3. Role Purpose The Change Manager (Mid-Level) is responsible for planning and executing structured change management activities across NNE IN – drive wide transformation initiatives — including strategic, organisational, cultural, digital, process, and capability-building changes where required. This role focuses on the practical delivery of change at scale, enabling people, teams, and functions to adopt recent ways of working with confidence and consistency. In this role, you will be responsible for leading the change process itself, as change does not happen on its own—it must be continuously driven, facilitated, communicated and followed up on. Management owns the changes, and you will work closely with directors and people managers to design and implement them. 4. Key Responsibilities 4.1 Change Strategy & Planning Develop and execute structured change management plans for organisation-wide initiatives — operating model changes, digital transformation, cultural shifts, restructuring, and policy rollouts. Conduct enterprise-level change impact assessments and stakeholder analyses across functions & levels. Design and apply change governance frameworks, RACI models, and structures for transformation programmes. Integrate change activities into broader organisational transformation roadmaps and strategic planning cycles. 4.2 Stakeholder Engagement & Leadership Alignment Engage stakeholders across all levels — leadership, line managers, and employees — to build trust, alignment, and commitment. Facilitate alignment workshops Identify, anticipate, and proactively manage resistance across organization through structured interventions. Craft compelling change narratives that connect strategy, purpose,



and employee experience. Tailor messages to diverse audiences — Sr /Jr. Engineers, Line Mgmt., & Leaders 4.3 Readiness, Adoption & Behavioral Change Execute readiness assessments Design and execute mechanisms to embed change sustainably Translate insights into actionable recommendations for leadership. 4.4 Change Capability & Continuous Improvement Contribute to building NNE IN's internal Change Management Mentor and uplift change adoption mindset across organization. 5. Qualifications & Experience Essential Bachelor's degree in Business, HR, Organisational Psychology, Engineering, Life Sciences, or a related field. 3–5 years of experience in agile change management, organizational development, & transformation,. Demonstrated experience supporting organisation-wide change initiatives (digital, cultural, operating model, process, or capability) — not limited to single projects. Working knowledge of structured change frameworks (Prosci ADKAR, Kotter, Bridges, or equivalent). Strong stakeholder engagement, facilitation, and communication skills across hierarchies. Excellent written and verbal English; ability to craft narratives for both leaders and frontline audiences. Preferred Prosci / APMG / CCMP change management certification. Experience in pharma, life sciences, engineering consulting,



or regulated industries. Exposure to cultural transformation, operating model design, M&A; integration, or employee experience programmes. Familiarity with digital adoption platforms , survey tools (Glint, Peakon), and collaboration suites (M365, Viva). Experience designing and facilitating large-scale workshops, leadership offsites, or culture interventions. 6. Core Competencies Competency Mid-Level Behavioural Indicators (Org-Wide Scope) Enterprise Stakeholder Engagement Builds trusted relationships across functions and levels; mobilises sponsors, champions, and influencers across the organisation. Strategic Change Execution Translates strategic intent into pragmatic, scalable change plans that deliver adoption and measurable outcomes. Analytical & Systems Thinking Connects dots across people, process, technology, and culture; uses data and frameworks to diagnose and design interventions. Communication & Storytelling Crafts transparent, compelling, and audience-tailored narratives that inspire commitment and clarity through change. Learning Agility Adapts quickly to new contexts, technologies, and organisational shifts; brings curiosity and a continuous-improvement mindset. Cross-Functional Collaboration Partners seamlessly with cross disciplines to integrated change outcomes. Behavioural Insight Understands human responses to change; designs interventions that drive sustained behavioural and cultural shifts. Growth Mindset Embraces ambiguity, learns from setbacks, and elevates the change capability of those around them. 8. Working Conditions & Travel All 5 days work from office

📌 Change Manager (Bengaluru)
🏢 People First Consultants
📍 Bengaluru