Change Manager

Future Fit; Johannesburg; On-site; ZAR 600,000 - 800,000; Full time

Job summary

A dynamic technology firm in Johannesburg seeks a Change Manager to lead its digital transformation. This role involves developing comprehensive change management strategies, engaging stakeholders, and ensuring effective communication. The ideal candidate has 5-7 years in change management, a bachelor's degree, and preferably an ADKAR certification. This position requires strong project management and leadership skills to facilitate the transition effectively.

Qualifications

• 5-7 years of experience in Change Management, preferably in a tech company.
• Experience with large-scale organisational change initiatives.
• ADKAR Change Management Certification highly preferred.

Responsibilities

• Develop and implement change management strategies aligned with digital transformation.
• Conduct change impact assessments and readiness evaluations.
• Define success metrics for change initiatives and monitor progress.
• Engage stakeholders and provide guidance on change matters.
• Create a communication plan to update stakeholders on the transformation.
• Oversee the development of training programmes for employees.

Skills

Project Management

Communication

Leadership

Problem-Solving

Facilitation & Presentation

Stakeholder Management

Education

Bachelor's degree in relevant field

Master's degree

Job description

Role Overview

The Change Manager will be a pivotal figure in guiding our organisation through its digital transformation. This role is responsible for developing, implementing, and managing change initiatives to ensure a smooth transition for employees, minimise resistance, and maximise adoption of new technologies, processes, and ways of working. The successful candidate will work collaboratively across all levels of the organisation to embed a culture of continuous improvement and adaptation.

Key Responsibilities

• Developing and Implementing Change Management Strategies
  • Design and execute comprehensive change management plans that align with the overall digital transformation strategy.
  • Conduct change impact assessments and readiness evaluations to identify potential risks and mitigation strategies.
  • Define and measure success metrics for change initiatives, monitoring progress and reporting on outcomes.
• Stakeholder Analysis and Engagement
  • Identify key stakeholders across all departments and levels impacted by the transformation.
  • Develop and implement robust stakeholder engagement plans to foster understanding, buy-in, and active participation.
  • Act as a trusted advisor to senior leadership, providing guidance and support on change-related matters.
• Communication Planning and Execution
  • Create and manage a strategic communication plan tailored to different stakeholder groups.
  • Develop clear, consistent, and compelling communications to articulate the vision, purpose, benefits, and progress of the transformation.
  • Utilise various communication channels (e.g., workshops, newsletters, intranet, town halls) effectively.
• Training Development and Delivery
  • Collaborate with subject matter experts to identify training needs associated with new systems, tools, and processes.
  • Oversee the development and delivery of comprehensive training programmes, materials, and resources.
  • Ensure training is engaging, accessible, and supports effective knowledge transfer and skill development.
• Resistance Management
  • Proactively identify potential sources of resistance and develop strategies to address concerns and foster acceptance.
  • Implement effective coaching and support mechanisms for managers and employees navigating the changes.
  • Facilitate open dialogue and feedback loops to understand and resolve challenges.
• Performance Measurement and Continuous Improvement
  • Track and report on change adoption, utilisation rates, and proficiency levels.
  • Collect feedback, analyse data, and recommend adjustments to change management plans to ensure continuous improvement.

Required Qualifications

• Education: Bachelor's degree in Business Administration, Organisational Development, Human Resources, Communications, or a related field. A Master's degree is desirable.
• Experience:
  • Minimum of 5-7 years of progressive experience in a dedicated Change Management role, preferably within a technology company or during a significant digital transformation programme.
  • Demonstrable experience with large-scale organisational change initiatives.
• Certifications:
  • ADKAR Change Management Certification (highly preferred).
  • Other relevant certifications (e.g., PRINCE2, Agile) are a plus.

Essential Skills

• Project Management: Strong understanding of project management principles and methodologies, with the ability to integrate change management activities into project plans.
• Communication: Exceptional written and verbal communication skills, with the ability to articulate complex ideas clearly and persuasively to diverse audiences.
• Leadership: Proven ability to influence, motivate, and guide individuals and teams through periods of change, without direct authority.
• Problem-Solving: Strong analytical and problem-solving skills, with the ability to anticipate challenges and develop practical solutions.
• Facilitation & Presentation: Skilled in facilitating workshops, meetings, and delivering engaging presentations.
• Stakeholder Management: Expert ability to build and maintain strong relationships with stakeholders at all levels.

Desired Soft Skills for Success

• Adaptability: Ability to thrive in a fast-paced, evolving environment and adjust strategies as needed.
• Empathy: A genuine understanding and appreciation for the human element of change, with the ability to support individuals through transition.
• Resilience: Capacity to remain positive and focused amidst challenges and setbacks.
• Collaboration: A team player who can work effectively across functional boundaries and foster a collaborative environment.
• Strategic Thinking: Ability to see the bigger picture and connect change initiatives to organisational goals.
• Curiosity: A proactive desire to understand new technologies and their impact on people and processes.