TBO - Change, Comms. & OCM Manager

GSK•Philadelphia, PA

1d•Hybrid

About The Position

The Change, Comms & OCM Manager provides central governance and leadership for organisational change management and change communications across DPTF. The role establishes standards, guardrails, templates and practices that enable product and platform teams to deliver organisational change, and leads communications for transformation programmes affecting DPTF and the GSK teams it serves. Beyond the current operating model transition, the role owns DPTF’s enduring change and communications capability, including continuous operating model evolution, adoption analytics and management of change saturation across the function. The role focuses on business and organisational change, distinct from the technical change management process owned within Reliability Engineering and Operations. It drives adoption of the DPTF operating model and its ways of working; the model’s design is held across Technology Business Operations. The role works closely with HR, platform and domain leadership, and communications colleagues across GSK. It is hybrid, with a mix of on-site collaboration and remote working; specific office and remote expectations will be discussed during the interview.

Requirements

Bachelor's or master's degree in business, Communications, Organisational Psychology or a related field, or equivalent experience.
At least 8 years of experience in organisational change management, change communications or technology-enabled transformation roles.
Experience designing and delivering change strategies for operating model change, not only system implementation.
Experience establishing change standards, templates and governance used by teams outside direct control.
Experience leading communications for a large transformation, including sensitive people change.
Experience assessing organisational readiness and measuring adoption and sentiment.
Experience building and running a change network of champions across a distributed organisation.
Experience partnering with HR on people impacts, consultation and role change.
Familiarity with AI tools applied to audience analysis, content drafting and sentiment measurement.

Nice To Haves

Professional certifications are desirable, such as Prosci, ADKAR, Kotter or an equivalent change management accreditation, or a communications or organisational development qualification.
Excellent written and verbal communication, including the ability to write for audiences from executive to front line.
Strong judgement on tone and timing, particularly when change affects people's roles.
Ability to build standards and capability in others so change is owned where it happens.
Strong stakeholder management across HR, leadership and delivery teams.
Well organised and able to run several communications and change workstreams at once.
Resilience and discretion when handling sensitive organisational change.

Responsibilities

Define the DPTF change and communications strategy, including how the function communicates with its own people and the GSK teams it serves.
Establish change management standards, guardrails and governance for product and platform teams delivering organisational change.
Create and maintain reusable templates, frameworks and guidance so teams can manage change without central delivery support.
Lead communications for large DPTF transformation programmes, including the operating model transition; sequence messages and channels for affected audiences and scale delivery capacity through contract support when needed while maintaining consistent standards and messaging.
Ensure organisational readiness approaches are in place before change lands, including impact assessment, stakeholder mapping and adoption measures.
Design training and adoption approaches with business and learning partners.
Drive adoption of the DPTF operating model, build change capability in platform and product domains, reduce central delivery over time, and measure progress against defined adoption KPIs.
Work with HR and business stakeholders to understand and plan for the effects of change on people, roles and ways of working.
Measure adoption and sentiment, report to leadership on where change is or is not landing, and adjust the approach based on evidence.
Build and run the DPTF change network, including change champions and stakeholder forums, and coach leaders and delivery teams.
Maintain a consolidated view of change affecting DPTF and its customers, identifying volumes or timing that could put adoption at risk.
Use AI tools to accelerate audience analysis, content drafting and sentiment measurement.