Senior Organizational Change Specialist

We're Hiring: Senior Organizational Change Specialist

Location: United Arab Emirates (Remote)

Employment Type: Full-Time

Experience Level: Senior

Work Arrangement: Fully Remote

About Us

We are a globally focused organization committed to driving organizational effectiveness, transformation, and sustainable business performance across diverse markets. Our teams work collaboratively to implement strategic initiatives, improve operating models, strengthen organizational capabilities, and support employees through business and technology changes.

Our multidisciplinary environment brings together Strategy, Human Resources, Operations, Technology, Communications, Finance, and business leadership to ensure that organizational changes are implemented effectively, adopted successfully, and aligned with long-term business objectives.

The Role

We are seeking an experienced Senior Organizational Change Specialist to lead and support change-management initiatives across strategic transformation programs, organizational restructuring, process improvement, technology implementations, and business-model changes.

The ideal candidate will combine change-management expertise, organizational development knowledge, stakeholder engagement, communication planning, and data-driven evaluation to help employees and leaders navigate change. This role will develop change strategies, assess organizational impacts, manage stakeholder readiness, coordinate adoption activities, and establish mechanisms to measure and sustain change outcomes.

Key Responsibilities

• Develop and implement organizational change-management strategies aligned with business objectives and transformation priorities.
• Lead change-management activities across organization-wide initiatives, business transformations, technology implementations, and operating-model changes.
• Assess the organizational impact of proposed changes across people, processes, structures, systems, roles, and ways of working.
• Conduct change-impact assessments to identify affected stakeholder groups, operational dependencies, capability gaps, and implementation risks.
• Develop integrated change-management plans covering stakeholder engagement, communications, training, readiness, adoption, and reinforcement.
• Establish change-management frameworks, methodologies, templates, governance processes, and implementation standards.
• Apply recognized change-management approaches, including ADKAR, Kotter's change model, and other appropriate organizational change methodologies.
• Collaborate with executive sponsors and senior leaders to establish a clear vision, rationale, and desired outcomes for change initiatives.
• Develop stakeholder maps and engagement strategies for employees, managers, executives, business units, and external stakeholders where applicable.
• Build and maintain strong relationships with business leaders, functional managers, project teams, HR partners, and transformation stakeholders.
• Identify stakeholder concerns, resistance patterns, competing priorities, and barriers to successful change adoption.
• Develop targeted interventions to address resistance and improve stakeholder alignment.
• Coach leaders and managers on their responsibilities in communicating, supporting, and reinforcing change.
• Equip people managers with practical tools to guide teams through transitions and address employee concerns.
• Develop communication strategies that explain the purpose, benefits, impacts, timelines, and expectations associated with change.
• Prepare change communications, leadership briefings, employee announcements, FAQs, presentations, newsletters, talking points, and other supporting materials.
• Ensure change messages are consistent, timely, transparent, and tailored to different audiences.
• Coordinate communication activities across internal communication channels, including town halls, team meetings, intranet platforms, email, and digital collaboration tools.
• Work with Communications and HR teams to ensure messaging reflects organizational values, employee needs, and business priorities.
• Develop and execute change-readiness assessments, employee surveys, interviews, focus groups, and stakeholder consultations.
• Analyze readiness findings to identify capability gaps, engagement concerns, adoption risks, and areas requiring additional support.
• Establish baseline measures and readiness criteria to evaluate organizational preparedness before implementation.
• Develop training-needs assessments based on role changes, new processes, technology requirements, and capability expectations.
• Coordinate the development and delivery of training programs, workshops, job aids, user guides, and learning resources.
• Work with subject-matter experts, learning teams, and implementation partners to ensure training content is accurate and practical.
• Develop role-based learning plans and targeted support for employees affected by new systems, processes, or responsibilities.
• Coordinate change champions, change-agent networks, departmental representatives, and employee advocates.
• Establish clear responsibilities and engagement routines for change champions and local implementation representatives.
• Support pilot programs, phased rollouts, testing activities, and transition planning.
• Coordinate change-management workstreams with project managers, PMO teams, business analysts, technology teams, and operational leaders.
• Integrate change activities into overall project plans, milestones, dependencies, implementation schedules, and governance processes.
• Ensure people-related impacts and adoption requirements are considered during project design and implementation.
• Support organizational design and restructuring initiatives by assessing changes to roles, reporting lines, responsibilities, team structures, and operating models.
• Collaborate with HR and organizational development teams on workforce transitions, role clarification, capability development, and organizational effectiveness.
• Support the implementation of new policies, procedures, performance frameworks, business processes, and ways of working.
• Identify organizational culture considerations that may affect transformation outcomes.
• Assess the impact of change on employee experience, engagement, collaboration, productivity, and operational continuity.
• Develop mitigation plans for change fatigue, overlapping initiatives, resource constraints, and disruption to business-as-usual activities.
• Monitor employee sentiment and stakeholder feedback throughout the change lifecycle.
• Establish feedback mechanisms that allow employees to raise questions, share concerns, and contribute improvement ideas.

Key Performance Indicators

• Change-management plan completion
• Change-readiness assessment completion
• Organizational readiness score
• Stakeholder engagement rate
• Employee awareness of change initiatives
• Employee understanding of change objectives
• Change communication reach
• Communication effectiveness
• Employee participation in change activities
• Change champion engagement
• Leadership sponsorship effectiveness
• Manager readiness and participation
• Stakeholder alignment
• Employee sentiment during change
• Change resistance identification and resolution
• Change-related issue resolution time
• Training completion rate
• Training attendance and participation
• Training assessment results
• Employee competency readiness
• Adoption of new systems and technologies
• Adoption of new business processes
• Compliance with new policies and procedures
• User adoption rate
• Time to proficiency
• Post-implementation adoption level
• Change-related productivity impact
• Business disruption during implementation
• Change-related employee support requests
• Change-related operational incidents
• Change milestone completion
• Change activity delivery against schedule
• Change-management budget adherence
• Change-related risk mitigation completion
• Stakeholder satisfaction
• Employee feedback response rate
• Corrective-action completion
• Sustainability of new behaviors and processes
• Realization of intended change benefits
• Post-implementation review completion
• Lessons-learned implementation
• Change fatigue indicators
• Continuous improvement in change-management practices

Ideal Candidate

The successful candidate should have strong experience in organizational change management, business transformation, organizational development, people and culture initiatives, change communications, or transformation program delivery, preferably within a multinational, technology-driven, consulting, professional-services, financial-services, or complex operational environment.

The candidate should demonstrate:

• Proven experience managing organizational change initiatives from planning through implementation and reinforcement.
• Strong understanding of change-management principles, methodologies, and practical implementation techniques.
• Familiarity with ADKAR, Kotter's change model, or other recognized change-management frameworks.
• Experience conducting change-impact assessments, stakeholder analyses, and organizational readiness assessments.
• Strong stakeholder-management and relationship-building capabilities across different organizational levels.
• Experience engaging senior leaders, executives, functional managers, and employee groups.
• Strong understanding of organizational behavior, employee engagement, and workplace dynamics.
• Experience identifying and addressing resistance to change.
• Strong communication skills, including the ability to develop clear and audience-specific change messages.
• Experience preparing leadership presentations, employee communications, FAQs, training materials, and change documentation.
• Experience developing and coordinating change-management plans, roadmaps, and implementation activities.