Change and Engagement Lead - Finance Systems Transformation

The Programme will be delivered by a dedicated, collaborative, cross-functional and multi-location team working closely with our Finance team, our wider business and the implementation partner to ensure a successful outcome., The Finance Systems Transformation Change Lead will be responsible for defining and delivering the change management strategy for the finance transformation enabled by adoption of integrated Oracle Fusion ERP and EPM technologies. This role ensures that stakeholders are fully engaged, business impacts are understood and managed, and the organisation is prepared to successfully adopt new ERP and EPM capabilities. This is a fixed term contract role forecasted to end in June 2028.

The role spans Finance, Procurement, Projects, Planning, Forecasting, Reporting and Performance Management, ensuring the overall Finance vision embraces the adoption of new processes, systems, and ways of working across transactional and analytical domains.

The successful candidate will combine strategic change leadership with hands-on delivery, embedding sustainable organisational change and maximising the value of the Oracle Fusion ERP and EPM investment.

At Arup, you belong to an extraordinary collective - in which we encourage individuality to thrive. Our strength comes from how we respect, share, and connect our diverse experiences, perspectives, and ideas.

You will have the opportunity to do socially useful work that has meaning - to Arup, to your career, to our members and to the clients and communities we serve.

Role Overview

Strategic Change Leadership

• Lead the end-to-end change management workstream across the Finance Systems Transformation programme, ensuring alignment with programme objectives and business strategy.
• Define and maintain an integrated change approach across the business including the impact of transactional (ERP) and performance (EPM) solutions.

Programme Mobilisation & Governance

• Develop, baseline, and maintain the change management strategy and detailed change plan aligned to programme milestones.
• Embed change governance, decision making, and reporting within the overall programme framework.

Stakeholder Engagement

• Identify, map, and segment stakeholders across Executive Leadership, Finance teams and the wider business.
• Develop targeted engagement strategies to build awareness, sponsorship, and adoption throughout the business.
• Act as a trusted advisor to senior stakeholders on organisational readiness and adoption risks.

Business Change Delivery

• Lead change impact assessments across processes, roles, data, controls, and behaviours for Finance transformation
• Define clear change roadmaps that address dependencies and overlaps between ERP and EPM waves/releases.
• Support business process owners in transitioning to ways of working that allow standardised adoption of the new Oracle tools

Training & Communications

• Define and deliver an integrated training strategy, ensuring consistency with target operating models.
• Deliver clear, timely, and joined up messaging across the programme lifecycle, ensuring this is also aligned with wider Finance transformation communications.
• Ensure learning materials support both system proficiency and behavioural change.

Change Champion Network

• Establish and lead a Change Champion network.
• Equip champions with the tools, messaging, and materials required to support local change and adoption of new tools

Risk, Issue & Dependency Management

• Identify change related risks and interdependencies between Finance change and the People Fusion programme.
• Develop and track mitigation actions, escalating issues where adoption or readiness is at risk.

Business Readiness & Benefits Realisation

• Define business readiness criteria for ERP and EPM go lives, including organisational, process, data, and capability readiness.
• Support benefits realisation by tracking adoption KPIs and reinforcing new behaviours post go live.
• Lead change support through hypercare and stabilisation phases.

Do you have experience in Performance management?, * Proven experience leading organisational change management for enabled by large scale Oracle Fusion Finance programmes

• Demonstrated experience delivering change across Finance and performance management domains (e.g. Planning, Forecasting, Reporting).
• Strong stakeholder management and influencing skills at executive and operational levels.
• Hands on expertise in change impact analysis, training strategy, communications, and readiness assessment.
• Familiarity with organisational change models (e.g. ADKAR, Kotter).
• Experience working within complex, multi workstream transformation programmes.
• Ability to manage change delivery partners and system integrators.
• Recognised change management qualification (e.g. Prosci, CCMP, ACMP)

Arup's purpose, shared values and collaborative approach has set us apart for over 75 years, guiding how we shape a better world. Dedicated to sustainable development, Arup is a collective of advisors and experts working across 34 countries with over 19,000 employees. Headquartered in London, providing design engineering, architecture, planning, and advisory services across every aspect of the built environment. Founded to be both humane and excellent, we collaborate with our clients and partners using imagination, technology, and rigour to shape a better world. The Opportunity The Finance Systems Transformation Programme is a major change initiative that supports Arup's Global Finance Vision. The programme will transform our future finance capabilities by enabling significant operational change through the worldwide implementation of Oracle Fusion ERP and EPM across Arup. Delivering a modern cloud-based finance foundation will allow data and processes to be unified to enhance decision-making, increase efficiency and improve user experience, strengthening our organisation for the future., At Arup, we care about each member's success, so we can grow together. Guided by our values, we provide an attractive total reward package that recognises the contribution of each of our members to our shared success. As well as competitive, fair and equitable pay, we offer a career in which all of our members can belong, grow and thrive - through benefits that support health and wellbeing, a wide range of learning opportunities and many possibilities to have an impact through the work they do. We are owned in trust on behalf of our members, giving us the freedom, with personal responsibility, to set our own direction and choose work that aligns with our purpose and adds to Arup's legacy. Our members collaborate on ambitious projects to deliver remarkable outcomes for our clients and communities. Profit Share is a key part of our reward, enabling members to share in the results of our collective efforts. To understand what to expect next, please visit https://www.arup.com/careers/recruitment-process/ Different people, shared values Arup is an equal opportunity employer that actively promotes and nurtures a diverse and inclusive workforce. We welcome applications from individuals of all backgrounds, regardless of age (within legal limits), gender identity or expression, marital status, disability, neurotype or mental health, race or ethnicity, faith or belief, sexual orientation, socioeconomic background, and whether you're pregnant or on family leave. We are an open environment that embraces diverse experiences, perspectives, and ideas - this drives our excellence. Guided by our values and alignment with the UN Sustainable Development Goals, we create and contribute to equitable spaces and systems, while cultivating a sense of belonging for all. Our internal employee networks support our inclusive culture: from race, ethnicity and cross-cultural working to gender equity and LGBTQ+ and disability inclusion - we aim to create a space for you to express yourself and make a positive difference. Discover more about life at Arup at www.arup.com/careers/your-life-at-arup.