<p><strong>Senior Analyst People Change Management - Caribbean (Remote)</strong></p><p>The Senior Analyst, People Change Management leads and supports people change management efforts for assigned major transformation projects and programmes within the Bank. The incumbent provides guidance and advice on change management methodology, assisting stakeholders / impacted constituents from the current state through a transition state and finally implementation to drive the desire, usage, and adoption of the solution.</p><h3>MAIN ACCOUNTABILTIES</h3><p>Main responsibilities, broken down by action, objective and end result / outcome:</p><h3>1. Action (verb)</h3><h3>Develops</h3><h3>Object / what it involves</h3><p>people change management strategies and plans for assigned major projects and programmes, in collaboration with the Associate Director, analysing stakeholders, defining change</p><p>objectives, and assessing impacts on constituent groups</p><h3>End result / outcome</h3><p>to address the needs and concerns of impacted groups to ensure effective and efficient implementation within budget and timeframes, enabling benefits realization and successful adoption.</p><h3>2. Action (verb)</h3><h3>Partners</h3><h3>Object / what it involves</h3><p>With project stakeholders and sponsors / business SMEs to identify and assess the people-related impacts of the change initiative, including new technologies, processes, structures, and</p><h3>regulations</h3><h3>End result / outcome</h3><p>to better understand the needs, expectations, and concerns of each stakeholder group and how these can be mitigated for those affected by the change to enable optimum adoption and business</p><h3>realisation of benefits.</h3><h3>3. Action (verb)</h3><h3>Identifies &amp; assesses</h3><h3>Object / what it involves</h3><p>Resistance to change by providing / undertaking individual and group support sessions, identifying possible resolutions to potential blockers</p><h3>End result / outcome</h3><p>To reduce resistance / adverse effects on the change outcome and deliver on the strategic objective of the change initiative.</p><h3>4. Action (verb)</h3><h3>Coordinates</h3><h3>Object / what it involves</h3><p>change activities with change partners, project managers, and business sponsors, establishing clear roles and responsibilities and maintaining regular</p><h3>communication</h3><h3>End result / outcome</h3><p>to ensure alignment, optimum adoption and mitigate change saturation.</p><h3>5. Action (verb)</h3><h3>Designs &amp; implements</h3><h3>Object / what it involves</h3><p>tailored training and coaching programmes and materials, in collaboration with the Talent Acquisition &amp; Development team as required and maybe required to facilitate on occasion.</p><h3>End result / outcome</h3><p>to enable employees to acquire the necessary knowledge and skills for successful change adoption.</p><h3>6. Action (verb)</h3><h3>Facilitates</h3><h3>Object / what it involves</h3><p>the consistent