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- Tasks: Lead change initiatives and manage employee relations for a smooth integration process.
- Company: Join a dynamic university environment focused on strategic HR transformation.
- Benefits: Competitive salary, professional development, and a focus on staff wellbeing.
- Why this job: Make a real impact by shaping the future of HR in a supportive setting.
- Qualifications: CIPD Level 7 or equivalent experience in HR and employee relations.
- Other info: Collaborative culture with opportunities for growth and development.
The predicted salary is between 36000 - 60000 £ per year.
The HR Change Manager will be a key leadership role responsible for managing employee relations and supporting the integration of Professional Services. Working closely with senior stakeholders and the Change Unit, the postholder will design, implement, and monitor change initiatives that ensure a smooth transition and alignment with the university’s strategic goals. They will support senior managers in developing change proposals, lead consultation processes, and ensure employee relations and organisational needs are addressed in line with HR best practice, legal compliance, and a strong focus on staff wellbeing.
Main Duties and Responsibilities
- Leadership of Change Initiatives
- Lead and manage the people aspects of the integration process, ensuring change is executed effectively and staff impact is minimised.
- Collaborate with senior leaders and the Change Unit to align change proposals with Target Operating Model principles.
- Develop and deliver the HR change management strategy, ensuring HR is integrated within the wider transformation plan.
- Employee Consultation and Engagement
- Oversee and coordinate individual and collective consultation processes.
- Develop and execute consultation plans ensuring compliance, transparency, and engagement.
- Integrate feedback from consultations into decision-making, providing recommendations to leadership.
- Development of Change Proposals
- Partner with senior stakeholders to develop change proposals, including structural changes, role redesigns, and new working practices.
- Advise on employee relations and organisational implications of proposed changes, identifying risks and recommending mitigations.
- Support managers in leading their teams through change, ensuring proposals are practical, equitable, and aligned with university values.
- Strategic HR Support for Change
- Provide strategic HR advice on managing people through change, including redundancy, redeployment, and restructuring.
- Work with the Change Unit to integrate HR processes and proactively address employee relations concerns.
- Trade Union Relations
- Lead formal consultations with trade unions, ensuring concerns are addressed constructively.
- Maintain productive relationships with trade union representatives and coordinate engagement activities such as meetings and updates.
- Training and Resource Development
- In partnership with Organisational Development, develop and deliver training for managers to effectively lead teams through change.
- Oversee the creation of resources (e.g. FAQs, guides) to support staff and managers during integration.
- Employee Wellbeing and Support
- Ensure wellbeing and support mechanisms are in place for staff impacted by change.
- Monitor staff morale and wellbeing, recommending interventions as necessary.
- Collaborate with Organisational Development and Occupational Health on support initiatives.
- Risk Management and Reporting
- Assess and manage risks associated with employee relations during change.
- Provide regular progress updates and produce reports on consultation outcomes, employee sentiment, and HR-related risks.
- Change Impact Assessments
- Lead assessments evaluating how proposed changes affect staff, including redundancy and redeployment implications.
- Work with the Change Support Unit to ensure all impacts are understood and mitigated appropriately.
Qualifications and Knowledge
- Professionally qualified (CIPD Level 7 or equivalent) or extensive HR experience covering a broad range of HR and ER activities.
Experience
- Proven experience in employee relations, change management, and project delivery within a complex, unionised, or post-merger environment.
- Experience managing consultations, advising on employment law, and implementing organisational change.
- Strong understanding of employment legislation and best practice.
- Experience engaging with trade unions and senior stakeholders.
- Experience in a Higher Education sector is a MUST have.
Skills
- Excellent communication, influencing, and problem-solving skills.
- Strong organisational and time management abilities.
- Ability to draft complex HR documentation and present information clearly.
- Sound judgment and discretion when handling sensitive matters.
Personal Attributes
- Strong customer service ethos and team collaboration skills.
- Professional, adaptable, and resilient under pressure.
HR Change Manager (FTC) employer: Burman Recruitment
Contact Detail:
Burman Recruitment Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HR Change Manager (FTC)
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field, especially those who have experience with change management. A friendly chat can lead to insider info about job openings or even a referral.
✨Tip Number 2
Prepare for interviews by researching the company’s recent changes and challenges. This shows you’re genuinely interested and ready to tackle their specific needs. Plus, it gives you a chance to showcase your expertise in managing change.
✨Tip Number 3
Practice your pitch! Be ready to explain how your past experiences align with the role of HR Change Manager. Highlight your successes in employee relations and change initiatives to make a lasting impression.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive and engaged with our platform.
We think you need these skills to ace HR Change Manager (FTC)
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter for the HR Change Manager role. Highlight your experience in employee relations and change management, and show how it aligns with our strategic goals at StudySmarter.
Showcase Your Skills: Don’t forget to emphasise your communication and problem-solving skills. We want to see how you can influence and engage with stakeholders, so give us examples of when you've done this successfully in the past.
Be Clear and Concise: When writing your application, keep it clear and to the point. Use straightforward language and avoid jargon. We appreciate a well-structured application that’s easy to read and understand.
Apply Through Our Website: Remember to submit your application through our website. It’s the best way for us to receive your details and ensures you’re considered for the role. We can’t wait to hear from you!
How to prepare for a job interview at Burman Recruitment
✨Know Your Change Management Inside Out
Make sure you brush up on your change management theories and practices. Be ready to discuss specific examples from your past experiences where you've successfully led change initiatives, especially in complex environments like higher education.
✨Engage with Employee Relations
Since this role heavily involves employee relations, prepare to talk about how you've handled consultations and managed employee concerns in previous roles. Think of scenarios where you’ve navigated tricky situations and how you ensured compliance and transparency.
✨Showcase Your Collaboration Skills
This position requires working closely with senior stakeholders and trade unions. Be prepared to share examples of how you've collaborated with different teams or departments to achieve a common goal, particularly in a unionised setting.
✨Prioritise Wellbeing and Support
Highlight your understanding of staff wellbeing during change processes. Prepare to discuss strategies you've implemented to support employees through transitions, and how you’ve monitored morale and wellbeing in the past.
