Change Manager - HR Transformation

• Lead the end‑to‑end change management workstream for a large‑scale, multi‑country HR transformation programme.
• Develop and execute a comprehensive change strategy and roadmap covering people, process, operating model, and technology impacts.
• Assess change impacts across core HR processes and translate these into actionable plans for colleagues and leaders.
• Facilitate scoping and business‑priority discussions for complex changes, engaging senior stakeholders and influencing decision‑making.
• Conduct stakeholder analysis and develop targeted, audience‑specific communication and engagement plans.
• Design and deliver innovative communication approaches, leveraging digital tools and channels to drive clarity, engagement, and adoption.
• Support or lead in the development and delivery of training strategy, training materials, and readiness activities to prepare colleagues for new processes and systems.
• Provide coaching, guidance, and oversight to junior change team members, helping them build change management capability and deliver high‑quality work.
• Manage cross‑programme dependencies and cumulative impacts, identifying risks, defining mitigation actions, and ensuring alignment with programme leadership and PMO.
• Develop and maintain project plans using standard project management tools, ensuring milestones, change deliverables, and readiness checkpoints are met.
• Lead or support workshops, design sessions, and stakeholder forums to drive alignment, gather insights, and build buy‑in.
• Produce key change artefacts including change impact assessments, stakeholder plans, communications plans, readiness assessments, and adoption metrics dashboards.
• Partner with senior HR and business leaders (Director level and above) to advise on people impacts, behavioural change needs, and cultural considerations.
• Conduct knowledge transfer, post‑implementation reviews, and lessons‑learned exercises to embed continuous improvement and strengthen change practice.
• Support Expleo Change leadership in developing frameworks, methodologies, and reusable change materials for wider organisational use.
• Champion a colleague‑centric approach, ensuring the transformation is understood, supported, and sustainably adopted.

• Undergraduate Degree or equivalent work experience

Desirable:

• Additional certification in Change Management (eg: APMG, Prosci/ADKAR)
• Related Post-grad qualification
• Experience in at least one of the following areas; project management, change management, communications, or training design and delivery.

• Significant experience delivering change across multiple HR transformation programmes, with strong knowledge of core HR processes and colleague impacts.
• 8–10+ years in Change Management, Transformation, or Organisational Development within large, complex environments (retail, FMCG, consulting, supply chain, digital).
• Proven experience leading change for large‑scale, global or multi‑country programmes in organisations of 20,000+ employees.
• Deep understanding of change management methodologies, including impact assessment, stakeholder management, readiness, and adoption.
• Strong knowledge of business process change, operating model shifts, and the impacts of system implementations.
• Demonstrated ability to influence and partner with senior leaders (Director level and above).
• Excellent client‑facing and stakeholder‑engagement skills, including experience working with senior management.
• Creativity in designing and delivering engaging change materials, communications, and interventions, using modern digital tools.
• Strong people‑management capability—able to coach junior team members, build capability, and design learning interventions that enable knowledge sharing and mentoring.
• High emotional intelligence and strong teamwork skills, able to collaborate across diverse functional and geographic teams.
• Innovative and bold thinker—able to challenge assumptions while maintaining discipline, structure, and quality.

• 8–10+ years' experience leading change across major HR transformation programmes, with multiple end‑to‑end cycles delivered.
• Deep knowledge of core HR processes (hire‑to‑retire, talent, performance, reward, learning, workforce administration) and an ability to translate process changes into colleague, manager, and HRBP impacts.
• Proven experience driving change for large‑scale, global or multi‑country HR implementations within organisations of 20,000+ employees.
• Strong understanding of HR operating model design, including shared services, CoEs, HRBP structures, roles, and ways of working.
• Experience supporting or delivering HR technology implementations, including impacts on data, processes, and user experience.
• Demonstrated ability to influence and partner with senior HR leaders (HR Directors, CoE Leads, Programme Sponsors).
• Expertise in change impact assessment for HR process redesign, policy changes, role changes, and service model transitions.
• Experience managing cross‑functional HR dependencies within complex transformation portfolios.
• Strong capability in driving readiness, adoption, and behaviour change across HR teams, line managers, and the wider organisation.
• Ability to design and deliver HR‑specific communications that simplify complex policy, process, and system changes for diverse employee groups.
• Experience creating and delivering HR training content, super‑user networks, and local change champion structures.
• Strong understanding of the employee lifecycle, colleague experience, change fatigue, and engagement drivers in HR transformations.
• Experience in applying structured problem‑solving to HR issues such as process friction, policy interpretation, role clarity, or operating model misalignment.
• Skilled at providing guidance and coaching to HR teams adapting to new processes, systems, roles, or service models.
• High proficiency in core HR analytics tools, reporting dashboards, and HR data concepts (e.g., data integrity, governance, security).
• Ability to work collaboratively across HR, IT, Payroll, Finance, and business leadership teams to ensure integrated delivery.

At Expleo, we are committed to providing a competitive salary and substantial benefits offering with unique wellbeing, financial and employee recognition programmes.

We pride ourselves on our diverse and inclusive culture and offer a variety of family friendly policies and enhanced leave to help you achieve a healthy work life balance.

By providing significant learning and development opportunities, we encourage individual growth and success throughout your career with us.

• Collaborative working environment – we stand shoulder to shoulder with our clients and our peers through good times and challenges
• We empower all passionate technology loving professionals by allowing them to expand their skills and take part in inspiring projects
• Expleo Academy - enables you to acquire and develop the right skills by delivering a suite of accredited training courses
• Competitive company benefits such as medical and dental insurance, pension, life assurance, employee wellbeing programme, sports and social events, birthday hampers and much more!
• Always working as one team, our people are not afraid to think big and question the status quo.

“We are an equal opportunities employer and welcome applications from all suitably qualified persons regardless of their race, sex, disability, religion/belief, sexual orientation or age”.

At Expleo, we understand that many people experience impostor syndrome throughout their lifetime, please do not let this discourage you from applying for this role. Our Talent Acquisition Team welcomes all CV’s and will consider your application in line with the values, requirements and role competencies.