Change Enablement Partner (M/F/D) in Church Stretton

As a key member of our team, you will shape and deliver enterprise‑critical people change—ensuring that Agilent’s leaders, managers, and employees are equipped to operate differently as the business evolves. Your work will directly influence how strategy is translated into capability, behaviour, and culture at scale, helping Agilent remain a place where talent thrives and extraordinary careers are built. If you are motivated by embedding change where the work happens, this role offers the opportunity to operate with impact in the Global Talent Management COE.

The Change Enablement Partner is accountable for supporting the global implementation and embedding of the people side of significant organizational change as assigned or requested by business sponsors, operating across regions and functions to enable global consistency with local relevance. This newly created role ensures that large‑scale initiatives—such as culture change, workforce transformation, and people transformation initiatives—are fully adopted, behaviourally embedded, and sustained over time. This role is global hands‑on and outcome‑driven. It is not a program governance or change education role. The Change Enablement Partner works directly with executives, senior leaders, and impacted employee populations to shift mindsets, build capability, and hardwire new ways of working into everyday leadership and management practice. The role requires flexibility to work effectively in a dynamic team, across time zones and diverse cultural contexts, and strong cultural intelligence to tailor change approaches while maintaining a coherent global standard. Success is defined by observable behaviour change, manager ownership, and sustained adoption.

Key Responsibilities

• Lead change management for major organizational people transformations, including:
• Operating model and organizational design change
• Workforce and capability transformation
• Culture and ways‑of‑working shifts
• Develop and execute talent‑focused change strategies and plans
• Own impact assessments, readiness diagnostics, and stakeholder mapping
• Partner with HR leadership, HRBPs, HR Talent Management colleagues, executive sponsors, transformation, strategy, communication and program teams
• Design and deliver communication, engagement, and leader enablement plans
• Coach senior leaders and managers to act as effective change sponsors
• Track adoption, engagement, and behavioural change using defined metrics
• Identify resistance and implement targeted interventions to ensure successful implementation

Qualifications Required Experience

• Proven experience leading large‑scale organizational change
• Background in HR, People Transformation, OD, or enterprise change
• Strong senior‑leader influencing capability
• Experience applying structured change methodologies (e.g. Prosci / ADKAR)
• Demonstrated success embedding change, not just delivering plans

Core Competencies

• Enterprise Systems Thinking — connects business strategy, talent systems, leadership behaviour, and culture into a coherent change approach that delivers measurable outcomes.
• Change Ownership & Adoption Discipline — designs for adoption first; establishes reinforcement loops that ensure change is sustained long after formal implementation.
• Behavioural Insight & Intervention Design — diagnoses what truly drives or blocks behaviour change and applies targeted, practical interventions, not generic solutions.
• Senior Stakeholder Influence — operates with credibility and confidence at executive level; influences without authority and navigates complexity with judgement.
• Global Agility & Cultural Intelligence — adapts change approach across regions, time zones, and cultures; balances global consistency with local relevance to drive adoption.
• Facilitation & Narrative Creation — facilitates high‑impact conversations and creates compelling narratives that translate strategy into meaningful action.
• Execution in Ambiguity — leads effectively and delivers success through uncertainty and competing priorities.

Bachelor's or Master's Degree or equivalent. Post‑graduate, certification, and/or license may be required. Typically, at least 10+ years relevant experience for entry to this level.

We Offer

• Motivated Teams: Collaborate with highly motivated teams and take on exciting responsibilities.
• Challenging Projects: Engage in dynamic, collaborative projects.
• Development Opportunities: Benefit from diverse opportunities for professional growth.
• Corporate Culture: Be part of an exceptional corporate culture.
• Work‑Life Balance: Enjoy a good work‑life balance.
• Competitive Compensation and Benefits: Receive a competitive compensation and benefits package.
• Hybrid Work: Work in a hybrid model (3 days in the office, 2 days from home).
• Permanent Contract: Secure a permanent contract with a fast‑growing global company.

This job has a full‑time weekly schedule. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job‑related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: https://careers.agilent.com/locations

Equal Opportunity Employer: Agilent Technologies Inc. is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability or any other protected categories under all applicable laws.

Travel Required: Occasional

Shift: Day

Duration: No End Date

Job Function: HR