Change Manager

PRIMARY PURPOSE 

Develop and create a change management plan that outlines the objectives, scope, and strategies for implementing change within the Bank. To facilitate and manage the process of organizational change effectively. This involves ensuring that changes are implemented smoothly, risk is mitigated and that Employees and Management are prepared and willing to adapt to new strategies, processes, technologies, or structures implemented by the Bank. The role will define and implement best practices for communication between teams and the business.

TECHNICAL COMPETENCY REQUIREMENT

• A strong understanding of change management principles, methodologies, and best practices
• Effective communication skills
• The ability to identify and engage with different stakeholders
• Problem Solving
• Project management
• The ability to motivate, influence, and drive change from the top down
• Analytical Skills
• Understanding of learning and development principles
• Organizational Culture Knowledge
• Legal and Regulatory Awareness
• Data and Metrics Management
• Cross-Functional Collaboration
• Resilience and adaptability

REQUIRED MINIMUM EDUCATION AND TRAINING

• Degree in the following field will be considered: business administration, organizational development, human resources, psychology, or a related discipline
• Project Management Professional (PMP) (certificate)
• Change Management certificate (advantage)

REQUIRED MINIMUM WORK EXPERIENCE

• 5 years’ experience in the role with a proven track record of successfully leading and implementing change initiatives.
• 3 years’ experience in the financial industry
• Financial industry regulatory and compliance knowledge

KEY PERFORMANCE AREA (KPA)

FINANCIAL MANAGEMENT

• Identify potential risks and develop risk mitigation plans to minimize the negative impacts of change.
• Ensure that the change adheres to all relevant laws, regulations, and industry standards.

OPERTIONAL EXCELLENCE

• Assess how the change will affect various departments, teams, and employees. Identify potential challenges and risks associated with the change and develop mitigation strategies.
• Oversee the actual implementation of the change. Ensure that the transition is as smooth as possible, and any disruptions are minimized. Monitor progress and make adjustments as necessary.
• Identify and address resistance to change. Work with individuals or groups who may be reluctant to accept the change and develop strategies to overcome resistance.
• Define key performance indicators (KPIs) to measure the success of the change initiative.
• If the change involves new technologies, work with IT teams to ensure a seamless integration and data migration.
• Continuously assess and refine change management processes and strategies based on lessons learned from previous changes.
• Provide ongoing support to employees as they adapt to the new processes or systems.
• Address any issues or concerns that arise after the change is implemented.

PEOPLE MANAGEMENT

• Adhere to departmental processes and communicate changes to the department.

CUSTOMER CENTRICITY AND STAKEHOLDER MANAGEMENT

• Collaborate with various departments, teams, and leaders to ensure that the change is aligned with the overall business strategy and objectives.
• Identify key stakeholders who will be affected by the change and assess their level of influence and interest.
• Develop strategies to engage and communicate with stakeholders.
• Collect feedback from employees and stakeholders to assess the effectiveness of the change and make necessary adjustments to the change management plan.
• Develop and execute a communication plan that keeps all stakeholders informed about the change, its purpose, and the expected benefits. This includes creating clear, consistent, and timely messages.

REPORTING AND DATA MANAGEMENT

• Regularly evaluate and report on the progress of the change, comparing it to the predefined objectives.
• Maintain records of all change management activities and produce reports for senior management, detailing the status of the change initiative.

LEARNING AND GROWTH

• Identify training needs and collaborate with learning BU to coordinate training programs to ensure employees have the skills and knowledge required to adapt to the change successfully.
• Take ownership for driving own career development by preparing own Personal Development Plan.

WORK CONDITIONS: OFFICE BOUND

CLOSING DATE: 25 JULY 2025