Change Enablement Partner

About the role:
The Change Enablement Partner is responsible for making change work in practice.
This role exists to ensure that colleagues and residents are prepared, supported and confident to adopt new systems, processes and ways of working across Anchor's programmes and directorate priorities.
Success in this role means:

• Change is experienced as clear, joined-up and manageable, rather than fragmented or overwhelming.
• People, behavioural and cultural impacts are identified early and addressed proactively.
• Leaders are supported to fulfil their sponsorship responsibilities effectively.
• Go-lives are safe and controlled, with strong adoption and minimal operational disruption.

Operating within Anchor's Change Enablement Framework, Change Enablement Partners are deployed flexibly across the change portfolio. They may work intensively with a single programme or directorate for a period, or support multiple initiatives concurrently, bringing consistent, high-quality change enablement wherever it is most needed.
The role sits within the Change Directorate as a senior practitioner / partner role, requiring strong delivery capability, stakeholder confidence and the ability to operate effectively in complex, fast-moving environments.

Key Responsibilities and Accountabilities:
Delivery of change enablement

• Deliver structured, proportionate change enablement activity across allocated programmes, directorates or work packages.
• Apply the Change Enablement Framework consistently, while exercising judgement to tailor approaches to context, risk and maturity.
• Identify people, behavioural and cultural impacts early and work with programme teams to mitigate risks before they crystallise.

Readiness, adoption and sustainment

• Lead impact assessments, readiness planning and adoption activity throughout the change lifecycle.
• Assess readiness at key milestones and provide evidence-based recommendations to support go / no-go decisions.
• Plan and coordinate hypercare, supporting operational teams through transition and into steady state.
• Monitor adoption post go-live and identify where reinforcement or additional support is required.

Stakeholder and leadership engagement

• Build trusted relationships with Sponsors, Directors, operational leaders and frontline teams.
• Support leaders to understand and fulfil their change leadership responsibilities, including visible sponsorship and reinforcement.
• Facilitate engagement, alignment and change champion activity to support successful outcomes.

Behaviour, culture and capability change

• Identify behavioural, cultural and skills impacts arising from design and delivery decisions.
• Work closely with People & Culture to align capability needs, role expectations and learning inputs.
• Support teams to embed new behaviours and operational practices, not just comply with new processes.

Integration across delivery, design and communications

• Embed change enablement activity into programme and delivery plans, working closely with Programme Delivery Managers.
• Ensure people and adoption considerations inform design, testing and implementation decisions.
• Provide Internal Communications with clear, practical inputs on impacts, audiences, sensitivities and readiness risks.
• Ensure change enablement and communications activity is sequenced coherently.
  (Narrative, content and channels remain owned by Internal Communications.)

Risk management and escalation

• Actively surface and manage people or resident risks that could compromise safe implementation.
• Escalate significant risks, constraints or capacity issues to the Change Enablement Lead and programme leadership as appropriate.
• Contribute to a culture of learning by feeding insights and lessons back into the wider Change Enablement community.

Essential Skills, Experience & Qualifications:
Essential

• Demonstrable experience delivering change management or change enablement activity on complex programmes or initiatives.
• Strong understanding of how digital, process, service and organisational change impacts colleagues and residents.
• Proven ability to build trust and influence with senior stakeholders, operational leaders and frontline teams.
• Experience conducting impact assessments, readiness planning, stakeholder mapping and adoption planning.
• Strong facilitation skills, with confidence leading workshops, engagement sessions and readiness reviews.

Proficient in role (or able to develop in role)

• Managing multiple change work packages concurrently and adapting priorities as organisational needs shift.
• Diagnosing behavioural and cultural impacts and translating these into practical, proportionate interventions.
• Working effectively within a portfolio environment alongside delivery, design, people and communications disciplines.
• Producing simple, clear artefacts (e.g. readiness views, impact summaries, change journeys) to support decision-making.

Qualifications

• Degree-level qualification or equivalent professional experience.
• Change management certification (e.g. Prosci, APMG or equivalent) desirable but not essential.
• Coaching, facilitation or behavioural change training desirable.

Structure:

Values and Behaviours:
The Change Enablement Partner is expected to demonstrate Great Colleague behaviours, aligned to Anchor's values:

• Accountable - Takes ownership for delivering high-quality change enablement activity, follows through on actions, and raises people or adoption risks early where they may compromise safe implementation.
• Respectful - Works collaboratively with colleagues, leaders and frontline teams, listens to diverse perspectives, and ensures resident and colleague needs are reflected in change approaches.
• Courageous - Is willing to challenge assumptions, highlight readiness or behavioural risks, and support difficult conversations to protect outcomes and adoption.
• Honest - Communicates clearly and transparently about readiness, impacts and uncertainty, managing expectations and avoiding over-confidence or over-promise.

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