Job Description

We are looking for a Director - Organisational Change Management for Transformation for a Global Consultancy Company.

Location – Dubai or Riyadh

Salary – Depending on Experience

Qualifications:

• Proficiency in service design and journey mapping
• Experience with stakeholder interviews and insights gathering
• Capability to translate user needs into actionable designs
• Certification in Prosci Change Management (ADKAR model) or equivalent.
• PMP, PRINCE2, or Agile certifications (Scrum, SAFe) are highly desirable.
• Strong analytical and problem-solving skills, with the ability to work under pressure

Key Responsibilities:

Business Understanding & Strategic Alignment:

• Develop a deep understanding of the client organisation's business model and processes.
• Analyse and articulate the business transformation objectives, goals, and expected outcomes.
• Work closely with business leaders to align transformation initiatives with corporate strategy.

2. Stakeholder Engagement & Communication:

• Engage with senior client stakeholders, client teams, and third-party partners to iteratively discuss and finalise the organisational impacts of the transformation across people, process, and technology.
• Facilitate workshops and sessions to playback insights, gather feedback, and ensure alignment.
• Serve as the primary point of contact for communication between all stakeholders, ensuring transparency and alignment throughout the transformation journey.

3. Change Impact Assessment & Metrics Definition:

• Apply a change management framework like Prosci ADKAR model to assess change readiness at individual and organisational levels.
• Identify key resistance points and change enablers across the organisation.
• Define transformation success metrics aligned with business goals and establish reporting mechanisms to track progress throughout the change lifecycle.
• Provide regular reports and insights to senior stakeholders to ensure informed decision-making.

4. Organisational Change Management (OCM) Planning:

• Design and socialise a comprehensive OCM plan, incorporating:
  • Organisational changes (people, process, tools)
  • Communication plan to ensure awareness and engagement at all levels
  • Training plan to equip employees with necessary skills and capabilities
  • Events and media plan to drive adoption and reinforce key messages
• Ensure that the OCM plan aligns with the five elements of the ADKAR model:
  • Awareness: Build understanding of why change is necessary.
  • Desire: Foster motivation and commitment among stakeholders.
  • Knowledge: Deliver the required training and support.
  • Ability: Enable teams to implement changes effectively.
  • Reinforcement: Sustain changes and prevent regression.

5. Execution & Change Management Reporting:

• Lead the execution of the OCM plan, monitoring implementation and tracking key performance indicators (KPIs) to measure success.
• Develop and implement a framework to manage resistance and proactively address change barriers.
• Regularly report progress to senior client stakeholders, identifying risks and recommending corrective actions.
• Ensure compliance with best practices in change management, leveraging data-driven insights to refine strategies as needed.

6. Continuous Improvement & Lessons Learned:

• Capture lessons learned and best practices from each phase of the transformation.
• Recommend process improvements to enhance future transformation initiatives.
• Foster a culture of continuous learning and adaptation within the organisation.