The Change Implementation Manager will:
- Form strategic partnership with your ideal business group to ensure stakeholder commitment and approval to Go-Live and achieve service stability to seamlessly transition to BAU.
- Employee and manager end-users (NSW state wide)
- HR and Industrial Relations (Blacktown and Sydney CBD)
- Shared Services payroll, compensation, employee administration and enquiries (Paramatta, Bankstown, Bathurst, Newcastle and Wollongong)
- Finance - Corporate and Schools (Sydney CBD)
- Form close working relationships with program delivery team members to cohesively deliver new SAP HR payroll processes, systems and capabilities.
- Identify barriers to the business initiative and apply a structured approach to create and deliver tactical and transitionary changes to effectively overcome these barriers.
- Lead change management activities that include stakeholder analysis, change impact assessment, business readiness assessment, create actionable change, communications and training deliverables, report change progress against measures of success and conduct post implementation reviews.
- Track measures of confidence against predefined target to gain key stakeholder endorsement and approval to Go-Live.
- Identify and project manage pre-release activities to be conducted by both the Program and affected directorates, as well as other dependencies with BAU changes post Release 1 Go-Live.
- Support development of detailed release management plans including cut-over schedule, critical release milestones, release management approval check-points, roll-back plans, resource plans, 'hyper-care' support plan and logistics management.
- Site management of HR/Payroll release activities and 'hyper-care' support to ensure execution against the detailed release management plan and operational activities to achieve service stability.
- Be the program representative in the customer feedback loop to identify and manage areas of service degradation that require improvements to the implemented solution (process, technology or training) to achieve required service level.
- Identify, investigate, manage and resolve risks, issues and dependencies.
- Ensure appropriate stakeholder engagement to effectively manage expectations and minimise resistance to the new system, drive faster adoption, utilisation and user proficiency.
- Develop a stakeholder engagement plan to provide sufficient notice for any staff resourcing required, contributing to program activities and ensuring timely employee and manager involvement to best prepare them for change.
- Provide constant updates on program progress and remain active and visible to their business stakeholder group.
- Manage change champion and super user networks to assist in sharing information and providing on-site support. In doing so, the Change Implementation Manager will identify suitable change agents and lead, educate, mentor and coach these change agents on change management throughout the change program.
- Support transitional processes and hyper-care support for go-live through to transition to BAU operations.
- Continually assess, identify, analyse, prepare risk mitigation plans and implement actions to manage anticipated Go-Live resistance.
- Build trusted advisor relationships and partnerships with stakeholders and SME influencers.
- Align change management and business implementation effort to optimise stakeholder engagement.
- Pragmatically apply change and operational management practices in a fit for purpose manner.
- Co-ordinate and support testing, communication and training efforts.
- Evaluate and ensure user readiness, acceptance and adoption of change.
- Coach and influence stakeholders and leaders in their role as 'active and visible sponsors' of change.
The Change Implementation Manager must be able to demonstrate:
- 10+ years' change and business implementation management experience delivering large scale and complex transformation programs.
- 10+ years' process improvement and systems implementation experience in a functional business unit: HR, payroll, finance, employee record management, workers compensation, call centre or shared services operations management.
- Knowledge of business performance improvement and change management principles, methodologies and tools obtained from big 4 consulting experience.
- Masters of Business Administration or other formal project, change or operations management accreditation.
- Previous experience working on a Payroll and Human Capital Management program.
- Ability to identify and profile change impacts, and design, create and implement appropriate fit for purpose tactical and transitionary changes to effectively overcome these impacts.
- Exceptional communication skills with the ability to communicate complex technical matters clearly, concisely and confidently at all organisational levels.
- Excellent project management skills to meet objectives on time and on budget.
- A solid understanding of SDLC and how people go through change and the change process.
- Excellent active listening skills and ability to establish and maintain strong relationships.
- Must be collegiate and able to work collaboratively with and through others.
- Ability to influence others to achieve common goals.
- Acute business acumen to continually reassess the greatest area of resistance and blockages to success, focus engagement attention on priority areas and solve underlying root-cause(s).
