We're Hiring: Senior Change Advisor

Location: United Arab Emirates (Remote)

Employment Type: Full-Time

Experience Level: Senior

Work Arrangement: Fully Remote

About Us

We are a globally focused organization committed to supporting strategic transformation, organizational effectiveness, and sustainable business improvement across diverse markets. Our teams work collaboratively to implement business initiatives, improve operating models, strengthen organizational capabilities, and help employees adapt to evolving business requirements.

Through close collaboration across Strategy, Human Resources, Operations, Technology, Communications, and senior leadership, we aim to ensure that organizational changes are well planned, effectively communicated, and successfully embedded into everyday business practices.

The Role

We are seeking an experienced Senior Change Advisor to provide strategic and practical change-management advice across organizational transformation, business improvement, technology implementation, operating-model changes, and other strategic initiatives.

The ideal candidate will advise leaders and project teams on change strategy, stakeholder engagement, organizational readiness, communication, employee adoption, and change-related risks. This role will translate complex transformation objectives into practical change plans, support leadership decision-making, and help ensure that changes deliver sustainable business and employee outcomes.

Key Responsibilities

Provide expert advice on change-management strategies aligned with organizational objectives and transformation priorities.
Advise senior leaders, project sponsors, and business stakeholders on the people-related implications of strategic initiatives.
Assess organizational impacts arising from changes to structures, processes, systems, policies, roles, and ways of working.
Develop tailored change approaches based on the scale, complexity, risk, and organizational impact of each initiative.
Conduct change-impact assessments to identify affected stakeholder groups, operational dependencies, capability gaps, and potential implementation challenges.
Develop change-management plans covering stakeholder engagement, communications, training, readiness, adoption, and reinforcement.
Establish practical change-management frameworks, tools, templates, and guidance for use across transformation programs.
Apply recognized change-management methodologies, including ADKAR, Kotter's change model, and other relevant approaches.
Advise project teams on integrating change activities into project plans, delivery milestones, governance structures, and implementation schedules.
Work with executive sponsors to clarify the purpose, objectives, benefits, and expected outcomes of change initiatives.
Coach leaders on their roles in communicating change, engaging employees, managing uncertainty, and reinforcing new behaviors.
Provide practical guidance to managers on addressing employee concerns and supporting teams through organizational transitions.
Identify key stakeholders and develop engagement approaches suited to their interests, influence, concerns, and level of impact.
Build strong working relationships with business leaders, HR partners, project managers, technical teams, and operational stakeholders.
Assess stakeholder readiness, commitment, alignment, and potential resistance to proposed changes.
Recommend targeted interventions to address resistance, improve engagement, and strengthen stakeholder support.
Facilitate stakeholder workshops, leadership discussions, consultation sessions, and change-planning meetings.
Develop communication strategies that clearly explain the rationale, benefits, impacts, timelines, and expectations associated with change.
Advise on communication channels, messaging approaches, engagement frequency, and audience-specific communication needs.
Review change communications, leadership briefings, employee announcements, FAQs, presentations, and supporting materials.
Ensure change messages are consistent, accurate, transparent, and aligned with organizational priorities.
Work with Communications teams to coordinate employee engagement activities, leadership updates, and change-related announcements.
Conduct organizational readiness assessments, employee surveys, stakeholder interviews, and focus groups.
Analyze readiness findings and recommend actions to address gaps in awareness, understanding, capability, and willingness to adopt change.
Develop change-readiness criteria and implementation checkpoints to assess whether stakeholders are prepared for transition.
Advise on training-needs assessments and capability-development requirements associated with new systems, processes, policies, and responsibilities.
Coordinate with learning and development teams to ensure appropriate training, job aids, guidance, and support materials are available.
Recommend role-based learning and support approaches for employees affected by new ways of working.
Advise on organizational design and operating-model changes, including role clarity, reporting relationships, responsibilities, and workforce transitions.
Work with HR and organizational development teams to align change activities with employee experience, workforce planning, and organizational capability objectives.
Assess the implications of transformation initiatives for organizational culture, collaboration, leadership practices, and employee engagement.
Identify change fatigue, initiative overlap, resource constraints, and other factors that may reduce organizational capacity for change.
Recommend sequencing, prioritization, and mitigation measures to reduce disruption and improve implementation effectiveness.
Support the development of change champion networks and local change-agent arrangements.

Key Performance Indicators

Quality and timeliness of change-management advice
Change strategy alignment with business objectives
Change-impact assessment completion
Organizational readiness assessment completion
Organizational readiness score
Stakeholder engagement rate
Stakeholder alignment and commitment
Leadership sponsorship effectiveness
Manager readiness and participation
Employee awareness of change initiatives
Employee understanding of change objectives
Change communication reach
Communication effectiveness
Employee participation in change activities
Employee sentiment during transformation
Change resistance identification and resolution
Change-related issue resolution time
Change-risk mitigation completion
Change action-plan completion
Change milestone delivery
Change-management plan implementation
Training-needs assessment completion
Training completion rate
Employee capability readiness
Adoption of new systems and technologies
Adoption of new processes and procedures
User adoption rate
Time to proficiency
Change-related productivity impact
Change-related operational disruption
Change-related support requests
Change champion engagement
Employee feedback response rate
Stakeholder satisfaction with advisory support
Timeliness of leadership reporting
Effectiveness of recommended interventions
Post-implementation review completion
Corrective-action implementation rate
Sustainability of new behaviors and processes
Realization of intended change benefits
Change-management capability improvement
Implementation of lessons learned

Ideal Candidate

The successful candidate should have strong experience in organizational change management, change advisory, business transformation, organizational development, transformation consulting, or strategic program delivery, preferably within a multinational, technology-driven, consulting, professional-services, financial-services, or complex operational environment.

The candidate should demonstrate:

Proven experience advising leaders and project teams on organizational change initiatives.
Strong understanding of change-management principles, methodologies, and implementation practices.
Familiarity with ADKAR, Kotter's change model, or other recognized change-management frameworks.
Experience assessing organizational impacts, stakeholder readiness, change risks, and adoption requirements.
Strong stakeholder-management skills across executive, managerial, and employee levels.
Experience advising senior leaders, executive sponsors, and functional heads.
Strong understanding of organizational behavior, employee engagement, and workplace dynamics.