Our Change Manager job description includes the Change Manager responsibilities, duties, skills, education, qualifications, and experience.
Change Manager Example
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If you need an example job description for a Change Manager download the one below, alternatively we have many other Professional Services job description samples and a job description library with over 3000 job descriptions templates that you can download for free.
What does a Change Manager do?
Change managers are responsible for monitoring and supervising changes to business processes and systems, technology, job roles, and structures within the organisation and play a crucial role in ensuring that staff members embrace the change. They ensure that change projects are implemented on time and within budget.
Change Manager Role
We are hiring a Change Manager who will be responsible for overseeing business system, structure, and process changes. You will formulate and implement change strategies to improve the business’s performance and efficiency. You will collaborate with managers to inform staff and introduce new methods with minimal resistance from their teams. To become our Change Manager, you should have at least five years of forecasting, streamlining, process, and technology implementation experience.
Change Manager Duties
- Gathering data and operational information from the management team.
- Analysing risks and forecasting the outcome of change strategies.
- Creating expense, efficiency, and revenue change management reports.
- Restructuring staff to align with new projects, policies, and procedures.
- Communicating to managers the change strategy and developing plans to limit staff resistance.
- Relaying change information to teams and developing training plans.
Change Manager Requirements
- A Business Administration or Human Resources Bachelor’s Degree.
- Completion of a Change Management Institute (CMI) recognised Change Management Foundation and Practitioner Course.
- Change Management Practitioner Certification.
- Proficiency in administering change management methodologies and principles.
- Excellent problem-solving, communication, analytical thinking, and influencing skills.
How to write a Change Manager Job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
A job description informs the reader about a job, whereas a job advert’s main objective is to sell the job opportunity to attract as many suitable applicants possible. A job advert maybe the first touch-point a candidate has with your company so it is important to create a great impression.
Job Advertisements should enticing, so considering using short, exciting language which get the reader’s attention.
How to write a Change Manager Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
Job Description Advice - Guidance on How to Personalise a Change Manager Job Specification
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
Job Description Tips - Help on formatting a Change Manager Job Specification
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company's culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
How to Hire a Change Manager
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