Main Responsibilities:

The primary responsibility of the Change Coordinator is to develop and implement change management strategies and plans that maximize employee adoption and usage of required changes.

The change coordinator’s goal is to drive faster adoption, higher ultimate utilization of changes, and proficiency with the changes that impact employees who must use the changes in their daily work. These improvements increase benefit realization, value creation, ROI, and the achievement of results and outcomes.

The Change Coordinator will:

• Develop and Implement Change Strategies that align with organizational goals and drive successful adoption of new processes, technologies, and ways of working.
• Develop a structured methodology for change management activities
• Support communication efforts in close collaboration with the Communication Team
• Enable the design, development, delivery and management of key communications.

Assess the change impact

• Collaborate with senior leadership and cross-functional team to identify change impacts
• Develop impact analysis and change readiness framework
• Develop mitigation strategies to address potential resistance and challenges

Support training efforts

• Work with HR to develop and deliver training programs and workshops to support change initiatives
• Provide coaching and support to leaders and managers to help them lead their teams through change
• Design and deliver training programs and materials to equip employees with the skills and knowledge needed to embrace and sustain change in close collaboration with our Learning & Development Team.

Analyse the effectiveness of change initiatives

• Establish metrics and KPIs to track the effectiveness of change initiatives and ensure continuous improvement.
• Use data insights to refine strategies
• Prepare and present regular progress reports to senior leadership and other key stakeholders.

Best Practices and Continuous Improvement:

•  Stay abreast of industry trends and best practices in change management.
• Foster a culture of continuous improvement by identifying opportunities to enhance change management processes and practices.
• Support change management at the organizational level and Ensure alignment of change across different regions, adapting strategies to meet local needs while maintaining a cohesive global approach.
• Manage a team of change managers

Competencies required:

• Bachelor’s degree in psychology, Communications, Organizational Development, or a related field
• Minimum of 5-7 years of experience in change management, or organizational development within a global and diverse company.
• Proven track record of leading successful large-scale change initiatives
• Strong analytical skills with the ability to interpret data and generate actionable insights.
• Proficiency in using project management tools, and data analytics software.
• Excellent interpersonal and collaboration skills, with the ability to build relationships at all levels of the organization.
• Exceptional communication skills, both written and verbal
• Excellent active listening skills
• Ability to influence others and move toward a common vision or goal
• Cultural competence and sensitivity to work effectively in a diverse and global environment.
• A solid understanding of how people go through a change and the change process
• Certification in change management methodologies (e.g., PROSCI, ADKAR) or relevant professional certifications.
• Problem solving and root-cause identification skills
• Must be a team player and able to work collaboratively with and through others
• Proactive self-starter who can jump into virtually any scenario – including navigating ambiguity – demonstrating good judgment as well as tact and discretion to work with Cigna employees at all levels.
• Comfortable working in a hybrid working environment.
• Experience of working in an international matrix structure is a plus. Affinity with financial services or healthcare preferred but not essential.
• Team management skills