Job Overview

TE’s HR Project Management Office & Change Management team is seeking an experienced change and transformation professional to help drive significant HR change initiatives at pace for both short-term and multi-year journey engagements. As a Senior Change Management Manager for TE’s HR function, you will focus on the people side of change – including changes to business processes, systems and technology, job roles and organization structure.  The primary focus will be creating and implementing agile change management plans that engage our HR teams while minimize employe resistance and maximize employee engagement.  These change efforts will support ongoing business needs, as well as a multitude of HR transformation programs impacting a global audience.   This position is a strong, influential individual contributor who will work with teams across the TE HR Operating Model – both partnering with global teams driving changes and within regional teams implementing strategic initiatives. This eco-system of partners includes the HR Leadership Team, HR Communications, the HR PMO, HR Services, Technology, Analytics and Integration, HR COE Innovation Centers, HR Business Partners and Regional Partners, and business teams.  Hands-on HR experience, preferably as an HR Business Partner, is critical for success in this role.  Furthermore, as our HR change leader, this person will build change management capability across HR and build a community of change practitioners, ensuring that HR partners have the skills to lead their own change initiatives.  Finally, this person will be responsible for coaching people managers in HR to sponsor and lead changes within their teams.

Responsibilities

• Interface with internal HR clients/stakeholders to assess change impacts (for both HR and end users), organizational design and capability / learning needs with the goal of raising HR-related risks and ensuring all impacted audiences are prepared for upcoming process, structural and / or technology change; advises and challenges HR project sponsors and project leads, as needed 
• Identify potential people/behavior-related risks to project success (e.g., points of resistance, performance gaps) and key success factors (e.g., adoption measures/metrics), and plan interventions to mitigate the risks and achieve success factors
• Consult on large-scale, highly visible HR change management or transformation programs or initiatives including changes in organizational structure, HR lifecycle and work processes, the introduction of new kinds of work, and the implementation of new technologies by working closely with senior leadership to design, develop, direct, and deliver agile and scalable change initiatives at pace; providing practical change management strategies and tactics to enhance effective implementation or delivery; and monitoring and measuring the effectiveness of change programs
• Analyze change impacts and learning needs to develop holistic organizational change needs plans (HR and business engagement, communications, training deliverables needed with milestones, tasks, timeframes, and assumptions) that supports effective behavior change to meet project objectives for prioritized projects and initiatives
• Create and deliver effective HR and business engagement, communications, and learning deliverables according to an organizational change plan (OCM); partner with HR Communications to plan for critical communication needs
• Provide status reporting on OCM plan progress and risk/issue management and mitigation, partnering closely with TE HR PMO office as part of the ongoing HR operational cadence
• Create a program to drive change management skill building across the HR function while building a community of HR change practitioners; facilitate and coach HR people leaders through leading change within their teams

What your background should look like:

• Practice self-leadership and promote learning in others by building relationships with cross-functional stakeholders; communicate information and providing advice to drive projects forward; influence team members and project partners; listen and respond to, seek, and address performance feedback; adapt to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; create and execute plans to capitalize on strengths and develop weaknesses; and adapt to and learn from change, difficulties, and feedback
• Participates in the coordination, design and facilitation of workshops, working sessions, and meetings to align cross-functional teams and stakeholders
• Leads culture and climate assessments by partnering with clients to understand culture and/or climate and its impact on strategic goals or performance outcomes; performing assessments for cross-functional teams, work groups, or large and complex functions or organizations; and providing consulting and designing solutions to support strategic and cultural alignment

Required Skills & Qualifications

• Deep understanding of how people navigate change and the change process
• Experience leading large, global scale and multi-disciplinary change initiatives, with evidence of successes and learnings, with a preference on these being within the HR space
• Understanding of the HR lifecycle, common HR processes and typical services provided to support the business; preference for someone who has HR Shared Services experience
• Proven communication skills and the ability to clearly articulate messages through a variety of verbal or written formats for internal customers and partners up through senior leadership
• Ability to develop, maintain and influence stakeholder relationships
• Can work through ambiguity and make prioritization calls around multiple competing priorities
• Proactive, self-starter who can identify challenges and propose thoughtful, data-driven solutions
• Ability to navigate a matrixed work environment and operate independently with minimal oversight
• Quickly anticipate needs of others and serve as a trusted advisor to HR project and program teams
• Can deliver at pace while balancing competing demands
• Ability to drive analysis to understand root cause(s) and resolution once cause has been identified
• Highly motivated – willing to roll up your sleeves and get the job done, even in situations where the work is outside of the scope of your respective role

Minimal Qualifications

• Bachelors degree (or equivalent experience) in Organizational Development, Business, Behavioral/Social Science, Public Administration or related field
• Minimum six (6) years experience in organizational development, including but not limited to change management, organizational design, cultural transformation, and/or performance improvement
• HR experience or experience leading HR-related projects 

Short Description

Preferred Qualifications

• Masters degree in Organizational Development, Business, Behavioral/Social Science, Public Administration or related field
• Industry recognized OD or Change Management certification, related certification, or completion of related formal training program (e.g., Organizational Design, Change Management, Assessment Tools, Coaching, etc.)
• Six (6) years experience in change management
• Four (4) years experience working across multiple HR disciplines
• Four (4) years experience in process, program, or project management
• Four (4) years experience in cultural transformation
• Four (4) years experience working cross-functionally across departments, functions, or business lines
• Two (2) years experience coaching senior level executives

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Competencies