Job Title: People Change Manager
Location: Reading Area (Aldermaston moving to Green Park)
Job Type: Full-time contract, 18 Months
Work Model: Hybrid (2 days per week on site)
Summary:
• Support the delivery of a variety of large or complex HR projects across the business and take the lead on smaller, less complex projects.
Key Accountabilities:
• Support the delivery of HR projects on time and within budget taking the lead on smaller, less complex projects.
• Work collaboratively with the wider HR function to ensure understanding of any changes resulting in a smooth roll out across the business.
• Provide research to project lead and make recommendations on HR solutions to business requirements aligned to the people plan.
• Ensure HR initiatives are in line with best practice, legal and regulatory requirements etc. to support the delivery of improvements and build momentum for change, and challenge existing ways of working if they inhibit improvement.
• Build relationships with a variety of stakeholders across the business to ensure HR are working collaboratively with the business to understand the implication of any changes to the business and build this into the project ensuring line managers have the tools, information and knowledge of any changes.
• Maintain and promote high personal standards in environment, safety, health, security and quality and be a great team player.
Key Responsibilities:
• Support HR projects as a dedicated specialist ensuring provision of creative expert advice and guidance.
• Be the expert and escalation point for your area of specialism.
• Ensuring regular engagement with the business throughout the project lifecycle ensuring any concerns are escalated to project lead.
• Participate in discussions and negotiations with the Trade Unions (TUs) as required, and build the necessary relationships with local TU representatives.
• Provide support to the project lead ensuring project remains on track and that any risks to delivery have been escalated.
• Anticipate legal updates, ensure they are interpreted for our business and take action to maintain the service.
• Represent the organisation, where appropriate, on external forums and working groups.
Top 3 Essential Evaluation Criteria:
1. Experience of Employment Law/Policy and implementing contractual change
2. Experience managing a Transformational change through line managers
3. Experience pulling together tools and templates, being the SME in Organisational change.
Essential:
• Experience of Employment Law/Policy
• Implementing contractual change
• Experience managing a Transformational change through line managers
• Experience pulling together tools and templates
• An SME in Organisational change.
• HR transformation.
• Trade union engagement
• Stakeholder Management
• Managing change through others
• Experience getting materials out.
• Experience designing processes and working through them with line managers/employees.
• these would suit HRBPs, Employee Relations experts, or policy experts.
Desirable:
• TUPE experience would be useful
• CIPD would be great but not essential