People Change Lead

Our large third sector client require an immediately available, CIPD professional with excellent experience in managing people change processes.

Strong experience of restructures, consultation, and knowledge and experience of working within a benchmarking/pay framework would be ideal.

This is a remote role, initially on a 6 month FTC but potential to go permanent.

**Job Purpose**

To lead and manage people change related activities across the organisation

To provide professional advice, guidance and make recommendations to the senior management team on organisational change initiatives to ensure that the people aspects are delivered in a fair, transparent and effective way.

To own the planning and delivery of actions that relate to people changes, including technical HR elements of defining new roles, changing existing roles and responsibilities, restructuring and redundancy and building new teams.

To represent the HR team with external stakeholders, building and maintaining strong relationships and credibility of the organisation.

To ensure a great colleague experience for colleagues affected by change.

To promote the values and culture of the organisation by acting as an exemplar role model.

**What this Job does**

Provides advice and support to senior management and colleagues with people change processes.

Works with leaders in the organisation to evaluate people change, to ensure HR issues, risks, and dependencies are captured and briefed to all key stakeholders.

Supports senior management to prepare business cases to the Executive team (where appropriate) articulating the key people implications, risks, dependencies, and opportunities.

Identifies and manages any anticipated resistance to change, preparing risk mitigation.

Provides objective challenge as needed based upon knowledge and experience of business requirements.

Responsible for understanding and adhering to the legal obligations associated with managing change, the organisational Pay Framework, and Company policies and procedures.

Develops project plans with key stakeholders for the successful management, mobilisation and transition of people change ensuring all activities are executed within reasonable timescales and in line with our legal obligations, organisational policies andprocedures and values.

Coaches’ business leaders to ensure they lead the changes and embed new ways of working, new processes, and adapting to new roles and responsibilities.

Represents the HR team with external stakeholders in relation to people change activities e.g., Benchmarking consultants. Building and maintaining strong external relationships.

Provides knowledge and advice on employee relations issues that may arise during people change activities, working closely with the Employee Relations Lead.

Responsible for the successful management and implementation of change activities, leading information, and consultation processes.

Accountable for the collation and supply of highly sensitive employee data to support the case for change, e.g., redundancy calculations, working collaboratively with the People Services and recruitment admin team.

Responsible for drafting communications as required to ensure the business and relevant stakeholders are informed appropriately about all aspects of the proposed change.

Liaises with Payroll, People Services, and other departments to support the transactional elements of the change process.

Takes a proactive approach to risk management, ensuring effective escalation of any potential concerns to the Head of People Operations.

Accountable for keeping up to date with relevant changes in employment law and policies that impact directly and indirectly on organisational change activity.

Maintains integrity of records and documentation within the change process, demonstrating effective information and consultation with colleagues.

Monitor’s quality and effectiveness of the change process, sharing any key learnings with the wider HR team or relevant stakeholders.

Carries out any other tasks or people projects as requested by the Head of People Operations.

**Core Skills & Behaviours**

Be Customer Focused

Be Results Focused

Be a Team Player

Be a Communicator.

Be Safety Conscious

Be a Solution Finder

Be Efficient

Be a Role Model

**In addition, our managers have the following competencies**:
Be a Change Manager

Be a Developer of People

Be Commercially Aware

Be a Business Partner

Be Strategic