Our Team is seeking a Senior Specialist: People Change Manager who can be responsible for managing medium-to high-complexity projects by addressing human risks, enabling stakeholder adoption, and ensuring effective implementation and utilization of organizational changes.

DUTIES AND RESPONSIBILITIES:

1.    Establish people change context

• Ensure the Accountable Executive (AE) is enabled & coached to ensure visible and active 
  sponsorship.
• Drive people change related input in the design of Case for Change (C4C)
• Analyse stakeholder information to ensure stakeholder ecosystem mapped, identified and classified
• Determine anticipated people change impacts across specific organisational settings to mitigate 
  people change risks.
• Conduct Change Readiness Assessment (CRA) to determine change readiness and appetite for 
  change.
• Ensure appropriate People Change Management (PCM) resource structure to ensure adequate 
  allocation of change resources to deliver the change initiatives.
• Contribute to budgeting process for People Change Management (PCM) initiatives.

2.  Develop people change strategy and plans

• Develop people change strategy & plans to ensure change adoption and embedment.
• Ensure people change strategy & plans align with project plan and approach.
• Develop the AE Roadmap for the change ecosystem to ensure visible and active sponsorship.
• Develop People Change Management (PCM) Dashboard & Tracking Methods for consistent change 
  execution.
• Establish & activate Change Agent Network, if applicable, to land the change across specific 
  organisational settings.

3.    Implement change management strategies & plans

• Implement and track PCM strategy & plans to ensure change adoption and embedment.
• Coach & enable AE to ensure visible and active sponsorship.
• Track, measure & report on PCM outcomes to identify and mitigate people-related risks in change 
  delivery.
• Manage Change Agent Network, if applicable, to land the change across specific organisational 
  settings.

 4.   Implement change reinforcement & embedment strategies & plans

• Perform business change compliance audits & gap analyses across specific organisational settings 
  to mitigate embedment risks.
• Perform impacted stakeholder satisfaction assessments to determine future PCM improvements.
• Perform a lessons learned retrospective for PCM organisational learning.
• Analyse the change benefits realised in relation to the People Change effort (if possible) to measure 
  the PCM ROI.

QUALIFICATION AND EXPERIENCE REQUIRED:

     1. Academic Qualifications

• B Degree & Hons in field of Human Sciences, Post-graduate qualification in a related field 
  (Business Administration)

     2. Years of Experience

•  8 – 10 years in people change management domain in a project environment

   COMPETENCIES:

1. Technical Competency:

• Change Management Methodologies
  • Reputable change management methodologies as per the People Change Management Control Standard document.
• Organizational Culture
  • The underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment.
• Business Context
  • Understand the business strategy and operations that the change will affect.
• Project Management & Implementation
  • The practice of initiating, planning, executing, controlling, and closing the work of a team to achieve 
    specific goals and meet specific success criteria at the specified time.
• Transition Management
  • Resistance & commitment
• People Change Management Techniques
  • Sponsorship/Change Leadership roles
  • Stakeholder Management, Influence & Engagement
  • Change Impact Assessment
  • Change Risk Management
  • Change Communications
  • People Change Management Strategy & Planning
  • Change adoption, proficiency, utilization & embedment
• Agile Change Management
  • Understanding how to do change management in an agile environment
• Facilitating Change
  • The consideration of each change individually and the planning of the most appropriate 
    approach to the change context
• Organizational Development
  • The ability to develop and implement an Organizational Development strategy for 
    organizational improvement with the aim of changing beliefs, attitudes, values and structures 
    (culture) of the organization so that the organization may better adapt the pace of change

2. Behavioral Competency:

• Organizational political savviness
  • The capability of seamlessly navigating organizational politics (as opposed to ‘playing’ organizational politics).
• Customer Excellence
  • The ability to ensure high standards of quality and service delivery to meet and exceed client expectations.
• Ethics & Values
  • Displays a deep sense of integrity, honesty, humility and an openness to sharing their authentic selves 
    with others to build trust and lasting relationships.
• Planning & Organizing
  • The ability to plan, organise and execute work change management activities in order to achieve desired objectives
• Quality Orientation
  • The ability to attend to detail and produce work that is accurate and of a high standard, delivery & outcome driven.
• Change and Improvement Orientation
  • The ability to explore, identify and implement new and creative ways to improve processes, products, 
    services, practices, customer value, organisational effectiveness and culture.
• Influencing Others
  • The effective exploration of alternatives and positions so as to reach outcomes that gain all 
    parties’ support and acceptance.
• Coaching For Change
  • The preparation of managers and employees for change through coaching in managing change 
    skills, and the building of organization capability for the future.
• Communicating Effectively
  • The building and maintaining of open, collaborative and reciprocal relationships with others.
• Trusted Advisor Consultation
  • Skills in co-creating solutions, solving problems and working collaboratively, supported by consulting capabilities of 
    contracting, managing difficult situations & handling shifting perspectives.

3. Cognitive Competency:

• Logical Thinking
  • The application of logic and thinking processes to analyze situations and problems so as to design effective solutions.
  • The demonstration of the capacity to reflect, analyze and develop workable frameworks and plans.
• Analytical Thinking
  • Works systematically to resolve problems, identify causes, anticipate implications & make informed decisions.
  • Can apply knowledge to new situations.
• Judgement & Decision-making
  • Makes timely decisions, sets priorities based on adequate information, develops comprehensive solutions & plans.
• Strategic Thinking
  • The application of information on internal and external drivers for the change when scoping, planning and making decisions.
• Critical Thinking
  • The application of critical and analytical thinking processes to analyze situations and problems so as to design effective solutions.
  • The demonstration of the capacity to reflect, analyze and develop workable frameworks and plans

PACKAGE & REMUNERATION:

• Salary will be commensurate with experience and qualifications.