Organisational Change Manager

Job Summary

">Global Engagement Leader
This role could be based in Singapore and the UK.

When you start the application process, you will be presented with a dropdown menu showing all countries. Please ensure that you select a country where the role is based.

Purpose

The Global Engagement Lead (aka Organisational Change Management) is responsible for developing and executing the engagement strategy and plan which sits under the overall Transformation initiative plan.

This includes building engagement plans; structured learning programs using marketing, communications, and change management strategies; and core OCM deliverables including change impact assessments and training needs analysis, with the objective of successfully embedding organisational change across the organisation.

It is essential that the incumbent has deep capability and demonstrated experience in organisational change management, including complex target operating model changes.

Prior HR and technology transformation experience acquired across both consultancy and within in-house Change Management teams is desirable. Strategic enterprise communications and/or Core HR experience, including SuccessFactors, will also be favored. This role sits within our Change & Enablement (aka. Organisational Change Management Practice), but will initially be allocated to our Skills Transformation Programme.

Key Responsibilities
Strategy

The Global Engagement Lead is expected to independently scope, plan, and execute on critical end-to-end items within the engagement plan.

This could include Training Needs Analysis (TNA) and Change Impact Assessment (CIA).

They will also lead the design and execution of engagement activities targeted at leadership teams and the impact colleague population.

Business
Engagement Activities

• Partners with the Transformation Principle Lead, and acts as a thought leader to successfully embed change.
• Works with Programme/ Project Managers (PM), Business Analysts, Design SMEs, Communications, other team members, and Business stakeholders across the enterprise to achieve the programme's objectives.
• Understand the project lifecycle and ensures all stages are managed appropriately in terms of user engagement.
• Provide strategic and tactical advice to drive sustainable change and partner with external vendors (where applicable) to successfully deliver the project's objectives and benefits.
• Create and implement Engagement and Learning strategies, and supporting execution plans. This will feed into the overarching engagement strategy and plan.

Produce and own high-quality and high-impact materials within the engagement plan that drive user adoption and sustainability of change initiatives:

• Stakeholder identification, assessment, and engagement across locations and functions.
• Develop a tailored end-user engagement strategy to target specific stakeholder groups, to drive adoption, using the Change Impact assessment as a foundation.
• As the project evolves, incorporate lessons learned into the engagement plan and continuously improve our engagement initiatives.
• Ensure identified business impacts are adequately addressed through business readiness plans, and engagement.
• Work with the rest of the engagement team to ensure consistent content and messaging across engagement, training, communications, and knowledge management.
• Support the execution of business testing, including User Acceptance Testing, Service Rehearsal Testing etc.
• Partner with Group Communications & People Capability to ensure key messaging and communication/engagement strategy is aligned, consistent, and utilizes standardized formats.
• Collaborate with leads from other HR and business projects to manage interdependencies, identify synergies, and coordinate deployment.

Processes

• Autonomously lead, develop, and execute key engagement deliverables within the overall book of work leveraging best-practice approaches, including the Transformation playbooks and frameworks.
• Act as advocate for and SME of the OCM/C&E discipline within the broader enterprise.

People and Talent

• Promote and embed a culture of openness, trust, and risk awareness, where ethical, legal, regulatory, and policy compliant conduct is the norm.
• Guide, support, and develop team members on change management approach and methodologies where required. This includes developing and mentoring more junior C&E team members.

Regulatory and Business Conduct

• Comply with the highest standards of regulatory and business conduct and practices as defined by internal and external requirements.
• Understand and ensure compliance with, in letter and spirit, all applicable laws, regulations, and guidelines including those governing securities activities, company law, anti-money laundering, terrorist financing, and sanctions; the policies and procedures; and the Group Code of Conduct.
• Take personal responsibility for understanding the risk and compliance requirements of the role.
• Effectively and collaboratively identify, escalate, mitigate, and resolve risk and compliance matters.
• Embed the Group's Values and Group Code of Conduct to ensure adherence with the highest standards of ethics. Comply with relevant policies, processes, and regulations, as part of the culture.
• Managing adherence to risk management protocols as it relates to internal and external events.

Key Stakeholders

• Transformation Head of Change and Enablement
• C&E Principle Lead and other C&E team members
• SCM MT
• S&T MT
• SCM stakeholders
• CABM
• Project Team members & Workstream Leads
• All SCB Colleagues impacted by the change

Our Ideal Candidate

• PROSCI, Agile Change Management, or other certificates are preferred. A demonstrated ability to apply best practice methodology in an 'on-the-job' context is essential.
• 4+ years of experience in Change Management.
• Experience in complementary disciplines, including CABM and management consultancy, will also be considered.
• Candidates with both in-house and consultancy change management experience are preferred.

Role-Specific Technical Competencies

• Organisational Change Management
• Communications including strategy design
• Stakeholder Management
• Transformation inc. Target Operating Model Changes
• Training curriculum development
• Facilitation

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