Change Management Manager

Change Strategy & Planning:

• Develop comprehensive change management strategies and plans for major strategic and transformation initiatives.
• Assess the organizational impact of proposed changes across people, processes, technology, governance, and ways of working.
• Develop change roadmaps aligned with project implementation plans and strategic objectives.
• Identify change dependencies, organizational readiness requirements, and potential barriers to adoption.
• Define clear change objectives, success measures, and adoption targets for each initiative.

Change Impact & Readiness Assessment:

• Conduct structured change impact assessments across affected departments, roles, processes, and stakeholder groups.
• Assess organizational readiness before major implementations, launches, or operating-model changes.
• Identify resistance risks and develop mitigation actions.
• Establish mechanisms to continuously monitor employee readiness, sentiment, and adoption.
• Work with project teams to ensure operational implications are understood before implementation.

Stakeholder Management:

• Identify key stakeholders and develop stakeholder engagement strategies based on

influence, impact, and level of support.

• Build strong relationships with senior executives, hospital leadership, physicians, clinical teams, nursing, corporate functions, and other affected stakeholders.
• Support executives and senior leaders in acting as visible sponsors and advocates for transformation.
• Facilitate workshops, leadership sessions, and stakeholder alignment meetings.
• Establish and manage networks of change champions across hospitals, departments, and functions.

Communications & Engagement:

• Develop change communication strategies and communication calendars for transformation programs.
• Translate complex transformation and technology initiatives into clear, practical messages for employees.
• Develop communication materials including executive messages, presentations, FAQs, newsletters, awareness campaigns, and launch materials.
• Coordinate with Corporate Communications and relevant departments to ensure consistent messaging.
• Design engagement activities that build understanding, participation, and ownership of change.

Training & Capability Building:

• Identify capability and training requirements resulting from new technologies, processes, systems, or operating models.
• Work with HR, Learning & Development, subject-matter experts, and project teams to develop appropriate training programs.
• Support development of training materials, user guides, toolkits, and other adoption resources.
• Coordinate train-the-trainer and change-champion programs where appropriate.
• Assess training effectiveness and recommend corrective interventions where adoption remains low.

Digital & AI Adoption:

• Support organizational adoption of digital platforms, automation, analytics, AI, and other emerging technologies across Health.
• Work closely with Digital, IT, AI, and business teams to understand how new solutions will affect existing roles and workflows.
• Help clinical and corporate teams understand the practical benefits and implications of AI-enabled transformation.
• Develop adoption strategies that address employee concerns regarding technology, changing responsibilities, and new ways of working.
• Promote responsible and sustainable adoption of new digital and AI capabilities within day-to-day operations.

Organizational & Behavioral Change:

• Support changes to organizational structures, roles, governance mechanisms, decision rights, processes, and ways of working.
• Identify behavioral changes required to achieve transformation objectives.
• Develop interventions that reinforce desired behaviors and strengthen accountability.
• Partner with HR on organizational design, leadership alignment, performance management, and capability-development initiatives where required.
• Help embed a culture of continuous improvement, innovation, collaboration, and accountability.

Change Execution & PMO Integration:

• Integrate change management activities into overall program and project plans.
• Work closely with Transformation Office / PMO teams to ensure change-related milestones are incorporated into implementation plans.
• Maintain change management trackers covering stakeholders, communications, training, readiness, risks, and adoption.
• Escalate significant organizational resistance or adoption risks to program leadership.
• Support go-live preparation and post-implementation stabilization activities.

Adoption Measurement & Benefits Realization:

• Define KPIs to measure change effectiveness, adoption, engagement, and sustainability.
• Develop dashboards and periodic reports for transformation and executive leadership.
• Track indicators such as system utilization, process compliance, training completion, employee readiness, stakeholder sentiment, and behavioral adoption.
• Conduct post-implementation reviews to identify adoption gaps.
• Recommend interventions to improve adoption and ensure intended transformation benefits are realized.
• Bachelor’s degree in Business Administration, Organizational Development, Human Resources, Healthcare Management, Engineering, Information Systems, or a related discipline.
• Master’s degree or MBA is preferred.
• Change management certification such as Prosci, CCMP, or equivalent is an advantage.
• Minimum 7–10 years of professional experience, with significant experience in organizational change, transformation, strategy implementation, digital transformation, or organizational development.
• Experience working on large-scale enterprise transformation programs.
• Healthcare experience, particularly within hospitals or healthcare groups, is strongly preferred.
• Experience supporting digital transformation, ERP, AI, analytics, automation, or technology implementation programs is highly desirable
• Strong understanding of structured change management methodologies.
• Excellent stakeholder management and influencing skills.
• Ability to engage confidently with senior executives and clinical leadership.
• Strong communication, facilitation, and presentation capabilities.
• Ability to translate complex transformation programs into practical organizational actions.
• Strong understanding of organizational behavior and employee adoption.
• Ability to manage resistance and work effectively in complex stakeholder environments.
• Strong analytical and problem-solving capabilities.
• Experience developing executive-level presentations and change dashboards.
• Strong program and project management discipline.
• Ability to manage multiple transformation initiatives simultaneously.