Objective 

The role serves focus on the human and cultural aspects of change and ensures that employees and stakeholders are prepared, supported, and aligned with the EGH transformation goals, minimizing resistance and maximizing adoption of new processes, technologies, and structures.  Working very closely with HR and Communication functions, the role effectively leads change preparedness; change execution; employee engagement and change commissioning through active employee engagement, change alignment and cultivating employee buy in.  

Key Functions: 


Leads the change management efforts for all transformation initiatives, ensuring smooth transitions and employee engagement.
Focuses on preparing the organization for change, managing resistance, and enabling successful adoption of new ways of working.
Ensures that transformation programs are implemented in a way that aligns with the organization’s culture, values, and people strategy. 


Responsibilities: 

Change Management Strategy and Planning 


Change Management Framework: Develop and implement a structured change management framework and strategy for the transformation program, focusing on people, culture, and organizational behavior.
Change Impact Assessment: Conduct comprehensive assessments to identify how transformation initiatives will impact employees, teams, and business units, and develop plans to address those impacts.
Readiness Assessments: Assess business functions readiness for change, including employee sentiment, leadership support, and overall preparedness for upcoming transformation initiatives. 


Stakeholder Engagement and Alignment 


Stakeholder Identification: Identify key stakeholders (executive leadership, senior and middle management, internal and external members) affected by transformation projects and develop engagement plans to keep them informed and involved.
Executive Alignment: Work closely with senior leaders to ensure alignment with transformation objectives, providing them with the tools and insights to act as change champions within their teams.
Stakeholder Communications: Develop and execute a stakeholder communication strategy that informs, engages, and prepares stakeholders for the upcoming changes, ensuring transparency and openness throughout the transformation. 


Communication and Change Awareness 


Change Communication Plans: In collaboration with the Communications and Public Relation functions, design and implement targeted communication strategies that raise awareness of transformation programs, their benefits, and what employees can expect. Leveraging multiple channels (emails, intranet, town halls, workshops) to ensure broad reach.
Feedback Loops: Establish feedback loops to allow employees to express concerns, provide input, and ask questions during the transformation process. Use this feedback to adjust the change management approach as needed.
Employee Engagement: In collaboration with HR Directors and partners, create campaigns and initiatives to drive employee engagement and buy-in to the changes, including recognition programs, contests, or incentives to promote participation. 


Training and Capability Building 


Skills Gap Analysis: Identify the skills and competencies internal members will need to succeed as a result of transformation programs and assess the gaps between current capabilities and future needs.
Training Programs: In collaboration with HR learning and Development, Transformation Portfolio Leads and EPMO Program Managers, coordinate training and development programs to equip employees with the knowledge and skills required to adapt to new systems, business processes, and roles. This includes both formal training, in-house coaching and on-the-job learning.
Learning and Development: In collaboration with HR learning and Development, ensure that training programs are tailored to different levels of the organization, from front-line staff to management, focusing on both technical skills (e.g., using new tools and systems) and soft skills (e.g., leadership in times of change). 


Resistance Management 


Resistance Identification: Identify and proactively address potential sources of resistance to transformation efforts early, including individual and functional resistance.
Mitigation Strategies: In collaboration with change agents, develop strategies to manage and mitigate resistance, including one-on-one coaching, addressing concerns, and involving key influencers and leaders in driving change.
Support Systems: Provide channels for internal members to seek support during change transition, including dedicated support teams, hotlines, or peer networks that offer guidance through the change process. 


Cultural Change and Alignment 


Cultural Alignment: Ensure that transformation aligns with and strengthens EGH culture. Where necessary, lead efforts to shift the organizational culture to support new ways of working, thinking, and behaving.
Behavioral Change: Drive initiatives that promote the desired behavioral changes across EGH, ensuring employees understand how their roles and behaviors will need to evolve as a result of transformation.
Leadership Role Modeling: Work with leadership to ensure that they are role modeling the desired behaviors and actively demonstrating their commitment to transformation. 


Monitor and Measure Adoption and Success 


Adoption Metrics: Define key performance indicators (KPIs) and success metrics for change adoption, such as employee engagement levels, training completion rates, and satisfaction with new tools or processes.
Progress Monitoring: Continuously monitor progress and employee adoption throughout the transformation program, using surveys, interviews, focus groups, and data analytics to gauge how well employees are adapting to changes.
Post-Implementation Reviews: Conduct post-implementation reviews to assess the effectiveness of change management efforts and identify any areas requiring additional support or adjustments. 


Sustainability and Continuous Improvement 


Sustain Change: Implement strategies to sustain changes over the long term, ensuring that the organization does not revert to old ways of working once the transformation projects are completed.
Change Reinforcement: Develop reinforcement mechanisms, such as ongoing training, communication, and performance metrics, to ensure that new processes, technologies, and behaviors become ingrained in day-to-day operations.
Continuous Learning: Use insights and lessons learned from previous change initiatives to continuously improve EGH change management capabilities, making EGH more agile and resilient in future transformations. 


Qualifications

Requirements 


Master’s degree in fields like HR, Strategic Communications or Governance.
Bachelor’s degree in HR, Communications, Governance or any other related field
Certification in PROSCI methodology and working knowledge of the ADKAR model
At least 10 years in managing change in a multinational context with more than one change workstream – preferably in an organization relaunch, merger and acquisition or change of systems, etc.
Demonstrated ability to engage stakeholders at all levels preferably in a multi country context.
Strategic in mindset
Ability to create change design, engagement and delivery framework incorporating messaging and feedback channels.
Good facilitation skills