Strategic Change, Communications & Adoption Leader

GlaxoSmithKline

Durham (NC)

Hybrid

USD 120,000 - 180,000

Full time

4 days ago

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Benefits offered by this job

Hybrid work model

Job summary

GSK is seeking a Change, Comms & OCM Manager to provide governance and leadership for organisational change management and communications across DPTF. You will set standards, templates and practices enabling product and platform teams to deliver change effectively, and lead communications for major transformation programmes within GSK.

Hybrid working and collaboration with HR and senior stakeholders are expected.

Qualifications

Bachelor's or master's degree in business, communications, organisational psychology, or related field, or equivalent experience.
8+ years in organisational change management, change communications or technology enabled transformation roles.
Experience designing and delivering change strategies for operating model change, not only for system implementation.
Experience establishing change standards, templates and governance used by teams outside direct control.
Experience leading communications for a large transformation, including sensitive people change.
Experience assessing organisational readiness and measuring adoption and sentiment.
Experience building and running a change network of champions across a distributed organisation.
Experience partnering with HR on people impacts, consultation and role change.

Responsibilities

Define the DPTF change and communications strategy, setting how the function communicates with its own people and with the GSK teams it serves.
Establish the change management standards, guardrails and governance that product and platform teams apply when they deliver organisational change.
Create and maintain reusable templates, frameworks and guidance so that teams can run change well without central delivery support.
Lead communications for large transformation programmes across DPTF, including the operating model transition, sequencing messages and channels to the audiences affected, and scaling delivery capacity through contract support where needed while keeping standards and messaging consistent.
Ensure organisational readiness approaches are in place before change lands, covering impact assessment, stakeholder mapping and adoption measures.
Design the training and adoption approach with business and learning partners, so that people are equipped for change and not only informed about it.
Drive adoption of the DPTF operating model, building change capability into the platform and product domains and reducing central delivery over time, measured against defined adoption KPIs, with the design of that model held across Technology Business Operations.
Work with HR and business stakeholders to understand and plan for the impact of change on people, roles and ways of working.
Measure adoption and sentiment, reporting to leadership where change is landing and where it is not, and adjusting the approach on that evidence.
Build and run the DPTF change network, including change champions and stakeholder forums, and coach leaders and delivery teams so that change capability sits where the change happens.
Maintain a consolidated view of the change landing on DPTF and its customers, identifying where volume or timing puts adoption at risk.
Use AI tools to accelerate audience analysis, content drafting and sentiment measurement.