Change Management Coordinator

The Change Management Coordinator is responsible for supporting the planning, coordination, and implementation of organisational change initiatives, ensuring that employees are effectively prepared, supported, and guided throughout periods of change.

Reporting to the HR Manager, the incumbent will work closely with management and employees to assess the impact of organisational changes, develop and implement change management strategies, facilitate communication, address employee concerns, and minimise resistance to change.

The role will play a key part in ensuring that organisational changes are implemented effectively while maintaining employee engagement, productivity, and business continuity. The incumbent will support the business in navigating changes relating to organisational structures, business processes, policies, systems, roles, and ways of working.

1. Organisational Change Management

• Develop and implement change management plans to support organisational transformation and business improvement initiatives.
• Assess the impact of proposed changes on employees, teams, roles, responsibilities, and working practices.
• Identify potential employee concerns, risks, and challenges associated with organisational change.
• Develop strategies to prepare employees for change and support them throughout the transition.
• Work with the HR Manager and management to ensure that change initiatives are aligned with business objectives and HR policies.
• Monitor the implementation of change initiatives and recommend interventions where required.

2. Employee Engagement and Change Communication

• Develop and coordinate communication plans to ensure employees receive timely, accurate, and consistent information regarding organisational changes.
• Assist management in communicating the purpose, benefits, implications, and expected outcomes of proposed changes.
• Facilitate employee engagement sessions, consultation meetings, workshops, and feedback sessions.
• Ensure that employees have appropriate opportunities to raise concerns, ask questions, and provide feedback.
• Prepare change communication materials, presentations, employee notices, frequently asked questions, and management briefing documents.
• Promote transparency, trust, and employee participation throughout the change process.

3. Managing Employee Resistance and Readiness

• Identify and assess employee resistance to change and develop appropriate strategies to address it.
• Support employees in understanding and adapting to new organisational structures, policies, processes, and responsibilities.
• Work with managers to identify employees who may require additional support during periods of change.
• Provide guidance to managers on addressing employee concerns and communicating change effectively.
• Monitor employee sentiment, engagement, and readiness to adapt to organisational changes.
• Escalate significant employee concerns, risks, and implementation challenges to the HR Manager.

4. Human Resources Support During Organisational Change

• Partner with the HR Manager to assess the HR implications of organisational changes.
• Support change initiatives involving organisational restructuring, role changes, departmental realignment, revised reporting lines, and changes to working arrangements.
• Assist with the development and implementation of HR change management frameworks, guidelines, and procedures.
• Ensure that employee-related changes are managed consistently and in accordance with company policies and applicable labour legislation.
• Work with relevant HR stakeholders to identify training, development, and employee support requirements arising from organisational changes.
• Support consultation and communication processes relating to organisational changes, including restructuring where applicable, under the guidance of the HR Manager.
• Maintain appropriate documentation and records relating to change management activities.

5. Manager and Leadership Support

• Equip managers with the tools, guidance, and communication resources required to lead their teams through change.
• Advise managers on employee engagement and change readiness within their respective teams.
• Facilitate management briefings to ensure consistent understanding of change objectives and implementation plans.
• Support managers in identifying and addressing employee concerns that may affect the successful implementation of change.
• Encourage leadership accountability and active participation in change initiatives.
• Provide feedback to the HR Manager regarding management and employee readiness for planned changes.

6. Training and Employee Development

• Identify employee training and development needs arising from organisational changes.
• Coordinate change-related training, awareness sessions, and employee development initiatives.
• Support the development of training materials to help employees understand new processes, policies, roles, and responsibilities.
• Facilitate employee orientation and awareness sessions where changes affect existing working practices.
• Evaluate the effectiveness of change-related training and recommend improvements where necessary.

7. Change Implementation and Sustainability

• Develop change implementation plans, timelines, stakeholder engagement plans, and employee support activities.
• Coordinate HR-related change management activities across relevant departments.
• Monitor the progress of change initiatives against agreed objectives and timelines.
• Evaluate the effectiveness of implemented changes through employee feedback, management input, and relevant performance indicators.
• Identify lessons learnt and recommend improvements to future change initiatives.
• Develop strategies to reinforce changes and encourage the long-term adoption of new ways of working.

8. Reporting and Administration

• Prepare regular reports for the HR Manager on the progress and effectiveness of change initiatives.
• Track change management activities, employee readiness, stakeholder engagement, training completion, and identified risks.
• Maintain accurate documentation of change plans, communication activities, feedback, and implementation outcomes.
• Identify emerging employee relations concerns arising from organisational change and escalate these to the HR Manager.
• Maintain confidentiality when handling sensitive organisational and employee-related information.

• Bachelor's degree or National Diploma in Human Resources Management, Industrial Psychology, Organisational Development, Business Management, or a related field.
• A relevant qualification or certification in Change Management would be advantageous.
• At least 3–5 years of relevant experience in Human Resources, organisational development, organisational change management, or a related field.
• Demonstrated experience supporting organisational change initiatives and employee engagement processes.
• Experience developing communication plans and supporting employees and managers through workplace changes.
• Experience in stakeholder engagement, employee consultation, training coordination, and change implementation.
• Knowledge of employee relations and the HR implications of organisational restructuring and changes to roles or reporting structures.
• Experience in a telecommunications environment would be advantageous.