At a Glance
- Tasks: Lead change management initiatives and ensure successful adoption of transformation projects.
- Company: Join a dynamic international FMCG business with a focus on innovation.
- Benefits: Competitive salary, career growth opportunities, and a collaborative work environment.
- Other info: Opportunity to work across multiple manufacturing sites and develop your leadership capabilities.
- Why this job: Make a real impact by driving change in a global organisation.
- Qualifications: Experience in change management and strong collaboration skills required.
The predicted salary is between 60000 - 80000 £ per year.
If you are ambitious, self-motivated, hardworking and a team player interested in growing your career with an International FMCG business, please read through our job opportunity.
Accountable for establishing and leading a consistent, scalable change management capability across the organisation, to enable successful adoption and sustained use of transformation initiatives. Sitting in the Transformation Office and reporting to the Group Transformation Director, this role partners with sponsors, project/programme managers, leaders and manufacturing site leadership to ensure the people side of change is planned and delivered in an integrated way with the technical side, so the organisation realises intended outcomes.
Key Responsibilities
- Build and lead the global change management capability.
- Stand up and evolve the Change Management functional group (e.g., practitioners/network) to support transformation delivery across manufacturing sites and functions.
- Define global standards, minimum requirements, templates and ways of working for change management across the transformation portfolio.
- Coach and develop change practitioners and a change network to apply a structured approach consistently.
- Enable effective sponsorship and leadership alignment.
- Prepare and equip the primary sponsor and sponsor coalition to fulfil the ABCs of sponsorship: Active and visible participation, Build a coalition, and Communicate directly with employees.
- Facilitate alignment with leaders on a shared definition of success and priorities for key initiatives.
- Partner with project/programme management for an integrated approach.
- Build strong working relationships with project/programme managers so the technical side and people side move forward in unison.
- Ensure change management plans and activities are integrated into project plans.
- Drive high-quality change planning and execution across initiatives.
- Ensure change work begins early by reviewing existing project documentation and partnering with the project manager to create a clear change profile using the 4 P’s (Project, Purpose, Particulars, People).
- Oversee change management planning and delivery to move impacted groups through ADKAR transitions (Awareness, Desire, Knowledge, Ability, Reinforcement).
- Ensure communication and training efforts are supported appropriately.
- Establish routines to assess readiness and resistance, and guide risk mitigation actions.
- Enable people managers to lead change locally.
- Equip manufacturing site and functional people managers to fulfil the CLARC roles (Communicator, Liaison, Advocate, Resistance Manager, Coach).
- Provide manager toolkits, talking points, and coaching so local leaders can reinforce adoption and sustain outcomes.
Key Result Areas
- Adoption and sustained usage of transformation changes across manufacturing sites and functions.
- Effective sponsorship and leadership alignment for priority initiatives.
- Integrated delivery with project/programme management.
- Change management capability and capacity built.
- Consistent quality of change execution across the portfolio.
Relevant & Quantifiable Measures
The role is group wide (excluding the S/4HANA Programme which has its own Change Management team). The role has no direct reports. Indirect reports would be the Change Management Practitioners and local Change Management network members. The role has no overall budget to manage but will need to ensure that any Change Management costs in relation to Prosci (Training and Licensing) stay within what is budgeted. There are approximately currently around 12-15 Tier 1 and Tier 2 projects and programmes that require Change Management expertise.
Behavioural Competencies / Personal Characteristics
- Influencing and relationship-building.
- Executive presence and coaching mindset.
- Collaboration and “one team” orientation.
- Comfort with ambiguity and pragmatism.
- Cultural intelligence.
- Resilience and persistence.
Technical Qualities and Competencies
- Change management / transformation expertise.
- Demonstrated capability leading change across multiple initiatives and stakeholder groups.
- Working knowledge of structured change management concepts and tools.
- Strong ability to partner with project/programme managers and embed change activities into project plans.
- Experience in manufacturing/operations environments.
- Familiarity with operational performance measures.
Qualifications
- Bachelor’s degree (business, engineering, HR, organisational psychology or related) or equivalent experience.
- Prosci training/certification preferred (or equivalent), with demonstrated application experience.
- Willingness to travel to manufacturing sites and functions as required.
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Organisational Change Manager in Manchester employer: McBride
As a leading UK manufacturer, we pride ourselves on fostering a dynamic and inclusive work culture that empowers our Engineering Technicians to thrive in a fast-paced production environment. With a strong focus on employee development, we offer comprehensive training programmes and career advancement opportunities, ensuring that our team members can grow alongside the company. Our commitment to innovation and excellence not only makes us a great place to work but also positions us at the forefront of the industry.
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Some tips for your application 🫡
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