Role Title


Regional Head of Business Change



Job family group

Business Change

Job family/ies

Insert text here

Grade

G7

Status

For internal use


Role Purpose

(250 words max)

The role of the Regional Head of Business Change is to lead regional business change activities on a day-to-day basis. They are responsible for driving and overseeing the delivery of business change within a region, working with Head of Service Performance Improvement on strategic regional change planning and capability needs.


The role will be responsible for national change partnering, leading a team of business change professionals and operational colleagues to deliver change initiatives across the region through proactive, close collaboration with key senior stakeholders including central projects, National Business Change Leads, Service Managers, and regional operational leads and the use of data from standard change planning tools such as the Change Load Heat Map and Local Change Assessments to plan and prepare the business for the impact of the changes and safely manage and implement change.


They will be responsible for the planning and management of regional change activity, using the standard toolkit and frameworks, to ensure that activities are planned, completed, and properly supported to enable the business to implement the agreed change and realise the business benefits. Ensuring project risks are managed and escalated as required.


Building change capability across the wider change community using continuous improvement tools and techniques, alignment to the Government Online Skills Tool (GOST) and role modelling the use of appropriate standard change tools and templates to support the consistent implementation and embedding of change and the establishment of business change as a professional service within the organisation.



Key Accountabilities (600 words max)

  • Primarily responsible for leading business change to drive the development, standardisation and professionalisation of the End-to-End Integrated Change function to establish and embed specialist change roles within the organisation and build change capability.

  • Providing the business change activities for a region as required.

  • Work with the National Business Change Leads to support the introduction of business change within regions to deliver successful implementation across operations.

  • Ensuring alignment to GOST to support the development of the organisation’s change capability plan and the development of capability plans for business change professionals.

  • Build and foster stakeholder relationships, providing leadership, guidance and support to the wider business change community, Heads of Service Performance and Improvement (HoSPI) to enable the re-focus of ‘change delivery’ to regions rather than a central team by supporting change where the new ways of working are delivered and to ensure ongoing support and embedding of that ‘change’.

  • Promote and drive the use of standardised change processes, tools and techniques from the Business Change Playbook and Business readiness criteria to deliver a standardised and consistent change implementation approach and improved ways of working of the team, which ensure standards and best practice are adhered to.

  • Responsible for the portfolio and project change plans within their region and feed into the overall portfolio plans.

  • Build strong trusted relationships and networks both internally and beyond HMCTS including Judiciary, Regional Leads and Senior Leaders identify, assess and understand the requirements of the region in relation to business change. To use those requirements to inform develop change implementation plans, address change readiness challenges and inform go-live decisions whilst actively managing risks, issues, and dependencies when necessary.

  • Work with stakeholders to ensure business processes are actively managed and investigate, solve, and make decisions that resolve issues to ensure that Services and Operations are supported in their implementation efforts. Incorporating lessons learnt and best practise across the portfolio to deliver the most effective implementation and business change approach to meet the organisation and stakeholder need.

  • Responsible for ensuring lessons learnt and best practise are reviewed, incorporated, and embedded across the portfolio to deliver the most effective implementation and business change approach to meet the organisation and stakeholder need Responsible for ensuring the benefits validation process is integrated into change management planning and activities to support the realisation of benefits associated to a change. Escalating risks, issues, and dependencies as necessary

  • Lead and deliver a communications plan that supports the visibility, reach and connection for the integrated Change functions. Develop Business Change communications for stakeholders/DTUS engagement as required on business change planning and implementation.

  • Lead the Change Community forums to support the development of change as a service to create an established change community

  • Provide project support in developing high quality business case content, covering all activities related to business change and business readiness, process optimisation and embedding of change across the organisation.

  • Deputise for the HoSPI at Service and Governance boards, when required using change load and readiness data to support and inform their input on any planning, implementation, or go-live decisions.

  • Responsible for the development and introduction of initiatives that drive the development of the National Business Change and Regional Business Change functions, to improve the change service offer provided and establish those change functions as specialist roles within the organisation.

  • Support projects in delivering high quality business case content, providing input as required.

  • Direct leadership of change professionals within the Regional Business Change Team and possible activity management of central change resource working within their region to support change activity across the organisation.

  • The post holder is required to work in a flexible way and undertake any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post.


Knowledge, Skills and Experience (500 words max)

Essential Skills


  • Recent knowledge, experience, and practical application of leading and delivering business change and Implementation in a complex environment

  • The ability to build strong partnering relationships to drive the development, standardisation and professionalisation of the End-to-End Integrated Change function to establish and embed specialist change roles within the organisation and build change capability.

  • Experience of planning and allocating work including dealing with unexpected, emerging, or competing priorities. identifying resourcing issues and requirements to meet delivery of the change initiatives and regularly reviewing plans to ensure delivery or implementation remains on track.

  • Strong senior stakeholder management skills, including presenting complex information at Director level and a strong communicator, able to influence stakeholders and communicate messages clearly to a range of audiences at all levels - both verbally and in writing to persuasively bring stakeholder on the change journey.

  • Confidence to challenge and manage, sometimes senior, colleagues in addressing issues, concerns, or conflict to deliver the most appropriate outcome.

  • Knowledge and understanding of innovative communication tools and techniques

  • Excellent drafting skills, to produce clear, concise communications for use across all levels of the organisation.

  • Experience of leading and managing a high performing team in a complex change environment.

  • Practical knowledge and understanding of benefits management to drive and develop the benefit validation approach.

  • Proactive application of identifying and managing risks, issues, and dependencies to ensure safe delivery of change and realisation of benefits.

  • Practical experience of using Continuous Improvement to drive service and performance improvements

  • Proven ability of managing change in ambiguity

  • Working knowledge and application of; Planning, Scheduling, Resource Management, Risk and Issue management, Governance, Change Control and Benefits Management, Continuous Improvement tools and techniques.

  • Proven experience and ability to lead and inspire others to achieve common goals and achieve their full potential.



  • Desirable Criteria

  • Awareness of; Requirements management, Solutions development, Budgeting and Cost management, Frameworks and Methodologies, Assurance and Business Case development

  • Understanding of HMCTS Change Load Heat Map, HMCTS Local Change Assessments, HMCTS Change Playbook, HMCTS Change Community Forums, HMCTS Benefits Management Strategy

  • The post should hold or be willing to work towards project and change management qualifications and levels such as;

    • Managing successful Programmes - Practitioner

    • APMG Change Management - Practitioner

    • APM Project Management Qualification

    • APM chartered Project Professional



Problem Solving and Decision Making (300 words max)

The role holder will be expected to resolve complex problems where there is minimal guidance or precedence of a clear or obvious outcome. They will use a significant degree of judgement, their experience and a high degree of creativity and flexibility to identify proposals and have the authority and discretion to act to resolve problems. This may include departing from established practices where necessary.

They will provide expert guidance and insight whilst leading on delivery of business change in a fast paced and changing environment

They will be accountable for the introduction of standardised approaches and policies which support their operational, technical or policy area. Decisions typically will be around work organisation and allocation, change initiatives and the competing priorities at a regional and national level. They will assess risk and advise on mitigation and will be expected to contribute to strategic business change planning and implementation decisions taken by senior grades. They will present options and recommend a way forward based on their experiences and detailed research and analysis. They will need to make immediate decisions in rapidly changing environments or work to very tight deadlines.



Management of Resources (250 words max)

The role holder will be visible to business change professionals across the organisation and responsible for embedding organisational vision, values, and culture. They will lead a team of business change professionals to support the organisation in establishing the creation, delivery, embedding and continuous improvement of change readiness strategies and activities. They will lead the implementation and embedding of change as a service through management of the Community of Practice, development of the profession by setting professional standards and through use of standardised tools, techniques, and frameworks. Where budgets have been delegated, they may have the authority to commit large amounts of expenditure from a budget which is held formally at a more senior level and may be required to undertake project management, planning, monitoring, and controlling of capability projects and initiatives.


Autonomy (250 words max)

The role holder will be responsible for handling tasks independently, while keeping senior management informed of any issues that have broader impacts or are particularly sensitive. They will take a strategic view on operational or policy areas, working with colleagues across the integrated change function and regional colleagues to maintain a partnering approach.

The role holder will often have to deal with difficult and complex situations and use creative thought to develop possible courses of action, to evaluate risks and to make judgements on the most appropriate solution considering internal and external requirements.

Work is typically guided by strategic objectives and organisational priorities with little supervision; they will have responsibility for determining how these should be interpreted and applied.

Key Relationships and Contacts (300 words max)


The role requires the post holder to initiate, build and maintaining strong, effective internal and external relationships with operational colleagues, stakeholders, partners, and senior leaders at regional, programme and organisational levels. They will need to develop and maintain strategic partnerships and relationships and influence others where there may be divergent and conflicting views.  

The role holder will provide assurance to Senior Leaders on the effectiveness of stakeholder engagement arrangements as well as providing informed, objective input to influence actions, priorities, discussion, manage expectations and support implementation and decision making.

Delivering against objectives through an effective network and an ability to achieve mutual understanding and cooperation for the implementation and delivery of change. This will include operational Directors and leads, regional judiciary, change programme leads, other HMCTS HQ Directorates, change colleagues and external stakeholders and partners.