Project - HR Change & Communication Lead

HR Lead: This role supports the identified specific impacts on the organization and individuals based on the Business Impact Workshops as well as individual impact assessments. He or she also prepares and supports the execution of the HR plan and advises and collaborates with the OpCo Transition Manager, OpCo Change & Comms lead and functions impacted to achieve a successful transition of the HR challenges on the organisational adaptation (e.g. segregation of duties).

Change & Communication: This role ensures “connection to” and “feedback from” all layers in the OpCo in a formal and informal way. This will be done by keeping a pro-active and effective two-way engagement in the OpCo to manage and mitigate the impact of the BASE programme on the organisation. He or she will be supporting the process with a proven and tailored change approach, communications planning and delivery. The role is supporting the OpCo Transition Manager to achieve a successful transition through advising and collaborating on the change challenges and best practice approach. This includes the approach and execution of the training strategy and also supports the Regional Change & Communications Lead in establishing, maintaining and executing the Communications plan.

•Manage stakeholders on topics related to individual impact


•Prepare and conduct the individual impact assessments with OpCo Line Managers


•Prepare, assess and present recommendation and findings to OpCo Head of Departments for decision making; especially on gaps identified


•Participate in Change & Comm review sessions/ Change Impact reviews and drive impact related actions resulting from these sessions.


•Establish, maintain and execute the HR Plan (workload analysis, Job Descriptions update and Job Analysis)


•Provide input on HR related activities during cutover and go live


•Execute role in close cooperation with and in alignment to guidelines from Regional Change & Communications Lead


•Participate in meetings with their Regional counterparts as well as OpCo Project team meetings, and provide their updates in these


•Create stakeholder map and engagement plan for all relevant roles in the OpCo


•Together with the Regional Change & Communications Lead, Transition Manager and OpCo MT, conduct change impact workshops:

•Understand how changes affect the OpCo stakeholders


•Determine the impact of each of the changes against the roles


•Determine the change activities: Communication (1way/ 2way), Training



•Support setting-up a change and communication plan for the OpCo, including communication to the Region on progress of the OpCo


•Support setting-up a high level training plan


•Execute the change and communication plan through the different phases of the transition journey


•Prepare trainings as per plan: ensuring availability, invites in diaries, rooms booked, materials prepared, trainers informed, etc.


•Coordinate the execution of training and follow up


•Evaluate trainings, change interventions and communication


•Prepare and execute go live communication


•Execute role in close cooperation with and in alignment to guidelines from Regional Change & Communications Lead


•Participate in meetings with their Regional counterparts as well as OpCo Project team meetings, and provide their updates in these

•Local OpCo knowledge


•Work experience in HR (2-3 years), including thorough understanding of the organisational challenges, functional particularities


•Excellent skills in relationship building and collaboration at all levels of the organisation


•Good existing work relationships with all functions (functional leads and line managers)


•Excellent presentation skills and Excellent written and verbal English


•Good organisational skills


•Strong cultural awareness and versatility in styles


•Flexible and adaptable; able to work in ambiguous situations, dealing with complexity and time pressure


•Proactive in identifying and solving problems/issue


•Experience working within and implementing complex change projects, developing and delivering change strategy, plans and communications, and designing change interventions


•Solid understanding of how people go through a change and the change process

- 13 th payment, variable bonus, allownance
- Health care
- training plan

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