Description:
Apply deep HR Domain and change management expertise to contextualise, design and operationalize HR product & service related change across the business in support of HR's Book of Work. Product & service related change will involve the design of integrated change solutions and supporting advisory across the following areas at a product and service level, and may be required to be applied in multiple context (e.g. single / multi stakeholder groups, cluster / cross cluster, internal / external, multi segment workforce applications etc.):
Product Design
Process Re-imagination
Technology Enablement
Digitalisation
Service Delivery Model Operationalisation
People (cross stakeholder)
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 somet