Change Manager

Change, Change Manager, Integration, Acquisition, Company Integration, Programme Change, Change Outcomes, Interventions, Change View, Programme View, Mergers, Acquisitions and post-merger integration, M&A, Oxford, Hybrid. We are looking for an experienced Change Manager to support the integration of a company acquired in June. The role will work across the programme, helping each workstream understand what is changing, what it needs to achieve, how success will be measured and what is needed to make the change stick in business as usual. This role needs someone who can move comfortably between the detail and the bigger picture. They need to understand what is happening within individual workstreams, join the dots across the programme and turn impacts into practical action, while giving leadership a clear view of readiness, adoption and people risk. Core Responsibilities

• Define change outcomes. Agree what needs to change and what success looks like. Be clear about the behavioural, process and capability changes required, how they will be measured and who will own them in business as usual.
• Maintain the programme change view. Bring together impacts across teams, processes, systems and behaviours. Track readiness, adoption risks and emerging themes, join the dots across workstreams and surface the areas that need action or a decision.
• Design and coordinate interventions. Turn impacts into practical, targeted action. This may include communications and stakeholder engagement, leader and manager support, learning and training, FAQs, job aids, hypercare, reinforcement and business-as-usual handover.
• Leverage existing capability. Identify and use the relevant learning, communications, procedures, tools, templates, support models, communities, subject-matter experts and business owners already available.
• Establish adoption and embedding. Agree meaningful measures of readiness, capability, process adoption, system use, feedback, manager confidence, support demand and sustained business performance.
• Provide a clear programme view. Give leadership a clear and concise view of people impact, readiness and adoption, including the risks, dependencies and areas where decisions or support are needed. What success looks like
• Each workstream is clear about what it is trying to achieve, how success will be measured and who is responsible for making the change stick.
• Material impacts have clear mitigation and support plans.
• Existing capability is used wherever it meets the need.
• Adoption and embedding measures form part of programme governance.
• Leadership has a clear view of readiness, adoption and people risk.
• Ownership of new processes, systems and ways of working is clear and transfers effectively into business as usual. Relevant experience Whilst this role supports a current integration programme, we are interested in people who have experience navigating the complexity that often comes with acquisitions, divestitures and other large-scale business change. We are looking for someone who can work comfortably at both workstream and programme level, helping leadership understand the bigger picture whilst ensuring practical change activity happens where it is needed. Experience of complex integration and multi-workstream change is important. This could include:
• Mergers, acquisitions and post-merger integration.
• Operating model redesign and organisational restructuring.
• Large-scale technology transformation, ERP or enterprise platform implementation.
• Business process transformation and standardisation.
• Shared services, centralisation or global ways-of-working programmes.
• Functional transformation across areas such as Finance, HR, Legal, Supply Chain, Commercial or Operations.
• Multi-workstream programmes involving interdependent people, process, technology and governance changes.
• Global or geographically dispersed change affecting multiple regions, business units or stakeholder groups.
• Experience of programmes where several changes were happening at the same time and the scope, plans or requirements continued to evolve. What we are looking for
• Strong hands-on experience of delivering change within complex transformation or integration programmes.
• Someone who can move from assessment and strategy into practical delivery.
• Experience of completing change impact and readiness assessments and turning the findings into clear action.
• The ability to work across multiple workstreams, join the dots and make dependencies and emerging themes visible.
• The confidence to work with senior leaders, managers, project teams and the colleagues affected by the change.
• Experience of measuring whether change has genuinely landed and become embedded, rather than relying only on completed activities or training attendance.
• Someone who writes clearly and succinctly, uses normal language and makes complexity understandable.
• Good judgement, pragmatism and the ability to adapt as priorities and programme needs evolve. Role is an initial 6 month contract, £650 - £750 per day (Inside IR35/Umbrella), Hybrid split of time in the office and remote. Please send me your CV for an immediate review or confidential conversation.