As the Lead for Organizational Transformation & Culture, you will lead the initiative to embed the organization's new cultural identity. Your mission is to bridge the gap between high-level transformation strategy and the daily reality of employees. You will act as the "connective tissue" between the strategic roadmap and People Development & Learning (PD&L) execution, ensuring that organizational changes are supported by robust change management and a strong learning culture.

Key Responsibilities

1. Driving the Culture Pillar

- Culture Decoding & Adoption: Design and deploy initiatives to anchor new behaviors and "Ways of Working" defined within the transformation framework.

- Efficiency Program Relaunch: Lead the local activation of productivity programs to drive operational efficiency (prioritization, meeting effectiveness, data access) and optimize time management.

- Leadership Model Implementation: Support the rollout of the new leadership model, ensuring it is translated into actionable expectations at every level of the organization.

2. Change Management & Strategic Communication

- Change Strategy: Develop and execute comprehensive change management plans for structural projects, such as new role definitions and future skill taxonomy transitions (PROSCI/ ADKAR nice to have).

- Internal Engagement: Partner with HR Business Partners and Internal Communications to create compelling narratives that inspire and engage employees around the transformation journey. Identify the potential barriers that will prevent adoption and alignment across the organization.

- Insight Integration: Leverage Pulse internal employee engagement survey results and cultural data to continuously refine culture-building actions and change management strategy.

3. Bridging Transformation & Learning (Capability)

- Mentoring & Development: Oversee the launch of mentoring and coaching programs resulting from leadership assessments to support internal mobility.

- Future Skills Alignment: Translate emerging skill requirements identified by the strategy team into concrete learning pathways within the learning and development catalog.

- Project Governance: Ensure rigorous tracking of human-centric transformation KPIs, including adoption rates, individual development plan completion, and leadership training impact.

4. Stakeholder Management & Ecosystem Synergy

- Cross-Functional Alignment: Work in close collaboration with the Transformation and PD&L leadership teams to ensure total alignment of the people agenda.

- Primary HR Point of Contact: Serve as the main contact for HRBPs regarding cultural transformation initiatives and tools.

Candidate Profile

Experience & Skills: 8-12 years of experience

- Change Management Expertise: Proven track record in managing large-scale organizational transformations (knowledge of ADKAR or similar methodologies).

- Advanced Project Management: Proficiency in project steering tools, including milestone tracking, budget monitoring, and multi-stakeholder coordination.

- Strategic Communication: Strong storytelling skills with the ability to create high-impact presentations for senior leadership.

- HR Knowledge: A background in Learning or Talent Management is a significant advantage to effectively bridge both functional areas.

Soft Skills:

- Agility & Resilience: Comfortable navigating ambiguity and fast-paced environments.

- Influencing Skills: Ability to drive results and gain buy-in across different departments without direct hierarchical authority.

- Growth Mindset: A passion for people development and organizational evolution.