Change & Culture Specialist

About the role

The Change & Culture Lead is a senior specialist within the Human Capital team, partnering with executives and project teams to drive people‑focused change across the business. The role translates strategic priorities into integrated change and culture programmes that build readiness, align leadership and embed sustainable ways of working.

Key responsibilities

• Lead the development and execution of integrated change and culture strategies aligned to business and Human Capital priorities.
• Partner with executives, sponsors, Human Capital Business Partners and project teams to embed the people side of change into strategic initiatives.
• Conduct stakeholder, change impact and readiness assessments to identify affected groups, adoption requirements, risks and potential resistance.
• Translate culture priorities into observable leadership and employee behaviours and develop engagement, communication and learning plans.
• Coach executives, leaders and change champions to communicate change effectively and support their teams through transition.
• Facilitate leadership alignment sessions, workshops and employee engagements to build commitment and accountability.
• Establish change methodologies, tools, templates and governance practices for disciplined execution.
• Build change capability across line leadership through learning content, toolkits and coaching.
• Define and monitor measures of readiness, adoption, sentiment and cultural impact, using data to evaluate interventions.

Required profile

• A relevant bachelor’s degree in Human Resources, Organisational Psychology, Organisational Development, Business or a related field.
• At least 7 years of experience in organisational change, culture transformation or organisational development, preferably in a complex, highly regulated environment.
• Proven ability to advise, coach and influence senior executives and lead enterprise‑wide change initiatives.
• Experience designing and facilitating leadership, culture and employee‑engagement interventions.
• Strong understanding of culture change, organisational behaviour, employee engagement and DEI principles.
• Ability to use qualitative and quantitative data to assess readiness, sentiment and adoption.