In the context of SCOR transformation journey – ie new strategy, new values and more recently evolutions in terms of organization and career framework - the culture and change team, as part of the HR team, has the objective to support SCOR colleagues in understanding and embedding the new vision and direction while embracing the transformation dynamic.
Overall, the mission will be two-fold:
1/Strategic projects: the change manager will design and implement change plans for strategic projects ensuring employee adoption and usage. This involves:
-preparing the change: understanding the change, identifying impacts and defining key success factors.
-supporting the change: formalizing a suitable change plan which is timely sequenced while addressing the right audiences.
-equipping teams: designing and developing the right documentation/information/communication so that change is understood and well communicated - be it changes in processes, systems and technology, job roles, organization structures, and more.
-measuring achievements and areas of improvement: definiting the right KPIs and monitoring progress through a set of quantitative and qualitative indicators.
These responsibilities also include plans and efforts to anticipate and minimize resistant behaviors from employees and stakeholders who are impacted by the changes. Acting as a coach for leaders, managers and different stakeholders (HR and Business), the change manager will help them fulfill the critical role of change management sponsor.
2/Team Dynamics: the change manager will also support the different SCOR Comex functions and related teams and will work with Global HRBPs and HRBPs co-designing workshops and focus groups to ensure continuous team dynamics and efficient way of operating.
This includes:
-supporting the assessment/gap analysis and design of workshop’s content and definition of objectives and key success factors
-upskilling Global HRBPs and HRBPs on Change framework and Team dynamics approach (vision – mandates – RACIs, roadmap and values in action approach) so that they are equipped to facilitate the workshops with their internal stakeholders.
-ensuring objectives are achieved and progress monitored through regular check ins.
Key duties and responsibilities
- Assessing change readiness and identifying key stakeholders.
- Designing change management plans for projects or change initiatives acknowledging all aspects of change – analysis, plan, implementation, communication and other associated change considerations.
- Developing change management processes and tools to support the integration and engagement with change management principles.
- Preparing impact analysis and evaluation of the actual impact of changes.
- Analysing and preparing risk mitigation tactic and processes.
- Consulting and advising internal stakeholders on change management.
- Identifying opportunities and providing expertise to build consistent approach to change across the organization.
Required experience & competencies
- 3+ years experience as change manager managing end to end change
- Proven in depth change management experience using a variety of change management methodologies including PROSCI change methodology
- Demonstrated knowledge and experience in change management and communications
- Experience implementing changes to business processes, technologies and systems
- Hands-on experience identifying problems at an early stage and effectively solving problems
- Proven experience in working in project teams and implementing a change program of work
- Strong verbal and written communication capabilities
As a leading global reinsurer, SCOR offers its clients a diversified and innovative range of reinsurance and insurance solutions and services to control and manage risk. Applying “The Art & Science of Risk,” SCOR uses its industry-recognized expertise and cutting-edge financial solutions to serve its clients and contribute to the welfare and resilience of society in around 160 countries worldwide.
Working at SCOR means engaging with some of the best minds in the industry – actuaries, data scientists, underwriters, risk modelers, engineers, and many others – as we work together to find solutions to pressing challenges facing societies.
As an international company, our common culture is defined by “The SCOR Way.” Serving both to build momentum that drives the Group forward and as a compass to guide our actions and choices, The SCOR Way is anchored by five core values, reflecting the input of employees at all levels of the Group. We care about clients, people, and societies. We perform with integrity. We act with courage. We encourage open minds. And we thrive through collaboration.
SCOR supports inclusion and the diversity of talents, and all positions are open to people with disabilities.
