HR Change Manager

Burman Recruitment; City Of London; On-site; GBP 55,000 - 75,000; Full time

Job summary

A university in London is seeking an HR Change Manager to oversee employee relations and guide change initiatives aligning with strategic goals. The ideal candidate will have a strong HR background, leadership skills, and proven experience in managing consultations and organizational change. Responsibilities include developing change strategies, collaborating with stakeholders, and supporting employee wellbeing during transitions. This role requires a CIPD qualification or equivalent experience.

Qualifications

• Professionally qualified or extensive HR experience covering a broad range of HR and ER activities.
• Strong understanding of employment legislation and best practice.
• Experience managing consultations and advising on employment law.

Responsibilities

• Lead and manage the people aspects of the integration process.
• Provide strategic HR advice on managing people through change.
• Develop and deliver the HR change management strategy.

Skills

Excellent communication

Influencing

Problem-solving skills

Organisational abilities

Time management

Drafting HR documentation

Sound judgement

Education

CIPD Level 7 or equivalent

Job description

Job Purpose

The HR Change Manager will be a key leadership role responsible for managing employee relations and supporting the integration of Professional Services. Working closely with senior stakeholders and the Change Unit, the postholder will design, implement, and monitor change initiatives that ensure a smooth transition and alignment with the university's strategic goals.

They will support senior managers in developing change proposals, lead consultation processes, and ensure employee relations and organisational needs are addressed in line with HR best practice, legal compliance, and a strong focus on staff wellbeing.

Main Duties and Responsibilities

Leadership of Change Initiatives

• Lead and manage the people aspects of the integration process, ensuring change is executed effectively and staff impact is minimised.
• Collaborate with senior leaders and the Change Unit to align change proposals with Target Operating Model principles.
• Develop and deliver the HR change management strategy, ensuring HR is integrated within the wider transformation plan.

Employee Consultation and Engagement

• Oversee and coordinate individual and collective consultation processes.
• Develop and execute consultation plans ensuring compliance, transparency, and engagement.
• Integrate feedback from consultations into decision-making, providing recommendations to leadership.

Development of Change Proposals

• Partner with senior stakeholders to develop change proposals, including structural changes, role redesigns, and new working practices.
• Advise on employee relations and organisational implications of proposed changes, identifying risks and recommending mitigation's.
• Support managers in leading their teams through change, ensuring proposals are practical, equitable, and aligned with university values.

Strategic HR Support for Change

• Provide strategic HR advice on managing people through change, including redundancy, redeployment, and restructuring.
• Work with the Change Unit to integrate HR processes and proactively address employee relations concerns.

Trade Union Relations

• Lead formal consultations with trade unions, ensuring concerns are addressed constructively.
• Maintain productive relationships with trade union representatives and coordinate engagement activities such as meetings and updates.

Training and Resource Development

• In partnership with Organisational Development, develop and deliver training for managers to effectively lead teams through change.
• Oversee the creation of resources (e.g., FAQs, guides) to support staff and managers during integration.

Employee Wellbeing and Support

• Ensure wellbeing and support mechanisms are in place for staff impacted by change.
• Monitor staff morale and wellbeing, recommending interventions as necessary.
• Collaborate with Organisational Development and Occupational Health on support initiatives.

Risk Management and Reporting

• Assess and manage risks associated with employee relations during change.
• Provide regular progress updates and produce reports on consultation outcomes, employee sentiment, and HR-related risks.

Change Impact Assessments

• Lead assessments evaluating how proposed changes affect staff, including redundancy and redeployment implications.
• Work with the Change Support Unit to ensure all impacts are understood and mitigated appropriately.

Qualifications and Knowledge

• Professionally qualified (CIPD Level 7 or equivalent) or extensive HR experience covering a broad range of HR and ER activities.

Experience

• Proven experience in employee relations, change management, and project delivery within a complex, unionised, or post-merger environment.
• Experience managing consultations, advising on employment law, and implementing organisational change.
• Strong understanding of employment legislation and best practice.
• Experience engaging with trade unions and senior stakeholders.

Skills

• Excellent communication, influencing, and problem-solving skills.
• Strong organisational and time management abilities.
• Ability to draft complex HR documentation and present information clearly.
• Sound judgement and discretion when handling sensitive matters.

Personal Attributes

• Strong customer service ethos and team collaboration skills.
• Professional, adaptable, and resilient under pressure.