BUSINESS CHANGE CONSULTANT

Context:

• For the dematerialisation of its business procedures (classification, restoration, subsidy of heritage assets) and its property repositories, the Walloon Heritage Agency (AWaP) has initiated the DIGIPAT programme. This involves the implementation of an integrated platform for internal management, repositories and data publication to create and monitor the entire life cycle of a file at the AWaP. This platform will also interface with other regional and federal applications in order to offer the user a complete journey.
• DIGIPAT will be developed on the Odoo ERP and will interact with other application modules (still to be defined, including website, geomatics, exchange platform, delivery of notices, etc.).
• This platform will profoundly transform business processes and rules, as well as the internal methodologies and solutions used. It will therefore be necessary to define a support strategy for the business teams in order to help them get on board, from the beginning, in this key program.
• This change management aims to accompany, convince and support employees in the planned transformation.

Objectives of the mission:

The purpose of the mission is to:

• Ensure the monitoring and operationalization of the change management approach defined with and by the program team;
• Capture the challenges of the transformation within the business teams and liaise with the program team;
• Work in symbiosis with the change management team (2 people) and the program team (program manager, analysts, technical teams (Odoo integrator)) and key business people (PMO, business managers and sponsor);
• Ensure that operational teams understand the challenges of the transformation and adopt the new ways of working and the new tools put in place.

• Help refine adequate communication plans involving stakeholders (internal, external) and adapting to program requirements

The change management expert must:

• Build trust with key people within the business lines and work closely with them;
• Use and co-construct the tools to enable the transition from AS-IS to TO-BE by focusing on the human aspects of this transformation.
• Report to the Senior Change Manager.

Soft Skills

• Listening and understanding (empathy), as well as the ability to lead change and manage human relationships;
• Ability to lead others to work towards a common goal; (influencer, smuggler)
• Able to guide teams from a non-hierarchical position, motivate and coach them to achieve goals (guide and coach)
• Structured, methodical and flexible, able to manage his work in an autonomous and integrated way (structure and rigor)
• Organization of work taking into account the objectives and imperatives of schedules (organized)
• Assertive, diplomatic, able to adapt to different types of interlocutors
• Results-oriented, positive, proactive and solution-oriented (positive)
• With a real team spirit, a recognized sense of collaboration and mutual aid; (collaborative)
• Excellent communication skills; (communicative)
• Excellent active listening skills; (active listening)
• Ability to build high credibility in the organization; (credible)
• Resilient and persevering;
• Looking to the future (visionary)
• Be able to adapt one's speech to audiences of various levels (adaptability)
• Ability to take a step back in the face of complicated situations and to keep in touch during complex and difficult exchanges.

Complementary skills:

• A solid knowledge of how people go through change and the process of change;
• A good ability to quickly know and understand the organization;
• Be familiar with project management approaches and tools, as well as with the different phases of a project;
• Ability to cooperate at any level of the organization;
• Ability to identify the causes of a problem and its solutions;
• Excellent analytical and decision-making skills;