Senior Change Lead - HR TOM - Circa 140k 12m FTC/ upto 1100 day rate inside IR35 Candidates must have experience of Leading on a Target Operating Model Design programme and this should be clear in the CV. Please state which project you have led or designed. The Client Based in London my client are a prestigious Professional services organisation boasting a workplace with cutting edge people that is moving with the modern ways working. Named as one of the leading professional services organisations places to work for 3 times in a row, the work environment attracts a seasoned professional who wants to be part of the best of breed. The firm is embarking on a strategically significant transformation initiative: the implementation of a Target Operating Model (TOM) for Global Support Functions. This initiative is designed to align operations with the firm's strategy. The project aims to deliver a consistent core service to partners and fee earners by prioritising the most value-added activities, while enhancing effectiveness through simplification of the operating model and the removal of duplicated roles, activities, and tasks. The new model will underpin objectives across client growth, operational excellence, and commercial discipline. This ambitious programme is part of a wider initiative that will design and deliver a new business professional operating model to support the firm in creating advantage for our clients. Job Overview This role will lead the change management work across a complex programme of work that is looking to transform our HR Operating Model. The HR TOM programme will look to: Centralise, standardise, and automate core processes in order to create a simplified and leaner operating model Reduce friction and unnecessary operational tasks for partners Bring high quality business partnering closer to our lawyers Clarify what services should be delivered from our operational hubs in India, Newcastle, and Warsaw Ensure that we are using AI to work more effectively Implement the HR digital roadmap and ensure benefits realisation Create and embed new ways of working and behaviours across the HR function. The HR TOM should ladder up to the enterprise Target Operating Model work that is currently underway, including aligning to strategic KPIs, actioning the design principles in its own TOM design, delivering the agreed business professionals service catalogue, and improving and simplifying end-to-end cross functional processes. The Senior Change Lead will lead the Change Management activities across the HR Target Operating Model programme and the portfolio of projects and programmes that sit within it (including implementation of Workday), ensuring that the change management activities are joined up and focused on realising the overall objectives of the TOM programme. Their focus will be to create and deliver a change strategy and plan that results in high levels of adoption and engagement (positive sentiment) across the different stakeholder and impacted colleague groups. They will also need to connect with Change Leads in other functional areas, including on the enterprise TOM work, to manage dependencies, leverage opportunities and ensure a consistent approach. They will need to influence and advise senior-level stakeholders, including partners, members of the HR leadership Team, team leaders, and Executive Leadership Group members. The Senior Change Lead will design and deliver the change strategy and approach for this programme. They will need to align and understand multiple related initiatives and create / advocate for a joined-up business change approach. The Change Strategy and plan should be designed to help the programme achieve and evidence delivery of its strategic outcomes and ROI / KPIs. What you will do: Create, execute and measure the success of an overarching change strategy and plan for the TOM programme, designed to release outcomes and people-dependent ROI Connect to and join up the change approach for interdependent initiatives across the firm Ensure there is a clear and compelling vision and case for change Complete stakeholder mapping and engagement planning Conduct detailed change impact assessment and incorporate the insights into your change plan in order to maximise adoption and positive sentiment Articulate persona change journeys (including impact and sentiment) across your portfolio and feed this into your change plan(s) Identify and resolve complex issues, risks, dependencies and opportunities related to the people side of the transformation diagnose and solve root cause Develop advocacy for the change top down, middle out and bottom up across the organisation You may manage a small team of change managers within your portfolio As required, support with selecting and managing change management services from third party suppliers Work with the Global Head of Change Management and your peer change leads to ensure that any change management work ladders up to the enterprise-level change strategy and is cognizant of and connected to other major change programmes happening across the firm Embed and evolve the firm's Transformation Framework and change methodology, bringing in external best practice and thought leadership Build change skill and understanding within and outside of the change team Your career experience so far: Demonstrable experience leading the end-to-end change management workstreams of complex, global programmes related to target operating model transformation across people, process and technology (in particular with Workday implementation) change Experience working as a senior level, client-facing management consultant. Thrives in complex, fast-paced, and uncertain / changing environments End-to-end experience of complex programmes, working from the initiation stages, through go live and to embedding Experience working in the professional services sector and ideally in a partnership environment Is a deep expert in change management, bringing in external best practice and driving innovation in CM Experience working with senior or C-suite level executives to design and deliver a change management strategy and plan Excellent stakeholder engagement, negotiating and influencing skills and a high level of emotional intelligence Is able to create clarity and align stakeholders around a common vision and plan Experience in effectively addressing deep change resistance Strong presentation, verbal and written communication skills with the ability to articulate complex ideas in easy-to-understand business terms to all levels of management including senior leaders Able to lead a high performing team The successful candidate will hold a Prosci, APMG (or equivalent) Change Management certification. You will be able to evidence how you take a proven, people-focused approach to developing an agile, change-ready organisation.