Change Manager – Communications
full-time
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.