Organisational Change

Summary & Overview:

Their background is in organisational change and HR, largely within major mining and resources organisations in Australia and internationally. Most recently, they led the OCM function supporting the integration of two large iron ore businesses, alongside a workforce optimisation program. This was a technology-led transformation affecting corporate and operational teams, with their remit covering change strategy and planning, impacts, stakeholder engagement, communications and executive reporting.

Earlier experience includes leading change for autonomous haulage, an Oracle Cloud implementation and a global SAP rollout spanning 13 countries and approximately 8,000 users. They also spent more than 20 years in HR and organisational development, which has shaped them towards the people and organisational side of change rather than purely system implementation. They are now ready to return to work following a planned break to support family and would ideally like a permanent Change Lead/Manager position, although they are open to contract.

Why hire:

Good, detailed conversation and solid communicator. Organisational change is where they are strongest. They naturally look at a transformation in terms of what it means for people, how leaders need to communicate it and what needs to happen for the organisation to actually adopt the change. They are comfortable defining the change strategy and plan, assessing impacts and then guiding the teams responsible for delivering it.

Their resources background is particularly relevant for larger transformations. In their most recent integration, they worked across corporate functions and operational assets, with around 4,000 people impacted. Their role involved helping different parts of the organisation agree on future processes and then supporting teams through adoption. There is also considerable experience working with senior leadership from their earlier global HR and change roles.

Areas for development/review:

Most of their career has been spent within large mining and resources organisations, and that remains their preferred environment. They are open to other sectors, including oil and gas, but have had less exposure to smaller organisations where the scale and structure of the change function may be quite different.

They have also primarily worked at an organisational and leadership level rather than as a purely technology-focused Change Manager. Roles centred heavily on technical delivery without the broader people, operating model or organisational component are less aligned to their background.

Education and Certifications:

MBA in Leadership and Bachelor of Psychology.

PROSCI Change Management Practitioner and APMG Certified Change Management Practitioner. They also hold Chartered Manager status and are an Associate Fellow of the Institute of Managers and Leaders, alongside qualifications in training, workplace health and safety and leadership development.

Availability and remuneration expectations:

Available from the end of October and open to both permanent and contract opportunities, with permanent their preference.

Targeting around $180K + super for permanent roles or approximately $1,400 per day charge for contract, with some flexibility depending on the role.