Senior Licensing Officer

Good Growth

Good Growth is responsible for delivering and implementing the Mayor’s environment, transport and economic strategies and for the effective implementation of the London Plan. The Directorate is also responsible for regeneration (where the programme is not housing led), enterprise, growth, capital projects and design work.

About the role

This is an exciting opportunity to join the Culture, Creative Industries and 24 Hour London (CCI24) Unit delivering the Mayor’s and the Strategic Licensing policy.

You’ll be at the heart of a fast-paced, cross-organisational effort to design and implement new licensing powers.

This is a unique opportunity to:

• Support and shape a new policy and regulatory function within the GLA
• Drive innovation in how licensing supports London’s economic and cultural vibrancy
• Work with senior stakeholders across government, industry, and the city
• Make a visible impact on how London works, plays, and grows

To lead the delivery of the GLA's Licensing service, providing expert oversight of licensing interventions across participating London boroughs.

The postholder will manage complex, high-profile and sensitive licensing cases, ensure the quality and consistency of all representations and casework, and provide authoritative advice on licensing legislation, policy and procedure.

The role will play a critical part in establishing a legally robust and evidence-led licensing function for London, working closely with boroughs, legal colleagues and external partners to ensure interventions are proportionate, defensible and aligned with the Mayor's strategic priorities.

What your day will look like

• Lead the delivery of the GLA’s Licensing Service Team, reviewing applications and shaping interventions that support London’s economic, cultural and night-time growth.
• Manage complex and high-profile licensing cases, preparing robust representations and ensuring decisions are evidence-led, proportionate and legally sound.
• Work closely with London boroughs, legal teams and external partners to build strong relationships and drive a consistent approach to licensing across the capital.
• Provide expert advice on licensing legislation, policy and regulatory procedures, influencing decision-making at both operational and strategic levels.
• Collaborate with senior stakeholders across government, industry and the Greater London Authority to help establish and evolve a new city-wide licensing function.
• Analyse licensing trends, risks and emerging issues, using insight and data to inform policy development and support the Mayor’s strategic priorities for London.

Skills, knowledge and experience

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

• Demonstrable experience of leading a team within licensing, regulatory, compliance or enforcement environments, including managing complex and sensitive casework.
• A relevant professional qualification in licensing or regulatory services e.g. Institute of Licensing's Licensing Practitioners Qualification, CIEH Award or equivalent (desirable)
• Strong knowledge of licensing legislation, policy and regulatory frameworks, with the ability to interpret and apply legal requirements in a practical and proportionate way.
• Experience of preparing high-quality reports, representations and evidence-based recommendations, with excellent attention to detail and analytical skills.
• Proven ability to build and maintain effective relationships with a wide range of stakeholders, including local authorities, legal teams, government bodies and industry partners.
• Excellent communication and influencing skills, with the confidence to provide expert advice and present complex information clearly to diverse audiences.
• Experience of working in a fast-paced, politically sensitive environment, balancing competing priorities while delivering high-quality outcomes against challenging deadlines.

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

• Translates GLA vision and strategy into practical and tangible plans for own team or delivery partners
• Consistently takes account of the wider implications of team’s actions for the GLA
• Encourages self and others to think about organisation’s long-term potential
• Informs strategy development by identifying gaps in current delivery or evidence
• Takes account of a wide range of public and partner needs to inform team’s work

Communicating and influencing

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

• 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 to a high standard.

Level 3 indicators of effective performance

• Monitors allocations 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

Organisational awareness

… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.

• Uses understanding of differences between the GLA and its partners to improve working relationships
• Helps others understand the GLA and the compel environment in which it operates
• Translates changing political agendas into tangible actions
• Considers the diverse needs of Londoners in formulating GLA objectives
• Helps others understand how the media and external perceptions of the GLA influence work

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

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Georgie Abbott would be happy to speak to you. Please contact them at .

This role DOES NOT meet the criteria for sponsorship for external candidates.

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: tbc

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.

• 30 days’ annual leave
• interest free season ticket loan
• interest free bicycle loan
• 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.

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.

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 appl ication.

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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