Change Lead

Hilton Food Group; Huntingdon; Remote; GBP 60,000 - 80,000; Full time

Job summary

Hilton Food Group is seeking a Change Lead to drive change activity for an assigned initiative across People & Culture, Finance or IT. You will translate future operating model designs into practical change activity, preparing leaders and teams for changes to structures, roles, processes and governance.

The role requires applying Kotter and ADKAR within a Transformation programme. It involves planning, stakeholder engagement, readiness assessment and adoption strategies, with a 12-month

Qualifications

• Experience delivering organisational change within transformation programmes.
• Practical understanding and application of Kotter and ADKAR.
• Experience supporting changes to operating models, structures, processes or ways of working.
• Strong stakeholder engagement, facilitation and influencing skills.
• Ability to translate complex change into practical implications for different audiences.
• Strong planning and organisation skills.

Responsibilities

• Develop and deliver the change plan for the assigned initiative, aligned to the Mission 2 Change Strategy.
• Identify organisational and people impacts arising from future operating model changes.
• Ensure change activity is integrated with initiative milestones, design and implementation planning.
• Identify key stakeholders and assess their impact, influence and readiness for change.
• Work with functional leaders to build understanding, sponsorship and ownership.
• Facilitate engagement, workshops and leadership briefings where required.
• Assess readiness for implementation and identify barriers to successful adoption.
• Develop interventions to support colleagues through changes to roles, processes and ways of working.
• Monitor adoption and identify where further support or reinforcement is required.
• Apply Kotter and ADKAR appropriately to support organisational mobilisation and individual adoption.
• Support the development and mobilisation of Change Makers within the assigned function.
• Adapt change approaches based on stakeholder feedback and business context.
• Translate complex operating model changes into clear and practical messages for affected audiences.
• Identify communication, learning and capability requirements arising from the change.
• Work with Communications, Learning and other programme teams to coordinate delivery.
• Work closely with the Initiative Lead and Change Manager to identify change risks, dependencies and emerging issues.
• Provide clear visibility of change readiness and adoption risks.
• Ensure lessons and insights are shared across Mission 2 initiatives.

Skills

Change management

Stakeholder engagement

Planning

Communication

Influencing

Adaptability

Ambiguity handling

Tools

Kotter ADKAR

Job description

PURPOSE OF ROLE

The Change Lead will support the delivery ofMission 2 by leading change activity for an assigned functional initiativeacross People & Culture, Finance or IT.

Working directly with the relevant InitiativeLead, the role will translate future operating model designs into practicalchange activity that prepares leaders, teams and colleagues for changes tostructures, roles, processes, governance, capabilities and ways of working.

The Change Lead will apply the Mission 2 Change Strategy, drawing on Kotterand ADKAR, and will combine change management capability with relevantfunctional experience to ensure change approaches reflect the operationalreality of the business.

This role is offered as a Fixed Term Contract of 12 months.

KEY ACCOUNTABILITIES

Change Planning & Impact

Develop and deliver the change plan for the assigned initiative, aligned to theMission 2 Change Strategy.

Identify theorganisational and people impacts arising from future operating modelchanges.

Ensure changeactivity is integrated with initiative milestones, design andimplementation planning.

Stakeholder & Leadership Engagement

Identify keystakeholders and assess their impact, influence and readiness for change.

Work withfunctional leaders to build understanding, sponsorship and ownership.

Facilitateengagement, workshops and leadership briefings where required.

Readiness & Adoption

Assessreadiness for implementation and identify barriers to successful adoption.

Developinterventions to support colleagues through changes to roles, processesand ways of working.

Monitoradoption and identify where further support or reinforcement is required.

Change Methodology

Apply Kotterand ADKAR appropriately to support organisational mobilisation andindividual adoption.

Support thedevelopment and mobilisation of Change Makers within the assignedfunction.

Adapt changeapproaches based on stakeholder feedback and business context.

Communications & Capability

Translatecomplex operating model changes into clear and practical messages foraffected audiences.

Identifycommunication, learning and capability requirements arising from thechange.

Work withCommunications, Learning and other programme teams to coordinate delivery.

Programme Integration

Work closelywith the Initiative Lead and Change Manager to identify change risks,dependencies and emerging issues.

Provide clearvisibility of change readiness and adoption risks.

Ensure lessonsand insights are shared across Mission 2 initiatives.

KEY EXPERIENCE, KNOWLEDGE AND SKILLS

Experience delivering organisational change within transformation programmes.

Practical understanding and application of Kotter and ADKAR.

Experience supporting changes to operating models, structures, processes or ways of working.

Strong stakeholder engagement, facilitation and influencing skills.

Ability to translate complex change into practical implications for different audiences.

Strong planning and organisation skills.

Experience within the relevant functional area:

People & Culture / HR

Finance

IT / Digital / Technology

Desirable

Experience implementing new operating models.

Experience working within global or multi-site organisations.

Formal changemanagement qualification or accreditation.

WOULD SUIT SOMEONE WHO IS ...

Comfortable moving between strategic design and practical implementation.

Credible working with senior functional stakeholders.

Able to influence without direct authority.

Structured, adaptable and comfortable working in ambiguity.

Focused on adoption and business outcomes rather than simply completing change activities.