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.
