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Over the past four years, we’ve achieved significant milestones:
- Technology Transformation: We transitioned from on-premise infrastructure to cloud platforms.
- Core Systems Upgrade: Our Finance and HR systems were replaced with SAP.
- Investment in Enabling Platforms: We adopted ServiceNow and RPA.
As Change Manager you will play a pivotal role in facilitating the successful implementation of the Operating Model within Business Services. This role aims to ensure a smooth transition by managing the people-side of change, minimising disruption, fostering employee adoption, maximising employee engagement, and optimising the benefits realisation from the new Operating Model.
Now, we’re embarking on the next phase of our transformational journey. Our focus of process optimisation, leveraging our operating model, and delivering a strong return on investment. Key responsibilities will include driving organsiation change across the COO Service Areas as part of the Operating Model implementation workstream.
Key areas of responsibility:
1. Change Strategy and Planning:
- Develop and execute a comprehensive change management strategy aligned with the Operating Model implementation plan.
- Identify stakeholders, assess their readiness for change, and tailor communication and engagement plans accordingly.
- Collaborate with project teams to integrate change management activities into project timelines.
2. Communication and Engagement:
- Collaborate with the Internal Communication team to create clear and compelling communication materials (such as newsletters, presentations, and FAQs) to inform employees about upcoming changes.
- Engage with leaders, managers, and employees to address concerns, build buy-in, and foster a positive change culture.
- Conduct town halls, workshops, and training sessions to promote understanding and acceptance of the new model.
3. Risk Mitigation and Resistance Management:
- Anticipate and address potential resistance to change.
- Develop mitigation plans to minimise disruptions and ensure business continuity.
- Monitor progress, identify roadblocks, and adjust strategies as needed.
4. Training and Capability Building:
- Collaborate with Learning and Development teams to design and deliver training programs.
- Ensure employees have the necessary skills and knowledge to operate effectively within the new Operating Model.
- Evaluate training effectiveness and make adjustments as required.
5. Measurement and Continuous Improvement:
- Define success metrics and track progress against them.
- Collect feedback from stakeholders and adjust change strategies accordingly.
- Continuously improve change management processes based on lessons learned.
Skills, experience and characteristics:
1. Change Management Expertise:
- A sound understanding of the complexities of Op model Implementation in an international context.
- Proven experience in leading change initiatives, preferably within large-scale transformation projects.
- Familiarity with change management methodologies (e.g., ADKAR, Prosci) and tools.
- Ability to assess organisational readiness and tailor change approaches accordingly.
2. Communication and Influencing Skills:
- Excellent verbal and written communication skills.
- Ability to influence and engage stakeholders at all levels.
- Comfortable presenting to large audiences and facilitating discussions.
3. Collaboration and Relationship-Building:
- Strong interpersonal skills to build trust and partnerships.
- Ability to work effectively with cross-functional teams and diverse groups.
4. Adaptability and Resilience:
- Thrives in a dynamic environment with shifting priorities.
- Remains resilient in the face of challenges and setbacks.
5. Analytical Thinking:
- Capable of analysing data, identifying trends, and making informed decisions.
- Understands the impact of change on business processes and people.
