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 pee