The vision – an HR function that actively shapes business strategy, harnesses the power of digital enablement, delivers seamless employee experiences, accelerates productivity and innovation, and creates exceptional growth opportunities for our people. To bring this vision to reality, our HR Operating Model (HROM) program is a comprehensive transformation that will redefine how we deliver value to the business and our employees. Led by the HR Transformation Office, program consists of four main workstreams – productivity enablement, data, people partnering and business partnering.

Change Management Lead – HR Transformation Program

Role Purpose

Lead the design, activation, and measurement of the change management strategy for the HR Transformation program, ensuring successful adoption across the organization through a coordinated network of change practitioners and activators.

Key Responsibilities

Strategy & Design

– Develop and own the enterprise-wide change management strategy for the HR Transformation program

– Define change success metrics, measurement frameworks, and reporting cadence

– Ensure alignment between change approach and program objectives

Activation & Execution

– Lead and coordinate Change Managers across four workstreams to ensure consistent, integrated delivery

– Support the HR Transformation Lead, CHRO and other HRLT members with senior business stakeholder interactions

– Build and activate a global network of change activators to drive local adoption

– Working with the communications lead, design and oversee stakeholder engagement, communication, and training strategies

– Identify and mitigate change risks and resistance across the transformation

Measurement & Continuous Improvement

– Together with the Program Office, track and report on change adoption metrics and program health indicators

– Conduct change readiness and impact assessments throughout the program lifecycle

– Provide insights and recommendations to the HR Transformation Lead and workstream leads

Required Experience

– Proven track record leading change management in large-scale transformation programs

– HR transformation experience strongly preferred

– Experience managing matrixed change teams and global stakeholder networks

– Strong knowledge of change management methodologies (e.g., ADKAR, PCI)