P&C Design and Change Management Specialist

Role Overview

This role sits on the people side of P&C transformation at IRC, making sure that Workday enhancements, redesigned processes, and digital rollouts are actually taken up by staff around the world rather than simply shipped and forgotten. Day to day, that means mapping who a change touches, judging how ready those groups really are, anticipating where adoption will stall, and building the plans that close those gaps before go-live. The work matters because the value of any P&C investment only materialises when people change how they work — this position is what converts a delivered system into a genuinely adopted one.

Key Responsibilities

• Build and run structured change management plans for assigned P&C transformation initiatives, applying recognised frameworks such as ADKAR or Prosci and reusing shared templates and planning tools so the approach stays consistent from project to project.
• Lead stakeholder impact assessments at the outset of each initiative, capturing which populations are affected, how deep the change runs, where adoption risk sits, and which readiness gaps need attention first.
• Translate those assessments into stakeholder engagement plans that specify the right message, channel, and moment for each audience, then draft the supporting communications in partnership with the Transformation & Digital Delivery Manager and relevant P&C teams.
• Surface and actively work change resistance — diagnosing blockers, designing interventions, and escalating material risks with a clear recommendation rather than a status update.
• Set readiness checkpoints in advance of go-live, using defined criteria and tools to judge whether affected teams are genuinely prepared, and define the adoption metrics tracked afterwards to spot lagging groups and target follow-up support.
• Document change risks as a standing part of project governance, keeping assessments current through the delivery cycle.
• Work hand in hand with the Training & Learning Delivery Specialist, feeding impact and readiness findings directly into how training is designed and sequenced so it reflects real audience needs.
• Run post-implementation reviews on change effectiveness for major initiatives, record decisions and lessons learned in the team knowledge base, and keep current on evolving change management and organisational readiness practice.

Requirements & Qualifications

• Three to five years working in change management or P&C/HR transformation roles.
• Proven track record executing structured change management on P&C technology or business transformation projects, ideally within a complex, matrixed organisation.
• Hands-on experience using, adapting, and maintaining change management tools, templates, and frameworks.
• Practical command of change management methodologies such as ADKAR or Prosci, applied in real delivery settings rather than in theory.
• Working knowledge of Workday from an end-user or project delivery standpoint is a strong plus.
• Change management certification (Prosci, CCMP, or equivalent) is advantageous.
• A communicator who adapts naturally across audiences, from frontline users to senior stakeholders.
• Comfortable with data: able to define readiness and adoption measures, interpret what they show, and turn findings into recommended action.
• Skilled at spotting resistance and readiness gaps early and designing a response.
• Able to execute an established methodology with precision and consistency while recognising where it needs improvement and flagging that upward.