Re- Advert - Head Culture, Change & Transformation at ATNS

Job description

• Strategy Implementation -  Provides overall leadership and management to the Culture, Change & Transformation function to enable achievement of the SRD&I and ATNS business strategies. Develop, implement and articulate the Culture, Change & Transformation strategy and value proposition to the organization aligned to the SRD&I and business strategies. Lead conceptualization, designing and implementation of the Culture, Change & Transformation operating model aligned to the business needs, ATNS’ vision, and business strategy. Manage and own implementation of the functional strategy and operational model post formulation to ensure achievement of the objectives. Drive delivery of the required projects/initiatives within the Culture, Change & transformation strategy to be on time, within budget and to the required standard. Lend and provide support to the efforts towards integration of Culture, Change & Transformation strategies with overall ATNS strategy. Set clear targets for the function and ensure the achievement of such targets by cascading the targets throughout the function. Implement processes to collect feedback on how aspects as per Culture, Change & Transformation strategy are being received in the business. Provide the Culture, Change & Transformation input into the long-term ATNS strategy. Develop an integrated annual business plan for Culture, Change & transformation to enable achievement of the function’s business and ATNS strategies and targets. Drive the vision, mission, and values of ATNS within the function whilst ensuring that the activities and outputs are also aligned. Support and co-ordinate implementation of the corporate transformation strategy in Culture, Change & Transformation aligned with relevant legislation.
• Operationalizing Culture, Change and Transformation - Provide a strategic Culture, Change & transformation thought leadership into the organization aligned to the vision and overall business strategies. Conceptualize and define the Culture, Change & Transformation operating model based on end-user requirements, benchmarking and strategic objectives. Conduct research and statistical analysis to improve efficiency across the function. Benchmark service delivery of Culture, Change & Transformation against global best practices. Establish Culture, Change & Transformation as a respected function within ATNS. Provide specialist advice with regards to Culture, Change & Transformation issues in the organization. Maintain, promote and continuously improve the Culture, Change & Transformation efficiency and related processes. Keep abreast of the Culture, Change & Transformation processes’ efficiency evolutions. Drive cost-effectiveness and efficiencies in the function’s operations through implementation of appropriate initiatives and methods. Formulate and implement appropriate Culture, Change & Transformation policies and practices to guide processes within the function. Drive system improvements to ensure availability of the most effective systems and tools to enable efficiency within the function. Identify and undertake the Culture, Change & Transformation related projects to enable achievement of the ATNS business strategy and related initiatives. Attend seminars, conferences, workshops, etc. on Culture, Change & Transformation related matters to remain abreast of the current and future landscape.
• Building Organizational Commitment & Cascading Sponsorship - Foster all levels of the organization to commit to achieving ATNS’ transformation. Articulating levels of commitment needed, assessing commitment, and planning the actions necessary to drive higher levels of commitment from key individuals and groups of ATNS constituents. Understand the structural integrity of ATNS sponsorship cascades and relationships within them including processes for extending the reach of sponsorship from the initiating sponsor to all levels of ATNS change targets. Planning and execution of activities that will ensure a strong sponsorship network remains in place throughout ATNS transformation. Work directly with ATNS sponsors at multiple levels to help strengthen their individual sponsorship skills.
• Assessing & Architecting Culture, Adaptation Capacity - Articulate the desired mindsets and behaviors that must be in place for ATNS’ transformation to be fully realized. Assess ATNS’ current culture versus the desired culture to ascertain the overall degree of consistency and to identify specific gaps that need to be addressed. Work closely with ATNS leadership to declare the degree of culture shift necessary to achieve realization and to be sure that need is clearly stated in the overall ATNS strategic intent. Develop and execute a plan that will drive sponsors and targets to understand, embrace, and institutionalize the desired mindsets and behaviors. Periodically assess ATNS’ adaptation capacity and change load. This includes the ability to understand constituencies that will be affected by specific changes; to understand the nature, degree, and timing of that impact; and to share that perspective with those ATNS constituencies in a timely manner so that capacity risk can be mitigated. Provide a portfolio view of changes and impacts for key ATNS constituencies to create a complete view of the change load for potentially overloaded groups of ATNS change targets. As necessary, options for mitigating overload should be presented to sponsors; these options may include delaying some changes, taking things off individual plates, and preparing group of targets for changes in order to provide a sense of indirect control.
• Managing Business Transformation - Understand current state and required steps to transition users in the business to new tools and processes. Continually look for opportunities to innovate and improve processes. Work with other relevant departments to help drive alignment and standardization of requirements and processes where possible. Coordinate the daily activities of the team to meet performance targets. Develop business cases for each project and presenting it to senior leadership for approval. Monitor the progress of each project throughout its life cycle to ensure that deadlines are met and objectives are achieved. Developing a detailed plan for implementing the new system or process based on the needs identified in the business case. Coordinate with IT teams to design and develop new systems or processes Conduct training sessions for employees on new procedures or programs to ensure that they are able to use them effectively. Determining how to allocate resources within the organization to meet project goals and deadlines. Analyze data to determine where improvements can be made to increase efficiency or effectiveness of processes. Establishing communication plans to notify clients, partners, and other stakeholders about changes in processes or procedures.
• Stakeholder Management - Identify key Pact stakeholders (individuals and groups) who will play a key role in ATNS’ commitment to the transformation. Plan and execute actions and interventions that drive greater levels of commitment. Build and maintain effective collaborative relationships with all relevant business functions and teams within ATNS to enable the required alignment and optimal operational delivery of all enterprise projects Develop overall communications strategies and plans to support ATNS’ commitment to its intended future state. This includes a multi-channel portfolio of communications that are delivered over an extended period of time. Draft and deliver individual, compelling, consistent communications “events” called for in the communications plan. Adapt operational delivery as practically as possible to meet client needs and expectations.
• Financial and Costs Management - Lead development, utilization and management of the Culture, Change & Transformation budget. Ensure effective leadership in the management of operational costs to enable efficient utilization of financial resources. Ensure compliance to the financial policies and procedures applicable in ATNS. Ensure accountability and reporting on all costs incurred against the approved budget.
• Governance, Monitoring, Compliance & Reporting - Lead the planning, reporting and governance of ATNS’ Culture, Change & Transformation Custodian of ATNS’ Culture, Change & Transformation Governance Framework, ensuring continuous maturity in project governance, portfolio management and execution. Collaborate across ATNS to plan, monitor and report the performance of the portfolio of programs and projects, identifying opportunities to optimize portfolio outcomes.
• People Management - Ensure the availability of skilled and competent staff in the Culture, Change & Transformation function to meet the current and future needs aligned to the departmental and overall business strategies. Promote high levels of discipline and performance standards to achieve the ATNS strategies. Lead and manage the Culture, Change & Transformation team to utilize their skills and expertise to support an integrated approach to research and innovation in the company. Manage performance outputs of the team by using the performance management system and taking corrective action promptly and effectively. Mentor and coach staff as required to ensure continuous development and availability of the required at all times. Ensure the transfer of knowledge and skills to enable sustainability within Culture, Change & Transformation from a succession management perspective. Perform talent management aligned to the HR policies and procedures. Manage implementation of the transformation initiatives within Culture, Change & Transformation to ensure an inclusive environment. Drive employee engagement and retention within Culture, Change & Transformation function.

Minimum requirements

Minimum Qualifications

• Postgraduate degree in Business studies, Human Resources, organizational development, MBA or related
• Industrial Psychology/ Sociology/ Psychology is an added advantage
• Recognized Certificates in Change Management/ Culture or Transformation.

Minimum Years of Experience: 

•  8 years experience in designing and implementing culture, change & transformation projects in a highly complex technology environment, 5 of which must have been spent in a managerial level role.

Apply by: 27 August 2025