TheHiveCareersSenior Analyst People Change Management - Caribbean (Remote)
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Senior Analyst People Change Management - Caribbean (Remote)
George Town, Cayman Islands
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Job Openings Senior Analyst People Change Management - Caribbean (Remote)
About the job Senior Analyst People Change Management - Caribbean (Remote)
Senior Analyst People Change Management - Caribbean (Remote)
The Senior Analyst, People Change Management leads and supports people change management efforts for assigned major transformation projects and programmes within the Bank. The incumbent provides guidance and advice on change management methodology, assisting stakeholders / impacted constituents from the current state through a transition state and finally implementation to drive the desire, usage, and adoption of the solution.
MAIN ACCOUNTABILTIES
Main responsibilities, broken down by action, objective and end result / outcome:
1. Action (verb)
Develops
Object / what it involves
people change management strategies and plans for assigned major projects and programmes, in collaboration with the Associate Director, analysing stakeholders, defining change
objectives, and assessing impacts on constituent groups
End result / outcome
to address the needs and concerns of impacted groups to ensure effective and efficient implementation within budget and timeframes, enabling benefits realization and successful adoption.
2. Action (verb)
Partners
Object / what it involves
With project stakeholders and sponsors / business SMEs to identify and assess the people-related impacts of the change initiative, including new technologies, processes, structures, and
regulations
End result / outcome
to better understand the needs, expectations, and concerns of each stakeholder group and how these can be mitigated for those affected by the change to enable optimum adoption and business
realisation of benefits.
3. Action (verb)
Identifies & assesses
Object / what it involves
Resistance to change by providing / undertaking individual and group support sessions, identifying possible resolutions to potential blockers
End result / outcome
To reduce resistance / adverse effects on the change outcome and deliver on the strategic objective of the change initiative.
4. Action (verb)
Coordinates
Object / what it involves
change activities with change partners, project managers, and business sponsors, establishing clear roles and responsibilities and maintaining regular
communication
End result / outcome
to ensure alignment, optimum adoption and mitigate change saturation.
5. Action (verb)
Designs & implements
Object / what it involves
tailored training and coaching programmes and materials, in collaboration with the Talent Acquisition & Development team as required and maybe required to facilitate on occasion.
End result / outcome
to enable employees to acquire the necessary knowledge and skills for successful change adoption.
6. Action (verb)
Facilitates
Object / what it involves
the consistent presentation of new process and technology design elements in all media (internally & external), e.g., presentations to be delivered at meetings, web sites, memos, speeches, print, etc. in collaboration with Marketing & Communications
End result / outcome
to ensure all users understand and accept impacts on roles, policies and business impacts to minimize any potential organizational obstacles and educate audiences (including customers) of the change.
7. Action (verb)
Contributes & supports
Object / what it involves
to the people change management practice development initiatives, including the development of new methodologies, tools, and emerging
change techniques
End result / outcome
To enhance the quality and effectiveness of change management within the Bank.
QUALIFICATIONS & EXPERIENCE
Experience / Knowledge
• A minimum of 5 years of banking experience, with experience in some aspects of the people change management.
• Previous experience facilitating collaborative design sessions (remote and in- person) utilising innovative techniques and tools, e.g., design thinking, people change management, MURAL, SharePoint, Teams, etc.
• Previous experience leading organizational change management activities, e.g., communications, stakeholder impact, training, workshops, design- thinking sessions, etc.
• Experience interacting and negotiating buy-in with staff at all levels of the organisation, including executive stakeholders.
• Good Knowledge of the Bank’s people change management strategy, principles, and underpinning methodologies.
• Knowledge of the functional complexity, business objectives and overall operations of the Bank.
• Good understanding of most of the Bank’s major systems, e.g., Fiserv Signature, TSYS, FSM, etc.
Required Qualifications
• Certificate in People Change Management from PROSCI or another recognized change management body.
• College diploma or undergraduate degree in human resource management or other suitable discipline would be an asset.
CORE COMPETENCIES
Core Competency & Level of Proficiency
i. Client Orientation (Stage. 2 Masterful )
ii. Change Adaption (Stage. 2 Masterful)
iii. Solution Orientation (Stage. 2 Masterful)
iv. Cultivates Connections (Stage. 2 Masterful)
v. Effective Communication (Stage. 2 Masterful)
vi. Nurtures Growth (Stage. 2 Masterful)
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Senior Analyst People Change Management - Caribbean (Remote)
\nThe Senior Analyst, People Change Management leads and supports people change management efforts for assigned major transformation projects and programmes within the Bank. The incumbent provides guidance and advice on change management methodology, assisting stakeholders / impacted constituents from the current state through a transition state and finally implementation to drive the desire, usage, and adoption of the solution.
\nMAIN ACCOUNTABILTIES
\nMain responsibilities, broken down by action, objective and end result / outcome:
\n1. Action (verb)\t\t
\nDevelops
\nObject / what it involves
\npeople change management strategies and plans for assigned major projects and programmes, in collaboration with the Associate Director, analysing stakeholders, defining change
\nobjectives, and assessing impacts on constituent groups
\nEnd result / outcome
\nto address the needs and concerns of impacted groups to ensure effective and efficient implementation within budget and timeframes, enabling benefits realization and successful adoption.
\n2. Action (verb)
\nPartners
\nObject / what it involves
\nWith project stakeholders and sponsors / business SMEs to identify and assess the people-related impacts of the change initiative, including new technologies, processes, structures, and
\nregulations
\nEnd result / outcome
\nto better understand the needs, expectations, and concerns of each stakeholder group and how these can be mitigated for those affected by the change to enable optimum adoption and business
\nrealisation of benefits.
\n3. Action (verb)
\nIdentifies & assesses
\nObject / what it involves
\nResistance to change by providing / undertaking individual and group support sessions, identifying possible resolutions to potential blockers
\nEnd result / outcome
\nTo reduce resistance / adverse effects on the change outcome and deliver on the strategic objective of the change initiative.
\n4. Action (verb)
\nCoordinates
\nObject / what it involves
\nchange activities with change partners, project managers, and business sponsors, establishing clear roles and responsibilities and maintaining regular
\ncommunication
\nEnd result / outcome
\nto ensure alignment, optimum adoption and mitigate change saturation.
\n5. Action (verb)
\nDesigns & implements
\nObject / what it involves
\ntailored training and coaching programmes and materials, in collaboration with the Talent Acquisition & Development team as required and maybe required to facilitate on occasion.
\n\n
End result / outcome
\nto enable employees to acquire the necessary knowledge and skills for successful change adoption.
\n6. Action (verb)
\nFacilitates
\nObject / what it involves
\nthe consistent presentation of new process and technology design elements in all media (internally & external), e.g., presentations to be delivered at meetings, web sites, memos, speeches, print, etc. in collaboration with Marketing & Communications
\nEnd result / outcome
\nto ensure all users understand and accept impacts on roles, policies and business impacts to minimize any potential organizational obstacles and educate audiences (including customers) of the change.
\n7. Action (verb)
\nContributes & supports
\nObject / what it involves
\nto the people change management practice development initiatives, including the development of new methodologies, tools, and emerging
\nchange techniques
\nEnd result / outcome
\nTo enhance the quality and effectiveness of change management within the Bank.
\nQUALIFICATIONS & EXPERIENCE
\nExperience / Knowledge
\n\u2022\tA minimum of 5 years of banking experience, with experience in some aspects of the people change management.
\n\u2022\tPrevious experience facilitating collaborative design sessions (remote and in- person) utilising innovative techniques and tools, e.g., design thinking, people change management, MURAL, SharePoint, Teams, etc.
\n\u2022\tPrevious experience leading organizational change management activities, e.g., communications, stakeholder impact, training, workshops, design- thinking sessions, etc.
\n\u2022\tExperience interacting and negotiating buy-in with staff at all levels of the organisation, including executive stakeholders.
\n\u2022\tGood Knowledge of the Bank\u2019s people change management strategy, principles, and underpinning methodologies.
\n\u2022\tKnowledge of the functional complexity, business objectives and overall operations of the Bank.
\n\u2022\tGood understanding of most of the Bank\u2019s major systems, e.g., Fiserv Signature, TSYS, FSM, etc.
\nRequired Qualifications
\n\u2022\tCertificate in People Change Management from PROSCI or another recognized change management body.
\n\u2022\tCollege diploma or undergraduate degree in human resource management or other suitable discipline would be an asset.
\nCORE COMPETENCIES
\nCore Competency & Level of Proficiency
\ni. Client Orientation (Stage. 2\tMasterful\t)
\nii. Change Adaption\t (Stage. 2\tMasterful)
\niii. Solution Orientation (Stage. 2 Masterful)
\niv. Cultivates Connections (Stage. 2 Masterful)
\nv. Effective Communication (Stage. 2 Masterful)
\nvi. Nurtures Growth\t(Stage. 2 Masterful)
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