Job Description

Company Description

IHS Towers is one of the largest independent owners, operators and developers of shared communications infrastructure in the world by tower count and is solely focused on the emerging markets. The Company has over 40,000 towers across its 10 markets, including Brazil, Cameroon, Colombia, Cote d'Ivoire, Egypt, Kuwait, Nigeria, Rwanda, South Africa and Zambia. For more information, please email: communications@ihstowers.com or visit: www.ihstowers.com

Purpose


We are currently seeking a Change Management Consultant to ensure the smooth and successful implementation of a significant program in our organization.


The consultant will play a crucial role in managing people side of the changes, ensuring that organizational transitions are executed smoothly, with minimal disruption and maximum engagement from all stakeholders, in a way to achieve the required business outcomes.

Key Roles & Responsibilities


The Change Management Consultant is expected to work as part of big projects teams, regarding the people impact and engagement management. This consultant will be responsible for:

• Develop a robust change management strategy that aligns with the overall program goals and program objectives.
• Create a detailed change management plan detailing key activities, timelines, and resources required.
• Conduct stakeholder analysis to identify all impacted parties and understand their concerns, needs, and expectations.
• Develop and execute a stakeholder engagement plan to ensure ongoing communication, involvement, and support, specially mapping and managing resistances.
• Design and implement an effective communication strategy to keep all stakeholders informed and engaged throughout the project. Define specific types of communications which are clear, consistent, and tailored to different audiences.
• Conduct impact assessments to identify how changes will affect different parts of the organization.
• Assess the training needs related to the changes and develop comprehensive training programs to address skill gaps.
• Plan, organize and facilitate the trainers training sessions to provide resources to help employees adapt to new systems, processes, or roles.
• Provide ongoing support and coaching to leaders, managers, and employees to help them navigate the change process.
• Establish support structures such as change networks or champions to reinforce change initiatives.
• Develop metrics and KPIs to track the progress and effectiveness of change management activities.
• Identify potential risks and challenges related to the change initiative and develop risk mitigation plans and contingency strategies.
• Gather feedback from stakeholders at various stages of the project to understand their experiences and concerns.
• Maintain the documentation of all change management activities, plans, and outcomes.
• Provide regular updates and reports to project leaders and stakeholders on the progress and impact of change management efforts.
• Create during the project execution a change management framework which can be utilized as a model for different projects.
• Responsible for Readiness and Adoption of the Different processes, Operating Model and IT Solutions.



Qualifications

• Act as a specialist for Change Management and adjacent domains.
• Expert knowledge in the entire Change Management Life Cycle.
• 10+ years of experience in big projects with focus in people engagement and training.
• An undergraduate or postgraduate degree in computer science, engineering, business management or a related field. Human Resource graduated can also be qualified for the function in case have experience with IT projects. Or similar knowledge.

Functional Competencies

• Certification in Process Management such as Six Sigma is a plus.
• Overall understanding of IT (Architecture, Development, Infrastructure)

Behavioural Competencies

• Emotional Intelligence : Develop productive relationships with business leaders across the organization to influence how applications can enable new sources of value
• Adaptability : Ability to adjust strategies and plans accordingly to changes in the company
• Leadership and Influence : Motivate staff and create a space where they can ask questions and voice their concerns in a transparent way. Inspire others to adopt and embrace changes.
• Cooperation/Teamwork : Works harmoniously with others to get a job done; responds positively to instructions and procedures; able to work well with staff, co-workers, peers and managers; shares critical information with everyone involved in a project; works effectively on projects that cross functional lines; helps to set a tone of cooperation within the work group and across groups; coordinates own work with others; seeks opinions; values working relationships; when appropriate facilitates discussion before decision-making process is complete.
• Judgment : Makes sound decisions; bases decisions on fact rather than emotion; analyses problems skilfully; uses logic to reach solutions.
• Problem Solving : Anticipates problems; sees how a problem and its solution will affect other units; gathers information before making decisions; weighs alternatives against objectives and arrives at reasonable decisions; adapts well to changing priorities, deadlines and directions; works to eliminate all processes which do not add value; is willing to take action, even under pressure, criticism or tight deadlines; takes informed risks; recognizes and accurately evaluates the signs of a problem; analyses current procedures for possible improvements; notifies supervisor of problems in a timely manner.
• Resilience and Persistence : Maintains a positive attitude and composure in the face of setbacks and resistance. Demonstrates perseverance in overcoming obstacles and pushing through difficult phases of the change process. Remains focused and determined to achieve the desired outcomes



Additional Information Organizational Competencies

Customer Focus - People demonstrating this competency understand & exceed our customers' needs. They develop trusted, reliable & collaborative relationships. They are consistently operating to the highest standards of service & delivery.

Innovation - People demonstrating this competency constantly seek new & improved ways to deliver our products & services. They champion engineering & skills development, and work to create a collaborative and supportive operating environment.

Integrity - People demonstrating this competency are open & honest in everything they do. They support financially & environmentally sustainable growth. They make socially responsible decisions and treat their stakeholders with respect.

Be Bold - People demonstrating this competency are thorough in analyses & decision-making. They are courageous in expanding existing markets & developing new ones. They confidently pursue appropriate financial returns and are forward-thinking and ambitious.

Sustainability - People demonstrating this competency are constantly seeking to create positive impact in the communities we serve.

Our Vision

IHS is committed to improving the quality and availability of telecommunications infrastructure, the lifeline for an increasingly connected world. We are dedicated to helping create a sustainable future for the communities in which we operate, and our sustainable strategy is structured around four pillars: ethics and governance, environment and climate change, education and economic growth, and our people and communities.