At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world. 

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Job Overview

TE’s HR Project Management Office & Change Management team is seeking an experienced change and transformation professional to help drive significant change initiatives at pace for both short-term and multi-year journey engagements. As a Senior Change Management Manager for TE’s HR function, you will focus on the people side of change – including changes to business processes, systems and technology, job roles and organization structure.  The primary focus will be creating and implementing change management plans that minimize employe resistance and maximize employee engagement.  These change efforts will support ongoing business needs, as well as a multitude of HR transformation programs impacting a global audience.  This position is a strong, influential individual contributor who will work with teams across the TE HR Operating Model – both partnering with global teams driving changes and within regional teams implementing strategic initiatives. This eco-system of partners includes the HR Leadership Team, HR Communications, the HR PMO, HR Services, Technology, Analytics and Integration, HR COE Innovation Centers, HR Business Partners and Regional Partners, and business teams.  Furthermore, as our HR change leader, this person will build change management capability across HR and build a community of change practitioners, ensuring that HR partners have the skills to lead their own change initiatives.  Finally, this person will be responsible for coaching people managers in HR to sponsor and lead changes within their teams.  

Requirements Interface with internal clients/stakeholders to assess change impacts, organizational design and capability / learning needs with the goal of ensuring all impacted audiences are prepared for upcoming process, structural and / or technology change  Identify potential people/behavior-related risks to project success (e.g., points of resistance, performance gaps) and key success factors (e.g., adoption measures/metrics), and plan interventions to mitigate the risks and achieve success factors  Consult on large-scale, highly visible change management or transformation programs or initiatives including changes in organizational structure, work processes, the introduction of new kinds of work, and the implementation of new technologies by working closely with senior leadership to design, develop, direct, and deliver change initiatives; providing change management strategies and tactics to enhance effective implementation or delivery; and monitoring and measuring the effectiveness of change programs.  Analyze change impacts and learning needs to develop holistic organizational change needs plans (business engagement, communications, training deliverables needed with milestones, tasks, timeframes, and assumptions) that supports effective behavior change to meet project objectives for prioritized projects and initiatives.  Create and deliver effective business engagement, communications, and learning deliverables according to an organizational change plan (OCM); partner with HR Communications to plan for critical communication needs  Provide status reporting on OCM plan progress and risk/issue management and mitigation, partnering closely with TE HR PMO office as part of the ongoing HR operational cadence  Create a program to drive change management skill building across the HR function while building a community of change practitioners; facilitate and coach HR people leaders through leading change within their teams  Practice self-leadership and promote learning in others by building relationships with cross-functional stakeholders; communicate information and providing advice to drive projects forward; influence team members and project partners; listen and respond to, seek, and address performance feedback; adapt to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; create and execute plans to capitalize on strengths and develop weaknesses; and adapt to and learn from change, difficulties, and feedback.  Participates in the coordinate, design and facilitation of workshops, working sessions, and meetings to align cross-functional teams and stakeholders  Leads culture and climate assessments by partnering with clients to understand culture and/or climate and its impact on strategic goals or performance outcomes; performing assessments for cross-functional teams, work groups, or large and complex functions or organizations; and providing consulting and designing solutions to support strategic and cultural alignment. What your background should look like: Deep understanding of how people go navigate change and the change process  Experience leading large, global scale and multi-disciplinary change initiatives, with evidence of successes and learnings  Proven communication skills and the ability to clearly articulate messages through a variety of verbal or written formats for internal customers and partners up through senior leadership  Ability to develop, maintain and influence stakeholder relationships   Proactive, self-starter who can identify challenges and propose thoughtful, data-driven solutions  Ability to navigate a matrixed work environment and operate independently with minimal oversight  Quickly anticipate needs of others and serve as a trusted advisor to project and program teams  Can work through ambiguity and make prioritization calls around multiple competing priorities  Ability to drive analysis to understand root cause(s) and resolution once cause has been identified  Highly motivated – willing to roll up your sleeves and get the job done, even in situations where the work is outside of the scope of your respective role 

Minimal Qualifications 

Bachelors degree in Organizational Development, Business, Behavioral/Social Science, Public Administration or related field and  Minimum six (6) years experience in organizational development, including but not limited to change management, organizational design, cultural transformation, and/or performance improvement.  Additional equivalent work experience in a directly related field may be substituted for the degree requirement. 

Preferred Qualifications 

Masters degree in Organizational Development, Business, Behavioral/Social Science, Public Administration or related field.  Industry recognized OD or Change Management certification, related certification, or completion of related formal training program (e.g., Organizational Design, Change Management, Assessment Tools, Coaching, etc.)  Six (6) years experience in change management.  Four (4) years experience in process, program, or project management.  Four (4) years experience in cultural transformation.  Four (4) years experience working across multiple HR disciplines.  Four (4) years experience working cross-functionally across departments, functions, or business lines.  Two (2) years experience coaching senior level executives. Competencies SET : Strategy, Execution, Talent (for managers)Values: Integrity, Accountability, Inclusion, Innovation, Teamwork

ABOUT TE CONNECTIVITY
TE Connectivity is a global industrial technology leader creating a safer, sustainable, productive, and connected future. Our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, renewable energy, automated factories, data centers, medical technology and more. With more than 85,000 employees, including 8,000 engineers, working alongside customers in approximately 140 countries. TE ensures that EVERY CONNECTION COUNTS. Learn more at www.te.com and on LinkedIn, Facebook, WeChat, Instagram and X (formerly Twitter).

 

COMPENSATION
•    Competitive base salary commensurate with experience: $146,500-219,700 (subject to change dependent on physical location)
•    Posted salary ranges are made in good faith. TE Connectivity reserves the right to adjust ranges depending on the experience/qualification of the selected candidate as well as internal and external equity.
•    Total Compensation = Base Salary + Incentive(s) + Benefits

BENEFITS
•    A comprehensive benefits package including health insurance, 401(k), disability, life insurance, employee stock purchase plan, paid time off and voluntary benefits.

 

EOE, Including Disability/Vets