Integration Change Manager - London, United Kingdom - Equinix EMEA

Description

Job Description

Integration Change Manager – Temporary Contract

Equinix is the world's digital infrastructure company, operating 200+ data centers across the globe and providing interconnections to all the key clouds and networks. Businesses need one place to simplify and bring together fragmented, complex infrastructure that spans private and public cloud environments. Our global platform allows customers to place infrastructure wherever they need it and connect it to everything they need to succeed.

We are a fast-growing global company with 70+ consecutive quarters of growth. Through our innovative portfolio of high-performance products and services, we have created the largest, most active global ecosystem of nearly 10,000 companies, including 1,800+ networks and 2,900+ cloud and IT service providers in over 26 countries spanning five continents.

A career at Equinix means you will collaborate on work that impacts the world and be surrounded by endless opportunities to learn new skills and grow in varied directions. We embrace diversity in thought and contribution and are committed to providing an equitable work environment. that is foundational to our core values as a company and is vital to our success.

The role:

This role is to work as part of the IMO (Integration Management Office) as we complete a complex integration programme through 2024. The integration scope will include the introduction of Equinix global systems, products and processes into an existing business delivered by a cross functional team across all areas.

There are several cultural differences to be aware of in West Africa including a fluctuating economy and an unpredictable set of macro-economic factors.

Experience of delivering initiatives in multi-cultural environments is essential. Experience operating within West Africa is desirable.

Key responsibilities:

1. Develop comprehensive integration change plans that encompass all aspects of the integration process, including organisational structure, employment law consultations, processes, systems, and culture.
2. Lead change management efforts to facilitate smooth transitions and mitigate resistance to change among employees and stakeholders.
3. Collaborate with cross-functional teams to identify integration priorities, establish timelines, and allocate resources effectively.
4. Drive communication and engagement strategies to ensure transparency and alignment throughout the integration process.
5. Monitor progress against integration plans, identify risks and challenges, and implement corrective actions as needed.
6. Coordinate integration activities across functional areas, including HR, IT, finance, operations, and legal.
7. Coordinate integration workshops, training sessions, and other initiatives to support employee integration and cultural alignment.

• Ensuring that training initiatives align with broader integration objectives and contribute to the development of a cohesive organizational culture.
• Support track leads to develop and deliver training programs aligned to the change and functional need

1. Partner with acquired entity leaders to understand their needs, address concerns, and foster collaboration.
2. Provide regular updates and reports to senior leadership on integration progress, challenges, and key milestones.
3. Ensure compliance with regulatory requirements and adherence to best practices throughout the integration process.
4. Work with integration comms support to execute detailed organisational design communications plan.

Critical competencies:

1. Communication Skills: excellent listener with strong verbal and written communication skills to effectively convey the rationale, benefits, and implications of change to various stakeholders within the organization.
2. Leadership Abilities: must demonstrate strong leadership qualities to inspire and motivate teams through periods of uncertainty and transition. They should be able to set a compelling vision, foster collaboration, and empower others to embrace change.
3. Emotional Intelligence: must demonstrate discretion during sensitive conversations with the ability to emphasise with feelings of uncertainty, build trust and provide support to help individuals navigate through the transition successfully.
4. Strategic thinking: understand the broader organizational context, anticipate potential challenges, and develop proactive strategies to mitigate risks and maximize the effectiveness of change initiatives.
5. Stakeholder Management: ability to engage and manage diverse stakeholders effectively. Ability to identify key stakeholders, understand their perspectives and concerns, and develop tailored communication and engagement strategies to garner support and alignment.
6. Problem Solving Skills: dept at analyzing complex situations, identifying root causes, and developing pragmatic solutions to overcome resistance and drive progress.
7. Flexibility and Adaptability: must be flexible and adaptable to navigate unforeseen challenges and adjust strategies as needed. They should embrace ambiguity and demonstrate resilience in the face of uncertainty.
8. Change Management Methodologies: Proficiency in change management methodologies and frameworks (e.g., Prosci ADKAR, Kotter's 8-Step Model) is essential for guiding the planning, execution, and evaluation of change initiatives in a structured and systematic manner.
9. Project Management Skills: strong project management skills to plan, organize, and execute change initiatives efficiently, while managing resources, timelines, and budgets effectively.
10. Continuous Learning and Improvement: growth mindset and a commitment to continuous learning and improvement.