The Change Manager supports the Senior Manager, Strategic Initiatives Support in designing, developing, and executing the Bank's Change Management Strategy and Plans for all Strategic initiatives, and broader organizational transformation efforts. This role ensures that the "people side" of change, including shifts in processes, systems, technology, job roles, and organizational structure is managed effectively to maximize employee adoption, minimize resistance in achieving the desired business outcomes and benefits.

Change Strategy and Planning
1. Develop and execute a comprehensive, structured Organizational Change Management (OCM) methodology and framework aligned with the Bank’s Project management standards.
2. Create integrated Change Management Plans for all Strategic Initiatives, covering key areas: stakeholder management, communication, training, resistance management, and sponsorship.
3. Conduct formal Change Impact Assessments to identify how specific projects (both IT and non-IT) will affect various employee groups, job roles, and business processes.

Communication and Engagement
4. Design, coordinate, and execute communication plans to keep stakeholders informed about the nature, timing, and rationale of changes.
5. Collaborate closely with Project Sponsors and Senior Management to ensure they fulfill their role as active and visible change sponsors.
6. Facilitate focus groups, town halls, and engagement sessions to gather feedback, address concerns, and build buy-in across the Bank.

Training and Capability Building
7. Work with subject matter experts (SMEs) to define the knowledge and skill gaps resulting from the change.
8. Oversee the development and delivery of targeted training programs and materials (such as job aids, guides, workshops) to ensure employees are ready and able to perform their new roles and use new tools/processes.



Adoption and Resistance Management
9. Develop and implement a resistance management strategy to identify potential points of resistance and proactively address employee concerns.
10. Define and track adoption metrics (such as utilization rates, proficiency levels) to measure the success of the change intervention.
11. Conduct readiness assessments before and after change implementation to determine organizational preparedness and sustained adoption.

OCM Governance and Maturity
12. Contribute to the maturation of change management capabilities across the Central Bank, including mentoring project managers and business leads on change principles.
13. Ensure all change management activities are compliant with the Bank's internal policies and regulatory requirements.
14. Report on the progress of change activities and associated risks to the Senior Manager and relevant steering committees.

1. A Bachelor’s degree in Organizational Development, Business Administration, Human Resources, Communications, or Psychology or related field from a reputable university.
2. Full professional qualification(s) in Change Management such as Prosci Certification, APMG Change Management Practitioner, or equivalent.
3. A Professional Project Management Certification such as PMP, PRINCE2 is an added advantage.

1. At least six (6) years’ experience leading change management efforts for large-scale, complex projects in a Financial Services, Regulatory or Public Sector environment dealing with both technical (IT) and non-technical (Policy, Process, Organizational) changes.
2. Demonstrated track record of applying a structured change management methodology (such as ADKAR, Kotter) from end-to-end on multiple projects.
3. Experience in designing and delivering effective communication plans, training strategies, and resistance management tactics for an organization of the Central Bank's size and complexity.

OCM Expertise Competencies
1. Change Methodology: Deep practical knowledge of OCM principles, methods, and tools for assessing, planning, and executing change.
2. Impact Analysis: Exceptional ability to diagnose and quantify the "cost" and nature of organizational change impacts on roles and teams.
Interpersonal Competencies
1. Executive Communication: Outstanding ability to clearly articulate the case for change and communicate complex concepts to all levels, from front-line staff to the Executive team.
2. Influence & Negotiation: Proven ability to influence and coach senior leaders to actively sponsor change and overcome organizational resistance.
3. Training Design: Ability to conceptualize and design effective adult learning programs related to process and system changes.
Strategic Competencies
Organizational Awareness: In-depth understanding of the Bank's structure, culture, and key business processes, allowing for tailored change interventions.

Register / Login to apply for this job

Register Login