Senior Change Lead

2 weeks ago

London, Greater London, United Kingdom myGwork Full time

This inclusive employer is a member of myGwork – the largest global platform for the LGBTQ+ business community.

From the beginning, our goal has been to establish a unique and independent business culture, one that is driven by its workforce. Identifying and attracting top-notch, entrepreneurial individuals has always been a crucial factor in our achievements.

People join Howden for various reasons, but they remain because of one consistent factor: our exceptional culture. This is what distinguishes us and why we cultivate and retain the finest talents in the industry. Whether your focus is on work-life balance, career advancement, sustainability, or volunteering, you'll encounter like-minded individuals propelling change at Howden.

About the Role

Howden is currently engaged in delivering a core set of projects aimed at enabling transformative change through technology as a fundamental driver.

As the business embraces this project portfolio, there will be a need for support to ensure that the anticipated benefits of the changes are fully realized.

To facilitate the implementation of our portfolio, we seek an experienced Change Manager who can guide the organization through the implications of these changes. Being a company that prioritizes its people, providing support to our employees during these transitions is of utmost importance. We are in search of a proficient professional who can collaborate with the HR and project teams to secure positive outcomes for both individuals and the business as a whole.

Key Accountabilities

Operating Model

  • Collaborate with the business and the project to ensure a clear understanding of the impact of technological changes on the operating model and personnel.
  • Assist the business in assessing the necessary changes to the operating model resulting from the technological advancements, ensuring alignment with the broader operational model.
  • Cooperate with the HR Change team to ensure that staff are informed and supported appropriately in light of the alterations in the operating model.
  • Work with the project training team to guarantee a comprehensive understanding of training needs and timely delivery of training programs.

Communications

  • Develop a targeted communications plan to effectively communicate changes in a transparent manner.
  • Establish a network of individuals within the organization who can relay and explain the changes, ensuring that teams are kept informed of progress and implications throughout the project's lifecycle. Expand this network to ensure that the project team is aware of who needs to be informed and when.
  • Identify and document success stories to support the changes where applicable.
  • Collaborate with the internal communications teams to ensure the development and timely delivery of relevant and suitable communication materials.

Benefit Management

  • Work with benefit owners to ensure that the anticipated benefits are clearly defined and reflective of the phased implementation. Ensure that the benefits are effectively communicated and understood.
  • Monitor the benefits, particularly as the phased rollouts commence, and ensure that the project continues to align with the outcomes expected by the benefit owners.
  • Coordinate with the internal communications teams to appropriately communicate benefit-related stories.

Knowledge, Skills & Experience

  • Experience in supporting change management within a large financial services institution, ideally in a London Market insurance firm.
  • Experience in collaborating with teams and individuals affected by organizational changes.
  • Ability to make well-considered decisions under challenging circumstances.
  • Strong relationship management skills and the capacity to engage with senior managers in a complex, fast-paced organization.
  • Proven ability to operate in a highly confidential environment.
  • Capacity to effectively prioritize tasks.
  • Ability to commute to London.

Our Culture: People First

Since opening our first office in 1994, we have come a long way. Initially, we were renowned as local specialists, based in London with direct access to the world's largest insurance market. Although we remain rooted in our local origins, offering precise advice and tailored insurance solutions to our clients, we have expanded our local footprint worldwide. With 15,000 colleagues globally and a partner network spanning over 100 territories, we stand as the largest independent insurance broker globally. Yet, our founding principles remain unchanged - we set out to establish a company built on:


- An employee-ownership model
- Invested external partners
- Trust and integrity rooted in close relationships
- Specialization
- Independence

From the start, our emphasis on being a people-first organization has been central to Howden's ethos. Our vision was to create a distinctive, independent business culture that would flourish as a company run by its employees. Our unique employee-ownership structure differentiates us in the market, fostering a culture of collaboration and innovation, inspiring us to think expansively and challenge conventional norms.

Our horizontal hierarchy and entrepreneurial ethos enable us to attract exceptional individuals and empower them to unleash their full potential. By attracting and nurturing top talent, we continue to enhance our capabilities, benefiting everyone involved.

Diversity & Inclusion

At Howden, we perceive our people as our primary competitive edge, treating colleagues, candidates, clients, and business associates equitably, with respect and impartiality, irrespective of age, disability, race, religion or belief, gender, sexual orientation, marital status, or family circumstances.

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