We are seeking an experienced Change Manager to lead the people side of digital transformation at NextEnergy Group. This is a newly created function and role, the first of its kind in the organisation, and represents a genuine opportunity to define how change is managed, communicated, and embedded across the business.
You will be responsible for ensuring that digital initiatives delivered by the Technology & Digital Services (TDS) team land successfully with end users, driving adoption, minimising disruption, and maximising the return on our technology investments. Working closely with a network of business‑side change agents, including our Communications & Branding team, you will align internal communications, readiness activities, and training to support the rollout of our growing portfolio of digital products and platforms.
This role requires someone who can build from the ground up establishing the change management standards, tools, and frameworks that will underpin TDS delivery for years to come – while simultaneously managing an in‑flight portfolio of initiatives from day one.
You will need to be as comfortable chairing our Change Advisory Board (CAB) and influencing senior stakeholders as you are coaching a change agent or product manager through the change process for the first time.
KEY RESPONSIBILITIES
- Define, implement, and continuously improve a structured change management methodology aligned to an industry‑recognised framework (e.g. Prosci/ADKAR, Kotter, or equivalent), building a repeatable, scalable approach that can grow with the team.
- Develop and maintain the organisation's change management standards, templates, and playbooks for digital initiative rollouts.
- Assess the change impact and organisational readiness for each initiative, tailoring the approach to the scale, risk, and complexity of each rollout.
- Ensure change management activities are fully embedded within the agile delivery framework, integrated from project inception through to post‑launch adoption rather than treated as a downstream activity.
- Ensure that all change initiatives are clearly positioned within the broader Group strategy, reinforcing organisational priorities and helping employees understand the strategic rationale behind digital transformation efforts.
- Build the change management capability of the TDS team and wider business, creating shared language and consistent practices.
- Define how change management success is measured, ensuring all metrics and outcomes are aligned to the organisation's existing benefits realisation framework, and incorporating employee engagement, sentiment, and change readiness indicators in collaboration with Communications and People teams.
Change Advisory Board (CAB)
- Co‑Chair the CAB, owning the agenda, process, and rigour of change request reviews across the TDS portfolio.
- Ensure that change requests are assessed consistently, with appropriate stakeholder representation and clear decision‑making on approval, deferral, or rejection.
- Coach both change agents and product managers on the CAB process, building understanding and confidence in how to prepare, present, and respond to change requests effectively.
- Continuously improve the CAB process to keep pace with the volume and complexity of digital change across the organisation.
Digital Initiative Delivery
- Partner with Product Managers and the PMO to embed change management activities into the agile delivery lifecycle from inception through to post‑launch adoption.
- Develop and execute change plans for concurrent digital rollouts, managing competing priorities and timelines across the TDS portfolio.
- Track adoption and benefits realisation against agreed metrics, providing clear and regular reporting to senior stakeholders in line with the organisation's benefits realisation framework.
- Lead post‑implementation reviews to capture lessons learned and continuously improve the change approach.
Change Agent Network
- Identify, engage, and develop a network of change agents across the business to act as champions for digital initiatives within their teams.
- Coach change agents on change management principles and practice, equipping them with the tools, messaging, and confidence they need to drive adoption locally.
- Maintain strong, trust‑based relationships with change agents, acting as their primary point of contact and escalation route throughout each rollout.
Stakeholder Engagement & Internal Communications
- Map and manage stakeholder groups across each initiative, developing targeted engagement strategies based on impact and influence.
- Work in partnership with the Communications & Branding team to develop and coordinate internal communications, ensuring messaging aligns with the Group’s strategic narrative, is fully on‑brand, clear, timely, and tailored to the audience, in line with established communications governance and approval processes.
- All internal communications will be developed in partnership with the Communications & Branding team, who retain ownership of tone of voice, messaging standards, brand alignment, and channel governance.
- Facilitate workshops, roadshows, and briefing sessions to build awareness and desire for change across affected teams.
- Provide coaching and support to senior leaders to help them fulfil their role as visible and effective change sponsors, establishing clear expectations and accountability for active leadership throughout each initiative lifecycle.
Training & Enablement
- Identify training needs arising from digital rollouts and coordinate the development and delivery of appropriate learning interventions.
- Ensure end users are fully equipped to adopt new tools, processes, and ways of working before go‑live.
- Develop self‑service enablement resources to support ongoing adoption beyond the initial rollout period.
Risk & Resistance Management
- Proactively identify resistance to change and develop targeted mitigation strategies to address it.
- Escalate material change risks to the Head of Product & PMO and relevant project sponsors, with recommended actions.
- Monitor adoption and usage data post‑launch, identifying areas where additional support or intervention is needed.
SKILLS & COMPETENCIES
- Deep expertise in at least one industry‑recognised change management methodology (e.g. Prosci/ADKAR, Kotter, or similar), with the ability to adapt and evolve the approach to suit the organisation.
- Proven ability to build change management frameworks and practices from scratch in an organisation with limited existing capability.
- Strong understanding of how technology and digital change affects people, processes, and culture and what it takes to make adoption stick.
- Experience chairing or leading a Change Advisory Board process in a technology or digital environment highly desirable.
- Fluency in agile delivery practices and the ability to integrate change management activities seamlessly into agile ways of working.
- Excellent stakeholder management skills, with the ability to influence and build trust at all levels of the organisation without direct authority.
- Confident communicator, able to translate complex technical change into clear, compelling narratives for non‑technical audiences.
- Experience working alongside communications and branding functions to develop and deliver internal change communications.
- Skilled at managing multiple concurrent change initiatives, with strong planning and prioritisation skills.
- Resilient and adaptable, comfortable operating in ambiguity and hitting the ground running in a fast‑paced environment.
- Delivery focus with strong critical thinking and problem‑solving skills.
- Passion for sustainability and the mission to lead the transition to clean energy.
- Commitment to NextEnergy Group's values: be a leader, build trust, be responsible, be innovative, and 'Bring your Alpha'.
EXPERIENCE & QUALIFICATIONS
- 5–8 years of experience in a dedicated change management role, with a focus on digital or technology‑led change.
- Demonstrated experience designing and implementing a structured change management methodology within an organisation.
- Proven track record of managing change across multiple concurrent initiatives in a fast‑paced, agile environment.
- Experience chairing or playing a leading role in a Change Advisory Board process.
- Experience building and coordinating change agent or champion networks within a business.
- Strong background in stakeholder engagement and internal communications in the context of technology rollouts.
- Experience developing and delivering training and enablement programmes for new digital tools and processes.
- Experience working in the energy or financial services sector is essential.
- Experience working in or alongside a technology or digital delivery team is necessary.
- Formal change management certification (e.g. Prosci, APMG Change Management Practitioner, or equivalent) highly desirable.
- Fluency in Italian highly desirable given the Group's significant operations in Italy.
- The right to work in the UK.
WHAT WE OFFER
- A busy role in a supportive team, with plenty of opportunities to learn.
- International scope – we operate in over 8 countries.
- Hybrid working – we will need you in the central London (Mayfair) office at least twice a week, but you will normally be able to work remotely for the remainder of the week.
- 30 days’ holiday per year (3 of which are taken during the festive shutdown in December).
- BUPA Healthcare for you and qualifying dependents.
- Cycle to work and electric vehicle leasing schemes.
- Annual discretionary bonus.
HOW TO APPLY
If you are interested in this opportunity, please follow the link to apply or send your application to careers@nextenergygroup.com. If you have been shortlisted for the next stage, we will be in contact within 14 days.
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DIVERSITY AND INCLUSION
Our approach to diversity and inclusion is a natural extension of our values. Our entrepreneurial culture inspires us to try new things, be open to different viewpoints and be bold. Our Group is committed to cultivating and preserving a culture of connectedness that values difference and gives space for individual expression. The collective sum of our individual differences, life experiences, knowledge, innovation, self‑expression, talent and hard work form the bedrock of who we are and who we aspire to be.
We are committed to equal employment and advancement opportunity irrespective of race, color, ancestry, social background, religion, gender, national origin, sexual orientation, age, citizenship, marital status, disability and gender identity.
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