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Business Transformation Director (General Manager) Position Description

The purpose of this role is to ensure projects (change initiatives) meet objectives on time and within budget by effectively overseeing the planning, implementation and tracking of all projects within the organisation.

The role focuses on change that affects employees, including changes to business processes, systems and technology and job roles. The primary responsibility is to create and implement change management strategies and plans that maximize employee adoption and usage and minimize resistance. The GM - Business Transformation works with Business Units to drive faster adoption, higher ultimate utilization and greater proficiency of the changes that impact employees in the organisation to increase benefit realisation, value creation, ROI and the achievement of results and outcomes.

The GM - Business Transformation has a small team that works through many others to ensure effective implementation. The person acts as a coach for senior leaders, project managers and executives to help them fulfil the role of change sponsor. The role may also provide direct support and coaching to front-line managers as they help their direct reports through transitions. The role supports project teams in integrating change management activities into their project plans.

Key Accountabilities

Change/ProjectManagement

  • Apply a structured methodology and lead change management activities
  • Assess the change impact
  • Complete change management assessments
  • Create change management strategy
  • Identify, analyse, prepare risk mitigation tactics
  • Identify and manage anticipated resistance
  • Create actionable deliverables for change management levers: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan
  • Support organizational design and definition of roles and responsibilities
  • Coordinate efforts with other specialists
  • Integrate change management activities into project plan
  • Track and report issues
  • Define and measure success metrics and monitor change progress
  • Support change management at enterprise level
  • Manage the portfolio and change load, monitoring change saturation levels

StakeholderEngagement

  • Consult and coach project teams
  • Support communication efforts
  • Support training efforts
  • Support and engage senior leaders
  • Evaluate and ensure user readiness
  • Manage stakeholders

Coaching

  • Support, coach and guide managers in the application of change management activities
  • Deliver operational support and guidance to line managers on organisational change management

People Management

  • Provide guidance and advice to teams under your responsibility.
  • Continually monitor, evaluate and review team workloads and overall team resources to ensure distribution is appropriate to skill base and in line with the business model.
  • Review team activities to ensure aligned with department/business plan.
  • Ensure poor performers are identified and that counselling and disciplinary procedures are undertaken and are in accordance with employment legislation, policies and procedures and the relevant industrial award
  • Identify, report and discuss any emerging physical or financial risks to appropriate manager (e.g. Risk Manager, CEO, GMs).
  • Ensure role clarity, including responsibilities and reporting lines, exists for team members
  • Recruit, develop and retain high calibre team members

Leadership

Lead and develop an effective and productive team, including:

  • demonstrating on a daily basis personal behaviours that uphold the organisationalvalues and driving these values within the business
  • managing personal work performance and that of direct reports, e.g. provide direction but ensure that direct reports understand what they are accountable for developing alignment between team capability and function’s business objectives
  • identifying resource and skill gaps and developing strategies to bridge gaps
  • developing operational flexibilities within and between team members
  • encouraging an environment of sharing knowledge and ideas to ensure continuous improvement within the team keeping up to date professionally with operational and leadership practices

Maintain Productive Business Relationships

Build and maintain productive internal and externalrelationships to facilitate the delivery of the strategy and objectives including:

  • creating and maintaining strong relationships with key senior internal clients and other key stakeholders
  • clarifying and managing key stakeholder expectation and allocating resources to ensure the delivery of effective outcomes
  • participating as a member of the Executive team, influencing the CEO, peers and other leaders throughout the organisation on business issues through providing breadth of views and perspectives to discussions and decision making

Skills and Experience

  • Exceptional communication skills, both written and verbal. Must be able to clearly articulate messages to a variety of audiences.
  • Excellent active listening skills
  • Ability to establish and maintain strong relationships
  • Ability to influence others and move toward a common vision or goal.
  • Flexible and adaptable; able to work in ambiguous situations.
  • Resilient and tenacious with a propensity to persevere.
  • Forward looking with a holistic approach.
  • Organized with a natural inclination for planning strategy and tactics.
  • Problem solving and root cause identification skills.
  • Able to work effectively at all levels in an organization.
  • Must be a team player and able to work collaboratively with and through others.
  • Acute business acumen and understanding of organizational issues and challenges.
  • Experience with large-scale organizational change efforts
  • Experience and knowledge of change management principles, methodologies and tools.
  • Familiarity with project management approaches, tools and phases of the project lifecycle.
  • A solid understanding of how people go through a change and the change process; including experience with common changemodels.
  • Change Management qualification and/or certification
  • Masters of Business Administration or similar
  • Establishing Strategic Direction - Establishing and committing to a long-term business direction based on an analysis of systemic information and consideration of resources, market drivers, and organisational values.
  • Driving Execution - Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.
  • Operational Decision Making - Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.
  • Financial Acumen - Utilising financial data to diagnose business strengths and weaknesses and identify the implications for potential strategies; keeping a financial perspective in the forefront when making strategic decisions.
  • Passion for Results - Driving high standards for individual, team, and organisational accomplishment; tenaciously working to meet or exceed challenging goals; deriving satisfaction from goal achievement and continuous improvement.
  • Compelling Communication - Clearly and succinctly conveying information and ideas to individuals and groups; communicating in a focused and compelling way that captures and holds others’ attention.
  • Cultivating Networks - Initiating and maintaining strategic relationships with stakeholders inside and outside the organisation (e.g., customers, peers, cross-functional partners, external vendors, and alliance partners) to advance business goals.
  • Leading Teams - Using appropriate methods and interpersonal styles to develop, motivate, and guide the team to attain successful outcomes and business objectives.
  • Coaching and Developing Others - Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
  • Building Organisational Talent - Establishing systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges.

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