Change Manager

3. Role Purpose

The Change Manager (Mid-Level) is responsible for planning and executing structured change

management activities across NNE IN – drive wide transformation initiatives — including strategic

organisational cultural digital process and capability-building changes where required. This role

focuses on the practical delivery of change at scale enabling people teams and functions to adopt new

ways of working with confidence and consistency.

In this role you will be responsible for leading the change process itself as change does not happen on

its own—it must be continuously driven facilitated communicated and followed up on.

Management owns the changes and you will work closely with directors and people managers to design

and implement them.

4. Key Responsibilities

4.1 Change Strategy & Planning

Develop and execute structured change management plans for organisation-wide initiatives — operating

model changes digital transformation cultural shifts restructuring and policy rollouts.

Conduct enterprise-level change impact assessments and stakeholder analyses across functions & levels.

Design and apply change governance frameworks RACI models and structures for transformation

programmes.

Integrate change activities into broader organisational transformation roadmaps and strategic planning

cycles.

4.2 Stakeholder Engagement & Leadership Alignment

Engage stakeholders across all levels — leadership line managers and employees — to build trust

alignment and commitment.

Facilitate alignment workshops

Identify anticipate and proactively manage resistance across organization through structured

interventions.

Craft compelling change narratives that connect strategy purpose and employee experience.

Tailor messages to diverse audiences — Sr /Jr. Engineers Line Mgmt. & Leaders

4.3 Readiness Adoption & Behavioral Change

Execute readiness assessments

Design and execute mechanisms to embed change sustainably

Translate insights into actionable recommendations for leadership.

4.4 Change Capability & Continuous Improvement

Contribute to building NNE IN's internal Change Management

Mentor and uplift change adoption mindset across organization.

5. Qualifications & Experience

Essential

Bachelor's degree in Business HR Organisational Psychology Engineering Life Sciences or a related

field.

3–5 years of experience in agile change management organizational development & transformation.

Demonstrated experience supporting organisation-wide change initiatives (digital cultural operating

model process or capability) — not limited to single projects.

Working knowledge of structured change frameworks (Prosci ADKAR Kotter Bridges or equivalent).

Strong stakeholder engagement facilitation and communication skills across hierarchies.

Excellent written and verbal English; ability to craft narratives for both leaders and frontline audiences.

Preferred

Prosci / APMG / CCMP change management certification.

Experience in pharma life sciences engineering consulting or regulated industries.

Exposure to cultural transformation operating model design M&A integration or employee experience

programmes.

Familiarity with digital adoption platforms survey tools (Glint Peakon) and collaboration suites (M365

Viva).

Experience designing and facilitating large-scale workshops leadership offsites or culture interventions.

6. Core Competencies

Competency	Mid-Level Behavioural Indicators (Org-Wide Scope)
Enterprise Stakeholder Engagement	Builds trusted relationships across functions and levels; mobilises sponsors champions and influencers across the organisation.
Strategic Change Execution	Translates strategic intent into pragmatic scalable change plans that deliver adoption and measurable outcomes.
Analytical & Systems Thinking	Connects dots across people process technology and culture; uses data and frameworks to diagnose and design interventions.
Communication & Storytelling	Crafts clear compelling and audience-tailored narratives that inspire commitment and clarity through change.
Learning Agility	Adapts quickly to new contexts technologies and organisational shifts; brings curiosity and a continuous-improvement mindset.
Cross-Functional Collaboration	Partners seamlessly with cross disciplines to integrated change outcomes.
Behavioural Insight	Understands human responses to change; designs interventions that drive sustained behavioural and cultural shifts.
Growth Mindset	Embraces ambiguity learns from setbacks and elevates the change capability of those around them.

8. Working Conditions & Travel

All 5 days work from office

Employment Type : Full Time
Experience: years
Vacancy: 1