Job Summary:
Works within the Office of the Chief Impact Officer providing guidance, support, and engagement tools to the senior leaders and the organization to further enable the success of FHI 360’s transformation journey.

Reporting to the Chief Impact Officer, the Director, Change Management will develop and implement a process for creative and practical change capability by leveraging a cohesive change campaign and narrative across the organization’s nine strategic change initiatives. The role will build a change management team that partners with the Impact Office, across the organization, to implement the organizational strategy.

The Director, Change Management provides centralized coordination of – and a consistent approach to – strategy implementation communication and change management messaging, trainings, and toolkits across the enterprise. The Director, Change Management supports the Impact Office in elevating the strategic vision by developing a visual identity for the strategy and impact stories. The role will also be responsible for leading the development and integration of organizational values into strategy implementation to further foster a positive organizational culture.

Accountabilities:
Build Organizational Commitment—Facilitate people at all levels of the organization to commit to achieving the transformation. Work closely with the Chief Impact Officer, Project Management Office, and Executive sponsor(s) to determine the degree of culture shift necessary to achieve realization and to be sure that need is clearly stated in the overall strategic intent. Develop and execute a plan that will help sponsors and targets to understand, embrace, and institutionalize the desired mindsets and behaviors.

Stakeholder Analysis and Management— Develop compelling impact stories from project work with regional directors, country directors and team members, business unit leaders and others to build change narratives that demonstrate the impact of our work, the strength of our programs and team members, and the value of strategy implementation in our journey toward even greater impact.

Engagement Strategy and Planning— Manage a team that develops and executes a range of engaging activities and impact discoveries that drive greater levels of commitment to the intended future state. This work includes initiating content and implementing a global strategy implementation narrative that offers a multi-channel portfolio of engagement tools and provides progress updates/milestones on strategy implementation.

Assessing and Architecting Value-based Culture —Help develop and articulate and demonstrate the core organizational values and behaviors for transformation to be fully realized.

Communications Construction and Delivery—Oversee a team that crafts compelling, consistent plans and narratives for the individual strategic change initiatives and demonstrates how is the initiatives are collectively integrated into our organizational identity.

Change Management

• Serves as subject matter expert and advisor on change management.
• Collaborates with leadership teams and in partnership with the PMO to support change management activities across SCIs and strategy implementation.
• Collaborates with the Office of the Chief People Officer, Learning and Development, Design Lab, behavior change specialists and other teams to support the creation of common tools, templates, and other resources that enable work planning, change management, organization design and workforce transition planning.
• Plans for, understands, and clearly communicates full ramifications of change decisions, including impact to staff, transition activities, and risks to project success.
• Collaborates with Operations and Human Resources teams in design and facilitation of activities to develop defined change competencies.
• Provides change management training (with support from in-house practitioners, outside experts and facilitators) and best practice support to senior leaders to move forward successfully with the strategy implementation.
• Collects feedback as needed from staff engaged in change efforts.
• Establishes and coordinates diverse groups of strategic change champions.
• Designs comprehensive change plans and stories with the Project Management Office and project sponsors to showcase FHI 360’s change activities and emerging impacts.

Engagement

• Leads the development of centralized strategic change and impact narratives.
• Liaises with the Corporate Communications team to manage content development and integrate strategy implementation messaging across internal channels.
• Harmonizes branding language with organizational strategy objectives to create unified terminology for the strategy and stakeholders, i.e., a taxonomy toolkit and an impact story bank, etc.
• Works with the CEO and CIO to develop and implement strategic planning/implementation speeches, presentations, messages and narratives, using storytelling to show (rather than tell or instruct) how FHI 360 is building its future now.
• Coordinates with PMO and organizational leadership to develop, implement, and leverage storytelling for meaningful engagement with stakeholders.
• Oversees a team that manages the effective enterprise and targeted communications to include speechwriting and talking point support, digital design, change management managers who partner with project management leads, technical writers who offer nuance on diversity, inclusion, equity, and localization matters.
• Manages content creation process to be used in implementation of change plans (professional PowerPoint presentations, templates, communications, infographics, training, user guides, talking points, short-animated videos, etc.)
• Facilitates sequencing and prioritization of strategic change initiatives communications and integrates global communications with Executive Sponsors and Project Management Office.
• Coordinates and supports culture transformation activities, including developing and broadcasting leadership and team change stories.

Applied Knowledge & Skills:
A successful candidate will have demonstrated the following strengths:

• A proven track record of internal stakeholder engagement and culture change, a deep understanding of organizational dynamics especially during times of change, and a passion for driving alignment and impact.
• Excellent management skills, including leading a team with multiple stakeholders as well as competing project deadlines, and the ability to work under pressure.
• Superior analytical, logistical, and facilitation skills as well as the ability to manage conflict and support consensus building based on organizational core values and strategic aims.
• Deep experience with and commitment to incorporating and growing the use of diversity, equity, and inclusion principles and voices; and, integrating and expanding locally led development within partner communities as well as internal organizational culture and operations.
• Genuine leadership as an individual who creates a presence that authentically conveys their character and unique value.
• Exhibits strong influence skills—that is, the ability to get things done effectively through others over whom one does not have direct or formal authority.
• Forms a strong working relationship with the Chief Impact Officer and broader Impact Team as well as other key leaders; and serves as a trusted advisor.
• Values working behind the scenes and does not cater to external validation.
• Listens deeply – probing, provoking, or confronting questions in a respectful manner; and is able reframe to incorporate new and different perspectives.
• Trusts their own instincts and experience enough to invent solutions for problems never before encountered.
• Able to navigate (and even embrace) ambiguity and uncertainty — balancing the need for action and impact with patience and resilience.
• Uses clear, crisp, accurate, and compelling language when conveying complex and core concepts.
• Organized and detail-oriented in processes and deliverables.

Core EQ Competencies:

• Relationship Building—Ability to establish trust with individuals at various levels. This requires the ability to trust and to earn the trust of others. It calls for empathy, respect, acceptance, and balanced perspective.
• Mirroring—Ability to understand and represent different perspectives and to play them back to others in a way that drives understanding and shapes/shifts frames of reference. This requires the ability to “put oneself into others’ shoes” and to be empathetic. Must be able to recognize or understand states of mind or emotion in people at various organizational levels.
• Observation—Ability to watch situations attentively and become aware of the verbal and nonverbal cues of the participants, to be present in situations (even when not actively participating), to recognize the current state of those in the room, and to speak up if a different approach needs to be taken. Must be comfortable sharing observations with sponsors and suggesting improvement strategies.
• Emotional intelligence—Ability to perceive, understand, use, and manage emotions to mitigate risks during change.
• Acceptance—Ability to create a safe environment where others feel comfortable surfacing resistance, raising concerns, and pushing back.
• Confidentiality—Ability to have access to sensitive information without engaging in inappropriate disclosures.

Other Skills:

• Excellent communicator, writer, and deliverable development skills (e.g., high-quality PowerPoints).
• Language skills preferred.
• Familiarity with a variety of tools for collaboration.
• Ability to lead and motivate cross-functional teams and interact with all levels (horizontal and vertical).
• High level of personal and professional integrity – able to build solid level of rapport and trust.
• High consultative skillset, able to design/adjust solutions, manage risks, and navigate barriers.

Education:

• Bachelor’s Degree or its International Equivalent in Business Administration, International Management, Public Policy or Related Field Required. Master’s Degree preferred.

Experience:

• Minimum of 10 years of change management experience.
• Understands or has experience working in international civil society organizations be they involved with humanitarian, development, human rights, climate, or other related causes.
• Management experience.

Typical Physical Demands:

• Typical office environment.
• Ability to spend long hours looking at computer screen and doing repetitive work on a keyboard.
• Ability to sit and stand for extended periods of time.
• Ability to lift 5 – 25 lbs.

Technology to be Used:

• Personal Computer, Microsoft Office 365 (i.e. Word, Excel, PowerPoint, Skype/TEAMS, e-mail), cell phone and printer/copier.

Travel Requirements:

• 10% – 25%

The expected hiring salary range for this role is listed below. FHI 360 pay ranges represent national averages that vary by geographic location. When determining an offer amount, FHI 360 factors in multiple considerations, including but not limited to: relevant years of experience and education possessed by the applicant, internal equity, business sector, and budget.

Base salary is only one component of our offer. FHI 360 contributes 12% of monthly base pay to a money purchase pension plan account. Additionally, all US based staff working full-time, which is calculated at 40 hours/week, receive 18 days of paid vacation per year, 12 sick days per year, and 11 holidays per year. Paid time off is reduced pro rata for employees working less than a full-time schedule.

Hiring Salary Range: $160,000- $190,000

This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicants’ previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicant’s tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks.

FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.

FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.

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