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Change, Learning and Adoption Lead
Description
The Change, Learning and Adoption Lead is accountable for ensuring that new processes, technologies, and ways of working are adopted, embedded, and sustained across the automotive operating model. Reporting functionally to the Journey Product Manager, the role defines and executes the Journey adoption strategy in partnership with journey architecture, delivery, HR, technology, and dealership leaders. The position leads stakeholder mapping, change impact assessment, learning needs analysis, and organisational readiness planning for complex transformation initiatives. It designs role-based learning pathways, capability frameworks, training materials, playbooks, and practical enablement tools for leaders and frontline teams. The Lead coaches sponsors, change champions, managers, and employees through transition while directing communications and transformation messaging. The role uses systems thinking to identify organisational interdependencies, feedback loops, resistance patterns, and risks that could impede adoption. It establishes adoption analytics and learning evaluation methods to track training completion, system usage, proficiency, confidence, and behavioural uptake. The position leads hypercare, post-go-live reinforcement, and continuous improvement activities to sustain performance gains and accelerate time to proficiency. Success will be demonstrated through adoption above 90 percent, training completion above 95 percent, reduced resistance, improved capability, and measurable post-go-live performance improvement.
Requirements
1. At least 7 years of experience leading organisational change in enterprise transformation environments, with accountability for end-to-end change outcomes.
2. Demonstrated ability to create and execute change management and adoption strategies for ERP, digital, process, or operating model transformations.
3. Advanced capability in stakeholder mapping, change impact assessment, organisational readiness analysis, resistance assessment, and learning needs analysis.
4. Proven experience designing role-based learning pathways, capability frameworks, curricula, training materials, playbooks, and performance support tools.
5. Experience leading stakeholder engagement, sponsor activation, leadership coaching, change champion networks, and frontline transition support.
6. Ability to define and analyse adoption measures such as system usage, training completion, proficiency, confidence, behavioural uptake, resistance, and business performance.
7. Experience planning transformation communications, audience-specific messaging, hypercare, post-go-live reinforcement, and sustained adoption activities.
8. Degree in Business, Human Resources, Psychology, Organisational Development, Communications, or a closely related discipline.
Desirable
1. Prosci Change Management Certification or an equivalent recognised change management credential.
2. Organizational Relationship and Systems Coaching Certification or another relevant coaching qualification.
3. Neuro Linguistic Programming Practitioner certification or comparable behavioural coaching training.
4. Formal qualification or practical exposure in systems thinking, complexity, or systems-informed change practice.
5. Experience delivering transformation across automotive, dealership, retail network, or similarly distributed operational environments.
Getting StartedA few quick details so we know how to reach you
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Let’s Get to Know You BetterA few short questions to understand your experience and what you enjoy doing
1. Do you have at least 7 years of experience leading organisational change within enterprise transformation environments? *
2. Have you developed and executed an end-to-end change management or adoption strategy for an ERP, digital, process, or operating model transformation? *
3. Have you designed and delivered role-based learning programs and supporting enablement materials for leaders or frontline users? *
4. Have you conducted stakeholder, change impact, readiness, or learning needs assessments and used the findings to shape a transformation plan? *
5. Have you measured user adoption using indicators such as system usage, training completion, proficiency, confidence, or behavioural change? *
6. Have you led hypercare or post-go-live reinforcement activities intended to sustain adoption and improve performance? *
Final DetailsSalary expectations and any supporting credentials
1. Where does your salary sit today (so we can help it move up tomorrow)?*
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2. What’s the number that’ll make you say "this is worth it"?*
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