Business Change Manager
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Tech stack
Job description
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The CDIO Organisational Transformation Team sits within the Finance, Portfolio, Performance and Organisational Transformation and are responsible for delivering organisational change activities within CDIO across people, process and technology demands to support our CDIO transformation goals. This function has skills ranging from, Business Change & Transition and Organisational & Operating Model Design.
Within the Operating Model Practice, the team is responsible for delivering departmental wide continual improvement activities across our CDIO Operating Model. This is a multi-disciplinary team, and the delivery focus may change, depending on CDIO priorities. We are, therefore, looking for someone with both strong knowledge management experience.
This is an exciting time to be joining the Organisational Transformation team as CDIO continues its transformation journey. The ITIL 4 Knowledge Management Practice is a way of transforming information and organisational intellectual capital into persistent value for employees and service consumers. The practice aims to provide the right information to the right people at the right moment.
The purpose of the ITIL 4 Knowledge Management Practice is to maintain and improve the effective, efficient and convenient use of information and knowledge across the organisation., The Business Change Manager plays a critical role in shaping and embedding change across CDIO as part of FPPOT. This role goes beyond managing change-it's about building and improving frameworks that enable transformation to succeed. You will lead the development of new approaches and enhance existing ones to ensure change initiatives are effectively managed, adopted, and sustained, aligning with CDIO's strategic objectives and transformation journey., Change Strategy & Framework Development
- Drive the delivery of CDIO's business change and transition strategy, ensuring alignment with organisational goals and the shift towards a product and platform operating model.
- Enhance existing change frameworks and develop new ones to support consistent, scalable, and effective change delivery across CDIO.
Agile Change Enablement
- Champion agile ways of working by embedding iterative change management practices, behaviours, and standards across CDIO.
- Introduce innovative approaches to accelerate adoption and improve flexibility in change delivery.
Stakeholder Engagement & Guidance
- Act as a trusted advisor, providing expert guidance on change and transition principles to stakeholders at all levels.
- Enable local delivery of change initiatives through clear communication and practical support.
Impact Assessment & Implementation Planning
- Collaborate with teams to assess the impact of change on systems, processes, structures, and behaviours.
- Develop robust implementation plans that ensure smooth transitions and minimise disruption.
Business Readiness & Adoption
- Lead efforts to prepare the business for change, defining and tracking readiness criteria.
- Support stakeholders in adopting new ways of working and mitigating risks to ensure successful outcomes.
Change Management Standards & Best Practice
- Apply and promote industry best practice in change management.
- Create and maintain standardised tools, templates, and processes to ensure consistency and quality across all initiatives.
Change Plan Delivery
- Contribute to the development and execution of the overarching change plan, ensuring timely delivery of change products and measurable outcomes.
Senior Stakeholder Engagement
- Build strong relationships with senior leaders and external partners, acting as a key point of contact for strategic change matters.
Continuous Improvement
- Foster a culture of continuous improvement by capturing lessons learned and applying insights from previous initiatives.
- Stay ahead of emerging trends in change management and bring fresh ideas to the team.
Performance Metrics & KPIs
- Monitor and report on the effectiveness of change initiatives using defined KPIs and metrics.
- Adjust strategies based on performance insights to maximise impact.
The Business Change Manager plays a critical role in shaping and embedding change across CDIO as part of FPPOT. This role goes beyond managing change-it's about building and improving frameworks that enable transformation to succeed. You will lead the development of new approaches and enhance existing ones to ensure change initiatives are effectively managed, adopted, and sustained, aligning with CDIO's strategic objectives and transformation journey.
Key Responsibilities:
Change Strategy & Framework Development
- Drive the delivery of CDIO's business change and transition strategy, ensuring alignment with organisational goals and the shift towards a product and platform operating model.
- Enhance existing change frameworks and develop new ones to support consistent, scalable, and effective change delivery across CDIO.
Agile Change Enablement
- Champion agile ways of working by embedding iterative change management practices, behaviours, and standards across CDIO.
- Introduce innovative approaches to accelerate adoption and improve flexibility in change delivery.
Stakeholder Engagement & Guidance
- Act as a trusted advisor, providing expert guidance on change and transition principles to stakeholders at all levels.
- Enable local delivery of change initiatives through clear communication and practical support.
Impact Assessment & Implementation Planning
- Collaborate with teams to assess the impact of change on systems, processes, structures, and behaviours.
- Develop robust implementation plans that ensure smooth transitions and minimise disruption.
Business Readiness & Adoption
- Lead efforts to prepare the business for change, defining and tracking readiness criteria.
- Support stakeholders in adopting new ways of working and mitigating risks to ensure successful outcomes.
Change Management Standards & Best Practice
- Apply and promote industry best practice in change management.
- Create and maintain standardised tools, templates, and processes to ensure consistency and quality across all initiatives.
Change Plan Delivery
- Contribute to the development and execution of the overarching change plan, ensuring timely delivery of change products and measurable outcomes.
Senior Stakeholder Engagement
- Build strong relationships with senior leaders and external partners, acting as a key point of contact for strategic change matters.
Continuous Improvement
- Foster a culture of continuous improvement by capturing lessons learned and applying insights from previous initiatives.
- Stay ahead of emerging trends in change management and bring fresh ideas to the team.
Performance Metrics & KPIs
- Monitor and report on the effectiveness of change initiatives using defined KPIs and metrics.
- Adjust strategies based on performance insights to maximise impact., We want to make sure no one is put at a disadvantage during our recruitment process. To assist you with this, we will reduce or remove any barriers where possible and provide additional support where appropriate., HMRC has a presence in every region of the UK. For more information on where you might be working, review this information on our locations.
The Civil Service values honesty and integrity and expects all candidates to abide by these principles. The evidence you provide in your application must relate to your own experiences.
Any instances of plagiarism or other forms of cheating will be investigated and, if proven, the relevant application(s) will be withdrawn from the process.
Recording of interviews is prohibited unless explicit agreement is sought in line with the UK General Data Protection Regulations.
Questions relating to an individual application must be emailed as detailed later in this advert.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
New entrants will join on the minimum of the pay band.
Please note that, if you are applying for roles on a part-time basis, the salary agreed will be pro-rata, reflective of the working hours agreed within your contract.
If you experience accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
For more Information for people applying for, or thinking of applying for, roles at HM Revenue and Customs, please see link: Working for HMRC: information for applicants - GOV.UK.
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
Requirements
- Proven experience in leading significant change and complex initiatives across large-scale organisations.
- Ability to think outside the box and develop new processes, frameworks, and approaches to support evolving business needs.
- Strong leadership skills with the ability to influence and engage stakeholders at all levels.
- Excellent communication, negotiation, and stakeholder management capabilities.
- A track record of successful team leadership and development.
- In-depth understanding of change management principles and practices, including PROSCI methodology.
- Extensive experience in delivering large-scale change management programmes.
- Proven strategic planning and innovative problem-solving capabilities.
- Comfortable working in agile environments and supporting agile transformation., * PROSCI Practitioner Certification or equivalent change qualification.
- Proven experience in organisational development, business change, or transformation roles, ideally within complex, multi-stakeholder environments.
- Demonstrated ability to design, enhance, and implement change management frameworks, tools, and methodologies that drive successful adoption.
- Strong track record of delivering change initiatives end-to-end, ensuring business readiness and embedding new ways of working.
- Excellent communication, influencing, and leadership skills, with the ability to engage and build trust at all levels, including senior stakeholders.
- Ability to champion agile ways of working, embedding iterative change practices and fostering a culture of adaptability.
- Skilled in impact assessment, implementation planning, and risk mitigation to ensure smooth transitions.
- Experience in measuring change effectiveness through KPIs and using insights to refine strategies.
Desirable Criteria
- Experience working with cross-functional teams and stakeholders to drive change.
- Knowledge of data analysis and its application to process improvement., You must hold the following qualification: Change Management Practioner Certification (e.g. PROSCI, APMG).
Behaviours
We'll assess you against these behaviours during the selection process:
- Changing and Improving
- Communicating and Influencing
- Developing Self and Others, * A 750-word Personal Statement, describing how your skills and experience would make you suitable for the role, and how you meet the Essential Criteria and Person Specification.
- A name-blind CV including your job history and previous experiences.
Please complete a separate statement (Max 250 words) for the Desirable Criteria where applicable. This is not essential for the role but may be considered by the vacancy-holder where candidates have the same scores at interview., Customer facing roles in HMRC require the ability to converse at ease with members of the public and provide advice in accurate spoken English and/or Welsh where required. Where this is an essential requirement, this will be tested as part of the selection process., Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Benefits & conditions
Alongside your salary of £58,541, HM Revenue and Customs contributes £16,959 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
HMRC operates both Flexible and Hybrid Working policies, allowing you to balance your work and personal commitments. We welcome applications from those who need to work a more flexible arrangement and will agree to requests where possible, considering our operational and customer service needs.
We offer a generous leave allowance, starting at 25 days and increasing by a day for every year of qualifying service up to a maximum of 30 days.
- Pension - We make contributions to our colleagues' Alpha pension equal to at least 28.97% of their salary.
- Family friendly policies.
- Personal support.
- Coaching and development.
To find out more about HMRC benefits and find out what it's really like to work for HMRC hear from our insiders or visit Thinking of joining the Civil Service
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience., * UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window)
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
