As a HR Change Lead you will take accountability for the end to end delivery of colleague impacting change initiatives and programmes across the whole of a business unit. You will work closely with the relevant Head of HR to ensure that initiatives and programmes are planned and resourced appropriately, whilst line managing a number of HR Change Managers in a matrix style of leadership. You will actively engage senior business stakeholders at key stages of the implementation, ensuring that progress against plan and key risks are reported.
The role will be based at our Head Office in Milton Keynes with travel across key sites as required.
On September 2017, it marked a year since Sainsbury's and Argos came together. What a fantastic year it’s been with over 90% of the population shopping in one of our stores during this time! We have delivered a strong performance, driven by our differentiated strategy, offering customers quality, value and choice across food, general merchandise, clothing & financial services.
It’s our aim to become the digital market leader in choice, value and convenience, so our HR teams are more important to us now than ever before. They’re the people who provide support across the business and drive the people agenda.
What you need to do:
Support the relevant Head of HR to prioritise, plan, organise and mobilise the delivery of change initiatives and programmes.
Lead and manage the end to end delivery of allocated colleague impacting change initiatives and programmes.
Collaborate effectively with Centre of Excellences (CoEs) and senior business leaders to develop an implementation approach and compelling case for change that is aligned to our corporate approach to change management and our strategic priorities.
Collaborate effectively with CoEs to develop relevant communications tools and materials that engage colleagues appropriately.
Manager the change programme plan and track and report progress for the initiative, taking action to address under performance.
Actively manage the risk register, ensuring that these are flagged appropriately to senior business leaders.
Collaborate effectively with CoEs and other HR Change Leads to develop a consistent, joined up approach where change impacts more than one business unit or where multiple changes impact the same business unit.
Take an active delivery role when required to ensure change is implemented consistently, to time and budget.
Identify the volume and skills requirements for pooled HR Change Manager resource and deploy it accordingly to successfully implement the HR change programme/initiatives.
Develop strong working relationships with senior business leaders at pace, quickly establishing credibility and a reputation as a trusted advisor with sound working knowledge of the change context.
Up skill HR Change Managers in project, change and agile methodologies to ensure that they are established as credible experts across the business.
Line manage HR Change Managers in a matrix style of leadership providing inspirational and motivational direction and purpose.
What you need to know:
A broad understanding of Human Resources
Understanding of project management and change management (internally and externally), including agile principles
Experience in leading and managing large scale change
Proven experience in leading large teams
Be commercially astute
Expert knowledge in at least one area of either generalist or specialist HR, supported by knowledge of relevant change methodologies and agile working practices.
CIPD qualified or part qualified preferred or equivalent experience
What you need to show:
Strong attention to detail
Excellent verbal and written communication
Ability to anticipate how others react to change and build effective plans
Coach others to consider implications and anticipate risks
Be able to articulate the overall picture to others
Flexible decision making style in a variety of contexts
Effective prioritisation, making decisions that adds value to the end goal
Set and articulate clear direction for the team
Positive about leading change and able to effectively deal with resistance
Coach people to deal effectively with change
Proactively manage upwards to get the direction that will have the biggest impact
Confident in facing into difficult conversations, remaining consistent in your message
Display and maintain high levels of energy to mobilise people across the business
What decisions I can make:
Challenge and influence the business areas on all aspects of change
Take lead on how to prioritise the workload cross functionally
The authority to make key strategic decisions