As Head of Strategic Change Management, you will own and shape the organization’s enterprise-wide change management capability. This is a senior, organization-based role working closely with the C-suite and executive leadership to ensure strategic, cultural, and structural change is delivered sustainably across the business. Rather than operating on a project-by-project basis, you will establish a coherent, repeatable strategic change framework that enables leaders to successfully lead transformation. Acting as a trusted advisor, you will work autonomously to influence senior decision-making, embed change capability at leadership level, and ensure people-related change supports long-term business strategy. 

Key Responsibilities 

Enterprise Change Strategy & Governance 

• Define, own, and continuously evolve the organization’s strategic change management framework, ensuring consistency, scalability, and alignment with business strategy

• Establish enterprise standards, methodologies, tools, and governance for managing change across the organization

• Advise the C-suite and senior leaders on the people, cultural, and organizational implications of strategic initiatives, transformations, M&A, and operating model changes 

• Translate business strategy into clear change roadmaps that guide leaders through complex, multi-year transformation journeys

• Ensure change management is embedded as a leadership discipline, not treated as a standalone project activity

Leadership & Behavioral Capabilities 

• Highly credible advisor with the presence and confidence to challenge and influence C-level stakeholders

• Comfortable working autonomously with minimal direction, setting strategy and priorities independently

• Strong systems thinker with the ability to connect business strategy, culture, structure, and people outcomes

• Pragmatic and impact-driven, balancing strategic thinking with practical execution

• Resilient and effective in complex, ambiguous, and fast-paced environments

Advisory & Organizational Change Enablement 

• Build strong partnerships with HR, People & Culture leadership, M&A / PMI teams, Communications, and other key functions

• Lead organization-wide change impact assessments across structures, processes, culture, leadership behaviors, and people systems

• Design and oversee transition strategies that enable leaders and employees to move successfully from current to future state

• Establish mechanisms for leader and employee involvement to strengthen ownership, trust, and commitment

• Ensure alignment between change, culture, leadership expectations, and desired behaviors

Communication, Engagement & Culture 

• Shape the strategic narrative for change in partnership with Communications, ensuring clarity of purpose, consistency, and emotional resonance

• Guide leaders in delivering authentic, high-impact change communication

• Ensure feedback loops are embedded to capture employee sentiment, concerns, and readiness at scale

• Champion a culture of transparency, adaptability, and continuous improvement

Capability Building & Change Maturity 

• Build organizational change capability by partnering with Learning, Leadership & Development to strengthen leadership change competence

• Develop enterprise-level toolkits, playbooks, and guidance that enable leaders to lead change autonomously

• Sponsor initiatives that build long-term change resilience, including leadership communities, peer learning, and best-practice sharing

Measurement, Insights & Continuous Improvement 

• Define and monitor enterprise-level KPIs to assess change effectiveness, adoption, and cultural impact

• Use qualitative and quantitative data (e.g., pulse surveys, focus groups, engagement metrics) to identify risks and opportunities

• Provide clear, actionable insights to senior leaders and executive teams

• Capture lessons learned and embed them into future strategic change approaches