JOB PROFILE
Change Manager
DIVISION / DEPARTMENT / LOCATION:
International / HECA- Democratic Republic of
Congo (DRC),
SALARY: £ 26,364 NET + expensive location
allowance
JOB FAMILY: Human Resources
LOCATION: Kinshasa, DRC
LEVEL: Global C1
OXFAM PURPOSE: To shape a stronger Oxfam for people living in poverty
JOB PURPOSE:
Working closely with the CD, the change manager will be responsible for defining,
coordinating and implementing the transition from current four Oxfam structures in DRC, to
one single Oxfam team. The Change Manager will manage the merging project, which will
involve more than 400 staff and several contracts with different entities.
The transition period is expected to be completed over a nine month period, starting in
January 2015 and must be completed by the end of September 2015.
The change process will have a large component of HR but will be more than that: contracts
with donors, partners, providers, etc must be transferred to the Executing affiliate. All these
changes need to be properly internally and externally communicated and therefore a
communications plan needs to be designed and implemented. All these tasks will also be
lead by the Change Manager.
Ensuring alignment with the Oxfam International Human Resources Guidelines for change,
the global change management plan/approach defined for the 2020 process and the
Regional Change Management process.
Providing change management knowledge, theory, experience and good practices,
especially with supporting teams.
Identifying support needed by teams the change to be implemented and seek the support
required.
REPORTING LINES:
Post holder reports to: Oxfam Country Director
He/she must maintain a coordinating relationship with Regional Change Manager of the
Regional Transition Group, and the 2020 change manager’s global team through the lifetime
of the project.
He/she will have frequent working relations with in country key actors (Senior Management
Teams of each of the four affiliates).
Staff reporting to this post:
Although the post does not have direct line management responsibilities, it does involve
working in very close coordination with those people designated by the affiliates as key
human resources staff for the Country. At a later stage, when the process will be more
advanced, the change manager will work more directly with the Country Director (CD) and
change team created at country level.
BUDGET RESPONSIBILITY:
None. However, he/she will coordinate resources for specific activities with the country
Director, ensuring efficient and effective management of these resources.
DIMENSIONS:
Oxfam 2020 is a process of profound change with great impact on the teams and it
will affect individuals and teams in different ways. It could, for example, involve:
changes in hierarchical and functional relationships, reductions in workforce, internal
Selection processes between peers who will have to compete with each other, etc.
There are still some outstanding issues to be resolved. These will gradually be settled
but will not act as a barrier to change taking place in the country (common salary
scales, legal definitions...). People will continue to work in situations of uncertainty.
It is a process in which change will be taking place at various levels simultaneously:
in regions and countries, in affiliates, and in Oxfam’s ‘central bodies’. It is precisely
because of this multi-level impact that there will be many actors involved in the
implementation of the changes, and consequently the need for coordination is high.
Coordination and reconciliation of change management plans of different affiliates,
Sometimes with distinct interests, power relationship.
Lead the transfer process of all in country contracts to the Executive Affiliate
These features of the process mean that one of the main difficulties this post will
have is maintaining the global vision of the different parts of the process, in addition
to the different change to support, the impacts and requirement to the different
affiliates, together with the different locations where these changes will be taking
place. It will be essential for the change manager to adjust any requirements which
may arise to the resources available, resources being understood in the broadest
sense: people who can provide who can provide support, financial resources,
guidelines and procedures, etc...
KEY RESPONSIBILITIES:
Closely with the CD and with the Regional Change Manager, to define the change
management component of the 2020 process in DRC. Specifically, based on what has
already been decided by the affiliates as a basis, he/she will have to define: methodological
approach, risks and recommendations to mitigate them, schedule and communication plan.
To achieve consistent implementation of the change process in DRC, ensuring that the
process is completed by the end of September 2015.
To have a global view of the changes to be implemented in DRC as part of the global and
regional change process Oxfam will be implementing, ensuring alignment between change
process in DRC and the rest of the confederation.
To coach and provide support to staff, specially managers and leaders of the different teams.
To coordinate specific actions of change management activities that different actors will be
implementing, to ensure they have a common approach and are in line with agreed plans.
To act as a focal point for change management in DRC with other actors in the Oxfam
system (HR technical teams, systems, finances, regional change manager, the Secretariat’s
2020 team)
To identify any needs the country might have in order to make this change possible and to
channel demands to regional and global level to obtain the necessary support.
To carry out specific change management actions with certain teams (facilitation, specific
support training, etc...) with the aim of ensuring the space required for dialogue is provided to
help and facilitate the implementation of the changes agreed in country level.
Ensure a strong gender view during the whole change process, taking a closer view to how
women staff may be affected by change, ensuring gender values are taking into
consideration when recruiting positions.
SKILLS AND COMPETENCE:
Essential
Knowledge and experience of change management (principles, methodology, etc.),
risk management and communication strategies.
Experience in implementing complex organisational change process
Effective working skills in French and Engislh
Experience in project management and implementation within deadlines: definition of
action plan, monitoring, reporting, etc.
People-oriented: Facilitator, mediator, team-builder, able to put forward and fin
solutions and proposals for action.
Active listener with strong interpersonal and communication skills. Ability to respond
to cultural sensitivities.
Coordination: Proven ability to work in matrix teams
Organisation: ability to manage multiple components of a project, at different speeds,
but without losing the global vision, respecting pre-fixed results and deadlines.
Ability to influence, to being capable to coordinate people with different roles in
several locations, towards the objectives defined in the plan.
Extensive knowledge of the state of political and cultural affairs in DRC.
Availability to travel frequently in the provinces
Ability to work in ambiguous circumstances
Ability to work with teams in distance, often through skype, emails and phone.
Desirable
Experience in team management
Experience in working in an international environment with geographically dispersed
teams.
To be familiarised with Oxfam recent history
If you are interested to apply, please send your CV as soon as possible to Eddy Wandey at
ewandey@oxfam.org.uk
Change Manager
DIVISION / DEPARTMENT / LOCATION:
International / HECA- Democratic Republic of
Congo (DRC),
SALARY: £ 26,364 NET + expensive location
allowance
JOB FAMILY: Human Resources
LOCATION: Kinshasa, DRC
LEVEL: Global C1
OXFAM PURPOSE: To shape a stronger Oxfam for people living in poverty
JOB PURPOSE:
Working closely with the CD, the change manager will be responsible for defining,
coordinating and implementing the transition from current four Oxfam structures in DRC, to
one single Oxfam team. The Change Manager will manage the merging project, which will
involve more than 400 staff and several contracts with different entities.
The transition period is expected to be completed over a nine month period, starting in
January 2015 and must be completed by the end of September 2015.
The change process will have a large component of HR but will be more than that: contracts
with donors, partners, providers, etc must be transferred to the Executing affiliate. All these
changes need to be properly internally and externally communicated and therefore a
communications plan needs to be designed and implemented. All these tasks will also be
lead by the Change Manager.
Ensuring alignment with the Oxfam International Human Resources Guidelines for change,
the global change management plan/approach defined for the 2020 process and the
Regional Change Management process.
Providing change management knowledge, theory, experience and good practices,
especially with supporting teams.
Identifying support needed by teams the change to be implemented and seek the support
required.
REPORTING LINES:
Post holder reports to: Oxfam Country Director
He/she must maintain a coordinating relationship with Regional Change Manager of the
Regional Transition Group, and the 2020 change manager’s global team through the lifetime
of the project.
He/she will have frequent working relations with in country key actors (Senior Management
Teams of each of the four affiliates).
Staff reporting to this post:
Although the post does not have direct line management responsibilities, it does involve
working in very close coordination with those people designated by the affiliates as key
human resources staff for the Country. At a later stage, when the process will be more
advanced, the change manager will work more directly with the Country Director (CD) and
change team created at country level.
BUDGET RESPONSIBILITY:
None. However, he/she will coordinate resources for specific activities with the country
Director, ensuring efficient and effective management of these resources.
DIMENSIONS:
Oxfam 2020 is a process of profound change with great impact on the teams and it
will affect individuals and teams in different ways. It could, for example, involve:
changes in hierarchical and functional relationships, reductions in workforce, internal
Selection processes between peers who will have to compete with each other, etc.
There are still some outstanding issues to be resolved. These will gradually be settled
but will not act as a barrier to change taking place in the country (common salary
scales, legal definitions...). People will continue to work in situations of uncertainty.
It is a process in which change will be taking place at various levels simultaneously:
in regions and countries, in affiliates, and in Oxfam’s ‘central bodies’. It is precisely
because of this multi-level impact that there will be many actors involved in the
implementation of the changes, and consequently the need for coordination is high.
Coordination and reconciliation of change management plans of different affiliates,
Sometimes with distinct interests, power relationship.
Lead the transfer process of all in country contracts to the Executive Affiliate
These features of the process mean that one of the main difficulties this post will
have is maintaining the global vision of the different parts of the process, in addition
to the different change to support, the impacts and requirement to the different
affiliates, together with the different locations where these changes will be taking
place. It will be essential for the change manager to adjust any requirements which
may arise to the resources available, resources being understood in the broadest
sense: people who can provide who can provide support, financial resources,
guidelines and procedures, etc...
KEY RESPONSIBILITIES:
Closely with the CD and with the Regional Change Manager, to define the change
management component of the 2020 process in DRC. Specifically, based on what has
already been decided by the affiliates as a basis, he/she will have to define: methodological
approach, risks and recommendations to mitigate them, schedule and communication plan.
To achieve consistent implementation of the change process in DRC, ensuring that the
process is completed by the end of September 2015.
To have a global view of the changes to be implemented in DRC as part of the global and
regional change process Oxfam will be implementing, ensuring alignment between change
process in DRC and the rest of the confederation.
To coach and provide support to staff, specially managers and leaders of the different teams.
To coordinate specific actions of change management activities that different actors will be
implementing, to ensure they have a common approach and are in line with agreed plans.
To act as a focal point for change management in DRC with other actors in the Oxfam
system (HR technical teams, systems, finances, regional change manager, the Secretariat’s
2020 team)
To identify any needs the country might have in order to make this change possible and to
channel demands to regional and global level to obtain the necessary support.
To carry out specific change management actions with certain teams (facilitation, specific
support training, etc...) with the aim of ensuring the space required for dialogue is provided to
help and facilitate the implementation of the changes agreed in country level.
Ensure a strong gender view during the whole change process, taking a closer view to how
women staff may be affected by change, ensuring gender values are taking into
consideration when recruiting positions.
SKILLS AND COMPETENCE:
Essential
Knowledge and experience of change management (principles, methodology, etc.),
risk management and communication strategies.
Experience in implementing complex organisational change process
Effective working skills in French and Engislh
Experience in project management and implementation within deadlines: definition of
action plan, monitoring, reporting, etc.
People-oriented: Facilitator, mediator, team-builder, able to put forward and fin
solutions and proposals for action.
Active listener with strong interpersonal and communication skills. Ability to respond
to cultural sensitivities.
Coordination: Proven ability to work in matrix teams
Organisation: ability to manage multiple components of a project, at different speeds,
but without losing the global vision, respecting pre-fixed results and deadlines.
Ability to influence, to being capable to coordinate people with different roles in
several locations, towards the objectives defined in the plan.
Extensive knowledge of the state of political and cultural affairs in DRC.
Availability to travel frequently in the provinces
Ability to work in ambiguous circumstances
Ability to work with teams in distance, often through skype, emails and phone.
Desirable
Experience in team management
Experience in working in an international environment with geographically dispersed
teams.
To be familiarised with Oxfam recent history
If you are interested to apply, please send your CV as soon as possible to Eddy Wandey at
ewandey@oxfam.org.uk
No comments:
Post a Comment