The work

The manager defines DPTF’s change and communications strategy and creates standards, templates and guidance for teams delivering organisational change. Beyond the current operating model transition, the role owns DPTF’s ongoing change and communications capability, including adoption analytics and management of the volume of change affecting its people and customers.

For large transformation programmes, the role leads communications to DPTF and the GSK teams it serves, sequencing messages and channels for affected audiences. Contract support can add delivery capacity where needed, with the manager maintaining consistent standards and messaging.

The work covers business and organisational change; technical change management sits with Reliability Engineering and Operations. The manager drives adoption of DPTF’s operating model and ways of working, measured against defined adoption KPIs, while its design is held across Technology Business Operations. The role works with HR, platform and domain leaders, and communications colleagues across GSK.

Responsibilities include preparing for change through impact assessment, stakeholder mapping and adoption measures; designing training and adoption with business and learning partners; and working with HR on the effects on people, roles and ways of working. The manager measures adoption and sentiment, reports to leadership and adjusts the approach, while tracking where the volume or timing of change may put adoption at risk. AI tools support audience analysis, content drafting and sentiment measurement.

The role also builds a network of change champions and stakeholder forums, coaches leaders and delivery teams, and builds capability in product and platform domains so teams can deliver change with less central support over time.

Requirements

• A bachelor’s or master’s degree in business, communications, organisational psychology or a related field, or equivalent experience.
• At least eight years in organisational change management, change communications or technology-enabled transformation.
• Experience designing and delivering change strategies for operating model change, beyond system implementation alone.
• Experience establishing change standards, templates and governance used by teams outside your direct control.
• Experience leading communications for a large transformation, including sensitive people change.
• Experience assessing organisational readiness and measuring adoption and sentiment.
• Experience building and running a change network of champions across a distributed organisation.
• Experience partnering with HR on people impacts, consultation and role change.
• Familiarity with AI tools for audience analysis, content drafting and sentiment measurement.

Preferred qualifications

• A change management accreditation such as Prosci, ADKAR, Kotter or equivalent, or a communications or organisational development qualification.
• Strong written and verbal communication, including writing for audiences from executives to the front line, and judgement on tone and timing when change affects roles.
• Ability to build standards and capability in others, and manage stakeholders across HR, leadership and delivery teams.
• Organisation across multiple communications and change workstreams, plus resilience and discretion with sensitive organisational change.