Hiring: NairobiCity Newsroom
Status
Offen
• Job Type Full Time
• Qualification BA/BSc/HND
• Experience
• Location Nairobi
• Job Field Human Resources / HR
• Plan International is at an important moment in its evolution. As we reshape how we work, strengthen our operating model and build the capabilities needed for the future, we are looking for a leader who can help turn organisational ambition into meaningful, lasting change.
• The Director of Organisational Change & Engagement will play a central role in shaping how change is led, understood and experienced across Plan International. This is an opportunity to influence major organisation-wide transformation, work closely with senior leaders, and help create the clarity, engagement and confidence needed for change to succeed.
• Leading Plan International's enterprise approach to organisational change — using communications and engagement as key levers to drive understanding, adoption and lasting impact — the Director will connect strategy, people, communications and engagement to ensure major initiatives are coherent, people-centred and successfully adopted across our global organisation.
• The role will strengthen how we communicate our direction and priorities, deepen employee engagement, create opportunities for meaningful dialogue, and build the capability of leaders and managers to lead through change with confidence.
• As a key member of the Operating Model core team and other relevant change governance forums, the Director will ensure that people, culture, engagement and communications are considered from the outset in the design and delivery of major organisational change.
• Shape and enable Plan International's enterprise approach to organisational change — building shared frameworks and local capability— so major transformation initiatives are people-centred, connected and successfully adopted. Partner with senior leaders and transformation teams to shape change strategies, anticipate organisational impacts and risks, and strengthen readiness and adoption.
• Establish the frameworks, governance and approaches that enable effective and coherent change across Plan International.
• Establish and steward a network of change ambassadors across regions, country offices and functions to bridge central initiatives and local implementation, surface feedback and build local ownership of change
• Strengthen the capability of leaders, managers and teams across Plan International to lead, communicate and navigate change effectively.
• Build organisational approaches, networks and learning that strengthen local ownership and embed new behaviours and ways of working.
• Use evidence, learning and measures of adoption and engagement to strengthen how Plan International delivers and sustains organisational change.
• Shape a clear and compelling organisational narrative that connects strategy, transformation, culture, impact and the priorities and messages that need to be consistently reinforced across Plan International and advise senior leaders on how they communicate and engage.
• Strengthen organisational listening and dialogue, using employee insight and feedback to inform decisions, build trust, strengthen engagement and improve how organisational priorities and change are shaped and delivered.
• Ensure internal communications and engagement approaches — delivered through the Communications team — are aligned to and actively drive Plan's change and transformation priorities Internal Communication and Engagement team, supporting colleagues to understand the organisation's direction, priorities and the changes underway
• Ensure knowledge, learning and information generated through change and communications activity is captured, shared and easily accessible across Plan International
• Champion digital and self-service approaches to change and communications — toolkits, collaboration platforms and accessible guidance — that make change easier for managers and teams to navigate without reliance on central delivery
• Leadership Team and Extended Leadership Group
• People & Culture Leadership Team
• Operating Model leadership and project teams
• Chief of Staff and Executive Office
• National Organisations, Regional and County Offices colleagues
• Other functional leaders responsible for major organisational transformation initiatives
• Significant senior-level experience leading complex organisational transformation and enterprise-wide change in a global or highly matrixed organisation.
• A strong track record of designing and implementing change strategies that achieve sustained adoption and organisational impact.
• Strong experience leading communications and employee engagement in a complex organisation, including shaping organisational narrative and translating leadership priorities into clear, compelling communications for staff.
• Significant experience supporting senior leaders with leadership communications, including experience ensuring senior leaders are well-equipped to communicate through change and engagement with employees.
• Experience advising and influencing executive and senior leadership teams on change, communications and engagement.
• Qualification BA/BSc/HND
• Experience
• Location Nairobi
• Job Field Human Resources / HR
• Plan International is at an important moment in its evolution. As we reshape how we work, strengthen our operating model and build the capabilities needed for the future, we are looking for a leader who can help turn organisational ambition into meaningful, lasting change.
• The Director of Organisational Change & Engagement will play a central role in shaping how change is led, understood and experienced across Plan International. This is an opportunity to influence major organisation-wide transformation, work closely with senior leaders, and help create the clarity, engagement and confidence needed for change to succeed.
• Leading Plan International's enterprise approach to organisational change — using communications and engagement as key levers to drive understanding, adoption and lasting impact — the Director will connect strategy, people, communications and engagement to ensure major initiatives are coherent, people-centred and successfully adopted across our global organisation.
• The role will strengthen how we communicate our direction and priorities, deepen employee engagement, create opportunities for meaningful dialogue, and build the capability of leaders and managers to lead through change with confidence.
• As a key member of the Operating Model core team and other relevant change governance forums, the Director will ensure that people, culture, engagement and communications are considered from the outset in the design and delivery of major organisational change.
• Shape and enable Plan International's enterprise approach to organisational change — building shared frameworks and local capability— so major transformation initiatives are people-centred, connected and successfully adopted. Partner with senior leaders and transformation teams to shape change strategies, anticipate organisational impacts and risks, and strengthen readiness and adoption.
• Establish the frameworks, governance and approaches that enable effective and coherent change across Plan International.
• Establish and steward a network of change ambassadors across regions, country offices and functions to bridge central initiatives and local implementation, surface feedback and build local ownership of change
• Strengthen the capability of leaders, managers and teams across Plan International to lead, communicate and navigate change effectively.
• Build organisational approaches, networks and learning that strengthen local ownership and embed new behaviours and ways of working.
• Use evidence, learning and measures of adoption and engagement to strengthen how Plan International delivers and sustains organisational change.
• Shape a clear and compelling organisational narrative that connects strategy, transformation, culture, impact and the priorities and messages that need to be consistently reinforced across Plan International and advise senior leaders on how they communicate and engage.
• Strengthen organisational listening and dialogue, using employee insight and feedback to inform decisions, build trust, strengthen engagement and improve how organisational priorities and change are shaped and delivered.
• Ensure internal communications and engagement approaches — delivered through the Communications team — are aligned to and actively drive Plan's change and transformation priorities Internal Communication and Engagement team, supporting colleagues to understand the organisation's direction, priorities and the changes underway
• Ensure knowledge, learning and information generated through change and communications activity is captured, shared and easily accessible across Plan International
• Champion digital and self-service approaches to change and communications — toolkits, collaboration platforms and accessible guidance — that make change easier for managers and teams to navigate without reliance on central delivery
• Leadership Team and Extended Leadership Group
• People & Culture Leadership Team
• Operating Model leadership and project teams
• Chief of Staff and Executive Office
• National Organisations, Regional and County Offices colleagues
• Other functional leaders responsible for major organisational transformation initiatives
• Significant senior-level experience leading complex organisational transformation and enterprise-wide change in a global or highly matrixed organisation.
• A strong track record of designing and implementing change strategies that achieve sustained adoption and organisational impact.
• Strong experience leading communications and employee engagement in a complex organisation, including shaping organisational narrative and translating leadership priorities into clear, compelling communications for staff.
• Significant experience supporting senior leaders with leadership communications, including experience ensuring senior leaders are well-equipped to communicate through change and engagement with employees.
• Experience advising and influencing executive and senior leadership teams on change, communications and engagement.
• Job Type Full Time
• Qualification BA/BSc/HND
• Experience
• Location Nairobi
• Job Field Human Resources / HR
• Plan International is at an important moment in its evolution. As we reshape how we work, strengthen our operating model and build the capabilities needed for the future, we are looking for a leader who can help turn organisational ambition into meaningful, lasting change.
• The Director of Organisational Change & Engagement will play a central role in shaping how change is led, understood and experienced across Plan International. This is an opportunity to influence major organisation-wide transformation, work closely with senior leaders, and help create the clarity, engagement and confidence needed for change to succeed.
• Leading Plan International's enterprise approach to organisational change — using communications and engagement as key levers to drive understanding, adoption and lasting impact — the Director will connect strategy, people, communications and engagement to ensure major initiatives are coherent, people-centred and successfully adopted across our global organisation.
• The role will strengthen how we communicate our direction and priorities, deepen employee engagement, create opportunities for meaningful dialogue, and build the capability of leaders and managers to lead through change with confidence.
• As a key member of the Operating Model core team and other relevant change governance forums, the Director will ensure that people, culture, engagement and communications are considered from the outset in the design and delivery of major organisational change.
• Shape and enable Plan International's enterprise approach to organisational change — building shared frameworks and local capability— so major transformation initiatives are people-centred, connected and successfully adopted. Partner with senior leaders and transformation teams to shape change strategies, anticipate organisational impacts and risks, and strengthen readiness and adoption.
• Establish the frameworks, governance and approaches that enable effective and coherent change across Plan International.
• Establish and steward a network of change ambassadors across regions, country offices and functions to bridge central initiatives and local implementation, surface feedback and build local ownership of change
• Strengthen the capability of leaders, managers and teams across Plan International to lead, communicate and navigate change effectively.
• Build organisational approaches, networks and learning that strengthen local ownership and embed new behaviours and ways of working.
• Use evidence, learning and measures of adoption and engagement to strengthen how Plan International delivers and sustains organisational change.
• Shape a clear and compelling organisational narrative that connects strategy, transformation, culture, impact and the priorities and messages that need to be consistently reinforced across Plan International and advise senior leaders on how they communicate and engage.
• Strengthen organisational listening and dialogue, using employee insight and feedback to inform decisions, build trust, strengthen engagement and improve how organisational priorities and change are shaped and delivered.
• Ensure internal communications and engagement approaches — delivered through the Communications team — are aligned to and actively drive Plan's change and transformation priorities Internal Communication and Engagement team, supporting colleagues to understand the organisation's direction, priorities and the changes underway
• Ensure knowledge, learning and information generated through change and communications activity is captured, shared and easily accessible across Plan International
• Champion digital and self-service approaches to change and communications — toolkits, collaboration platforms and accessible guidance — that make change easier for managers and teams to navigate without reliance on central delivery
• Leadership Team and Extended Leadership Group
• People & Culture Leadership Team
• Operating Model leadership and project teams
• Chief of Staff and Executive Office
• National Organisations, Regional and County Offices colleagues
• Other functional leaders responsible for major organisational transformation initiatives
• Significant senior-level experience leading complex organisational transformation and enterprise-wide change in a global or highly matrixed organisation.
• A strong track record of designing and implementing change strategies that achieve sustained adoption and organisational impact.
• Strong experience leading communications and employee engagement in a complex organisation, including shaping organisational narrative and translating leadership priorities into clear, compelling communications for staff.
• Significant experience supporting senior leaders with leadership communications, including experience ensuring senior leaders are well-equipped to communicate through change and engagement with employees.
• Experience advising and influencing executive and senior leadership teams on change, communications and engagement.
Sourced from an external job board — applications are handled there, not on NairobiCity.
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