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Job Description Role Summary The Change Management Specialist is responsible for developing, implementing change management strategies, plans that maximize employee adoption, engagement, and enablement of required changes for Product Engineering Excellence everywhere. The role will work closely with stakeholders across Experian to ensure that a framework change is adopted, managed effectively and efficiently. This is a global role and work in a matrix environment with the regional teams to enable the business.
Knowledge, Skills and Experience Strong Communication and Interpersonal Skills - Excellent written and verbal communication skills are essential for change management. The ability to communicate clearly and concisely with a variety of audiences is essential for developing and implementing change management strategies and plans. Leadership - Must be able to lead and motivate others through change. Also able to build trust and rapport with stakeholders, and to create a sense of shared ownership and commitment to change. Problem-solving and analytical - Demonstrable skills to identify and solve problems, and to analyze data to make informed decisions. They must also be able to think strategically and to anticipate potential challenges Technical - Have a good understanding of change management methodologies and tools. They should also be familiar with the organization's technology systems and processes Empathy and understanding - Understand and empathize with the concerns of employees and stakeholders and able to build relationships and create a supportive environment for change. Flexibility and adaptability - Adapt to change and to work effectively in uncertain environments and think on your feet and develop solutions to unexpected challenges. Resilience and perseverance - Change management can be a challenging and demanding role. You must be resilient and persistent in the face of setbacks and challenges. Key Responsibilities • Develop and implement change management framework, strategies and plans for Product Engineering, including: o Assessing the impact of change on employees and stakeholders o Developing a framework (blueprint, playbook) for planning and execution of change o Supporting communication plans, working with Internal/External Branding and Communication Managers o Designing training strategy, supporting job aids and support to employees o Managing resistance to change • Work with Regional/BU leaders, HR/TA and Change specialists to integrate change management activities into their plans • Evaluate and ensure colleague readiness for change. • Manage stakeholders throughout the change process. • Support organizational design and definition of roles and responsibilities. • Coordinate efforts with other specialists, such as HR, IT, and communications. Qualifications Qualifications • 15+ years of experience in change management, in large global organizations (Industry and/or Consulting)• Experience working with Senior Leaders/Executives in influencing change • Experience with a variety of change management methodologies and tools • Prosci or equivalent change management certification is required • Prior consulting experience is preferable What you'll bring The Change Management Specialist is responsible for developing, implementing change management strategies, plans that maximize employee adoption, engagement, and enablement of required changes for Product Engineering Excellence everywhere. The role will work closely with stakeholders across Experian to ensure that a framework change is adopted, managed effectively and efficiently. This is a global role and work in a matrix environment with the regional teams to enable the business. Supporting objectives: • Increase employee awareness and understanding of Product Engineering Excellence through effective communication and engagement activities. • Build support for the change among leaders at all levels, employees, and stakeholders by demonstrating the benefits of the change and addressing any concerns. • Reduce resistance to change by identifying and addressing potential sources of resistance early on. • Facilitate the adoption of new technologies, processes, or ways of working by providing training and support to employees. • Improve employee morale and engagement throughout the change process by creating a culture of trust and transparency. • Ensure that the change is implemented on time and within budget by working closely with project managers and stakeholders. • Measure and report on the success of the change by tracking key metrics and providing regular updates to stakeholders.
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