Organisational Change Lead

SUMMARY:
Leverage strong commercial knowledge, workforce experience, HR domain and change management expertis

POSITION INFO:

Leverage strong commercial and business specific knowledge, workforce experience, HR domain and change management expertise to build trusted strategic partnerships across the value chain

• Translate elements of the Human Capital strategy and product & service visions into an integrated change and communications management approach (cross stakeholder, segment, business unit/cluster, channel)

• Meaningfully engage a broad range of stakeholders (e.g. leaders, users, line managers and business leaders, employees, HR product owners and their respective teams, shared services support teams, cluster HR teams) etc. to facilitate change management solutioning within product & service teams

• Apply critical thinking, design thinking and solution design skills to design multiple change solutions. Change solutions must leverage multiple channels (e.g. digital, face to face, etc.) and techniques most suited to the type of change being implemented e.g. branding, communications, training, engagement platforms, technology, process facilitation, change coalitions etc.

• Define ‘what good looks like’ for all change initiatives and measure it (before, during and post the change). What good looks like must include a focus on experience, efficiency & effectiveness (real tangible business impact)

• Change solutions must include: defining the change, planning the change, implementing the change and measuring and sustaining the change long term

• Build strong cross Enterprise relationships to successfully and credibly influence, implement and translate change initiatives and programs into meaningful business results that includes shifting mindsets and behaviours

• Be known as a trusted advisor with credibility to drive business results across stakeholder groups with commercially relevant, practical, fit for purpose solutions

• Apply integrated, systems thinking to change planning and implementation and consistently identify broader organizational implications of the change

• Shift change management beyond the obvious campaigning and communication strategies to drive sustainable and meaningful change led by appropriate stakeholders e.g. change isn’t something done to people, but something people adopt and spread in regular engagement, re-languaging etc.

• Coach and build change management capability (people, process & technology) across stakeholder groups and over time, reduce the dependency on a ‘person / group of persons’ to deliver change (make change a way of life around here)

• Leverage and apply data and insights throughout the change process and continuously pivot change solutions to ensure business impact

• Leverage experience & intimate cross cluster insights to successfully contribute to the design and continuous improvement of change management practices in the organization

• Be courageous and bold in the implementation of change practices and pivot the function beyond ‘order taking’ to ‘delivering meaningful mindset, behavior and business related shifts’

• Continuously re-invent change practices used based on a critical review of lessons learnt as well as a curious review of global change practices and examples

Strategic Organisational Change

Delivery Management & Embedment

• Lead the scoping, planning, prioritization and implementation of people change for a product / service across the business

• Work collaboratively with product and service team to assess organizational change readiness and define the implications of

the outcomes of these assessments

• Work with product owners to assess the extent to which change is embedded in program(s) and projects and to mitigate for identified gaps.

• Implement processes and routines to identify people change risk throughout the change process and proactively facilitate risk mitigation strategies with product & service teams

• Strategically & operationally monitor & report on the performance & impact of the change solutions across workforce segments

• Leverage insights from performance & impact measurement to continuously improve and evolve the change strategies & solutions identified for the product and service (JIT)

Finance, Risk & Governance

• Show business & commercial impact of specific product & service change strategies, programs and initiatives at a product and service level

• Provide input into overall business case change assumptions, and track change and communications spend for products and services against budget

• Identify product and service change risk and recommend strategies and processes to Product Owners to mitigate against these (short, medium & long term)

• Ensure alignment of all product & service change initiatives with any defined Group & Regulatory standards that are defined in Nedbank

• Manage and align to the organisation risk & governance frameworks as it relates to all product & service specific change initiatives (e.g. policies, reporting etc.)

• Consistently deliver change interventions on time and on budget