Organisation & People Change Manager

As an Organisation & People Change Manager, you'll play a critical role in leading the successful end-to-end delivery of People change activities prioritised by the Partnership Portfolio which supports the Partnership Plan.

The types of work undertaken by the team include redesign & restructuring the organisation, unit/branch openings and closures, leading redundancy process end to end, leading any transfers in or out of the Partnership (TUPE).

This requires the team to be accountable for leading the successful end to end delivery and for assuring all People change is applied within Partnership policies and employment law.

• Salary - £55,500 - £86,700,  As of the 1st April the salary range for this role will be £58,500 - £88,100
• Contract type - This position is a Permanent contract.
• Working pattern - The Partnership has adopted a hybrid working approach, meaning you'll be able to work a mixture between the office and home balancing the needs of the business. Office base location can be discussed between London or Bracknell. There will be occasional need to travel to other Partnership locations during projects.

Key Responsibilities

Team Leadership:

• Creates the right conditions for all Partners to be their best, make their best contribution and achieve their potential. Role model expectations and drive contribution conversations aligned to talent and succession plans.
• Provide mentoring and coaching to direct reports and project team members to build capability and ensure effective delivery of tasks and activities.
• Working with the People Change Lead, set clear direction and outcomes for the team, with the customer being at the centre of what we do.
• Define project resources required to deliver effectively against budget.

Change Design:

• Lead the People Change Consultants through all steps of change design including scoping, shaping, strategy, Partner approach, benefits quantification and organisation design and development.
• Support the diagnosis of issues, identifying Partner and organisation implications of change to confirm business outcomes.
• Lead the high level and detailed design of organisational structure, roles and processes, establishing future requirements and organisational fit.
• During design, identify any risks in adhering to Partnership policies, ensuring escalation of these risks to relevant governance groups/policy or proposition owners.
• Work with business leads to support consistent and effective design of change.

Change Delivery:

• Lead the execution of people change projects, providing subject matter expertise and taking an approach which balances effective delivery with risk to the Partnership.
• Demonstrate proficiency in applying our change and redeployment policies and processes, collaborating effectively across People teams and other stakeholders to deliver the agreed Partner and organisational change, ensuring an effective change experience.
• Shape appropriate plans, surfacing requirements and solutions to meet all agreed project deliverables.
• Identify, assess, and manage organisational change related risk and implement risk control practices to ensure compliance and informed decision making.
• Deliver excellent project monitoring and tracking, providing insight and data as necessary.
• Collaborate throughout change with business leads, key stakeholders within the People team including Senior/People Partners to keep them up to date on progress and to ensure any concerns are raised and acted upon.

Continuous Improvement:

• Adopt a CI mindset to ensure the services across the areas of accountability are optimised. Use data, insight and technology to recommend improvements.
• Evaluate People change deliverables post implementation and seek ways to drive continuous improvement, drawing in all relevant people teams, legal, business leads and SMEs.
• Keep up to date with external trends and insight to inform organisation design options, utilising the People Change Standards Manager to support best practice, tools and templates applicable to the change work

Personal Development:

• Role model the Partnership Behaviours and proactively invest in your own continuous professional development, both technically and personally. Drive your own contribution conversations and set and review your development goals regularly.
• Participate in the Partnership’s democratic channels and encourage others to do so.

Essential skills/experience you'll need

• A subject matter expert of organisation design and HR change delivery 
• Proven experience of leading project planning and delivery for large/complex change projects
• Knowledge of policies and employment law (Particularly Partnership Policies)
• Expertise and recent experience of Redundancy and TUPE, including relevant Employment Law
• Experience of team leadership (either directly or matrix)
• Commercial awareness and financial acumen
• Change leadership skills

Desirable skills/experience you may have

• Related professional qualifications or degree
• Organisation development experience
• People management and leadership skills
• Experience in change management

We’re the largest employee owned business in the UK and home of our cherished brands, John Lewis and Waitrose. We’re not just employees, we’re Partners, driven by our purpose to build a happier world. As we look to our future, there’s never been a more exciting time to join us.  

We’re ruthlessly focused on being brilliant at retail. We continue to innovate, adapt and diversify. Never Knowingly Undersold on price, quality and service in John Lewis and passionately serving food-lovers in Waitrose.   

As Partners we all share the responsibility of ownership and in its rewards. We use our voices to contribute to our success, working together through the good and challenging times, holding true to our behaviours and treating everyone with kindness and respect. 

We all own making the Partnership somewhere we belong. Embracing our differences and creating an environment where we’re free to be ourselves and can THRIVE. Growing ourselves individually, and as a collective. 

As Partners, we make all the difference. And, we all own it.  

Important points to note:  

It’s important to note that some of our roles are subject to pre-employment vetting (which may include DBS checks for successful candidates). If required, you’ll be informed and provided with information about vetting during the recruitment process and we encourage you to complete any vetting documents quickly to avoid delays. Any DBS checks required will be carried out by a third-party registered body and financial probity checks may also be required for some of our roles.  

We occasionally close vacancies early in the event we receive a high volume of applications, and therefore, we recommend you apply early. If you require a reasonable adjustment due to a disability which means you may need longer to complete your application please contact us as soon as possible.

We want all of our Partners to have a good work-life balance and we support flexible working. This might mean flexible or compressed hours, job sharing or shorter hour contracts, where possible. Please discuss this further with the hiring manager during your interview. 

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