Head of Change Management

  • Senior-level, Full-time staff position
  • Posted on 26 March 2020
  • Copenhagen, Denmark
  • Closing on 15 April 2020
  • Current

Job Description

Background Information - PCG
The People and Change Group (PCG) is based at the UNOPS Headquarters in Copenhagen. Its mission is to empower effective leadership and high-performing talent as well as to enable business transformation pursuit of organizational excellence and a culture of innovation. We are bringing together more than 30 experienced professionals in organisational design, recruitment outreach, talent management, learning management, and change management. All of us have a passion for achieving results and building innovation into our way of doing business. In a truly multicultural atmosphere, we work in a dynamic, flexible team-based approach and thrive to get things done.
Background Information - Job-specific

The role of the Head of Change Management reports to the Director, People and Change Group and supports the organization to adopt new ways of working, through how we organize, how we work, the skills our people develop, how we embrace digital technologies and how we embed innovation. The role will oversee, ensure, and enable the appropriate and consistent application of the UNOPS change management approach and its associated methodologies and tools. This role leads and enables the assessment of the prevailing environment, scoping and definition of change across multiple projects to ensure outcomes and expected benefits are clearly articulated and that agreed work is aligned to the overall project/initiative.

The role requires the ability to drive a transformational agenda and connect digital strategy to organizational and talent strategies.

The Head of Change Management will engage in a high level of collaboration across a number of work plans to improve our organizational effectiveness and ultimately strengthen UNOPS competitive position as a partner of choice in sustainable development and project services.

Functional Responsibilities
1. Change management team leadership
  • To establish the annual work plan for the change management team, in collaboration with the PCG leadership team and stakeholders, set objectives, performance measurements, standards and results expected.

  • To monitor implementation of the team’s annual work plan, oversee progress and ensure the delivery of results as planned and according to expectation.

  • To promote teamwork and collaboration by providing the team with clear direction, objectives and guidance to enable them to perform their duties responsibly, effectively and efficiently.

  • To plan, recruit and develop a flexible workforce with the skills and competencies needed to ensure optimum performance, and ensure gender and geographical diversity.

  • To foster a positive work environment, respectful of both men and women, and ensure that the highest standards of conduct are observed.

2. Change visioning

  • To work with senior stakeholders to define and lead organisational transformation, including digital transformation initiatives. To lead corporate change programmes, and / or regional or group change management programmes to support strategic objectives.

  • To collaborate with project sponsors/stakeholders to ensure the business case for change is clearly defined and documented.

  • To assess change drivers and translate them into viable programmes/projects with clear vision and objectives.

  • To advise on change management strategy, based on situational awareness of the details of the change and the groups being impacted by the change.

  • To lead the prioritization of change projects and initiatives with guidance from the People and Change Group leadership team.

  • To lead the application of the UNOPS change management approach and methodology to identify potential risks, anticipate points of resistance and develop specific plans to mitigate or address concerns.

  • To ensure the availability of relevant tools, information and knowledge for the change programme, through supervision of data collection, research, analysis and presentation of information from diverse sources.

3. Stakeholder management

  • To lead the development of actionable and targeted change management plans including communication plan, sponsor roadmap, training plan and resistance management plan.

  • To lead change readiness assessments, evaluate results and ensure findings are presented in a logical and easy-to-understand manner.

  • To provide support and advice to senior leaders and other key stakeholders to increase understanding of how people experience change and the process of transition.

  • To provide information and advice to key stakeholders to keep them up to date with progress, issues and developments in the change programme, providing appropriate briefings to enable informed decision making regarding the planned approach.

4. Change implementation

  • To curate a network of UNOPS experts and resources with complementary skill sets to provide dedicated support for change management engagements.

  • To provide advice to UNOPS country offices on issues of people, process, technology and organizational structure, to maximise the effectiveness of the change programme.

  • To identify and monitor Key Performance Indicators (KPIs) to monitor change progress.

  • To provide advice to key stakeholders to drive the implementation of work plans for the projects identified in change programme.

  • To lead the change management team to deliver specific work items through development, facilitation and consolidation of high quality project deliverables.

  • To develop and implement the required actions to manage the impact on people as a result of change, in consultation with the PCG colleagues and IPAS HR.

  • To ensure change related risk across projects (people, operations, organisational) are within desired levels by managing and leading the identification of risks; highlighting impacts associated with the change, development of mitigation plans with associated business case and benefits; and facilitating informed discussions about change related risks to key stakeholders.

5. Knowledge management and innovation

  • To drive continuous improvement in the UNOPS Change Management approach through sharing of examples, development of new tools etc.

  • To lead change network meetings, providing insights on emerging issues.

  • To lead the consolidation and dissemination of lessons learnt and best practices in change management.

  • To build relationships and partnerships with private sector and other non-UN organizations with an aim to stimulating innovation in the change management team and network.

About the Organization

UNOPS is an operational arm of the United Nations, supporting the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to help people build better lives and countries achieve sustainable development.

UNOPS areas of expertise cover infrastructure, procurement, project management, financial management and human resources.

Working with us

UNOPS offers short- and long-term work opportunities in diverse and challenging environments across the globe. We are looking for creative, results-focused professionals with skills in a range of disciplines.

Diversity

With over 4,000 UNOPS personnel and approximately 7,000 personnel recruited on behalf of UNOPS partners spread across 80 countries, our workforce represents a wide range of nationalities and cultures. We promote a balanced, diverse workforce — a strength that helps us better understand and address our partners’ needs, and continually strive to improve our gender balance through initiatives and policies that encourage recruitment of qualified female candidates.

Work life harmonization

UNOPS values its people and recognizes the importance of balancing professional and personal demands.

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