GENERAL DESCRIPTION
Converge 2.0 is a newly developed ERP for the Heirs Holdings Group, replacing Legacy Converge, it is being rolled out in phased releases, starting with the HR Suite.
The Change Manager is the trusted Converge 2.0 voice, coach and feedback channel that moves every person in an assigned portfolio of one to two Heirs Holdings Group companies, grouped by sector and location, from awareness to everyday use of Converge 2.0, from onboarding through training, go-live and stabilisation. The role is based on a 6-month contract, working roughly 90% of the time on-site within the portfolio’s own location(s).
The role supports the rollout of Converge 2.0 and works closely with the Senior Change Manager, the Product team, and each company’s IT Admin, HR and Finance leads, ensuring that every company is trained across all available releases.
DUTIES/RESPONSIBILITIES
Inform (Awareness):
- Explain what is changing, why, when, and which system does what, to every user group in the assigned portfolio companies.
- Cascade leadership and project messages, and keep the release roadmap and module map visible and current.
- Prepare a change impact statement for each portfolio company.
Listen (Desire):
- Run the concern log for the portfolio: record each concern, agree an owner and make sure a reply is given within the agreed time.
- Surface resistance early and work through it with the named owner and local leaders.
- Keep company executives and sponsors visibly engaged in the change.
Enable (Knowledge):
- Coach company super-users and key users, and co-deliver training sessions with the Product team.
- Confirm that key users are trained before each Go/No-Go decision.
- Keep quick reference guides, FAQs and support contacts current for the portfolio companies.
Support Release/Go-Live (Ability):
- Support user acceptance testing and data migration validation with company HR, finance and IT leads.
- Be on the floor at go-live and through hypercare.
- Route P1 to P4 issues to the support team and follow each one to closure.
Sustain (Reinforcement):
- Track adoption by team and manager, and recognise early adopters.
- Challenge any drift back to Legacy Converge or offline routes.
- Hand over adoption notes, the concern log and open issues per company at the end of the programme.
Reporting & Escalation:
- Send a weekly status report to the Senior Change Manager and attend the weekly huddles every Thursday.
- Provide the change readiness view for each Go/No-Go decision.
- Route configuration requests, defects and scope questions to the Product, Engineering and support teams; the role does not configure the system, fix defects or decide scope.
Onboarding and Training:
- Complete onboarding and orientation covering Converge 2.0 and every release from Foundation to Release 4.
- Pass the stage 1 sign-off on Foundation to Release 3 on all releases before going on the floor.
- Begin working in portfolio companies as assigned.
SKILLS AND ABILITIES
The ideal candidate for this role should be able to demonstrate:
- Stakeholder Engagement & Influence: Builds trust quickly with executives, managers and front-line users, and influences without formal authority.
- Communication & Coaching: Explains a new system in plain language, runs briefings and training sessions, and coaches’ users to use it with confidence.
- Learning Agility: Learns a multi-module platform (HRIS, Leave, Workflow, Expense, Payroll, Recruitment, Performance) quickly and keeps pace with each new release.
- Analytical & Reporting Discipline: Reads usage and adoption data, keeps accurate trackers and logs, and reports on time.
- Ownership & Follow-Through: Takes responsibility for concerns and issues in the portfolio and sees them through to closure.
- Resilience Under Pressure: Stays steady and constructive through go-live and hypercare.
- Integrity & Honest Feedback: Gives candid feedback to project and company leaders, including when the news is unwelcome.
EDUCATION/EXPERIENCE REQUIREMENTS
- First degree in Business Administration, Social Sciences, Human Resources, Information Technology or a related field, or equivalent experience; ADKAR or Prosci change practitioner certification is an advantage.
- Minimum of 3–4 years of experience in change management, training or adoption work on ERP, HRIS or payroll rollouts.
- Proven experience engaging executives, managers and front-line users through a system go-live.
- Experience in financial services, insurance or healthcare is an advantage.
- Experience with multi-site or multi-company rollouts, SaaS products or supporting HR or payroll go-lives, is preferred.