People & Culture (HR) Change Manager

We are currently looking for a People & Culture (HR) Change Manager. This role will be based at Scottish SPCA Headquarters in Dunfermline with a flexible blend of home working. If this sounds like a role you would be interested in, please read on for more information.

Hours – Full time - 35 hours per week

Salary – £46,445 per annum

Contract Type – Fixed Term Contract for 12 months

About the Scottish SPCA: As Scotland’s animal welfare charity, we have been on-hand to protect animals and prevent cruelty since 1839 – that’s over 184 years of creating a better world for all animals. We’ve grown to become a national charity which celebrates the strength of the human-animal bond and enriches the lives of animals and people. We are Scotland’s animal champions.

What does a People & Culture (HR) Change Manager do? The successful candidate will be responsible for leading on the people elements of strategic transformation projects across the Society, ensuring that people change is delivered effectively, in line with agreed people principles, and that colleague experience of change is at the heart of delivery. It’s an exciting time to join the Scottish SPCA People & Culture team. This role offers lots of variety and the opportunity to make a real difference in one of Scotland's most prominent charities, and the communities and animals it serves.

Overview of main duties and responsibilities:

• Change Management Strategy & Delivery: Develop and implement change management frameworks, strategies, and plans to support people-related transformation initiatives. Identify potential risks and resistance points, creating mitigation strategies to ensure project success. Lead multiple complex People projects autonomously and concurrently with the support of the Head of People Partnering and People Leadership team. Identify, monitor, and articulate change impact as part of any change management framework and strategy. Define, develop, and communicate success metrics for change management, which includes the development of data metrics.
• Employment Legislation Knowledge: Provide stakeholders with up-to-date employment legislation advice on a range of P&C topics including, but not limited to, employee relations, industrial relations, and people change processes. Under the direction of the Head of People Partnering, support the wider People & Culture team on a range of legislative people-related activities including taking a hands-on approach in formal meetings.
• Stakeholder Engagement: Build strong relationships with senior leadership, managers, and colleagues to ensure buy-in and alignment with change initiatives. Act as a trusted adviser to stakeholders, providing insights on the human impact of change.
• Communication and Training: Work closely with the Communications Team to support the design and execution of communication plans that articulate the vision, purpose, and benefits of change initiatives clearly and effectively. Develop, with the support of the people development team, and deliver training programmes, workshops, and materials to prepare employees and leaders for change adoption. Coach and develop leaders to ensure change initiatives are led effectively.
• People Experience and Culture: Promote a culture of adaptability and innovation by embedding organisational values, people change principles, and Society behaviours into all change initiatives. Coach, influence, and hold to account stakeholders to do so. Support the people experience team in monitoring employee engagement, particularly through change activity.
• Project Leadership and Support: Collaborate with wider organisational project teams (including Transformation Programme Director and Project deliverers) to integrate change management activities into project plans. Focus on being the people project lead and providing strong strategic leadership on various change management programmes. Measure and report on the success of change initiatives and employee satisfaction. Define success metrics and monitor performance throughout change activity. Recognising that change is rarely linear, the ability to project lead with agility while being adaptable to the shifting change needs of the society. Work closely with the Head of People Partnering to develop change frameworks, documentation, templates, and guidance to build resilience for future change initiatives. Evaluate lessons learned from change initiatives and refine processes to improve future change efforts. Stay up to date with best practices and emerging trends in change management and HR transformation.

What makes a good People & Culture (HR) Change Manager? A strong ability to manage multiple complex projects concurrently, identify and mitigate related risks and issues, and demonstrate a responsive and agile approach to change delivery. You will have a strong understanding of employment legislation including hands-on employee relations/industrial relations experience. This role will work closely with the People Leadership team and the wider organisational Senior Leadership team and requires experience communicating and engaging at all levels up to, and including board level. This role requires a significant record of strategic change delivery, the ability to work autonomously with minimal direction, be agile, and thrive working at pace within a high-performing People and Culture team.

We are fortunate that some of our roles attract a high level of interest; therefore, we may have to close roles earlier than advertised. Early application submissions are highly recommended. This also means that we cannot provide individual feedback to unsuccessful candidates due to receiving high levels of applications. The Scottish Society for Prevention of Cruelty to Animals is an Equal Opportunities Employer. We recognise that a diverse and inclusive workforce is essential to achieving our core mission.