高级人员变更管理分析师 - 巴哈马
Senior Analyst People Change Management - Caribbean
高级分析师 人类变革管理 - 加勒比海 （远程）高级分析师，人群变革管理领导和支持人们在银行内分配的主要转型项目和计划的变化管理努力。现任负责人提供指导和建议关于变革管理方法，通过过渡状态帮助利益相关者/受影响的选民，最终实现推动解决方案的愿望，使用和采用。主要责任分为行动，目标和最终结果 / 结果：1.行动 （动词）发展对象 / 它涉及什么 人们与副主任合作，改变分配的主要项目和计划的管理策略和计划，分析利益相关者，确定变化目标，评估对组合群体的影响 最终结果/成果以应对受影响群体的需求和担忧，确保在预算和时间框架内有效和高效地实施，使好处实现并成功采用。2.行动 （动词）伙伴 目标 /所涉及的项目利益相关者和赞助商/企业中小企业识别和评估变革倡议的人类影响，包括新技术，流程，结构和法规 3. 行动 （动词）确定和评估对变化的反抗/所涉及的内容 通过提供/开展个人和团体支持会议，识别可能解决方案，对潜在阻碍者最终结果/结果减少对变化结果的反抗/不利影响并实现改变倡议的战略目标。4. 行动 （動詞）协调对象/所涉足的内容 改变与变革合作伙伴，项目经理和企业赞助商的活动，确定明确的角色和责任以及保持定期沟通最终结果/成果以确保一致性，最佳采用和缓解变化度。5.行动 （动词）设计和实施目标/包括什么定制培训和辅导计划和材料，与人才获取和开发团队协作，如有必要，也许需要在某些情况下促进。最终结果/结果
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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. 2Masterful)
ii. Change Adaption (Stage. 2Masterful)
iii. Solution Orientation (Stage. 2 Masterful)
iv. Cultivates Connections (Stage. 2 Masterful)
v. Effective Communication (Stage. 2 Masterful)
vi. Nurtures Growth(Stage. 2 Masterful)
Originally posted on Himalayas