Strategic Change Manager

Job Function

People & Culture

The role

As a Strategic Change Manager within the People & Culture team, you will play a pivotal role in driving the successful enhancement of the company’s change management approach to deliver people-related change initiatives across the entire organization. You will partner with senior leaders, HR business partners, M&A and PMI team, as well as cross-functional teams to embed cultural, structural, and behavioral change that supports our strategic goals. This role provides the opportunity to work both strategically and hands-on, requiring a deep understanding of change management principles, stakeholder engagement, and organizational dynamics.

Change Strategy & Planning

• Lead the development of comprehensive change management strategies including organizational design, culture transformation, leadership development, and HR technology implementations.
• Partner with project teams to integrate change management into overall project plans, aligning with business objectives and timelines.
• Conduct detailed change impact assessments across people processes, systems and define mitigation strategies.
• Establish roadmaps and transition plans that guide stakeholders through each phase of the change journey, including design feedback and KPIs to ensure change effectiveness

Stakeholder Engagement & Influence

• Identify and map key stakeholders across the organization, assessing influence, interests, and potential resistance while building trusted relationships with leaders and HR business partners to ensure engagement in change efforts.
• Facilitate workshops and forums to co-create solutions and foster ownership. Act as a trusted advisor, coaching leaders on change management and effective communication.
• Create employee involvement opportunities to strengthen buy-in and acceptance.

Communication & Engagement

• Design and deliver multi-channel communication plans with tailored messaging on the case for change, outcomes, and employee roles, in partnership with Communications teams.
• Develop tailored messaging for different audiences, ensuring clarity, relevance, and emotional resonance.
• Partner with communications teams to design and implement feedback mechanisms, KPIs and targeted campaigns that build awareness, reduce uncertainty, and reinforce desired behaviors.
• Monitor communication effectiveness through feedback and engagement data, refining strategies as needed.

Learning, Enablement & Capability Building

• Partner with LL&D to identify capability gaps and design targeted learning interventions
• Develop practical toolkits, guides, and resources to empower managers and employees to navigate change
• Facilitate training sessions, webinars, and coaching programs to build change resilience and leadership capability Promote continuous learning and adaptability through storytelling, recognition, and peer-led initiatives.

Change Adoption, Measurement & Continuous Improvement

• Define and track KPIs and success metrics to measure change effectiveness.
• Conduct pulse surveys, focus groups, and feedback loops to assess employee sentiment and readiness
• Analyze data to identify trends, risks, improvement areas, and present insights to senior stakeholders.
• Capture lessons learned and embed them into future change programs

What we need to see from you

Competency requirements:

• Degree in Human Resources, Organizational Psychology, Business, or related field.
• Strong understanding of change management methodologies, e.g., Prosci, ADKAR, Kotter, and Change Management certification, e.g., Prosci, APMG is desirable.
• Proven experience in a change management role, ideally within HR, People & Culture, or organizational development.
• Experience in designing and delivering change in areas such as culture transformation, organizational design, or digital HR systems is a plus.

Behavioral skills:

• Excellent interpersonal and communication skills, with the ability to influence at all levels.
• Comfortable working in a fast-paced, ambiguous environment with multiple priorities, in which a strong mindset of driving impact is always maintained
• Pragmatic with a strong mindset of driving impact and adding value to the business

Why SoftwareOne?

SoftwareOne and Crayon have joined forces to become a global software and cloud solutions provider. With a presence in over 70 countries and a team of around 13,000 professionals, the combined organization brings together global scale and local expertise to help clients reduce costs, accelerate growth, and navigate complex IT environments with confidence. Leveraging deep capabilities in cloud, software, data, and AI, the company empowers organizations to modernize, innovate, and unlock the full value of their technology investments. Headquartered in Switzerland, SoftwareOne is listed on the SIX Swiss Exchange and Euronext Oslo Børs under the ticker symbol SWON.

Accommodations

SoftwareOne & Crayon welcome applicants from all backgrounds and abilities to apply. If you require reasonable adjustments at any point during the recruitment process, email us at [email protected].

Please include the role for which you are applying and your country location. Someone from our organization that is not part of the decision-making process will be in touch to discuss your specific needs and we will make every effort to accommodate you. Any information shared will be stored securely and treated in the strictest of confidence in line with GDPR.

At SoftwareOne & Crayon, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, colour, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Additionally, we encourage experienced individuals that have taken an intentional career break and are now prepared to return to work to explore our SOAR program.

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