Change Management Manager

Change Strategy & Planning: • Develop comprehensive change management strategies and plans for major strategic and transformation initiatives. • Assess the organizational impact of proposed changes across people, processes, technology, governance, and ways of working. • Develop change roadmaps aligned with project implementation plans and strategic objectives. • Identify change dependencies, organizational readiness requirements, and potential barriers to adoption. • Define clear change objectives, success measures, and adoption targets for each initiative. Change Impact & Readiness Assessment: • Conduct structured change impact assessments across affected departments, roles, processes, and stakeholder groups. • Assess organizational readiness before major implementations, launches, or operating-model changes. • Identify resistance risks and develop mitigation actions. • Establish mechanisms to continuously monitor employee readiness, sentiment, and adoption. • Work with project teams to ensure operational implications are understood before implementation. Stakeholder Management: • Identify key stakeholders and develop stakeholder engagement strategies based on influence, impact, and level of support. • Build strong relationships with senior executives, hospital leadership, physicians, clinical teams, nursing, corporate functions, and other affected stakeholders. • Support executives and senior leaders in acting as visible sponsors and advocates for transformation. • Facilitate workshops, leadership sessions, and stakeholder alignment meetings. • Establish and manage networks of change champions across hospitals, departments, and functions. Communications & Engagement: • Develop change communication strategies and communication calendars for transformation programs. • Translate complex transformation and technology initiatives into clear, practical messages for employees. • Develop communication materials including executive messages, presentations, FAQs, newsletters, awareness campaigns, and launch materials. • Coordinate with Corporate Communications and relevant departments to ensure consistent messaging. • Design engagement activities that build understanding, participation, and ownership of change. Training & Capability Building: • Identify capability and training requirements resulting from new technologies, processes, systems, or operating models. • Work with HR, Learning & Development, subject-matter experts, and project teams to develop appropriate training programs. • Support development of training materials, user guides, toolkits, and other adoption resources. • Coordinate train-the-trainer and change-champion programs where appropriate. • Assess training effectiveness and recommend corrective interventions where adoption remains low. Digital & AI Adoption: • Support organizational adoption of digital platforms, automation, analytics, AI, and other emerging technologies across Health. • Work closely with Digital, IT, AI, and business teams to understand how new solutions will affect existing roles and workflows. • Help clinical and corporate teams understand the practical benefits and implications of AI-enabled transformation. • Develop adoption strategies that address employee concerns regarding technology, changing responsibilities, and new ways of working. • Promote responsible and sustainable adoption of new digital and AI capabilities within day-to-day operations. Organizational & Behavioral Change: • Support changes to organizational structures, roles, governance mechanisms, decision rights, processes, and ways of working. • Identify behavioral changes required to achieve transformation objectives. • Develop interventions that reinforce desired behaviors and strengthen accountability. • Partner with HR on organizational design, leadership alignment, performance management, and capability-development initiatives where required. • Help embed a culture of continuous improvement, innovation, collaboration, and accountability. Change Execution & PMO Integration: • Integrate change management activities into overall program and project plans. • Work closely with Transformation Office / PMO teams to ensure change-related milestones are incorporated into implementation plans. • Maintain change management trackers covering stakeholders, communications, training, readiness, risks, and adoption. • Escalate significant organizational resistance or adoption risks to program leadership. • Support go-live preparation and post-implementation stabilization activities. Adoption Measurement & Benefits Realization: • Define KPIs to measure change effectiveness, adoption, engagement, and sustainability. • Develop dashboards and periodic reports for transformation and executive leadership. • Track indicators such as system utilization, process compliance, training completion, employee readiness, stakeholder sentiment, and behavioral adoption. • Conduct post-implementation reviews to identify adoption gaps. • Recommend interventions to improve adoption and ensure intended transformation benefits are realized.

• Bachelor’s degree in Business Administration, Organizational Development, Human Resources, Healthcare Management, Engineering, Information Systems, or a related discipline. • Master’s degree or MBA is preferred. • Change management certification such as Prosci, CCMP, or equivalent is an advantage. • Minimum 7–10 years of professional experience, with significant experience in organizational change, transformation, strategy implementation, digital transformation, or organizational development. • Experience working on large-scale enterprise transformation programs. • Healthcare experience, particularly within hospitals or healthcare groups, is strongly preferred. • Experience supporting digital transformation, ERP, AI, analytics, automation, or technology implementation programs is highly desirable • Strong understanding of structured change management methodologies. • Excellent stakeholder management and influencing skills. • Ability to engage confidently with senior executives and clinical leadership. • Strong communication, facilitation, and presentation capabilities. • Ability to translate complex transformation programs into practical organizational actions. • Strong understanding of organizational behavior and employee adoption. • Ability to manage resistance and work effectively in complex stakeholder environments. • Strong analytical and problem-solving capabilities. • Experience developing executive-level presentations and change dashboards. • Strong program and project management discipline. • Ability to manage multiple transformation initiatives simultaneously.