Senior Manager, Enterprise Change Management

Enterprise Change Management Head – Group Transformation Office

The Enterprise Change Management Head enables pragmatic, local adoption of the GTO’s value-creation initiatives (E2E Process Excellence, Disciplined Project Execution, Transformation Adoption, and Key Enablers Acceleration) so that new ways of working translate into measurable outcomes and become the norm for all employees. Reporting to the Group Transformation Officer, the role provides a lightweight, repeatable change approach (e.g., Prosci/ADKAR) and, above all, hands-on field support: stakeholder alignment, frontline-ready communications, training and coaching, change champion activation, community animation, and adoption tracking. The Enterprise Change Management Head partners with Category, Commercial, Manufacturing, Supply Chain & Functions teams—and maintains a regular alignment with the Communication team—to remove adoption barriers, reduce resistance, and accelerate time-to-value across the Group.

• Pragmatic Change Approach (Framework + Toolkit): Build and maintain a simple, scalable change framework (Prosci/ADKAR or similar) and ready-to-use assets (stakeholder map, impact assessment, comms pack, training plan, readiness checklist) that can be deployed consistently across GTO initiatives, without adding unnecessary overhead. Establish a practical way of working with the Communication team (core narrative, message validation, editorial cadence) to ensure consistent, high-quality communications across initiatives
• Local Adoption Enablement (Field Support): Work hands-on with Category, Commercial, Manufacturing, Supply Chain & Functions teams (including sites and local leaders) to translate global designs into local rollouts: clarify “what changes for me”, adapt messages and training to local realities, coach managers, activate change champions, and remove practical blockers to adoption. In close alignment with the Communication team, co-create and cascade manager toolkits, local communication packs, and engagement moments to reach all employee populations
• Communities of Practice (CoPs) & Collective Learning: Establish and animate cross-functional Communities of Practice on key GTO topics (e.g., Phœnix Adoption, Process Excellence, Digital Transformation) to foster knowledge-sharing, best-practice dissemination, and collective problem-solving among Global End-to-End Process Owners / Value Chain Leaders, project teams, functional leaders, and frontline relays. Leverage these communities as a catalyst for adoption through co-creation workshops, peer learning, and structured feedback loops (ideas, pain points, improvement proposals). Drive continuous improvement via practical community governance (cadenced forums, knowledge repositories, and targeted innovation challenges), ensuring scalable and sustainable adoption aligned with ExCom and Board expectations
• Adoption Tracking & Value Realization: Define adoption KPIs with initiative owners (usage, compliance, proficiency, cycle-time impact); set up feedback loops (pulse surveys, focus groups, digital analytics); identify resistance patterns; and drive corrective actions with initiative leads to accelerate time-to-adoption and sustain outcomes

What Success Looks Like

• Employees understand what is changing and why (clear “what’s in it for me”), and adoption is visible in day-to-day behaviors—not only in project go-lives
• Local rollouts are coordinated, manager-led, and consistent across sites/teams, with an active network of change champions supporting frontline needs
• Phoenix and other GTO initiatives reach targeted usage and proficiency levels within agreed timelines; training completion translates into sustained tool/process usage
• Resistance is surfaced early and handled pragmatically (root causes understood, countermeasures deployed), reducing escalations and rework
• A consistent change narrative and communication cadence is in place across initiatives (audience-segmented messages, manager cascade, local relays), enabled through regular alignment with the Communication team
• Communities of Practice are active and value-adding: regular attendance from key functions, reusable assets produced (playbooks, FAQs, templates), and improvement actions fed back into GTO initiatives to resolve adoption barriers at scale
• Adoption insights (KPIs + qualitative feedback) enable initiative owners and leadership to steer decisions and secure value realization (efficiency, quality, service, cost)

What You Bring

• 8+ years of experience in change management, transformation, or operational enablement roles, with proven delivery in complex, multi-stakeholder and multicultural environments
• Hard skills: change management methodologies (Prosci/ADKAR or similar) and practical application; stakeholder management and communication planning; training design and facilitation; community building and facilitation (workshops, CoPs, champion networks) and knowledge management (playbooks, FAQs, repositories); adoption measurement (KPIs, surveys, analytics) and storytelling with data (e.g., Power BI)
• Soft skills: strong influence without authority; empathy and active listening; pragmatic problem-solving; ability to simplify complex messages; resilience and adaptability in fast-changing contexts
• Education: Bachelor’s degree in Business, Psychology, Organizational Development, or related field required; Change Management certification (Prosci, CCMP, APMG) preferred
• Strong plus: experience in ERP/Phoenix or digital adoption, process excellence/value chain topics, and partnering with Category, Commercial, Manufacturing, Supply Chain & Functions teams (and Technology & Digital where needed) to drive end-user outcomes

Organizational Alignment

Collaborates with (internal): Enterprise Value Chain Head and Global End-to-End Process Owners / Value Chain Leaders, Enterprise Projects Portfolio Head (EPPH), Phoenix/Technology & Digital leads, Communication team, HR (Talent/Comms/Change), and leaders and local relays across Category, Commercial, Manufacturing, Supply Chain & Functions (including site management). The role also relies on an active ecosystem of change champions, subject-matter experts, and CoP members to co-create solutions and accelerate adoption.

Collaborates with (external): consultants, vendors, ExCom transformation stakeholders.

BIC World is an Equal Opportunity Employer. We strongly commit to hiring people with different backgrounds and experiences to help us build better products, make better decisions, and better serve our customers. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, veteran status, disability status, or similar characteristics. All employment is decided based on qualifications, merit, and business need.

BIC World is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, all resumes submitted by search firms to any team member at BIC via email, or directly to a BIC team member in any form without a valid written search agreement in place for that position will be deemed the sole property of BIC, and no fee will be paid in the event the candidate is hired by BIC as a result of the referral or through other means.