Enterprise Change Manager

Job description

LGT Wealth Management was formed around a clear and uncompromising vision – to bring global best practice in building institutional quality investment portfolios to Australian clients. With a shared passion for building an uncompromised business – we created something new from the ground up. A chance to leave behind the things that weren’t working, while enhancing the things that were. Our authentic and personalised client-first commitment. Our entrepreneurial spirit. Our focus in best-in-class advice. And our intimate understanding of the Australian private wealth landscape. In 2022 we became a part of the LGT Group, who shared our entrepreneurial spirit, long-term approach and private-ownership model. Today, with the global expertise, stability, and capability of LGT behind us, we can work without being reliant on markets or margins, with a singular focus on giving our clients the advice and deep expertise they need for generations to come. The Enterprise Change Manager leads the organisation, its people and its clients through the changes required to ensure the business remains competitive, relevant, modern and at the forefront of the wealth management industry always. Operating across business, technology, operations, risk and client-facing functions, the role ensures that changes to platforms, processes, products, structures and ways of operating are effectively introduced, adopted and embedded. The Enterprise Change Manager provides change leadership while maintaining accountability for execution, including impact assessment, stakeholder engagement, communications, learning, business readiness and adoption. Working closely with domain transformation leads, project teams and business stakeholders, the role coordinates communications, training, implementation readiness and transition activities across multiple delivery streams. Acting as the central change specialist within the transformation model, the role helps ensure change is delivered in a controlled, coordinated and sustainable manner while minimising disruption to clients, advisers and business operations. Your responsibilities Change strategy & planning Develop and execute change management strategies for complex, enterprise-wide initiatives. Assess the scale, complexity and organisational impact of proposed changes. Establish integrated change plans covering stakeholder engagement, communications, learning, readiness, implementation and adoption. Align change activities with program milestones, delivery plans and governance requirements. Identify interdependencies, competing initiatives and areas of change saturation across the organisation. Tailor change approaches to reflect the needs of different business functions, employee groups and client segments. Change impact and business readiness Lead comprehensive impact assessments across people, processes, technology, data, controls, policies, roles and client experience. Identify affected stakeholders and define the implications of moving from the current state to the target state. Establish clear business readiness criteria and coordinate readiness assessments before implementation. Identify adoption barriers and recommend appropriate mitigation strategies. Provide evidence-based reporting on change risks, readiness and adoption to program and executive governance forums. Ensure business areas have the capability, capacity and support required to implement and sustain the change. Stakeholder engagement and leadership Build trusted relationships with domain transformation leads, project managers, business analysts, technology teams and business stakeholders. Develop stakeholder maps and engagement plans aligned to the influence, interests and needs of each audience. Facilitate workshops and targeted discussions to identify concerns, validate impacts and build commitment. Equip leaders and people managers to communicate, sponsor and reinforce change within their teams. Establish and support change champion networks where appropriate. Communications Develop communication and engagement plans aligned to the needs of affected business areas. Work closely with the Internal Communications Team to develop communication plans to support the change process and provide content for internal communications. Support leaders in communicating upcoming changes, implementation impacts and expectations to their teams. Establish feedback channels to identify implementation issues, adoption risks and areas requiring additional support. Maintain close engagement with business stakeholders and impacted teams throughout implementation and stabilisation activities. Learning and capability Assess the learning and capability requirements associated with new systems, processes and responsibilities. Develop and coordinate learning strategies, plans and materials. Work with subject-matter experts to ensure learning content is accurate, relevant and practical. Coordinate training delivery and monitor participation, completion and effectiveness. Confirm that affected employees understand both the practical requirements of the change and the outcomes it is intended to achieve. Implementation and adoption Partner with project and business teams to plan implementation, transition, migration and post-launch support. Support pilots, phased rollouts and controlled releases where appropriate. Define adoption measures and establish mechanisms to monitor capability, behaviour and business outcomes. Analyse feedback and performance data to identify areas requiring further intervention. Ensure changes are incorporated into business-as-usual processes, governance, controls, documentation and role expectations. Partner with Domain Transformation Leads to assess outcomes and benefits realisation across the change portfolio. Lead post-implementation change reviews and apply lessons to subsequent initiatives. Enterprise change capability Provide change leadership across a portfolio of concurrent initiatives. Maintain an enterprise view of the timing, scale and cumulative impact of organisational change. Establish and promote consistent change management standards, tools and practices. Advise senior leaders on organisational capacity, readiness and change risk. Coach project teams and business leaders in effective change leadership. Contribute to the ongoing development of the organisation’s change management capability. Your skills and experience Extensive organisational change management experience within banking, wealth management, financial services or another highly regulated industry. Demonstrated success leading change for complex, enterprise-wide business and technology transformation. Experience managing change across multiple business functions, stakeholder groups and concurrent initiatives. Strong capability across impact assessment, stakeholder engagement, communications, learning, readiness and adoption. Experience working with business and technology teams throughout the end-to-end delivery lifecycle. Demonstrated ability to advise, influence and constructively challenge executives and senior leaders. Exceptional facilitation, presentation and written communication skills. Strong judgement and the ability to operate effectively in an environment of ambiguity, competing priorities and demanding timeframes. Experience working in Agile, hybrid and traditional delivery environments. Experience working in a dynamic, fast paced environment. Your qualifications Tertiary qualification in Business, Commerce, Human Resources, Psychology, Communications or a related discipline. Professional certification in change management methodologies desirable (e.g. Prosci, APMG or equivalent). Qualifications in project management or agile delivery methodologies advantageous. LGT Wealth Management is committed to the ongoing development of their employees. Your development will be managed and tailored to your role and future career path. LGT Wealth Management is an equal opportunity employer committed to embracing a diverse and inclusive work environment. We aim to attract and retain the best people regardless of their gender, marital/parental status, ethnic origin, nationality, age, background, disability, sexual orientation and gender identity.