Global Communications Manager (Change Manager of the HR transformation)
We are looking for a Global Communications Manager (Change Manager of the HR transformation) for an international company in Västerås - 100% remote possible. Start ASAP, 1 year contract to begin with.
Our clients HR Transformation Program (HRTP) is a business-led initiative that helps to underpin the operating model and decentralized agenda. The program is a key step in modernizing the HR part of our legacy ERP estate, revamping people processes and data, creating an improved experience for employees, line managers, HR professionals and applicants, and delivering sustainable benefits to the whole of client.
Working in the Change and Communications team, the HRTP Change Manager shapes and leads the execution of HR Transformation Program’s change strategy across all geographies (80+ countries) and among all program stakeholders (100.000+ people). The role’s mission is to ensure business and end-user readiness by delivering major aspects of the organizational change management (incl. stakeholder engagement, change tracking, organizational alignment), designing and implementing processes, tools and techniques to engage HR, managers and employees and other stakeholders and build their commitment to change.
The HRTP Change Manager partners with senior executives (including Business Area, Division, Corporate and HR Services Leads), secures clients-wide alignment on the change program and oversees its progress. Successful delivery of the change agenda is foundational to embedding the new structures, processes, behaviors and capabilities, and – in result – securing continuous ability to operate its HR processes, including recruitment and salary payments.
This global role sits in the core program team and reports directly to the HR Transformation Program Change and Communications Lead.
Key accountabilities:
• Change leadership. Work closely with HR leaders in Business Areas, Divisions, Corporate and HR Services to ensure full understanding of the change the HR Transformation Program drives and manage its impact on the organization.
• Change strategy. Assess people impact of the program and create a consolidated approach to drive a coordinated people journey. Build sound people journeys related to the program. Develop the change strategy and drive its delivery for the entire transformation, including:
o a change strategy for all the clients employees and managers to move to a more digitally enabled world;
o a separate change program that enables the entire production population (approx. 36.000 workers) to use Workday for all relevant people processes;
o change strategy for the newly established support organization that will sustain the HR Workday environment after the go-live and future HR service delivery model.
• Stakeholder engagement and advocacy. Partner with stakeholders across (including executive level) to build program understanding, buy-in and advocacy. Equip them with relevant materials and represent the program across different forums. Establish listening platforms to continuously collect feedback and propose ways to address it throughout the program.
• Change network management and coaching. Manage and influence the client-wide change network at the Business Area, Division and local levels without carrying line responsibility. Provide change management tools and tactics to ensure a systematic and common change approach is taken across. Steer and - in collaboration with the Deployment Stream - supervise its execution. Ensure that the local change teams are effectively organized and appropriately skilled to succeed in their role.
• Change strategy for HR. Through change impact analysis and role impact assessment, understand how the transformation will affect 1.600 HR employees, lead them through this change, enable them to operate with the new processes, systems and roles, and support the future organization.
• Change tracking. Develop the approach to deploy annual HR community change readiness assessment, analyze and action the results in close collaboration with HR leaders.
• Organizational alignment. Drive organizational alignment resulting from the changing roles. Understand and address the organizational aspects of change to drive the desired ways of working and behaviors.
• Organizational readiness and adoption. Build the wide readiness plan and steer its delivery for the go-live and beyond (hypercare period and handover to the Support Organization). Design the adoption strategy for all end-users, including application of the digital adoption platform.
• Leadership & networking. Build both formal and informal professional networks, and extend these networks within, across and external to organizational boundaries. Demonstrate leadership across the HR organization and in the company overall.
The background:
• 10+ years of relevant experience in defining and driving change strategies, processes and demonstrating leadership, especially in global and diverse environments.
• Experienced with large-scale and complex organizational change efforts, ideally related to transformation initiatives.
• Advanced change management capabilities. Significant experience and knowledge of organizational change management processes, methodologies and tools; including process, technology and people aspects.
• Outstanding stakeholder engagement and expectation management skills. Proven ability to work effectively with all organizational levels and thorough understanding of how to engage diverse audiences. Excellence in networking and influencing.
• Strategic thinker with strong analytical and conceptual skills. Excellent in delivering communication and presentations. Creativity and readiness for innovation to break new ground.
• Tech-savvy, especially in the domain of HR technology. Experience with Workday will be an advantage.
• Proven understanding of how to leverage metrics to demonstrate measurable results.
• Hands-on approach to work, strong sense of ownership and accountability. Efficient self-organization and time management.
• Collaborative working style. Demonstrated leadership, also in a virtual setting. Ability to work in a fast-paced, cross-cultural environment.
• Professional proficiency in English.
