Digital Communications Manager

Digital Communications Manager

Reference : 1290

Salary : £64,690 per annum

Contract type : Permanent

Location : One West Point, 7 Portal Way, North Acton, London, W3 6RT

The Old Oak and Park Royal Development Corporation (OPDC) is a Mayoral Development Corporation (MDC), established by the Mayor of London to bring forward the regeneration of the Old Oak and Park Royal Opportunity Area, spanning land in three London boroughs – Ealing, Brent and Hammersmith & Fulham.

Old Oak and Park Royal is one of the most exciting and important regeneration opportunities in the UK – aiming to create an accessible, welcoming and well-connected urban district, centred around the new High Speed 2 station at Old Oak Common, with tens of thousands of new high-quality and affordable homes; good quality, well-paid jobs; community facilities, shops and commercial space, sustainable travel connections and public green space.

Communications and Engagement

The Communications and Engagement Directorate manages OPDC’s communications, marketing, external relations, community engagement and media relations.

Communications and Engagement sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities. The work of the directorate’s teams includes delivering events and launches, designing and leading public affairs and marketing campaigns, providing data, evidence and analysis to inform OPDC’s work, leading cross-organisational programmes, and making sure we plan for and can respond to emerging events.

About the role

The Digital Communications Manager is responsible for developing and enhancing OPDC’s digital presence across our corporate website, online consultation and engagement platforms, webinars, and wider online and social media channels.

This role requires someone who is creative and proactive, who identifies opportunities for digital content and develops, manages, delivers, and evaluates digital content using a range of techniques. Working to the Director of Communications, Engagement and Strategy, the job holder creates digital communications strategies and plans and delivers online campaigns that promote the Mayor of London’s vision for Old Oak and Park Royal, both externally and internally, engaging industry, stakeholder, community and media audiences, OPDC and GLA Group colleagues, and our diverse communities.

What your day will look like

Manage the development of OPDC’s new corporate website, working closely with appointed website developers to oversee and implement content creation and migration, user experience analysis, testing and launch, ensuring the site is engaging, interactive, on-brand and impactful.

Continuously strive to improve OPDC’s website for our audiences (users) and to achieve OPDC’s goals. Develop and update the website based on data, audience (UX) and expert research to maximise accessibility, search engine optimisation (SEO) and the connection with our audiences.

Create, own, and implement OPDC’s digital communications strategy, identifying opportunities for digital content and creating, editing and sharing content across OPDC’s online platforms.

Create, design, edit, schedule and publish digital content across OPDC’s social media platforms.

Write and edit digital content and storytelling including podcasts, blog posts and social media captions.

Contribute towards the development of OPDC’s wider communications strategies, plans and the organisation’s social media policy.

Contribute towards OPDC’s brand standards, style guides, and social media guidelines. Communicate these across OPDC to ensure quality control and consistency.

Skills, knowledge and experience

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

A strong understanding of digital content best practice. This includes SEO, algorithms, accessibility, and UX.

Experience in designing and delivering bespoke websites, including customer research and customer journey mapping.

Confidence in using a content management system (CMS) to create and edit content on a website.

A solid understanding of the use of a range of social media platforms, particularly in relation to advertising, branding and customers.

Excellent copywriting and editing skills suitable for a range of digital platforms.

Behavioural competencies

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 organization.

Building and Managing Relationships

… is developing rapport and working effectively with a diverse range of people; and sharing knowledge and skills to deliver shared goals.

Level 3 indicators of effective performance

Actively engages partners and encourages others to build relationships that support GLA objectives.

Understands and recognises the contributions that staff at all levels make to delivering priorities.

Proactively manages partner relationships, preventing or resolving any conflict.

Adapts style to work effectively with partners, building consensus, trust and respect.

Delivers objectives by bringing together diverse stakeholders to work effectively in partnership.

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.

Organisational Awareness

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

Level 3 indicators of effective performance

Uses understanding of differences between the OPDC and its partners to improve working relationships.

Helps others understand the OPDC and the complex environment in which it operates.

Translates changing political agendas into tangible actions.

Considers the diverse needs of Londoners in formulating OPDC objectives.

Helps others understand how the media and external perceptions of the OPDC influence work.

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 3 indicators of effective performance

Clarifies direction and adapts to changing priorities and uncertain times.

Minimises the pressure of change for the directorate, lessening the impact for the team.

Uses change as an opportunity to improve ways of working, encouraging others’ buy-in.

Keeps staff motivated and engaged during times of change, promoting the benefits.

Takes ownership for communicating change initiatives clearly, ensuring smooth implementation.

OPDC follows the GLA Competency Framework Guidelines. Further detailing each competency and the different level indicators can be found here : GLA Competency Framework

Equity, 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

OPDC 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 with the option to add to build up pension benefits with a separate provider alongside your LGPS pension via additional voluntary contributions.

Learning and development

At OPDC we are dedicated to empowering team members through ongoing learning opportunities and professional development initiatives. Our commitment to learning and development means that we will provide you with the resources and support to expand your skills and grow your career.

Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.

Application closing date : 3 August 2025 at 23:59:00.