Change Manager

Job Title:

Change Manager

Level

Post no:

Department:

Location:

Role reports to:

Direct Reports:

None

Indirect Reports:

PURPOSE OF ROLE:

Deliver change management across cross organisational programmes; getting our people ready for these changes. This will include changes to business processes, systems and technology, behaviours, mindsets, job roles and organisation design.

RESPONSIBILITIES:

Deliver change management activity including: stakeholder analysis, managing change impacts capture, learning needs analysis, delivering/managing the communications required, readiness assessments and ensuring that action plans for sustaining the change are in place post implementation

Develop key stakeholder relationships to ensure effective organizational buy-in and leadership.

Change Management capability development:

• Support the development of an innovative change management centre of expertise and change management tools, guidance, learning & support to build capability across the business
• Support change management communities of interest to drive capability development; in collaboration with the change leads, organisational development and existing project delivery teams.

KEY RELATIONSHIPS (INTERNAL AND EXTERNAL):

Working with sponsors & programme leads to deliver change programmes

Liaising with change champions, manager network and transformation community of practice

AUTHORITY LEVEL (PEOPLE, POLICY, FINANCIAL):

PERSON SPECIFICATION

ESSENTIAL KNOWLEDGE

·       Knowledge of the principles and concepts that underpin change management; including some familiarisation with agile change management

·       Good facilitation skills, interpersonal and communication (including presentation) skills and a proven ability to develop, maintain and enhance relationships with a variety of internal and external contacts

·       Able to identify both the overt and covert culture of the organisation and its influence on the change

·       Strong organisational skills, and an awareness of the project and programme context and discipline

·       Resilient and adept at working well with complexity and ambiguity.

ESSENTIAL SKILL(S) & EXPERIENCE

·       Experience of managing, implementing, facilitating, and monitoring change.

·       Experience in stakeholder management on complex projects and able to gain buy-in to enable change to happen through others.

Competencies (LoV)

·       Curious and passionate about trying new ideas, innovating and continuous improvement to help contribute to strategic priorities.

Explore, adapt and develop new ideas.

Share what I've learned to help others succeed.

Help colleagues to overcome problems and challenges.

Cut through complexity to make things easier for my customers.

Competencies (Leadership)

Competencies (Functional)

·       Understands the tools, methodology and models to use when facilitating change & managing change readiness

·       Able to provide simple explanations of the different aspects of change management to inform/coach others

·       Able to identify both the overt and covert cultures of the organisation and their influence on the change

·       Involves the right people at the right time throughout by developing, maintaining and working through stakeholder plans/strategies.

·       Accurately identifies potential sources of resistance and anticipates concerns

·       Understands and applies the principles of learning and coaching; can coach employees in dealing with a changing environment

·       Adjusts plans in response to changing needs and effectively communicates changes

·       Maintains a holistic perspective on the "big picture" rather than a functional viewpoint

·       Able to create and sustain a participatory environment to gain involvement/participation

·       Modifies behaviours to deal effectively with changes in the work environment, readily tries new approaches and does not persist with ineffective behaviours

·       Can influence outside of own area, forming alliances with other areas, industries and organisations

·       Forms networks and relationships of benefit to the organisation: uses networks to reach seemingly "unreachable" parties

·       Uses empathy to consider stakeholder views, plan engagement and prioritise activities and tailor communications

CONTEXT OF THE ROLE:

This role will be supporting the People team led change initiatives for Cambridge University Press and Assessment. Working as part of a multi-disciplinary team, the Change Manager will support responsibilities such as stakeholder engagement, change impact analysis, learning needs analysis and readiness and coaching/supporting project leads on best-practice change management.

In addition, the Change manager will support people through the changes arising from other strategic programmes and the development of the organisations change management skills.