The Digital Change Manager is responsible for supporting digital change management strategies through analysis of associate impacts and usage of new systems and processes as it relates to digital global programs such as Voyager Health. The analyst will support the Director of Digital Change Management and work with change managers and communication managers to effectively communicate to associates to support their transition through the change curve.

The Digital Change Manager will collaborate with change managers and the director to derive needed insights that improve systems adoption. Analytical work will include usage of tools such as Excel, Power BI, and other technologies such as digital adoption tools.

• Live and exemplify the Five Principles of Mars, Inc. within self and team.

• Deliver customer service focused on business units, centers of excellence and business partners.

• Analyze and derive insights to support the adoption of new systems, processes, organizational changes, strategic objectives, and overall future vision.

• Collaborate with cross-functional teams, including executive leadership, people & organization, corporate affairs, learning & development, and project management, to ensure that impacts are converted to actions backed by data to support associate change curves.

• Identify and assess change impacts on the organization, its associates, stakeholders, and processes, and recommend mitigation strategies. Establish and create metrics to measure the effectiveness of change management initiatives and provide reports to management on the progress of the initiatives.

• Resilience and Adaptability: Ability to remain composed and focused under pressure, demonstrating resilience and adaptability.

• Emotional Intelligence: Demonstrated ability to understand, manage, and respond effectively to emotions, both in oneself and in others.

• Change Impact Analysis: Conducting thorough assessments to understand the potential effects of proposed changes on various aspects of the organization, such as processes, systems, personnel, and stakeholders.

• Change Management Planning: Developing comprehensive plans that outline the necessary steps, resources, and timelines required for successful change implementation. This involves considering communication strategies, training needs, risk management, and stakeholder engagement.

• Risk Assessment and Mitigation: Identifying potential risks and obstacles associated with the change process. Developing mitigation strategies and contingency plans to minimize disruption and ensure smooth transitions.

• Communication and Training: Creating clear and effective communication plans to inform employees and stakeholders about upcoming changes. Developing and delivering training programs to equip individuals with the knowledge and skills necessary for successful adaptation to new processes or systems.

• Performance Monitoring and Evaluation: Monitoring the progress and effectiveness of change initiatives through data analysis, feedback collection, and performance metrics. Identifying areas for improvement and implementing adjustments as needed.

• Change Documentation: Documenting and maintaining comprehensive records of change processes, including objectives, strategies, actions taken, and outcomes achieved. This helps in creating an organizational knowledge base for future reference.

• Continuous Improvement: Actively seeking opportunities for enhancing change management practices within the organization. Applying lessons learned from previous changes to improve future initiatives and increase overall organizational agility.

• The specific responsibilities and requirements of a change analyst may vary depending on the organization and industry. However, their primary focus is on driving successful change initiatives while minimizing disruption and maximizing benefits for the organization and its stakeholders.

• Other job duties as assigned.