Change Manager at Heirs Holdings

DUTIES/RESPONSIBILITIES

Inform (Awareness):

• Explain what is changing, why, when, and which system does what, to every user group in the assigned portfolio companies.
• Cascade leadership and project messages, and keep the release roadmap and module map visible and current.
• Prepare a change impact statement for each portfolio company.

Listen (Desire):

• Run the concern log for the portfolio: record each concern, agree an owner and make sure a reply is given within the agreed time.
• Surface resistance early and work through it with the named owner and local leaders.
• Keep company executives and sponsors visibly engaged in the change.

Enable (Knowledge):

• Coach company super-users and key users, and co-deliver training sessions with the Product team.
• Confirm that key users are trained before each Go/No-Go decision.
• Keep quick reference guides, FAQs and support contacts current for the portfolio companies.

Support Release/Go-Live (Ability):

• Support user acceptance testing and data migration validation with company HR, finance and IT leads.
• Be on the floor at go-live and through hypercare.
• Route P1 to P4 issues to the support team and follow each one to closure.

Sustain (Reinforcement):

• Track adoption by team and manager, and recognise early adopters.
• Challenge any drift back to Legacy Converge or offline routes.
• Hand over adoption notes, the concern log and open issues per company at the end of the programme.

Reporting & Escalation:

• Send a weekly status report to the Senior Change Manager and attend the weekly huddles every Thursday.
• Provide the change readiness view for each Go/No-Go decision.
• Route configuration requests, defects and scope questions to the Product, Engineering and support teams; the role does not configure the system, fix defects or decide scope.

Onboarding and Training:

• Complete onboarding and orientation covering Converge 2.0 and every release from Foundation to Release 4.
• Pass the stage 1 sign-off on Foundation to Release 3 on all releases before going on the floor.
• Begin working in portfolio companies as assigned.

SKILLS AND ABILITIES

• The ideal candidate for this role should be able to demonstrate:
• Stakeholder Engagement & Influence: Builds trust quickly with executives, managers and front-line users, and influences without formal authority.
• Communication & Coaching: Explains a new system in plain language, runs briefings and training sessions, and coaches’ users to use it with confidence.
• Learning Agility: Learns a multi-module platform (HRIS, Leave, Workflow, Expense, Payroll, Recruitment, Performance) quickly and keeps pace with each new release.
• Analytical & Reporting Discipline: Reads usage and adoption data, keeps accurate trackers and logs, and reports on time.
• Ownership & Follow-Through: Takes responsibility for concerns and issues in the portfolio and sees them through to closure.
• Resilience Under Pressure: Stays steady and constructive through go-live and hypercare.
• Integrity & Honest Feedback: Gives candid feedback to project and company leaders, including when the news is unwelcome.

EDUCATION/EXPERIENCE REQUIREMENTS

• First degree in Business Administration, Social Sciences, Human Resources, Information Technology or a related field, or equivalent experience; ADKAR or Prosci change practitioner certification is an advantage.
• Minimum of 3–4 years of experience in change management, training or adoption work on ERP, HRIS or payroll rollouts.
• Proven experience engaging executives, managers and front-line users through a system go-live.
• Experience in financial services, insurance or healthcare is an advantage.
• Experience with multi-site or multi-company rollouts, SaaS products or supporting HR or payroll go-lives, is preferred.