Senior Change Manager-HCM Transformation

- Major 3–4 year HCM transformation and business reform program
- Lead change across Future Operating Model and Business Reform
- Senior stakeholder environment with significant resistance to change and established ways of working
- Drive organisational readiness for transformational change before future HCM technology is determined

- Major 3–4 year HCM transformation and business reform program
- Lead change across Future Operating Model and Business Reform
- Senior stakeholder environment with significant resistance to change and established ways of working
- Drive organisational readiness for transformational change before future HCM technology is determined

Our client is a large NSW Government organisation undertaking a significant, multi-year transformation of its Human Capital Management (HCM) setting.

The program has been under development for a number of years and is now entering a significant phase of transformation, following renewed executive direction and a stronger focus on establishing a sustainable future operating model.

This is not simply a technology implementation. The program is examining how HR services, processes, data, capabilities and ways of working need to operate in the future, including what can be retained, improved or fundamentally redesigned.

Technology selection will follow this business and operating model work. The program is therefore technology-agnostic at this stage, with future HCM technology options to be assessed against the organisation's future requirements.

Role Description

The Senior Change Manager will lead the organisational change, stakeholder engagement and business readiness strategy across the transformation,



with a particular focus on the Future Operating Model and Business Reform pillars. The role will operate in a complex stakeholder environment where there is significant history, established ways of working and strong attachment to existing processes and systems. The successful candidate will need to be an experienced transformational change practitioner who can work confidently with senior stakeholders, understand and navigate resistance, challenge established thinking and build the organisational commitment required to deliver meaningful and sustainable change. This is a transformational change role rather than a conventional technology implementation change position.

Responsibilities include:

- Lead the change management strategy across the HCM transformation, with particular focus on Future Operating Model and Business Reform
- Develop change strategies, plans and interventions aligned to the program's strategic transformation objectives
- Work closely with senior executives, HR leaders, SMEs and program leadership to understand stakeholder concerns, organisational impacts and barriers to transformation
- Lead stakeholder engagement in an environment where there may be significant resistance to changing established processes, systems and ways of working




- Facilitate constructive conversations with stakeholders and help build alignment around future-state operating models and business outcomes
- Assess organisational, process, capability, service and workforce impacts arising from proposed future-state changes
- Develop targeted change interventions to address resistance, capability gaps, stakeholder concerns and readiness risks
- Partner closely with the Senior Business Analyst and other transformation workstreams to ensure future-state business design and change activities remain aligned
- Translate future operating model and business reform outcomes into practical change and adoption strategies
- Develop stakeholder maps, change impact assessments, readiness assessments and organisational change plans
- Establish appropriate measures for change readiness, adoption, stakeholder sentiment and benefits realisation
- Provide advice to senior leaders and governance forums on change risks, stakeholder impacts and organisational readiness
- Build change leadership capability and ownership within business areas impacted by the transformation
- Partner with communications, learning, HR and business teams to ensure engagement, communication and capability-building activities support the transformation
- Lead business and operational readiness activities as future-state processes and solutions are progressively defined
- Support transition planning, implementation and adoption as the program moves towards future technology and solution implementation
- Identify and manage change dependencies, risks, issues and barriers to adoption
- Provide strategic direction while remaining hands‑on in the dev

📌 Senior Change Manager-HCM Transformation (Sydney)
🏢 AAR Consulting Group
📍 Sydney