Change Management Manager

The Role

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 ...

The Role
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.

Requirements
• 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.

About the company
Saudi Networkers Services, incorporated in 2001 with an aim to provide the world class business and consulting services through a combination of market insight, technical excellence and unrivalled agile methodology. Our success stems from building strong relationships and trusted partners, which enabled us delivering exceptional services to public sector, as well as some worlds leading organizations, in Telecommunication, Information Technology, Cyber Security, Banking, Energy, Utilities and various other industry arenas. We collaborate closely, ideate that how the work gets done, while working alongside businesses to collaborate on growth and applying breakthrough innovations, that drive exponential impact, managed by teams specialized in their assigned industry sectors.