Organisational Change Manager

McBride; Manchester; On-site; GBP 60,000 - 80,000; Full time

Job summary

McBride in Manchester is seeking a Change Management Lead to establish a scalable change management capability across the organization. This role involves partnering with project managers and leaders to ensure successful adoption of transformation initiatives. Candidates should have a Bachelor's degree and proven experience in change management, along with skills in coaching and collaboration. The position comes with the opportunity to make a significant impact on organizational change and transformation processes.

Qualifications

• Demonstrated capability leading change across multiple initiatives.
• Experience establishing or leading a change management team or network.
• Familiarity with operational performance measures.

Responsibilities

• Build and lead global change management capability.
• Partner with leaders to integrate change management plans into project plans.
• Enable effective sponsorship and leadership alignment.

Skills

Change management leadership

Stakeholder engagement

Effective communication

Coaching ability

Collaboration

Education

Bachelor’s degree in business, engineering, HR, organizational psychology or related

Tools

ADKAR model

Change management frameworks

Job description

If you are ambitious, self-motivated, hardworking and a team player and interested in growing your career with an International FMCG business, please read through our job opportunity.

Accountable for establishing and leading a consistent, scalable change management capability across the organisation, to enable successful adoption and sustained use of transformation initiatives. Sitting in the Transformation Office and reporting to the Group Transformation Director, this role partners with sponsors, project/programme managers, leaders and manufacturing site leadership to ensure the people side of change is planned and delivered in an integrated way with the technical side, so the organisation realises intended outcomes

Key Responsibilities

• Build and lead the global change management capability
• Stand up and evolve the Change Management functional group (e.g., practitioners/network) to support transformation delivery across manufacturing sites and functions
• Define global standards, minimum requirements, templates and ways of working for change management across the transformation portfolio
• Coach and develop change practitioners and a change network to apply a structured approach consistently
• Enable effective sponsorship and leadership alignment
• Prepare and equip the primary sponsor and sponsor coalition to fulfill the ABCs of sponsorship: Active and visible participation, Build a coalition, and Communicate directly with employees
• Facilitate alignment with leaders on a shared definition of success and priorities for key initiatives (e.g., what success looks like across manufacturing sites, what must be adopted, and by whom)
• Partner with project/programme management for an integrated approach
• Build strong working relationships with project/programme managers so the technical side and people side move forward in unison
• Ensure change management plans and activities are integrated into project plans (timelines, milestones, resourcing, and governance)
• Drive high-quality change planning and execution across initiatives
• Ensure change work begins early by reviewing existing project documentation (business case, charter, communications, etc.) and partnering with the project manager to create a clear change profile using the 4 P’s (Project, Purpose, Particulars, People)
• Oversee change management planning and delivery to move impacted groups through ADKAR transitions (Awareness, Desire, Knowledge, Ability, Reinforcement)
• Ensure communication and training efforts are supported appropriately
• Establish routines to assess readiness and resistance, and guide risk mitigation actions
• Enable people managers to lead change locally (manufacturing sites and functions)
• Equip manufacturing site and functional people managers to fulfil the CLARC roles (Communicator, Liaison, Advocate, Resistance Manager, Coach), recognising they are preferred senders of “what this means for you” messages to employees
• Provide manager toolkits, talking points, and coaching so local leaders can reinforce adoption and sustain outcomes

Key Result Areas

• Adoption and sustained usage of transformation changes across manufacturing sites and functions (people-side outcomes realised)
• Effective sponsorship and leadership alignment for priority initiatives (active/visible sponsorship and coalition strength)
• Integrated delivery with project/programme management (people-side activities embedded into delivery plans and resourced)
• Change management capability and capacity built (functional group, standards, practitioner effectiveness, manager enablement)
• Consistent quality of change execution across the portfolio (repeatable approach, fit‑for‑purpose scaling, measurable performance)

Relevant & Quantifiable Measures

• The role is group wide (excluding the S/4HANA Programme which has its own Change Management team)
• The role has no direct reports. Indirect reports would be the Change Management Practitioners and local Change Management network members
• The role has no overall budget to manage but will need to ensure that any Change Management costs in relation to Prosci (Training and Licensing) stay within what is budgeted
• There are approximately currently around 12‑15 Tier 1 and Tier 2 projects and programmes that require Change Management expertise but that number is flexing frequently and is being added to all the time
• Influencing and relationship‑building: builds trust with manufacturing site leaders, sponsors, unions/worker councils (where applicable), and cross‑functional partners
• Executive presence and coaching mindset: confidently coaches senior sponsors and manufacturing site leadership on their roles (ABCs) and reinforces accountability
• Collaboration and “one team” orientation: partners closely with project/programme management so technical and people‑side work stay aligned
• Comfort with ambiguity and pragmatism: adapts change approaches to different manufacturing site contexts while maintaining global standards
• Cultural intelligence: works effectively across regions, languages, and local norms; balances global consistency with local relevance
• Resilience and persistence: maintains momentum through resistance and operational pressures typical in manufacturing site environments

Technical Qualities and Competencies

• Demonstrated capability leading change across multiple initiatives and stakeholder groups, including experience establishing or leading a change management team/practice/network
• Working knowledge of structured change management concepts and tools, including:
• ADKAR as the model for individual change
• Early‑phase positioning work (reviewing project documentation; building a change profile using the 4 P’s; aligning on success)
• Delivery integration
• Strong ability to partner with project/programme managers and embed change activities into project plans, resourcing and governance
• Manufacturing context
• Experience in manufacturing/operations environments (multi‑site), including shift‑based workforces and frontline adoption challenges
• Familiarity with operational performance measures (safety, quality, delivery, cost) and translating change outcomes into manufacturing site level performance expectations
• Qualifications
• Bachelor’s degree (business, engineering, HR, organisational psychology or related) or equivalent experience
• Prosci training/certification preferred (or equivalent), with demonstrated application experience
• Willingness to travel to manufacturing sites and functions as required