HRSS Change Lead

As an HRSS Change Lead at YouGov, your primary responsibilities include identifying potential resistance to change, developing communication plans, and building relationships with key stakeholders. You'll also design training programs, monitor adoption rates, and analyze data to measure the impact of change initiatives. Your role will be critical in ensuring that employees transition smoothly through changes, with ongoing support and coaching.

To be considered for the HRSS Change Lead role at YouGov, candidates should have a minimum of two years of experience managing end-to-end change initiatives, strong communication skills, and project management experience. A solid understanding of HR processes and the ability to work collaboratively in diverse environments are essential to succeed in this role.

The HRSS Change Lead position at YouGov offers the flexibility of remote work, promoting a healthy work-life balance. You will collaborate with a dynamic team virtually, ensuring that communication and cooperation remain seamless across various European locations including Romania, Poland, and Spain.

The culture at YouGov is built around core values of speed, fearlessness, and innovation. As an HRSS Change Lead, you will be part of a supportive workplace that embodies diversity and inclusion, fostering a sense of belonging where your unique perspective is appreciated and promoted.

The interview process for the HRSS Change Lead position at YouGov will focus on assessing your experience in change management, communication skills, and your ability to engage stakeholders. Expect behavioral questions that evaluate your problem-solving skills and adaptability in dynamic environments.

To effectively manage resistance to change, I focus on open communication and understanding the reasons behind the resistance. I encourage feedback and ensure stakeholders feel heard. By developing tailored strategies and providing support, I aim to facilitate a smoother transition and acceptance of new processes.

Certainly! In my previous role, I led a change initiative to implement a new HR system. I engaged stakeholders early, developed a comprehensive training program, and monitored progress closely. The result was a high adoption rate and positive feedback from users, demonstrating the effectiveness of collaboration and open communication.

I prioritize transparency and clarity in my communication strategies. I utilize varied channels including emails, meetings, and training sessions to keep stakeholders informed. Regular updates and opportunities for feedback are vital to ensure everyone feels involved in the change process.

I design training programs that are interactive and tailored to the needs of the employees. I assess their current skill levels and create hands-on workshops that not only provide knowledge but also build confidence in using new systems or processes.

Data is crucial in evaluating the success of change initiatives. I collect data throughout the process to identify areas for improvement and measure the impact on business outcomes. Analyzing this information helps refine our strategies and ensures continuous improvement.

I have extensive experience collaborating with project teams across different functions. By establishing clear roles and responsibilities, facilitating regular check-ins, and maintaining alignment on goals, I ensure that everyone's efforts are coordinated towards successful implementation.

Keeping stakeholders engaged involves regular communication, providing updates, and addressing their concerns promptly. I encourage active participation in discussions and seek their input, which helps create a sense of ownership and commitment to the change initiative.

To measure success, I establish clear metrics and KPIs before the implementation. Post-implementation, I analyze adoption rates, gather feedback, and assess the initiative’s overall impact on business processes. This data-driven approach allows for adjustments and enhancements in future initiatives.

In a previous project, we faced unexpected resistance from a key stakeholder group. I adapted my strategy by holding focused listening sessions to understand their concerns. This temporary shift allowed us to incorporate their feedback, ultimately leading to a more successful outcome.

Ensuring alignment requires consistent communication and collaboration between IT and business units. I facilitate joint meetings to discuss objectives, listen to concerns, and ensure that both sides understand the implications of changes on their workflows. This collaborative approach leads to more cohesive implementations.