About the role

AI summarised

The Change Enablement Partner supports the global implementation and embedding of people-side organizational change initiatives, working directly with executives and senior leaders to drive behavior change, capability building, and sustained adoption of new ways of working across regions and functions.

Life SciencesOnsite

Key Responsibilities

Lead change management for major organizational people transformations, including operating model and organizational design change, workforce and capability transformation, and culture and ways-of-working shifts
Develop and execute talent-focused change strategies and plans
Own impact assessments, readiness diagnostics, and stakeholder mapping
Partner with HR leadership, HRBPs, HR Talent Management colleagues, executive sponsors, and transformation, strategy, communication and program teams
Design and deliver communication, engagement, and leader enablement plans
Coach senior leaders and managers to act as effective change sponsors
Track adoption, engagement, and behavioral change using defined metrics
Identify resistance and implement targeted interventions to ensure successful implementation

Requirements

Bachelor’s or Master’s degree in Business Administration, Psychology, HR, Engineering or related field
Typically, at least 10+ years relevant experience for entry to this level
Proven experience leading large-scale organizational change
Background in HR, People Transformation, OD, or Enterprise Change
Strong senior-leader influencing capability
Experience applying structured change methodologies (e.g. Prosci / ADKAR)
Demonstrated success embedding change, not just delivering plans
Enterprise Systems Thinking - connects business strategy, talent systems, leadership behavior, and culture into a coherent change approach that delivers measurable outcomes
Change Ownership & Adoption Discipline - designs for adoption first; establishes reinforcement loops that ensure change is sustained long after formal implementation
Behavioral Insight & Intervention Design - diagnoses what truly drives or blocks behavior change and applies targeted, practical interventions, not generic solutions
Senior Stakeholder Influence - operates with credibility and confidence at executive level; influences without authority and navigates complexity with judgement
Global Agility & Cultural Intelligence - adapts change approach across regions, time zones, and cultures; balances global consistency with local relevance to drive adoption