Job Description
The Change Enablement & Employee Experience Director will focus on leading and driving all aspects of the operational change management for the separation of WBD into two companies.
This role will prioritize ensuring a best-in-class employee experience of moving through the transition, ensuring all people-related aspects of the separation are managed holistically, to ensure business continuity with limited business disruption.
This role will work cross-functionally (e.g., with Tech, Finance, Legal, Real Estate, P&C and other parties) to understand separation impacts to processes, policies, systems, role changes or ways of working & in accordance to the timely execution of these separation plans; ensure a robust change strategy and plan is executed to ensure minimal business disruption and ensuring employees are aware and understand the specific changes impacting them as a result of the separation efforts and/or changes to their role. This will include ensuring a thorough understanding of entanglements between the two organizations and the approach to managing these at and post Day 1.
The focus of this position is on bringing best-in-class change management practices to the WBD separation and adapting to the current environment and landscape.
This role will be critical in guiding people, processes, and systems change through the separation, ensuring that each company is prepared, aligned, and equipped for Day 1.
This role will partner closely with broader the broader Change & Culture workstreams to ensure organizational alignment and stand-up of the two new entities/organization.
Key Responsibilities
1. Change Management Strategy Development and Impact Analysis: Lead the development of the comprehensive change management strategy to address all identified People-related impacts. This involves assessing audience needs and readiness, identifying the impact of changes for each audience and planning for how to mitigate across systems, policies and processes. Evolve and evaluate plans as separation activities progress and adapt accordingly.
2. Stakeholder Engagement and Partnership: Establish and maintain strong relationships with cross-functional stakeholders to understand change needs. Partner with stakeholders on tailored change plans for all audiences to develop the impact analysis and support the change strategy. Partner with specific organizational change & culture workstreams on the separation program (Talent Development, Comms, Org Culture etc) to ensure synchronization of plans
3. Change Material Delivery and Execution: Oversee the development and delivery of essential change management outputs, including communications, training, engagements, etc. Ensure that all deliverables are on track, thoroughly reviewed, and legally approved. Drive complete alignment with our corporate communications partners, P&C leadership and P&C communications.
4. Project Manage the Change Workstream: Define and maintain change scope, timelines and deliverables; raise and mitigate risks as they arise, report status updates across various forums, and inform involved parties of progress.
5. Continuous Improvement (Post Day 1 / split support): Drive continuous improvement & ongoing adoption by identifying opportunities to enhance the experience for employees e.g. from pulse feedback or employee sentiment. Leverage both internal insights and external best practices to refine change management approaches and ensure their ongoing effectiveness.
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