to serve.

Skills, knowledge and experience

Please note that only technical requirements and competencies designated 'Essential' will be used to shortlist applications.

Technical requirements/experience/qualifications

1. Experience of effective stakeholder engagement with the statutory sectors, communities, civil society, and businesses, and operating in a politically sensitive environment. - Essential
2. Experience of working to resettle refugees or support refugee integration, and understanding of the opportunities and challenges for resettlement in London. - Essential
3. Evidence of using planning and project management skills to deliver multi-agency projects effectively within set timescales and budget.
4. Ability to assimilate and analyse data and produce key recommendations to a high standard, both written and orally, including supporting organisations to make informed strategic decisions.

Behavioural competencies

COMMUNICATING AND INFLUENCING - Essential

is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.

Level 2 Indicators of Effective Performance

1. Communicates openly and inclusively with internal and eternal stakeholders
2. Clearly articulates the key points of an argument, both in verbal and written communication
3. Persuades others, using evidence based knowledge, modifying approach to deliver message effectively
4. Challenges the views of others in an open and constructive way
5. Presents a credible and positive image both internally and eternally

RESPONDING TO PRESSURE AND CHANGE - Essential

is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.

Level 2 Indicators of Effective Performance

1. Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure
2. Anticipates and adapts flexibly to changing requirements
3. Uses challenges as an opportunity to learn and improve
4. Participates fully and encourages others to engage in change initiatives
5. Manages team's well-being, supporting them to cope with pressure and change

BUILDING AND MANAGING RELATIONSHIPS - Essential

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

1. Develops new professional relationships
2. Understands the needs of others, the constraints they face and the levers to their engagement
3. Understands differences, anticipates areas of conflict and takes action
4. Fosters an environment where others feel respected
5. Identifies opportunities for joint working to minimise duplication and deliver shared goals

STAKEHOLDER FOCUS

is consulting with, listening to and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others' expectations.

Level 2 Indicators of Effective Performance

1. Seeks to understand requirements, gathering extra information when needs are not clear
2. Presents the GLA positively by interacting effectively with stakeholders
3. Delivers a timely and accurate service
4. Understands the differing needs of stakeholders and adapts own service accordingly
5. Seeks and uses feedback from a variety of sources to improve the GLA's service to Londoners

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 2 Indicators of Effective Performance

1. Prioritises work in line with key team or project deliverables
2. Makes contingency plans to account for changing work priorities, deadlines and milestones
3. Identifies and consults with sponsors or stakeholders in planning work
4. Pays close attention to detail, ensuring team's work is delivered to a high standard
5. Negotiates realistic timescales for work delivery, ensuring team deliverables can be met

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

1. Challenges unethical behaviour
2. Uses understanding of the GLA's partnership arrangements to deliver effectively
3. Recognises how political changes and sensitivities impact on own and team's work
4. Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas
5. Follows the GLA's position in the media and understands how it impacts on work

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