About the role
The role of Portfolio and Governance Manager involves working with delivery teams, programmes teams and policy team to support and enable everyone in the directorate to deliver effectively, consistently and within GLA governance procedures. You will combine excellent data analysis and manipulation skills with strong reporting, communicating and influencing skills.
This role is responsible for supporting oversight of processes, programme management, and governance across the directorate. You will ensure alignment, consistency, and efficiency in project and programme management practices. Through high quality data analysis and reporting, the role provides strategic level oversight and reporting across multi‑disciplinary projects and programmes to senior staff, and internal and external stakeholders.
Key Areas of Responsibility
- Lead on performance reporting on behalf of the directorate using project management and data analysis tools such as Asana, MS Excel and Power BI.
- Develop and maintain processes and dashboards to provide high quality programme management support and portfolio assurance.
- Develop and implement standardised governance procedures to support effective programme delivery and decision making.
- Monitor programme and portfolio‑level risks and issues, ensuring robust risk management approaches are in place.
- Provide directorate management and monitoring of expenditure against programme and project budgets ensuring that the directorate expenditure forecasts remain in line with centrally agreed budgets for the current year and programme period.
- Support the Land and Development team with GLAP programme management and reporting activities.
- Support the directorate’s EDI programme through high quality data analysis and performance reporting.
What your day will look like
- Building relationships and collaborating with project leads to provide clear and accurate progress and performance updates, including drafting supporting narrative where appropriate.
- Developing bespoke reports and management information to support delivery of the directorate’s programmes and portfolio through the advanced use of data analysis tools such as Jaspersoft, Power BI, Excel and other data management systems.
- Driving delivery and providing assurance to increase performance by tracking programme progress against targets, budgets, milestones, and KPIs.
- Providing ad‑hoc support to project leads and other stakeholders with programme and performance related queries, data analysis or reporting requests.
Skills, knowledge and experience
- Thorough knowledge of portfolio, programme and project management, and supporting governance and control techniques, including project planning and appraisal, financial and performance analysis and management, risk management, issue resolution and evaluation.
- Proven experience of setting up and managing performance monitoring systems and processes for large scale projects and programmes.
- Proven expertise and experience in the use of data analysis software such as Jaspersoft, Power BI or MS Excel.
- Building and Managing Relationships – GLA behavioural competency level 2.
- Problem Solving – GLA behavioural competency level 3.
- Research and Analysis – GLA behavioural competency level 2.
Competency Requirements
Building and Managing Relationships
This competency involves 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.
- 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.
Communicating and Influencing
This competency involves 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
- Communicates openly and inclusively with internal and external stakeholders.
- Clearly articulates the key points of an argument both in verbal and written communication.
- Persuades others, using evidence‑based knowledge, modifying approach to deliver message effectively.
- Challenges the views of others in an open and constructive way.
- Present a credible and positive image both internally and externally.
Problem Solving
This competency involves analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.
Level 3 indicators of effective performance
- Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding.
- Actively challenges the status quo to find new ways of doing things, looking for good practice.
- Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues.Initiates consultation on opportunities to improve work processes.
- Supports the organisation to implement innovative suggestions.
Research and Analysis
This competency involves gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits.
Level 2 indicators of effective performance
- Proactively seeks new information sources to progress research agendas and address gaps in knowledge.
- Grasps limitations of or assumptions behind data sources, disregarding those that lack quality.
- Analyses and integrates qualitative and quantitative data to find new insights.
- Translates research outcomes into concise, meaningful reports.
- Identifies relevant and practical research questions for the future.
Benefits
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.
GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role.
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 under‑represented in our workforce.
We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. This role is open to job share. We are a Disability Confident Employer and provide adjustments where required during the recruitment process.
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