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 and Enablement
Job Location: Europe
Hybrid working: full and part time options available
Why we need this role
As an Operations and Engineering Change Manager, your primary role is to drive and manage change initiatives within the O and 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:
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Activate visible sponsorship from senior executives to demonstrate leadership support for the change initiatives.
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Engage executive sponsors in communicating the vision, rationale, and benefits of the change to all stakeholders.
Assessment and Readiness:
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Conduct a comprehensive assessment of the function and the organisations readiness for change, including culture, leadership alignment, employee capabilities, and potential barriers to change.
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Identify main impacts and define key stakeholders, assessing their attitudes, perceptions, and concerns related to change.
Develop a Change Management Strategy:
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Develop a tailored change management strategy that aligns with O and E's change management framework, objectives and culture.
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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:
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Develop a proactive and transparent communication plan to keep stakeholders informed and engaged throughout the change process.
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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:
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Engage with key stakeholders across the organisation, including leaders, frontline employees, support functions, and external partners.
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Foster open dialogue, active listening, and collaboration to ensure that stakeholders feel heard, valued, and included in the change process.
Training and Development:
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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:
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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.
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Empower change champions to cascade key messages, address concerns, and provide peer support to colleagues during the change journey.
Feedback and Continuous Improvement:
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Solicit feedback from stakeholders at various stages of the change process to assess progress, identify challenges, and gather insights for continuous improvement.
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Encourage a culture of learning and adaptability, where lessons learned from previous changes are leveraged to inform future initiatives.
Monitor and Celebrate Success:
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