TfL, GLA or OPDC
Senior Strategic Planner (Regeneration and Growth Strategies)
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Organisation: Greater London Authority
Job title: Senior Strategic Planner (Regeneration and Growth Strategies)
Reference: 4744
Salary: £52,305 - £57,738 per annum
Grade: Career Grade 8/9
Contract type: Fixed Term Contract till June 2027
Team: Regeneration and Growth Strategies (Planning and Regeneration)
Directorate: Good Growth
Interview date: Week beginning 10 August 2026
Location: London Fire Brigade’s Head Office (169 Union Street SE1 0LL)
Application closing date: Sunday 26 July 2026 at 23:59
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 team
The City and Place Unit is formed from GLA [Regeneration & Growth Strategies] and TfL [Growth & Master planning] teams. It sits within the wider network of GLA Planning & Regeneration and TfL Spatial Planning and provides a key opportunity to discuss and resolve cross-organisational and departmental issues more effectively.
About the role
This role is in the Spatial Planning team where you will work to identify and bring forward the most appropriate process for planning for growth, supporting the London Plan.
What your day will look like
- You will draw together and analyse information to identify strategic areas and corridors in London with potential for immediate and future growth potential.
- You will use your GIS mapping and urban design skills to prepare frameworks, plans and strategies working with TfL and London boroughs. The aim will be to bring together the aspirations of the Mayor, TfL and the boroughs for a growth area in a coherent future vision and deliverable spatial plan.
- You will use your analytical skills and presentational abilities to review data and show it in a visually engaging way, for example in updating the Opportunity Area webpages and pen portraits shown here: https://www.london.gov.uk/programmes-strategies/planning/implementing-london-plan/londons-opportunity-areas
- Opportunity Area Pen Portraits - London Datastore
- You will also work closely with the City and Place Unit area teams and the London Plan team to analyse spatial development patterns and identify current areas that are not realising their potential and prospective new growth areas for homes and jobs.
- You should have some knowledge and understanding of national and London-wide planning and development issues, legal processes and policy trends.
- You will be expected to present reports to the Mayor and Deputy Mayor directly, so you will need excellent written and verbal communication skills. You will also need good negotiation skills and ability to work successfully with a range of internal and external
Skills, knowledge and experience
To be considered for the role you must meet the following essential criteria, please address these in your covering letter:
- Qualification in planning and relevant professional experience as a senior planner within a similar organisation or business environment;
- Knowledge and understanding of national, regional and London strategic planning and development issues, legal processes, policy trends, and broad knowledge and understanding of local planning and regeneration issues and processes and a knowledge of urban design, place making, and masterplanning;
- A relevant design qualification and expertise in software packages including GIS/Adobe CS/Sketch Up;
- Evidence of an ability to investigate, analyse and present urban design solutions for spatial planning and regeneration issues;
- Excellent communication skills; and evidence of ability to prepare clear and concise reports, presentations and briefings, including an ability to illustrate ideas through mapping and graphics presentations.
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Behavioural competencies
Communicating and Influencing
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 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
- Presents a credible and positive image both internally and externally
Problem solving
Problem solving...is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions
Level 2 indicators of effectiveness:
- 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
Building and managing relationships
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
- 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
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
- Prioritises work in line with key team or project deliverables
- Makes contingency plans to account for changing work priorities, deadlines and milestones
- Identifies and consults with sponsors or stakeholders in planning work
- Pays close attention to detail, ensuring team’s work is delivered to a high standard
- Negotiates realistic timescales for work delivery, ensuring team deliverables can be met
Responding to pressure and change
… 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
- Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure
- Anticipates and adapts flexibly to changing requirements
- Uses challenges as an opportunity to learn and improve
- Participates fully and encourages others to engage in change initiatives
- Manages team’s well-being, supporting them to cope with pressure and change
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The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: [GLA Competency Framework](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.
- We may close this advert early if we receive a high volume of suitable applications.
If you have questions about the role
If you wish to talk to someone about the role, the hiring manager Darren Richards would be happy to speak to you. Please contact them at Darren.richards@london.gov.uk. If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.
Is this role eligible for sponsorship?
This role DOES NOT meet the criteria for sponsorship for external candidates. It may meet the criteria for sponsorship for some internal candidates, in limited circumstances. Please contact the hiring manager if you wish to discuss this further.
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: w/c 10 August 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
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