Change Manager - CGO in London

The Change Manager is crucial in shaping how people experience and contribute to change across Haleon. The role enables, coordinates and executes our strategic programmes, owning the local change strategy and roadmap within our Category Growth Function to ensure a coherent change experience. The Category Growth function is a newly created team which has been designed to elevate our growth opportunities across our categories and markets.

The role will focus on the people side of change – identifying, preparing, and equipping our colleagues to adopt changes in ways of working, roles, operating models, business processes, systems, technology, culture and more. It will report into the Change Management CoE Director (Centre of Excellence) and support a collaborative effort to drive change excellence at scale. This role involves significant stakeholder engagement and strategic change partnering to coordinate activities and act as a bridge between programmes and local teams on change. It will require close collaboration across a variety of stakeholders to scope, understand, localise and implement changes and cultivate a local change network.

This is an exciting opportunity for an experienced individual to join a leading global organisation with an exciting transformation agenda. We are seeking individuals with demonstrable experience and passion for designing and executing strategic change locally, as well as contributing to developing Haleon’s broader transformation capability.

• Change Strategy & Planning: Drive the execution of strategic transformation initiatives landing in assigned Operating Unit or Function by developing a change strategy and actionable roadmap. Understand changes impacting the assigned Operating Unit or Function by conducting change diagnostics (impact assessments) and identifying targeted change interventions. Ensure alignment to Haleon’s culture strategy throughout change planning and execution, embedding behavioural shifts for true adoption.
• Change Execution & Adoption: Proactively support the delivery and adoption of change, including facilitating workshops, defining success metrics, assessing change effectiveness, measuring adoption and coordinating local knowledge management plans. Partner with Programmes to develop local business readiness criteria ahead of going‑live with change initiatives. Hold programme and business leads to account for leader‑led change execution.
• Stakeholder Engagement & Communication: Anticipate stakeholder needs and potential areas of resistance to drive change outcomes, proactively identifying targeted mitigations. Coordinate change activities across relevant stakeholders and teams (HR, Communications, Programmes, Capability Leads, L&D, etc.), acting as a bridge between Programmes and local teams. Develop and oversee the implementation of local communications and engagement plans, including mapping key stakeholders, agreeing the engagement approach with business leaders and HR, and tailoring programme change narratives for local needs.
• Change Capability Building: Build a holistic change capability strategy and plan for assigned Operating Unit or Function, ensuring alignment to the enterprise skills framework. Develop and execute the change learning plan and curriculum with subject matter experts, partnering with Programme leads, Capability Leads, and HR to identify training needs and ensure appropriate training plans are in place, including measuring effectiveness. Coach and upskill business leaders on change management, holding them to account for role‑modelling change and culture and driving uptake in their Operating Unit or Function. Contribute to continuous improvement and knowledge sharing through the change management community of practice.
• Change Measurement, Risk & Benefits Management: Review and report on change outcomes and benefits, grounded in metrics, with clear return on investment and linked to business outcomes. Identify, document and support the mitigation of key change management risks within the assigned Operating Unit or Function, working effectively across workstreams to implement interventions and resolve issues.

• Proven track record of executing change programmes within complex, matrixed environments, demonstrating ability to operate effectively across diverse, global teams.
• Proficiency with portfolio‑level change management including prioritisation, sequencing and operating across interdependent transformations.
• Ability to translate an enterprise‑level change strategy and roadmap into an executable and measurable change and adoption plan for local deployment.
• Strong understanding of change management best practice, including tools, techniques and their practical implementation.
• Ability to effectively influence and navigate across a broad ecosystem of business stakeholders including Leaders and Line Managers, as well as fellow capability areas e.g. HRBPs, L&D, responsible for collectively delivering change.
• Strong communication and relationship‑building skills, with the ability to simplify complex messages on change and present to business leaders.
• Strong problem solving and planning skills, with the ability to work through ambiguity and adapt the delivery approach in a changing environment.

• PROSCI and/or APMG Change Practitioner certification preferred but not essential.
• Strong business acumen and understanding of business operations and operating model components, including structure, governance, processes and ways of working and ability to frame the change strategy within wider business objectives.
• Demonstrated ability to coach sponsors, cultivate change and culture champions and drive business accountability for change.
• Solid understanding of how people experience change and the drivers of change, with experience of embedding mindset and culture shifts across teams to sustain organisational and behavioural change.
• Strong data fluency with the ability to leverage analytics and insights to drive adoption, and proficiency with change management, collaboration, and digital adoption tools.

Haleon are committed to mobilising our purpose in a way that represents the diverse consumers and communities who rely on our brands every day. It guides us in creating an inclusive culture, where different backgrounds and views are valued and respected – all in support of understanding and best serving the needs of our consumers and unleashing the full potential of our people. It’s important to us that Haleon is a place where all our employees feel they truly belong.

During the application process, we may ask you to share some personal information, which is entirely voluntary. This information ensures we meet certain regulatory and reporting obligations and supports the development, refinement, and execution of our inclusion and belonging programmes that are open to all Haleon employees. The personal information you provide will be kept confidential, used only for legitimate business purposes, and will never be used in making any employment decisions, including hiring decisions.