Transformation Change and Comms Manager

The Transformation Change & Communications Manager is responsible for supporting the delivery of effective change management and communication for Chaucer’s transformation programme. This role will be integral in executing the transformation change and communications plan, ensuring alignment with organisational objectives, and working closely with individuals across the business to foster a positive experience and attitude towards change.

The individual will assess the impact of changes and implement interventions to keep colleagues informed, engaged, and ensure they understand why transformation is happening, what it means for them, and where to go for information and support. Working closely with the Transformation Change & Communications Lead, this individual will work as part of the Transformation Management Office (TMO), with a close working relationship with Chaucer’s Marketing team.

• Support the Transformation Change & Communications Lead in the ownership of the holistic transformation change management approach and plan for Chaucer.
• Proactively engage business owners and teams in a partnering capacity to support and guide the organisation through change.
• Support in the management of the Transformation Business Owner and Advocates Network to drive engagement and support for transformation initiatives across Chaucer.
• Measure and monitor change effectiveness across the organisation, working with TMO leadership to report on effective adoption across the organisation.
• Collaborate with the wider TMO leadership team to identify barriers to adoption, providing support to overcome them.
• Support programme teams with implementing change and driving business adoption, emphasising the importance of business readiness and go-live preparation.
• Conduct change impact assessments as required on transformation initiatives to evaluate the effects on people, process, technology, and organisational behaviours.
• Monitor effectiveness of change management efforts/initiatives.

• Support the Transformation Change & Communications Lead in the ownership and iteration of the central communications plan, ensuring it remains relevant and effective.
• Support the Transformation Change & Communications Lead in the delivery of transformation updates for TMO leadership and transformation stakeholders.
• Report on engagement across the business, and optimise communications strategy accordingly.
• Execute communications activities, developing and delivering supporting assets including:
• Transformation round‑up communications to summarise key updates and milestones.
• Intranet updates featuring vlog and blog‑style posts to share insights, lessons learned, success profiles, and spotlights to celebrate achievements.
• Delivery of briefing materials and content for key events and governance forums.
• Quarterly iteration of frequently asked questions (FAQs) documents.
• Regular refreshment of key message bank with the Chaucer ‘tone of voice’ to support all communications and ensure consistency across all channels.

• Promote a culture of adaptability and resilience by encouraging employees to embrace change and develop new behaviours that align with transformation initiatives and intended goals.
• Work with relevant TMO Leadership, business and people teams to define training and development programmes that will enhance capability and understanding of change management and communications across the organisation.

• Project and Change Management – leading change initiatives with a focus on readiness, adoption, and embedding sustainable practices and tooling.
• Communications – delivering clear, impactful communication across all channels, ensuring messages are consistent and aligned with the Chaucer ‘tone of voice’.
• Employee Experience and Engagement – championing employee‑centric approaches to change and communications, ensuring positive experiences and high levels of engagement.
• Change Readiness – assessing organisational preparedness for change and implementing strategies to build capability and resilience.
• Change Behaviours and Mindset – promoting a culture of adaptability and resilience by encouraging employees to embrace change and develop new behaviours.
• Stakeholder Management – building trusted relationships with stakeholders at all levels of the organisation to facilitate collaboration and support for transformation initiatives.
• Capability Building – identifying skill gaps and supporting upskilling in change and communications.
• Governance and Risk Awareness – ensuring change and communications activities meet governance standards and mitigate risks.

Chaucer is a leading insurance group at Lloyd’s, the world’s specialist insurance market. We help protect industries around the world from the risks they face. Our customers include major airlines, energy companies, shipping groups, global manufacturers and property groups. Our headquarters are in London, and we have international offices in Bermuda, Copenhagen, Dubai and Singapore to be closer to our clients across the world.

Chaucer is committed to diversity, actively values difference and respects people regardless of the protected characteristics which are outlined in the Equality Act 2010 (UK legislation) as a result of the Equal Treatment Directive 2006 (EU legislation). A diverse workforce and an inclusive workplace are core to our success as a business and integral to our winning strategy and culture. We recruit from the widest available pool of talent, and our hiring, assessment and selection process is fair, free from bias and one which ensures we select the right person for the job, based on merit. We are committed to promoting a culture that actively values difference, and recognises that everyone has the right to be treated with dignity and respect throughout their employment. We are open to considering flexible working arrangements for all roles and encourage you to outline your needs during the interview process.