As Change Manager you operate as a strategic partner to leaders and transformation teams, enabling enterprise-wide change adoption across functions and geographies. The role contributes to the evolution of change management standards, toolkits, and ways of working, ensuring consistent, scalable, and measurable people-side change practices across initiatives.
This role supports complex transformation initiatives (e.g., corporate strategy execution, Project Jordan, digitalisation and process transformation), ensuring alignment between business goals, people impacts, and sustainable adoption outcomes.
Function
Define and drive change strategy & adoption (end-to-end)
Translate transformation priorities into clear, actionable change strategies and roadmaps (from mobilise ? embed ? sustain).
Define the “change journey” by audience segment, linking business outcomes to behavioural adoption outcomes.
Establish measurable adoption KPIs (readiness, usage, proficiency, compliance, sentiment) and track benefits realisation.
Enable leadership & sponsorship
Act as a trusted advisor to senior stakeholders to strengthen active and visible sponsorship, reinforcing accountability for adoption (not only delivery).
Equip leaders with messaging, narratives, stakeholder maps, and coaching to lead change with clarity and consistency.
Proactively challenge and influence to maintain alignment, prioritisation, and decision velocity across stakeholders.
Design and deliver integrated change interventions
Build and deploy integrated plans across stakeholder engagement, communications, learning/capability building, and culture/behaviour reinforcement.
Ensure interventions are scalable, data-driven, and aligned to enterprise standards and governance.
Plan and coordinate change calendars to reduce change saturation and improve sequencing across initiatives.
Stakeholder management & resistance/risk handling
Navigate complex stakeholder environments across functions, countries, and levels; build coalitions and engagement networks.
Anticipate resistance and adoption risks early; develop mitigation strategies and reinforcement mechanisms.
Partner with P&O/HR, business leads, project teams, and communications to ensure consistent execution.
Build change capability & evolve the practice
Contribute to continuous improvement of the organisation’s change methodology, templates, and playbooks (community of practice, lessons learned).
Coach project teams and HR partners to embed change excellence as a core capability and increase change maturity.
Capture insights and outcomes across initiatives and share best practices to raise overall effectiveness.
Requirements
7+ years proven experience as a Change Manager (or equivalent people-side transformation role) in complex, multi-stakeholder environments.
Demonstrated experience with large-scale organisational transformation, adoption measurement, and benefits realisation.
Strong knowledge of change management principles, tools, and metrics; able to design governance-grade change strategies and plans.
Solid understanding of project/programme delivery ways of working; ability to integrate change work into delivery plans.
Familiarity with Agile and Lean environments (and how change adoption works in iterative delivery).
Experience working across geographies and cultures; comfortable in enterprise stakeholder landscapes.
Excellent communication, facilitation, and influencing skills; able to build trust with senior stakeholders and teams.
High autonomy and ownership; structured problem-solving and strong analytical capability (data-driven change).
Strong coaching capability for leaders and people managers; confident in constructive challenge.
Collaboration mindset; role-models accountability and consistency, aligned with values (courage, collaboration, accountability).
Comfortable managing ambiguity, complexity, and competing priorities in a fast-paced environment.
Minimum Bachelor’s degree in Business, HR, Psychology, Communications, IT, Engineering, or related field (Master’s is a plus)
Certification in Change Management (e.g., Prosci, CCMP) strongly preferred.
Practical experience strengthening sponsorship effectiveness is essential; sponsorship is widely evidenced as a critical success factor in change outcomes.
Fluent English (spoken and written). Additional languages are an advantage depending on stakeholder geography (e.g., Dutch/French/German).
Offer
Remote contractors are accepted • If local contractor, 3days/week onsite presence required • If non-local contractor, regular travel to Brussels & Germany will be expected o Costs reimbursed via expense sheet following travel policy
Contract duration to be confirmed
