Change Team Roles - Human Resources Lead

This role may not be a permanent member of the Change Team; they may be seconded from the HR department on a full or part time bases for the duration of the change initiative.  It will be dependent on the size of the organisation and/or the change initiative.

Yet they still play a pivotal role in managing the people-side of the change.  They focus on aligning human resources policies, practices, and initiatives with the goals of the change management effort.

Their core responsibilities include addressing workforce concerns, fostering a positive culture, and managing HR policies and practices.  The HR Lead helps reduce resistance, maintain morale, and drive successful change adoption across the organization.  They do this by:

• Engaging and supporting employees by:

• Acting as a liaison between the workforce and the change management team to address employee concerns.
• Developing and implementing engagement strategies to foster a positive attitude toward the change initiative.
• Providing coaching and support to managers and team leaders to enhance their ability to guide their teams through change.
• Partnering with the Communications Work Stream Lead, ensuring messaging aligns with employee needs and concerns.
• Facilitating two-way communication channels to gather feedback and address resistance proactively.
• Acting as a trusted advisor to leadership, providing insights into workforce sentiment and morale.
• Working to embed the change within the organizational culture by promoting new values, behaviours, and practices.
• Leading efforts to recognize and reward employees who embrace and champion the change.
• Supporting managers and leaders in modelling desired behaviours to reinforce change adoption.
• Conducting Workforce Impact Assessments which involve:
• Collaborating with the change management team to assess how the change will impact roles, responsibilities, and organizational structure.
• Identifying skills gaps and staffing needs arising from the change.
• Conducting workforce planning to address redundancies, reassignments, or new role requirements.
• Tracking key HR metrics (e.g., turnover rates, employee satisfaction, and engagement levels) to gauge the impact of change on the workforce.
• Supporting the Training Lead with:
• Identifying skill gaps and coordinating training programs to address them.
• Ensuring employees have access to resources and opportunities to build the competencies needed for the new environment.
• Monitoring the effectiveness of training initiatives in collaboration with the Training Lead.
• Ensuring HR Policy alignment and compliance by:
• Reviewing and updating HR policies to align with the objectives of the change initiative.
• Ensuring compliance with employment laws and regulations during restructuring or role modifications.
• Providing guidance on handling sensitive HR issues, such as layoffs, role transitions, or changes in employee benefits.
• Adjusting HR strategies as necessary based on feedback and outcomes.

• Assisting the Risk Management Lead & Group Risk Work Steam Lead with risk mitigation and conflict resolution by:

• Identifying potential risks, such as employee resistance or attrition, and develop mitigation strategies.
• Handling conflicts or grievances arising from the change process in a fair and transparent manner.
• Ensuring that all workforce-related transitions are handled with empathy and professionalism.

The HR Lead ensures that employees remain engaged, supported, and aligned with organisational goals throughout the change process.