Specd | Senior Specialist: People Change Manager

JOB DESCRIPTION: Job Title: Senior Specialist: People Change ManagerEmployment Type: 6 Month Contract, HybridWork Location: Gauteng, Johannesburg (JHB West Office and Sandton)JOB CONTEXTOur Team is seeking a Senior Specialist: People Change Manager who can be responsible for managing medium-to high-complexity projects by addressing human risks, enabling stakeholder adoption, and ensuring effective implementation and utilization of organizational changes.DUTIES AND RESPONSIBILITIES:1. Establish people change contextEnsure the Accountable Executive (AE) is enabled & coached to ensure visible and active sponsorship.Drive people change related input in the design of Case for Change (C4C)Analyse stakeholder information to ensure stakeholder ecosystem mapped, identified and classifiedDetermine anticipated people change impacts across specific organisational settings to mitigate people change risks.Conduct Change Readiness Assessment (CRA) to determine change readiness and appetite for change.Ensure appropriate People Change Management (PCM) resource structure to ensure adequate allocation of change resources to deliver the change initiatives.Contribute to budgeting process for People Change Management (PCM) initiatives.2. Develop people change strategy and plansDevelop people change strategy & plans to ensure change adoption and embedment.Ensure people change strategy & plans align with project plan and approach.Develop the AE Roadmap for the change ecosystem to ensure visible and active sponsorship.Develop People Change Management (PCM) Dashboard & Tracking Methods for consistent change execution.Establish & activate Change Agent Network, if applicable, to land the change across specific organisational settings.3. Implement change management strategies & plansImplement and track PCM strategy & plans to ensure change adoption and embedment.Coach & enable AE to ensure visible and active sponsorship.Track, measure & report on PCM outcomes to identify and mitigate people-related risks in change delivery.Manage Change Agent Network, if applicable, to land the change across specific organisational settings. 4. Implement change reinforcement & embedment strategies & plansPerform business change compliance audits & gap analyses across specific organisational settings to mitigate embedment risks.Perform impacted stakeholder satisfaction assessments to determine future PCM improvements.Perform a lessons learned retrospective for PCM organisational learning.Analyse the change benefits realised in relation to the People Change effort (if possible) to measure the PCM ROI.QUALIFICATION AND EXPERIENCE REQUIRED: 1. Academic QualificationsB Degree & Hons in field of Human Sciences, Post-graduate qualification in a related field (Business Administration) 2. Years of Experience 8 10 years in people change management domain in a project environment COMPETENCIES:1. Technical Competency:Change Management MethodologiesReputable change management methodologies as per the People Change Management Control Standard document.Organizational CultureThe underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment.Business ContextUnderstand the business strategy and operations that the change will affect.Project Management & ImplementationThe practice of initiating, planning, executing, controlling, and closing the work of a team to achieve specific goals and meet specific success criteria at the specified time.Transition ManagementResistance & commitmentPeople Change Management TechniquesSponsorship/Change Leadership rolesStakeholder Management, Influence & EngagementChange Impact AssessmentChange Risk ManagementChange CommunicationsPeople Change Management Strategy & PlanningChange adoption, proficiency, utilization & embedmentAgile Change ManagementUnderstanding how to do change management in an agile environmentFacilitating ChangeThe consideration of each change individually and the planning of the most appropriate approach to the change contextOrganizational DevelopmentThe ability to develop and implement an Organizational Development strategy for organizational improvement with the aim of changing beliefs, attitudes, values and structures (culture) of the organization so that the organization may better adapt the pace of change2. Behavioral Competency:Organizational political savvinessThe capability of seamlessly navigating organizational politics (as opposed to playing organizational politics).Customer ExcellenceThe ability to ensure high standards of quality and service delivery to meet and exceed client expectations.Ethics & ValuesDisplays a deep sense of integrity, honesty, humility and an openness to sharing their authentic selves with others to build trust and lasting relationships.Planning & OrganizingThe ability to plan, organise and execute work change management activities in order to achieve desired objectivesQuality OrientationThe ability to attend to detail and produce work that is accurate and of a high standard, delivery & outcome driven.Change and Improvement OrientationThe ability to explore, identify and implement new and creative ways to improve processes, products, services, practices, customer value, organisational effectiveness and culture.Influencing OthersThe effective exploration of alternatives and positions so as to reach outcomes that gain all parties support and acceptance.Coaching For ChangeThe preparation of managers and employees for change through coaching in managing change skills, and the building of organization capability for the future.Communicating EffectivelyThe building and maintaining of open, collaborative and reciprocal relationships with others.Trusted Advisor ConsultationSkills in co-creating solutions, solving problems and working collaboratively, supported by consulting capabilities of contracting, managing difficult situations & handling shifting perspectives.3. Cognitive Competency:Logical ThinkingThe application of logic and thinking processes to analyze situations and problems so as to design effective solutions.The demonstration of the capacity to reflect, analyze and develop workable frameworks and plans.Analytical ThinkingWorks systematically to resolve problems, identify causes, anticipate implications & make informed decisions.Can apply knowledge to new situations.Judgement & Decision-makingMakes timely decisions, sets priorities based on adequate information, develops comprehensive solutions & plans.Strategic ThinkingThe application of information on internal and external drivers for the change when scoping, planning and making decisions.Critical ThinkingThe application of critical and analytical thinking processes to analyze situations and problems so as to design effective solutions.The demonstration of the capacity to reflect, analyze and develop workable frameworks and plansPACKAGE & REMUNERATION:Salary will be commensurate with experience and qualifications.