Colt provides network, voice and data centre services to thousands of businesses around the world, allowing them to focus on delivering their business goals instead of the underlying infrastructure.
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Function: Chief Operations Office
Reporting to: Director Transformation & Enablement
Job Location: Europe
Hybrid working: full and part time options available
Why we need this role
As an Operations & Engineering Change Manager, your primary role is to drive and manage change initiatives within the O&E function. You will collaborate closely with cross-functional teams to ensure successful implementation of different types of change: from strategic shifts and business transformation to process and technological improvements. Your purpose is to facilitate smooth transitions, enhance operational efficiency, and maximise business outcomes for Colt.
What you will do
Maintaining an effective change management function involves:
Executive Sponsorship:
1. Activate visible sponsorship from senior executives to demonstrate leadership support for the change initiatives.
2. Engage executive sponsors in communicating the vision, rationale, and benefits of the change to all stakeholders.
Assessment and Readiness:
3. Conduct a comprehensive assessment of the function and the organisation's readiness for change, including culture, leadership alignment, employee capabilities, and potential barriers to change.
4. Identify main impacts and define key stakeholders, assessing their attitudes, perceptions, and concerns related to change.
Develop a Change Management Strategy:
5. Develop a tailored change management strategy that aligns with O&E’s change management framework, objectives and culture.
6. Define the scope, objectives, moments that matter and initiatives of the change management plan, incorporating feedback from stakeholders and subject matter experts, and keeping in close contact with the change management central team.
Communication Plan:
7. Develop a proactive and transparent communication plan to keep stakeholders informed and engaged throughout the change process.
8. Utilise multiple communication channels, including all hands calls, newsletters, emails, intranet portals, and interactive forums to share updates, address concerns, and solicit feedback.
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Stakeholder Engagement:
9. Engage with key stakeholders across the organisation, including leaders, frontline employees, support functions, and external partners.
10. Foster open dialogue, active listening, and collaboration to ensure that stakeholders feel heard, valued, and included in the change process.
Training and Development:
11. Plan and coordinate comprehensive training and development programs to equip teams with the knowledge, skills, and tools needed to succeed in the new environment, which may include role-specific training, coaching, and job aids to support employees in adapting to new processes, systems, and performance expectations.
Change Champions Network:
12. Activate and grow the existing network of change champions from different sub-functions and levels of the organisation to promote awareness, adoption, and advocacy for the change.
13. Empower change champions to cascade key messages, address concerns, and provide peer support to colleagues during the change journey.
Feedback and Continuous Improvement:
14. Solicit feedback from stakeholders at various stages of the change process to assess progress, identify challenges, and gather insights for continuous improvement.
15. Encourage a culture of learning and adaptability, where lessons learned from previous changes are leveraged to inform future initiatives.
Monitor and Celebrate Success:
16. Establish mechanisms for monitoring and measuring the success of the change management function, including key performance indicators (KPIs), milestones, and qualitative feedback.
17. Celebrate moments that matter, achievements, and success stories to recognize the efforts of employees, reinforce desired behaviours, and sustain momentum for ongoing change initiatives.
What we’re looking for
18. Worked several years closely with Operations and/or Engineering teams, understanding their ways of working, how their objectives are defined and what success looks like for them.
19. Experience in dealing with globally distributed teams in hybrid work environments.
20. Familiar with both incremental changes related to the introduction of new technologies/systems and/or processual shifts as well as organisational transformational changes.
21. Practice in dealing with different types of stakeholders, including those who may be extremely resistant to change.
22. Proven track record in combining strategic thinking with a “getting things done” attitude.
23. Ability to operate and influence at senior management level internally and externally.
24. Builds long-term relationships internally across different cultures; has exceptional interpersonal skills.
25. Builds partnerships with internal customers to meet mutual goals.
26. Excellent communication skills, both written and verbal.
27. Strong analytical skills and ability to structure and present information appropriately to different types of audiences.
28. Experience in activating change champions networks and community management.
Qualifications:
29. Relevant experience, knowledge or training required to perform the role effectively. Formal qualifications (e.g. degree, MBA) are welcome but not essential.
30. Has experience of operating and leading significant change projects and programmes.
31. Ideally has Change Management certification.
32. Ideally has led transformation projects at a manager or senior manager level.
What we offer you:
Looking to make a mark?
At Colt, you’ll make a difference. Because around here, we empower people. We don’t tell you what to do.
Instead, we employ people we trust, who come together across the globe to create intelligent solutions.
Our global teams are full of ambitious, driven people, all working together towards one shared purpose: to put the power of the digital universe in the hands of our customers wherever, whenever and however they want.
We give our people the opportunity to inspire and lead teams, and work on projects that connect people, cities, businesses, and ideas. We want you to help us change the world, for the better.
Diversity and inclusion
33. Inclusion and valuing diversity of thought and experience are at the heart of our culture here at Colt. From day one, you’ll be encouraged to be yourself because we believe that’s what helps our people to thrive. We welcome people with diverse backgrounds and experiences, regardless of their gender identity or expression, sexual orientation, race, religion, disability, neurodiversity, age, marital status, pregnancy status, or place of birth.
Most recently we have:
34. Signed the UN Women Empowerment Principles which guide our Gender Action Plan
35. Trained 60 (and growing) Colties to be Mental Health First Aiders