Change Manager – Communications

THE ROLE

• The Change Manager - Communications will support the successful implementation of organisational changes by ensuring that employees are informed, engaged, responsive, and accountable throughout the change process.
• Working closely with leadership, People & Culture, and department heads, the role will monitor employee responsiveness to official communications, track outstanding actions, follow up on delays, and escalate persistent non-compliance where necessary.

KEY RESPONSIBILITIES

Change Management & Employee Adoption

• Support the planning and implementation of organisational change initiatives, new processes, policies, systems, and ways of working.
• Assess how proposed changes may affect employees, teams, and operations and identify potential areas of resistance or communication gaps.
• Develop practical approaches to support employee understanding, acceptance, and adoption of change.
• Monitor implementation progress and identify issues that may affect successful adoption.
• Work with managers and department heads to reinforce new processes, expectations, and ways of working.

Communication Follow-Through & Responsiveness

• Monitor employee responses to official communications issued by the People & Culture Department and other authorised business functions.
• Ensure employees promptly acknowledge, respond to, or act on communications requiring a response or action within the stipulated timeline.
• Track outstanding responses, submissions, acknowledgements, and assigned actions and follow up with employees and relevant managers.
• Escalate persistent delays, non-responsiveness, or failure to complete required actions to the appropriate manager or leadership.
• Maintain appropriate records and trackers to provide visibility on outstanding employee responses and actions.
• Ensure employees understand the expected response timelines and consequences of failing to comply with required communication or action points.
• Monitor responsiveness patterns and identify recurring communication or accountability issues requiring management intervention.

Accountability & Performance Follow-Through

• Drive a culture of timely response, ownership, and follow-through across teams.
• Monitor completion of agreed actions arising from meetings, initiatives, projects, and organisational changes.
• Follow up with responsible employees and managers on outstanding deliverables.
• Maintain action trackers and provide regular updates on pending, completed, and overdue actions.
• Identify recurring accountability gaps and recommend appropriate corrective measures.
• Partner with department heads to ensure employees take ownership of assigned responsibilities and deadlines.

Stakeholder Engagement

• Work closely with People & Culture, leadership, and department heads to support effective implementation of organisational initiatives.
• Provide managers with appropriate follow-up tools and information to reinforce employee accountability.
• Serve as a bridge between employees, managers, and project teams during periods of organisational change.
• Gather employee feedback and identify concerns that may affect engagement or successful implementation.

WHAT WE ARE LOOKING FOR

• Bachelor's degree in Human Resources, Business Administration, Communications, Management, Psychology, or a related field.
• 3 - 5 years' experience in change management, internal communications, organisational development, project management, or a related function.
• Excellent written and verbal communication skills.
• Strong follow-through and exceptional attention to detail.
• Strong stakeholder management and interpersonal skills.
• Ability to influence employees and managers without relying solely on formal authority.
• Strong organisational and time-management skills with the ability to manage multiple priorities and deadlines.
• Ability to track actions, identify delays, follow up consistently, and escalate issues appropriately.
• Good understanding of employee engagement, organisational behaviour, and change management principles.
• Proficiency in Microsoft Office and familiarity with employee communication, task-tracking, or project-management tools is an advantage.
• High level of professionalism, discretion, initiative, and accountability.