Business Change Manager
| Posting date: | 07 January 2026 |
|---|---|
| Salary: | £58,541 to £64,624 per year |
| Hours: | Full time |
| Closing date: | 27 January 2026 |
| Location: | Leeds, Manchester, Liverpool, Telford and Newcastle-upon-tyne |
| Remote working: | Hybrid - work remotely up to 2 days per week |
| Company: | HMRC |
| Job type: | Permanent |
| Job reference: | 440521 |
Summary
Leeds, Liverpool, Manchester, Newcastle-upon-Tyne, Telford
The CDIO Organisational Transformation Team sits within the Finance, Portfolio, Performance and Organisational Transformation and are responsible for delivering organisational change activities within CDIO across people, process and technology demands to support our CDIO transformation goals. This function has skills ranging from, Business Change & Transition and Organisational & Operating Model Design.
Within the Operating Model Practice, the team is responsible for delivering departmental wide continual improvement activities across our CDIO Operating Model. This is a multi-disciplinary team, and the delivery focus may change, depending on CDIO priorities. We are, therefore, looking for someone with both strong knowledge management experience.
Job description
The Business Change Manager plays a critical role in shaping and embedding change across CDIO as part of FPPOT. This role goes beyond managing change—it’s about building and improving frameworks that enable transformation to succeed. You will lead the development of new approaches and enhance existing ones to ensure change initiatives are effectively managed, adopted, and sustained, aligning with CDIO’s strategic objectives and transformation journey.
Key Responsibilities:
Change Strategy & Framework Development:
Drive the delivery of CDIO’s business change and transition strategy, ensuring alignment with organisational goals and the shift towards a product and platform operating model.
Enhance existing change frameworks and develop new ones to support consistent, scalable, and effective change delivery across CDIO.
Agile Change Enablement:
Champion agile ways of working by embedding iterative change management practices, behaviours, and standards across CDIO.
Introduce innovative approaches to accelerate adoption and improve flexibility in change delivery.
Stakeholder Engagement & Guidance:
Act as a trusted advisor, providing expert guidance on change and transition principles to stakeholders at all levels.
Enable local delivery of change initiatives through clear communication and practical support.
Impact Assessment & Implementation Planning:
Collaborate with teams to assess the impact of change on systems, processes, structures, and behaviours.
Develop robust implementation plans that ensure smooth transitions and minimise disruption.
Business Readiness & Adoption:
Lead efforts to prepare the business for change, defining and tracking readiness criteria.
Support stakeholders in adopting new ways of working and mitigating risks to ensure successful outcomes.
Change Management Standards & Best Practice:
Apply and promote industry best practice in change management.
Create and maintain standardised tools, templates, and processes to ensure consistency and quality across all initiatives.
Change Plan Delivery:
Contribute to the development and execution of the overarching change plan, ensuring timely delivery of change products and measurable outcomes.
Senior Stakeholder Engagement
Build strong relationships with senior leaders and external partners, acting as a key point of contact for strategic change matters.
Continuous Improvement
Foster a culture of continuous improvement by capturing lessons learned and applying insights from previous initiatives.
Stay ahead of emerging trends in change management and bring fresh ideas to the team.
Performance Metrics & KPIs:
Monitor and report on the effectiveness of change initiatives using defined KPIs and metrics.
Adjust strategies based on performance insights to maximise impact.
Person specification:
Proven experience in leading significant change and complex initiatives across large-scale organisations.
Ability to think outside the box and develop new processes, frameworks, and approaches to support evolving business needs.
Strong leadership skills with the ability to influence and engage stakeholders at all levels.
Excellent communication, negotiation, and stakeholder management capabilities.
A track record of successful team leadership and development.
In-depth understanding of change management principles and practices, including PROSCI methodology.
Extensive experience in delivering large-scale change management programmes.
Proven strategic planning and innovative problem-solving capabilities.
Comfortable working in agile environments and supporting agile transformation.
Essential Criteria:
PROSCI Practitioner Certification or equivalent change qualification.
Proven experience in organisational development, business change, or transformation roles, ideally within complex, multi-stakeholder environments.
Demonstrated ability to design, enhance, and implement change management frameworks, tools, and methodologies that drive successful adoption.
Strong track record of delivering change initiatives end-to-end, ensuring business readiness and embedding new ways of working.
Excellent communication, influencing, and leadership skills, with the ability to engage and build trust at all levels, including senior stakeholders.
Ability to champion agile ways of working, embedding iterative change practices and fostering a culture of adaptability.
Skilled in impact assessment, implementation planning, and risk mitigation to ensure smooth transitions.
Experience in measuring change effectiveness through KPIs and using insights to refine strategies.
The CDIO Organisational Transformation Team sits within the Finance, Portfolio, Performance and Organisational Transformation and are responsible for delivering organisational change activities within CDIO across people, process and technology demands to support our CDIO transformation goals. This function has skills ranging from, Business Change & Transition and Organisational & Operating Model Design.
Within the Operating Model Practice, the team is responsible for delivering departmental wide continual improvement activities across our CDIO Operating Model. This is a multi-disciplinary team, and the delivery focus may change, depending on CDIO priorities. We are, therefore, looking for someone with both strong knowledge management experience.
Job description
The Business Change Manager plays a critical role in shaping and embedding change across CDIO as part of FPPOT. This role goes beyond managing change—it’s about building and improving frameworks that enable transformation to succeed. You will lead the development of new approaches and enhance existing ones to ensure change initiatives are effectively managed, adopted, and sustained, aligning with CDIO’s strategic objectives and transformation journey.
Key Responsibilities:
Change Strategy & Framework Development:
Drive the delivery of CDIO’s business change and transition strategy, ensuring alignment with organisational goals and the shift towards a product and platform operating model.
Enhance existing change frameworks and develop new ones to support consistent, scalable, and effective change delivery across CDIO.
Agile Change Enablement:
Champion agile ways of working by embedding iterative change management practices, behaviours, and standards across CDIO.
Introduce innovative approaches to accelerate adoption and improve flexibility in change delivery.
Stakeholder Engagement & Guidance:
Act as a trusted advisor, providing expert guidance on change and transition principles to stakeholders at all levels.
Enable local delivery of change initiatives through clear communication and practical support.
Impact Assessment & Implementation Planning:
Collaborate with teams to assess the impact of change on systems, processes, structures, and behaviours.
Develop robust implementation plans that ensure smooth transitions and minimise disruption.
Business Readiness & Adoption:
Lead efforts to prepare the business for change, defining and tracking readiness criteria.
Support stakeholders in adopting new ways of working and mitigating risks to ensure successful outcomes.
Change Management Standards & Best Practice:
Apply and promote industry best practice in change management.
Create and maintain standardised tools, templates, and processes to ensure consistency and quality across all initiatives.
Change Plan Delivery:
Contribute to the development and execution of the overarching change plan, ensuring timely delivery of change products and measurable outcomes.
Senior Stakeholder Engagement
Build strong relationships with senior leaders and external partners, acting as a key point of contact for strategic change matters.
Continuous Improvement
Foster a culture of continuous improvement by capturing lessons learned and applying insights from previous initiatives.
Stay ahead of emerging trends in change management and bring fresh ideas to the team.
Performance Metrics & KPIs:
Monitor and report on the effectiveness of change initiatives using defined KPIs and metrics.
Adjust strategies based on performance insights to maximise impact.
Person specification:
Proven experience in leading significant change and complex initiatives across large-scale organisations.
Ability to think outside the box and develop new processes, frameworks, and approaches to support evolving business needs.
Strong leadership skills with the ability to influence and engage stakeholders at all levels.
Excellent communication, negotiation, and stakeholder management capabilities.
A track record of successful team leadership and development.
In-depth understanding of change management principles and practices, including PROSCI methodology.
Extensive experience in delivering large-scale change management programmes.
Proven strategic planning and innovative problem-solving capabilities.
Comfortable working in agile environments and supporting agile transformation.
Essential Criteria:
PROSCI Practitioner Certification or equivalent change qualification.
Proven experience in organisational development, business change, or transformation roles, ideally within complex, multi-stakeholder environments.
Demonstrated ability to design, enhance, and implement change management frameworks, tools, and methodologies that drive successful adoption.
Strong track record of delivering change initiatives end-to-end, ensuring business readiness and embedding new ways of working.
Excellent communication, influencing, and leadership skills, with the ability to engage and build trust at all levels, including senior stakeholders.
Ability to champion agile ways of working, embedding iterative change practices and fostering a culture of adaptability.
Skilled in impact assessment, implementation planning, and risk mitigation to ensure smooth transitions.
Experience in measuring change effectiveness through KPIs and using insights to refine strategies.