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.

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)