Change Management and Culture Lead

Job Description

Pact Overview
At the heart of Pact is the promise of a better tomorrow. The promise of a healthy life. Of dignified living. Of sustainable natural resources that benefit communities. Now more than ever in its 42-year history, Pact is helping millions of people who are poor and marginalized discover and build their own solutions and take ownership over their future.

Pact enables systemic solutions that allow those who are poor and marginalized to earn a dignified living, be healthy, and take part in the benefits that nature provides. Pact accomplishes this by strengthening local capacity, forging effective governance systems, and transforming markets into a force for development

Department Overview
The Office of the CEO, contributes to realizing this purpose by developing and implementing Pact’s strategy and oversees all operational and financial matters of the organization. The team consists of a small group of professionals dedicated to supporting Pact’s President and CEO with decision-making, day-to-day management of the organization, and execution of strategic priorities. The Office of the CEO interacts with staff from a wide cross-section of the organization and leads many of the most high-profile initiatives the organization embarks upon. This office also supports the CEO with Board of Director engagement and staff communication as well as oversight of Pact’s subsidiaries.

Position Purpose
Pact’s 2021 Strategic Plan will require that the organization fundamentally transform itself. To succeed in its transformation, Pact will need to shift individual and collective mindsets and behaviors to intentionally develop widespread understanding, commitment, and alignment to Pact’s future state. With that in mind, Pact is creating a new Change Management and Culture Lead position to provide (1) needed guidance and support to the CEO and other senior leaders; (2) facilitate the full realization of the change management and culture road maps currently in place; and (3) design, develop, and apply interventions to address predictable and unpredictable human dynamics.
The Change Management and Culture Lead will coordinate and oversee efforts to build commitment to and ultimately realize Pact’s 2021 Strategic Plan and ensure that all staff are prepared for the transformation. The Change Management and Culture Lead will focus on managing the human aspects of executing change as Pact’s transformation is planned and executed. He or she will be responsible for leading the development of the change management and culture strategy plan and communications. The Change Management and Culture Lead will work to ensure that these deliverables are completed and integrated into the overall Pact transformation plan and that assessment data collected on the human side of change influences the transformation plan.

Key Responsibilities

• Building Organizational Commitment—Foster all levels of the organization to commit to achieving Pact’s transformation. This includes articulating levels of commitment needed, assessing commitment, and planning the actions necessary to drive higher levels of commitment from key individuals and groups of Pact constituents.
• Cascading Sponsorship—Understand the structural integrity of Pact sponsorship cascades and relationships within them including processes for extending the reach of sponsorship from the initiating sponsor to all levels of Pact change targets. This goes beyond initial enrollment activities and includes the planning and execution of activities that will ensure a strong sponsorship network remains in place throughout Pact’s transformation.
• Developing Strong Sponsorship Skills—Work directly with Pact sponsors at multiple levels to help strengthen their individual sponsorship skills.
• Stakeholder Analysis and Management—Identify key Pact stakeholders (individuals and groups) who will play a key role in Pact’s commitment to the transformation. Plan and execute actions and interventions that drive greater levels of commitment.
• Communications Strategy and Planning—Develop overall communications strategies and plans to support Pact’s commitment to its intended future state. This includes a multi-channel portfolio of communications that are delivered over an extended period of time.
• Communications Construction and Delivery—Craft and deliver individual, compelling, consistent communications “events” called for in the communications plan.
• Execution Risk Management—Identify factors that could jeopardize realization of critically important change endeavors, including Resolve, Understanding, Commitment, Alignment, Adaptation Capacity, Resistance, Involvement, Trust, Change Roles, and Culture. Develop and execute risk mitigation plans. Enable the tough conversations that need to happen to manage these risks.
• Assessing and Architecting Culture—Articulate the desired mindsets and behaviors that must be in place for Pact’s transformation to be fully realized. Assess Pact’s current culture versus the desired culture to ascertain the overall degree of consistency and to identify specific gaps that need to be addressed. Work closely with Pact leadership to declare the degree of culture shift necessary to achieve realization and to be sure that need is clearly stated in the overall Pact strategic intent. Develop and execute a plan that will drive sponsors and targets to understand, embrace, and institutionalize the desired mindsets and behaviors.
• Assessing Adaptation Capacity—Periodically assess Pact’s adaptation capacity and change load. This includes the ability to understand constituencies that will be affected by specific changes; to understand the nature, degree, and timing of that impact; and to share that perspective with those Pact constituencies in a timely manner so that capacity risk can be mitigated. It also calls for a portfolio view of changes and impacts for key Pact constituencies to create a complete view of the change load for potentially overloaded groups of Pact change targets. As necessary, options for mitigating overload should be presented to sponsors; these options may include delaying some changes, taking things off individual plates, and preparing groups of targets for changes in order to provide a sense of indirect control.

Basic Requirements

• Bachelor’s degree with 15 years of experience or a Masters with 12 years of experience.
• Superior understanding of change management concepts.
• Ability to problem solve, manage conflict, and build relationships with people at all levels of the organization.
• Energetic, decisive, and creative forward thinker.
• The Change Management and Culture Lead will need be analytic, challenging, mindful, articulate, a communicator, build relationships, mirror information with empathy, observant, display emotional intelligence, accepting, and confidential.

Preferred Qualifications
The ideal candidate will have the following characteristics:

• Fully embraces the overall Pact vision
• Is focused on and committed to Pact’s transformation and constructively confronts any perspective or action that compromises it
• Accepts the core of who s/he is as part of the value offered to Pact
• Is mindful of creating a presence that authentically conveys his/her character
• Is regarded as highly credible within appropriate areas of Pact
• Establishes her/his role and authority quickly
• Forms a strong working relationship with the Pact CEO as well as other key leaders
• Serves as a trusted advisor to key leaders
• Is confident in his/her capabilities and presents herself/himself well
• Values working from the shadows and does not cater to external validation
• Trusts his/her own instincts enough to invent solutions for problems never before encountered
• Demonstrates a level of experience and comfort with the international aspects of Pact’s business
• Deals well with ambiguity and uncertainty
• Demonstrates personal resilience
• Is organized and detail-oriented
• Balances initiative with patience

Pact is an equal opportunity employer and does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, genetic information, age, membership in an employee organization, or other non-merit factors

To apply for this position, please click link: http://pactworld.force.com/careers/VanaHCM__Job_Detail?Id=a33f10000015Fxl

About the Organization

At the heart of Pact is the promise of a better tomorrow. The promise of a healthy life. Of a decent livelihood. Of sustainable natural resources that benefit communities. Now more than ever in its 42-year history, Pact is helping millions of people who are poor and marginalized discover and build their own solutions and take ownership over their future.
Pact enables systemic solutions that allow those who are poor and marginalized to earn a dignified living, be healthy, and take part in the benefits that nature provides. Pact accomplishes this by strengthening local capacity, forging effective governance systems, and transforming markets into a force for development.