The Change, Adoption & Communication Lead will accelerate TMICC’s HR transformation by shaping and executing the change, adoption, and knowledge management strategies needed to embed new HR processes, systems, digital tools, and self‑service capabilities across the organization.
A core focus of this role is driving post–Day 2 stabilization and ongoing transformation—ensuring employees, managers, and HR teams continue to operate confidently and seamlessly as TMICC grows into its new independent future. Beyond the initial go‑live moment, the role ensures the organization embeds new processes, strengthens digital HR capability, and continuously improves its ability to work in a more automated, AI‑enabled, and self‑service–driven HR environment.
KEY RESPONSIBILITIES
1. HR Change Management
Lead change and communication efforts beyond Day 2, ensuring HR processes, systems, and self‑service tools continue to stabilize, mature, and deliver a consistently high-quality user experience.
Drive ongoing adoption and behavioral change for all core HR processes as the organization transitions from initial go‑live into full business-as-usual operations.
Partner with HR Operations, GPOs, HRBPs, and Product teams to identify post–Day 2 pain points, address adoption barriers, and prioritize enhancements based on user data and feedback.
Define and track adoption KPIs, behavior change metrics, and readiness indicators.
2. HR Self‑Service & Digital Adoption
Lead the organization‑wide adoption of digital HR tools including Workday, case management, knowledge portals, chatbots, and AI‑assisted HR support.
Create simple, user‑friendly guides, videos, nudges, and digital walkthroughs to support intuitive use.
Partner with HR Ops and HRBPs to reduce manual queries and shift users toward empowered, efficient self‑service.
Promote a cultural shift toward “AI-first” behaviors, empowering employees to solve queries, access knowledge, and complete tasks through AI‑driven capabilities.
Use analytics and user insights to diagnose adoption gaps and deploy targeted interventions.
3. Global HR Knowledge Base Ownership
Ensure HR knowledge management practices fully align with TMICC’s global standards, frameworks, and content policies set by the Global Knowledge Manager.
Oversee the structure, quality, and governance of the global HR knowledge base, positioning it as a core enabler of post–Day 2 stabilization, self‑service adoption, and a seamless digital HR experience.
Partner with HR teams across markets to maintain knowledge that is both globally consistent and locally relevant.
Drive knowledge base adoption and continuous improvement using data, insights, and user feedback.
4. Stakeholder & Change Communications Leadership
Partner closely with Global GPOs, HR Ops, HRBPs, HR Tech, and regional HR teams to ensure cohesive messaging and aligned transformation delivery.
Translate complex HR system or process changes into clear, accessible language and materials for employees and HR teams.
Build strong relationships across countries and functions to understand ways of working and ensure high adoption.
QUALIFICATIONS & EXPERIENCE
Bachelor’s or Master’s degree in HR, Business Management, Organizational Development, Communications, or related fields.
5–7 years of experience in HR change management, transformation, digital adoption, or knowledge management.
Demonstrated application of structured change methodologies (e.g., Prosci/ADKAR).
Experience driving adoption of HR technologies (Workday, ServiceNow HRSD, SuccessFactors, chatbots, digital adoption platforms).
Experience supporting AI tools or digital transformation initiatives is a strong plus.
Strong experience creating user-focused communication and training content.
Experience working in global, matrixed, or shared services environments preferred.
SKILLS & COMPETENCIES
Strong communication and storytelling ability with the ability to simplify complex concepts.
Excellent stakeholder management and influencing skills across cultures and levels.
Data-driven mindset with strong analytical and problem‑solving capabilities.
Skilled facilitator with strong training and enablement capabilities.
Knowledge of digital adoption tools, UX principles, and HRIS navigation.
Curiosity and passion for modern HR, digital transformation, and AI‑enabled working.
Ability to drive cultural change and inspire confidence in new ways of working.
#TMICC
ABOUT THE MAGNUM ICE CREAM COMPANY:
With 19.000 expert ice cream colleagues and iconic brands like Wall’s, Cornetto and Ben & Jerry’s, loved in 76 countries, we are the world’s largest Ice Cream company leading the industry We have been taking pleasure seriously for more than 100 years, serving happiness with every lick or scoop of ice cream for generations.
The Magnum Ice Cream Company (formerly part of Unilever) is all about growth. Growing our business. Growing our customers’ businesses. Growing our people’s careers. Growth begins with empowerment. So we free our people to be innovative, responsible entrepreneurs, driven and equipped to give our consumers more amazing products and unforgettable moments – and having fun doing it. Here’s what defines success in our organization :
· We are all about growth
· We operate with speed and simplicity
· We win together with fun
· We boldly innovate to disrupt our industry
· We care and challenge
· We are experts in the Ice Cream Category
ARE YOU EXCITED TO CRAFT THE ICE CREAM FUTURE?
Please apply online and do not forget to upload your CV. Your application will be reviewed against the requirements, and we will be in touch shortly after the closing date, with an update on the status of your application.