Change Manager
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Job Summary
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
