About the Role
As a Senior Change Manager, you will play a key role in delivering the successful upgrade and implementation of a new system, supporting a global user base.
Key Responsibilities:
* Lead HR Operating Model transformation by aligning structures, roles, and processes to optimise workforce efficiency and support strategic objectives.
* Design and execute comprehensive change management strategies, including impact assessments, stakeholder engagement, communication, and adoption plans, to maximise system effectiveness.
* Coordinate global training efforts for a large number of employees, collaborating with Learning & Development teams to ensure smooth execution and alignment with organisational goals.
* Utilise exceptional influencing skills to engage stakeholders at all levels, driving awareness, understanding, and behavioural change to support the successful system rollout.
* Measure and monitor change readiness, developing tailored adoption and reinforcement strategies to ensure system utilisation and long-term success.
* Provide coaching and guidance to business leaders and teams on the application of change management principles, supporting a culture of adoption and adaptability.
* Collaborate with business and technology teams to align workflows, enhance processes, and optimise cross-functional collaboration during the system implementation.
Requirements
* Proven experience in a Senior Change Management role, ideally supporting technology-driven change initiatives.
* Strong expertise in delivering enterprise-wide system implementations, with a focus on stakeholder engagement and behavioural adoption strategies.
* Demonstrated success in coordinating large-scale training programs for diverse, global workforces.
* Exceptional influencing and communication skills to engage and align stakeholders at all levels, building commitment to change.
* Experience working through periods of ambiguity, with the ability to simplify complex issues and drive clarity and understanding.
* Knowledge of technology operating model transformations and HR operating model changes is highly desirable.
* A background in financial services, risk management, or consultancy firms is advantageous.