Change Manager - (CONTRACT)

Project Management Connection; Cape Town; On-site; ZAR 600,000 - 850,000; Full time

Job summary

Project Management Connection is seeking an experienced Change Manager in Cape Town to implement change management strategies on key initiatives. This role requires assessing organizational needs and managing stakeholder engagement while tracking and reporting on the success of changes.

The ideal candidate should possess 5 to 10 years of experience in change management and have strong analytical skills to identify resistance and facilitate smooth transitions. A structured approach to change management and excellent communication skills are essential.

Qualifications

• 5 – 10 years of experience in change management roles.
• Strong analytical skills and ability to assess change impacts.
• Proven track record of developing change management strategies.

Responsibilities

• Assess, develop and implement change management strategies.
• Provide business centric solutions for change management.
• Track and report on changes to enhance business outcomes.

Skills

Change Management

Stakeholder Engagement

Organisational Assessment

Communication Skills

Risk Management

Job description

Experience/Seniority: 5 – 10 years/Intermediate/Senior

Description

• The Change Manager will assess, develop and implement change management strategies and plans on key strategic initiatives across Mass Foundation Cluster by anticipating and minimizing associate resistance and business disruption, maximising associate engagement, drive faster adoption, and higher proficiency on the changes impacting employees in the organisation.

• The Change Manager will be responsible for focusing on the people aspects of change, providing business centric solutions, including organisation assessment and required design solution, stakeholder analysis and engagement, change impact assessment, change communications, the coordination of change interventions, and all other change management related activities, including tracking and reporting of, to enhance business outcomes and accelerate the adoption of strategic business initiatives in an integrated coherent manner.

• Identify the change risks as input into the MFC Change landscape to enable prioritisation and integrated management

• Recommend and implement strategies to ensure stronger strategic alignment and change sustainability.

• Identify resistance and performance gaps, and create/ manage measurement systems to track adoption, utilisation, and proficiency of individual changes.

• Change Manager will apply a structured change management approach and methodology for the people side of change for projects

• Work with other functions and stakeholders to identify & document complete list of change impacts and action plans.

• Identify cultural and organisational alignment risk points;

• Clearly describe the change, identifies stakeholders, assesses the impact and communicates to the organisation.

• Develop a change management strategy based on understanding the details of the organisation, and the groups (stakeholders) and change risk.

• Proactively identify potential people risks and anticipate points of resistance; then develops specific plans to mitigate or address the concerns.

• Develop actionable and targeted organisational alignment plan for sponsor and stakeholder management which includes communication, coaching, education and resistance management.

• Work with project teams to integrate change management activities into the overall project plan.

• Drive the creation of change champions and agents in the impact/affected areas to enable change management and ease of adoption

• Work with communication, training, and Human Capital (HC) specialists in the formulation of particular plans and activities to support project implementation.

• Develop and roll-out communications in partnership with Internal Communications to ensure alignment of all communications and messaging across the organisation.

• Create and enable reinforcement mechanisms and celebrations of success.

• Create and manage measurement systems to track adoption, utilisation and proficiency of individual changes.

• Identify resistance and performance gaps to develop and implement corrective actions.