Change Manager

Job Description

Are you looking for your next opportunity?

Sompo has a unique opportunity for a Change Manager to join our UK Business Change team. The UK Change & Transformation team sits within the wider UK Insurance Operations function and reports into UK COO.

The UK Change and Transformation team play a vital role in delivering improvements into those operational teams which support Underwriting, Claims and other support functions, whilst at the same time undertaking transformation activities with which to broaden, and better control the services provided by these teams.

Location: This position will be based out of our London office. We strive for collaboration which is why we offer a work environment where our employees thrive and develop long lasting careers.

Our business, your impact, our opportunity:

What you’ll be doing:

The Business Change Manager is accountable for defining and leading the business change management approach across the transformation portfolio, ensuring that organisational change is effectively understood, communicated, adopted and embedded.

Operating across multiple business functions and programmes, the role provides functional leadership and subject matter expertise in change impact assessment, stakeholder engagement, communications, business readiness, training and adoption.

The role acts as a strategic partner to programme leadership and senior business stakeholders, influencing change priorities, managing cumulative organisational impacts and ensuring transformation investments deliver sustainable business outcomes.

This is a hands-on role requiring someone who is highly personable, organised and comfortable engaging with colleagues at all levels of the organisation.

Change Impact Assessment & Business Readiness

• Own and lead the change impact assessment framework across the transformation portfolio, ensuring a consistent and structured approach to identifying impacts on people, processes, roles, controls and ways of working.
• Work across business functions and programme teams to assess cumulative change impacts, identify competing priorities and proactively address organisational capacity and readiness risks.
• Provide expert guidance to senior business stakeholders on the scale, complexity and implications of proposed changes, influencing implementation strategies and business readiness decisions.
• Establish and oversee business readiness criteria, ensuring impacted functions are adequately prepared to transition into new operating models and ways of working.

Change Communication & Stakeholder Engagement

• Own and drive the change communications strategy across the transformation portfolio, ensuring consistent, coordinated and targeted messaging aligned to business priorities.
• Engage and influence senior leaders and cross-functional stakeholders to build alignment, address resistance and secure active sponsorship of change initiatives.
• Translate complex transformation initiatives into clear business narratives, articulating the rationale, benefits and implications of change for different stakeholder groups.
• Act as a trusted adviser to programme leadership and business sponsors, shaping communication approaches that build organisational confidence and commitment to change.

Change Adoption and Benefit Realisation

• Define and own the change adoption framework across the transformation portfolio, establishing consistent approaches to measuring adoption, behavioural change and the sustainability of new ways of working.
• Partner with senior business leaders and operational teams to embed change into day-to-day operations, ensuring new processes, systems and responsibilities are effectively adopted.
• Identify and challenge barriers to adoption, influencing business leaders and programme teams to implement corrective interventions where required.
• Establish adoption measures and provide executive-level visibility of progress, risks and interventions, ensuring that change initiatives translate into measurable business outcomes.

Training and User Preparation  

• Own the overarching training and user preparation strategy for transformation initiatives, ensuring learning interventions are proportionate to the complexity and scale of business change.
• Work across programme teams, subject matter experts and operational leadership to define training requirements, delivery approaches and readiness standards.
• Oversee the coordination and effectiveness of training activities, ensuring impacted colleagues have the knowledge, capability and confidence to operate within new processes and systems.
• Evaluate training effectiveness and user preparedness, escalating capability gaps and influencing remediation plans ahead of implementation.

Change Governance, Strategy & Portfolio Oversight

• Own and continuously develop the organisation's business change management approach, frameworks, standards and methodologies, ensuring consistent application across the transformation portfolio.
• Shape the change management strategy and priorities in partnership with the Head of Transformation, aligning change interventions to the organisation's strategic objectives and delivery roadmap.
• Provide a portfolio-wide view of organisational change, identifying cumulative impacts, dependencies, competing priorities and risks to successful adoption.
• Serve as the functional subject matter expert for business change management, providing professional challenge, direction and guidance to programme managers, business leaders and delivery teams.
• Provide senior management with clear insight into organisational readiness, adoption risks and change effectiveness, influencing investment, sequencing and implementation decisions.

Skills & Experience

• Experience supporting organisational, operational, process or technology change.
• Strong interpersonal skills and the ability to quickly build relationships and trust.
• Excellent written and verbal communication skills.
• The ability to communicate complex change in a simple and engaging way.
• Exceptional PowerPoint skills
• Experience of stakeholder engagement, communications, training or change adoption.
• Strong organisational skills with the ability to work across several initiatives simultaneously.
• An ability to understand how different changes may collectively impact business teams.
• A pragmatic, hands-on approach and willingness to get involved in delivery.
• Good judgement and an ability to recognise where colleagues or teams may need additional support through change.
• 15 years+ experience of which 5+ year should be in Change Management 

Formal change-management qualifications or experience of methodologies such as Prosci/ADKAR would be useful, but practical experience and the ability to engage effectively with people are more important.

Personal Attributes

We are looking for someone who is:

• Personable and approachable – naturally builds relationships and makes it easy for people to share concerns and feedback.
• A strong communicator – able to tailor messages to different audiences and make change understandable.
• Curious – takes time to understand how people actually work and how proposed changes will affect them.
• Pragmatic – focuses on what will genuinely help a change land rather than applying methodology for its own sake.
• Organised – comfortable maintaining visibility across multiple changes and stakeholder groups.
• Collaborative – works effectively with project teams, business leaders and colleagues across functions.
• Empathetic – understands that individuals and teams experience change differently and adapts their approach accordingly.
• Experience supporting organisational, operational, process or technology change.
• Strong interpersonal skills and the ability to quickly build relationships and trust.

What Success looks like

• Success in this role means that colleagues know what is changing, understand why it is changing, are prepared for it and are able to adopt the new way of working effectively.
• It also means that the organisation has better visibility of the cumulative impact of change, allowing significant changes to be communicated, sequenced and landed in a coordinated way.

At Sompo, we recognize that the talent, skills, and commitment of our employees drive our success. This is why we offer competitive, high-quality compensation and benefit programs to eligible employees.

Our compensation program is built on a foundation that promotes a pay-for-performance culture, resulting in higher incentive awards, on average, when the Company does well and lower incentive awards when the Company underperforms.  The total compensation opportunity for all regular, full-time employees is a combination of base salary and incentives that gets adjusted upfront based on overall Company performance with final awards based on individual performance.

We continuously evaluate and update our benefit programs to ensure that our plans remain competitive and meet the needs of our employees and their dependents. 

Below is a summary of some of the benefits we offer, which may vary depending on the country:

• Health & Wellness Benefits
• Retirement & Savings Plans
• Global Parental Leave & Adoption Assistance
• Employee Assistance Program
• Tuition Reimbursement & Professional Qualification benefits

Who we are and what we stand for:

At Sompo, our shared purpose is to create meaningful value for clients, communities, and each other. We strive to foster a workplace where everyone feels respected, included, and empowered to excel. As a global organization, we embrace diversity and champion equal opportunity. Guided by our core values—Accountability, Agility, Collaboration, Development, and Integrity—we build trust and support one another to achieve our goals worldwide.

Life at Sompo | Sompo

Our values come to life in how we hire and grow talent. Employment decisions are based on qualifications, merit, and organizational need, and we strive to ensure equitable access to opportunities so everyone can do their best work. If you need an accommodation for any part of the application process, please contact the recruiter in charge.