Change Manager

1. JOB DETAILS:

Position Title:

Change Manager

Reports to:

Head of Change and Adoption

Department:

Business Transformation and Business Excellence

2. POSITION SUMMARY:

The Change Manager is responsible for planning, executing, and evaluating change management strategies and business readiness activities across Wasl Real Estate to support the company’s long-term digital transformation. This role focuses on people-centric solutions, ensuring employees adapt to and embrace new systems, processes, and technologies. As an individual contributor, the Change Manager collaborates with cross-functional teams, works closely with project managers and department heads, and reports progress and outcomes to the Head of Change and Adoption.

3. JOB DIMENSIONS:

Number of Staff Supervised

Direct Reports:

0

Total Reports:

0

4. KEY RESPONSIBILITIES AND PERFORMANCE STANDARDS:

Key Accountabilities

Change Management Strategy Support & Planning

Support in refining change management strategies, frameworks, and plans that align with Wasl Real Estate’s digital transformation objectives. Identify and assess the scope of change for each initiative, defining the approach for communication, training, engagement, and support.

Stakeholder Engagement & Communication

Identify and analyze key stakeholder groups to understand their needs, concerns, and influence on change initiatives. Build and maintain stakeholder engagement plans, ensuring transparent and timely communication on project status, benefits, and impacts. Partner with internal communications teams and department leads to design and disseminate clear and consistent change messages across the organization.

Impact Assessment & Business Readiness

Conduct change impact analyses and organizational readiness assessments to determine how changes will affect teams, processes, and workflows. Develop transition plans to minimize disruption and help business units prepare for and adapt to new technology systems or process enhancements.

Training & Capability Development

Collaborate with Learning & Development teams or external training partners to design and deliver targeted training programs. Ensure that employees are adequately prepared to adopt new systems and processes by providing guidance, resources, and continuous learning opportunities.

Change Adoption & Reinforcement

Develop strategies to sustain long-term adoption, such as feedback loops, on-the-job support, and refresher sessions. Measure change adoption through surveys, usage metrics, and feedback sessions. Identify challenges and implement corrective actions to reinforce adoption.

Risk Management & Issue Resolution

Identify potential risks, challenges, and resistance points related to change initiatives. Develop and implement mitigation strategies; escalate critical issues to the Head of Change and Adoption when necessary.

Reporting & Governance

Track and report on the progress and effectiveness of change management activities against predefined KPIs and success metrics. Present regular updates, findings, and recommendations to the Head of Change and Adoption and relevant steering committees.

Continuous Improvement

Gather and utilize lessons learned from previous projects to refine change management approaches. Stay updated on industry best practices, new methodologies, and tools related to organizational change management and apply them to enhance overall capability.

Key Technical Skills and Knowledge

Change Management Tools & Methodologies

Proficiency with recognized change management frameworks (e.g., Prosci ADKAR, Kotter’s 8-Step Process). Ability to conduct change impact analysis, stakeholder assessments, and readiness assessments.

Project Management & Planning

Familiarity with project management tools (e.g., Microsoft Project, Trello, or Jira) for planning and tracking change-related deliverables. Knowledge of Agile and Waterfall project management practices.

Data Analytics & Reporting

Strong ability to gather and interpret quantitative and qualitative data (e.g., adoption metrics, feedback surveys). Proficiency with data analytics and reporting tools (e.g., Excel, Power BI) to track performance indicators and present insights.

Communication Tools

Familiarity with collaboration platforms (e.g., SharePoint, Microsoft Teams) for stakeholder engagement and communication. Proficiency in creating visually appealing presentations (e.g., PowerPoint, Canva, or Prezi) to convey key messages.

5. COMMUNICATIONS and WORKING RELATIONSHIPS:

Internal

• Transformation and Business Excellence
• HR Department
• Department Heads – All
• Divisional Heads - All
• PMO and Project Teams

External

• Technology Vendors & Solution Provider
• Consultants and Advisory Partners

6. Context, Work environment AND DECISION-MAKING AUTHORITY (DELEGATIONS):

• In line with policies and procedures and as per instructions.

7. FINANCIAL RESPONSIBILITIES AND ACCOUNTABILITIES:

• N/A

8. SELECTION CRITERIA:

Qualifications and Experience (Essential and Desirable):

Minimum Qualifications:

Bachelor’s degree in Business Administration, Organizational Psychology, Human Resources, Project Management, or a related field. A Master’s degree or higher in Organizational Change, Business Administration, or a related discipline is a plus. Formal training in change management methodologies (e.g., Prosci, APMG, or similar) is highly desirable. Project management certifications (PMP, PRINCE2, Agile) are a plus.

Minimum Experience:

5 to 7 years of hands-on experience in managing change initiatives within complex, multi-departmental organizations. Proven track record working on large-scale digital transformation projects, preferably in real estate or a related sector. Experience leading cross-functional teams in a matrix environment and influencing senior stakeholders.