Change Manager
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The Team
The central Transformation Team at Clyde & Co have started on an exciting journey and are working to realise the firm's appetite for greater coordination and strategic focus across our current and future projects portfolio globally. This role plays a key part in continuing to establish credible relationships for the team across other areas of the business and ensuring projects and change initiatives meet objectives and realise benefits by increasing employee adoption and usage. It focuses on the people side of change, including changes to business processes, systems and technology, job roles and organisation.
The Role
This person will focus on the people side of change, including changes to business processes, systems and technology, job roles and organisation structures.
The primary responsibility will be creating and implementing change management strategies and plans that maximise employee adoption and usage and minimise resistance. The change manager will work to drive faster adoption, higher ultimate utilisation of and proficiency with the changes that impact employees. These improvements will increase benefit realisation, value creation, ROI and the achievement of results and outcomes.
While the change manager may or may not have supervisory responsibility, this person will have to work through many others in the organisation to succeed. The change manager will act as a coach for senior leaders and executives in helping them fulfil the role of change sponsor. The change manager may also provide direct support and coaching to all levels of managers and supervisors as they help their direct reports through transitions. The change manager will also support project teams in integrating change management activities into their project plans.
Key ResponsibilitiesChange Strategy Development
- Develop and implement comprehensive change management strategies aligned with the firm's goals and objectives.
- Collaborate with senior leadership to ensure change initiatives support the overall firm strategy.
Change Planning and Execution
- Develop comprehensive change impact assessments to understand the effects of a project on different stakeholder groups.
- Create detailed change plans outlining activities, timelines, and resource requirements.
- Execute change plans, monitoring progress and adapting strategies as needed to achieve successful outcomes.
- Collaborate with project managers and other stakeholders to integrate change management activities into project plans.
Communication and Messaging
- Develop clear and effective messaging for different stakeholder groups, identifying key messages and tailoring for audiences, as well as supporting the design, development, delivery and management of communications.
- Ensure consistent communication to manage expectations and build understanding around change initiatives.
Other responsibilities may include
- Work with teams to proactively manage and mitigate resistance, fostering a positive change culture.
- Collaborate with subject matter experts to deliver training sessions and monitor the effectiveness of training programs.
- Establish key performance indicators (KPIs) to measure the success of change initiatives.
- Regularly assess and evaluate the impact of changes, making data-driven recommendations for improvement.
- Provide guidance, coach, or consult on change management best practices to project teams.
- Support and coach senior leaders and managers to sponsor the change.
- Assist in managing the change portfolio.
Essential Skills & Experience
- Proven track record of successfully managing and leading change initiatives in a professional environment.
- Certification in Change Management (e.g., Prosci, ACMP) is highly desirable.
- 5+ years of experience in organisational change management roles.
- Exceptional communication and interpersonal skills to effectively engage and influence stakeholders at all levels.
- Ability to articulate complex concepts in a clear and concise manner to a variety of audiences.
- Strong leadership skills to guide and inspire teams through periods of change.
- Ability to collaborate with cross-functional teams and foster a collaborative change culture.
- Flexibility to adapt to changing priorities and unforeseen challenges.
- Comfortable working in a dynamic and evolving organisational environment.
- Strong analytical and problem-solving skills to address challenges and obstacles in the change process. Organised with a natural preference for planning strategy and tactics.
- Ability to make informed decisions and adjustments based on data and feedback.
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