Director, Change Delivery

Job ID: 40591

Location: Singapore, SG

Area of interest: Operations

Job type: Regular Employee

Work style: Hybrid Working

Opening date: 25 Sept 2025

JOB SUMMARY

The Director, Change Delivery ("Change Manager") is responsible for overseeing and managing the entire change management process within the Product Enablement Hive. This role involves designing and implementing strategies to support the adoption of changes in business processes, systems, and technologies. The Change Manager works closely with project teams, stakeholders, and leadership to identify and mitigate risks, manage resistance, and ensure successful change outcomes.

RESPONSIBILITIES

• Develop Change Management Strategies: Create comprehensive change management plans that include communication, training, and support activities.
• Stakeholder Engagement: Identify and engage key stakeholders to ensure their support and involvement in the change process.
• Communication Planning: Develop and execute communication plans to keep all relevant parties informed about the change.
• Impact Analysis: Conduct change impact assessments to understand the effects on people, processes, and technology.
• Training and Development: Design and deliver training programs to equip employees with the skills and knowledge needed to adapt to changes.
• Resistance Management: Identify potential resistance to change and develop strategies to address and mitigate it.
• Monitoring and Evaluation: Track and report on the progress of change initiatives, ensuring they meet objectives and deliver expected benefits.
• Continuous Improvement: Evaluate the effectiveness of change management strategies and refine them as necessary for future initiatives

Strategy

A Change Manager's strategy involves setting clear, measurable objectives that align with the organization's goals and effectively communicating the vision and benefits of the change. It includes identifying and engaging stakeholders to ensure their support, conducting impact assessments to understand and mitigate risks, and evaluating the organization's readiness for change. The strategy also involves developing comprehensive training programs to equip employees with necessary skills, outlining detailed implementation plans with pilot testing and phased approaches, and maintaining continuous communication to keep all parties informed and motivated throughout the process.

Business

From a business perspective, a Change Manager is crucial in ensuring that organizational changes align with business goals and drive value. They develop and execute strategies to manage change effectively, minimizing disruptions and maximizing benefits. This involves engaging stakeholders to secure their buy-in, conducting impact assessments to anticipate challenges, and preparing the organization through targeted training programs. By implementing structured change plans, conducting pilot tests, and using phased approaches, the Change Manager ensures smooth transitions. Continuous communication and support are maintained to keep employees informed and motivated, ultimately leading to successful change adoption that enhances the organization's performance and competitive advantage.

Processes

From a process perspective, a Change Manager ensures that changes are implemented smoothly and efficiently within the organization's workflows. They begin by defining clear, measurable objectives and developing a detailed change plan that outlines steps, timelines, and responsibilities. The Change Manager conducts thorough impact assessments to identify how changes will affect existing processes, systems, and personnel. They design and implement training programs to ensure that employees are equipped to adapt to new processes. Through pilot testing and phased rollouts, they manage the transition incrementally to address any issues early on. Continuous monitoring and communication ensure that any deviations are promptly addressed, and feedback is incorporated to refine the process. This structured approach minimizes disruptions and ensures that new processes are integrated seamlessly into the organization.

People & Talent

From a people and talent perspective, a Change Manager focuses on managing the human side of change to ensure that employees are supported and engaged throughout the transition. They begin by assessing the impact of changes on employees, identifying skill gaps, and determining training needs. The Change Manager designs and delivers targeted training programs and workshops to equip employees with the necessary skills and knowledge. They develop communication plans to keep employees informed, motivated, and aligned with the change objectives. By fostering a positive change culture and addressing concerns and resistance, the Change Manager helps to build resilience and adaptability within the workforce. Additionally, they identify and leverage talent within the organization to act as change champions, promoting peer support and facilitating smoother transitions. This approach ensures that employees are not only prepared for change but also feel valued and engaged, ultimately contributing to the overall success of the change initiative.

Risk Management

From a risk management perspective, a Change Manager focuses on identifying, assessing, and mitigating risks associated with organizational changes. They begin by conducting a thorough risk assessment to identify potential challenges and impacts on processes, systems, and people. The Change Manager develops mitigation strategies to address these risks, ensuring that contingency plans are in place. They engage stakeholders to gain insights and support, enhancing risk awareness across the organization. Through continuous monitoring and regular reviews, the Change Manager tracks the progress of change initiatives, identifying emerging risks and adjusting strategies accordingly. Effective communication ensures that all parties are aware of risks and mitigation plans, fostering a proactive approach to managing uncertainties and ensuring a smooth transition with minimal disruption.

Governance

From a governance perspective, a Change Manager ensures that organizational changes comply with internal policies, regulations, and standards. They establish clear governance structures and frameworks to guide the change process, defining roles, responsibilities, and decision-making authorities. The Change Manager ensures that change initiatives align with the organization's strategic objectives and regulatory requirements. They implement robust oversight mechanisms, including regular reporting, audits, and reviews, to monitor compliance and progress. Stakeholder engagement is critical to maintaining accountability and transparency, ensuring that all parties are informed and involved in decision-making. By fostering a culture of governance, the Change Manager ensures that changes are implemented ethically, responsibly, and sustainably, minimizing risks and enhancing organizational integrity.

Regulatory & Business Conduct

• Display exemplary conduct and live by the Group's Values and Code of Conduct.
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.

Our Ideal Candidate

Skills & Experience

• 12+ years of relevant experience in banking domain
• Strong understanding of change management principles, methodologies, and tools.
• Excellent communication and interpersonal skills.
• Ability to work collaboratively with cross-functional teams.
• Strong analytical and problem-solving abilities.
• Project management skills.
• Ability to manage multiple priorities and adapt to changing circumstances.

Qualification

• Education: Bachelor's degree in business administration, organizational development, or a related field; a master's degree is a plus.
• Certifications: Certification in change management methodologies (e.g., Prosci, ACMP) is highly desirable, but not a pre-requisite

Role Specific Technical Competencies

• Project Management
• Change Management Methodologies
• Communication Tools
• Data Analysis
• Training and Development

About Standard Chartered

We're an international bank, nimble enough to act, big enough for impact. For more than 170 years, we've worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you're looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents and we can't wait to see the talents you can bring us.

Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you'll see how we value difference and advocate inclusion.

Together we:

• Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do
• Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well
• Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term

What we offer

In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing.

• Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations.
• Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum.
• Flexible working options based around home and office locations, with flexible working patterns.
• Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits
• A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning.
• Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential.

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