Senior Scope & Change Manager

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Job Description

Location: Vacancies in both London and Birmingham

Salary for London: Base salary: £63,050pa to c.£78,800pa depending on skills and experience. In addition, we offer flexible benefits fund of 20% which is paid on top base salary and is fully pensionable, as well as a range of competitive benefits - check them out in the Benefits section on our website.

Salary for Birmingham: Base salary: £54,500pa to c.£68,150pa depending on skills and experience. In addition, we offer flexible benefits fund of 20% which is paid on top base salary and is fully pensionable, as well as a range of competitive benefits - check them out in the Benefits section on our website.

HS2 Ltd endeavours to ensure everyone working for us and with us feels included, thrives and achieves their full potential. In practice, this means we are positive and inclusive about making adjustments, providing flexible working, encouraging our staff networks to flourish and providing personal and professional development opportunities.

As a Senior Cope & Change Manager at HS2 you will be responsible for contributing to the development, implementation and control of HS2 Ltd.'s scope and WBS dictionary and the change management process, within a business unit (e.g. Civils, S&S). This will include contribution to the specification of the database for scope and WBS dictionary, ensuring the population of the database during baseline production phases, and thereafter maintenance of all baselines elements (scope, schedule, cost, data structures) through change Page 2 of 5 June 2024 governance arrangements, process development and delivery, assurance and management of change control activities.

About the role:

• To be accountable for working with the Sponsorship Directorate to manage the programme scope baseline, taking input from Sponsorship, Planning, Risk and Cost teams.
• To be accountable for inputting into the development of scope and change management policy, processes and standards across the business, taking industry best practice to drive continuous improvement and assure that these are implemented consistently and effectively across development and delivery areas.
• To be responsible for the delivery and implementation of the contingency management processes.
• To be accountable for working with the Sponsorship Directorate to define and own the Stage Gate process, preparing for and providing recommendations to the Stage Gate Panel.
• To be accountable for supporting the change management process, owned by delivery teams, reviewing early warnings, evaluating mitigation options, and providing SME advice into the commitment to and authorisation of compensation and change events.
• To be accountable for conducting quality and assurance checks of submitted change proposals and ensure clear visibility of implications and movements from the programme baseline position in scope, budgets and schedule, raising any issues or risks
• To be responsible for maintaining the change register and assure reporting of changes at all levels within the programme, regularly communicating status to relevant stakeholders to enable prompt decision making, approvals and financial authorisations.
• To be accountable for developing and maintaining relationships across delivery teams, providing specialist scope and change management support where required.
• Actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work and support and comply with all organisational initiatives, policies and procedures on EDI.

About You:

Skills:

• Ability to define, develop and maintain the WBS dictionary of a large complex project
• Communication and influencing skills, with the ability to engage and influence colleagues and external stakeholders.
• Ability to define and lead the scope and change management team to embed change management processes
• Clear Direction - Prioritising objectives, analysing inputs, and assessing data, defining strategies and supporting rationales.
• Ability to direct the broader team on the actions needed to maintain the WBS dictionary and manage changes to the Performance Measurement Baseline.
• Decision Quality - Gathering and synthesising information to provide relevant information to suppliers, stakeholders and decision makers using key facts and data.
• Ability to update configuration documentation including contracts, to develop, maintain and apply quality management processes for change initiative activities and outputs.
• Ability to establish and manage change management reviews.
• Ability to understand the implications of change proposals on the programme and engage with appropriate stakeholders to clearly and persuasively communicate these for their consideration.

Knowledge:

• Knowledge of Scope & Change Management in a large project/programme.
• Knowledge of the core Project Controls disciplines.
• Knowledge of the stages of the project life cycle.
• Knowledge of baseline development and maintenance of baselines on a major programme.
• An understanding of working in an engineering environment and/or major construction project.

Type of Experience:

• Experience of operating effectively as a manager of a team fully responsible for the development of the WBS Dictionary underpinning the Performance Measurement Baseline and its maintenance through the life of the project
• Extensive experience of significant value programmes of work which are subject to external scrutiny.
• Experience of engaging effectively with senior stakeholder groups
• Experience of supporting and developing a team within a major project or programme
• Recognised and relevant professional qualification, such as APM (Association for Project Management).
• Experience of managing change control in a project environment.

The post-holder is expected to behave at all times in a manner consistent with the HS2 values of Safety, Leadership, Integrity and Respect

It is expected that you will actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work and support and comply with all organisational initiatives, policies and procedures on EDI.

As HS2 Ltd do not hold a sponsorship license from the Home Office, we are not able to provide sponsorship to any applicant. Applicants must already have the Right to Work in the UK at the time of application and our process involves a Right to Work validation prior to the interview stage. Note, there are certain types of time-bound visas that we cannot accept.

Any offers made to applicants will be subject to satisfactory completion of pre-employment checks which include Nationality & Immigration Status, employment references, DBS, Financial and Education checks.

We ask for a variety of detail in your online application, however we perform the first assessment of suitability for a role based solely on the information in your CV. In a further development of our efforts to create a more diverse workforce, your CV will be anonymised and personal information will be removed during the first stage of the application review. This removes bias from the process and makes it even more important that you attach an updated word version of your CV for each new application ensuring you include evidence directly related to the criteria in the job advert. Watch this video on how we remove bias in the recruitment process: Removing bias in the recruitment process - YouTube

Any applications received after the closing date will not be considered.

About Us

High Speed 2 (HS2 Ltd) will be the UK's new high speed rail network. As well as improving capacity, the new scheme will shorten journey times between a number of Britain's major population centres, boost the economy and create thousands of jobs.

HS2 Ltd will create a skills legacy and develop a diverse range of talent. We aim to be a leader in EDI practice by creating a safe & inclusive working environment for all our staff - living our values of Safety, Respect, Integrity and Leadership.

In practice, this means we are positive and inclusive about making adjustments, providing flexible working, encouraging our staff networks to flourish and providing personal and professional development opportunities.

HS2 Ltd is also a safety-critical organisation. Employees are required to ensure reasonable care of their own and others' health and safety by taking personal responsibility for working to our 'Safe at Heart' programme principles and following safe working procedures at all times.

HS2 Ltd endeavours to ensure everyone working for us and with us feels included, thrives and achieves their full potential.