Change Manager

SPEED & SPIRIT is what we look for in our candidates, defined by some simple values that inspire us to BE DRIVEN in our performance, BE VIBRANT in our sporting legacy, BE TOGETHER in our team spirit, and BE YOU to let our individual talent and experience shine.

Your Talent

Education: Degree in Business Administration, Management, Organizational Development or related subjects. Being certified in Prosci Change Management Certification, Certified Change Management Professional (CCMP) or change management related certifications is an added advantage.

Professional: Experience in Change Management methodologies, especially in SAP system implementations across Asia countries.

IT Skills: Project Management Tools (Jira, Confluence); MS Office (Excel, PowerPoint)

Language Skills: Excellent verbal and written language skills in English

Your Mission

As Change Manager you are part of the SEAOIN (South East Asia, India, Oceania) team and are responsible to lead change strategies for the adoption of S/4 HANA, from developing pathways for adoption to executing OCM activities. This includes conducting discovery activities, providing change management strategies, and building change capability

You're responsible for communication, training, and adaptation efforts, ensuring modern methods are used, and additional resources are onboarded as needed. You will develop a Change Playbook based on program feedback and requirements to support our goal of being the fastest sport brand in the world.

Task 1:

Change Strategy Development and Alignment

• Create a pathway to adoption of S/4 HANA for end users, guided at the program level and applied at the local level.
• Conduct change-related discovery activities (e.g., change risk assessment, workshops) to align on SAP Program/Change Vision, establish change governance, confirm stakeholders, understand what is changing and assess risks

Task 2:

Implementation and Execution of Change Initiatives

• Provide a Change Management Strategy, Communications Strategy, Training Strategy and Plan, and the components of effective Organizational Change Management and Organizational Effectiveness
• Lead and support “the people side of change” – develop and implement all OCM activities across the program lifecycle

Task 3:

Building Change Capability and Resource Management

• Provide tangible Change Management tools and build Change Capability
• Partner with key stakeholders, senior leaders, Core/Extended Team and Business Process Experts across functional/process areas to support Program engagement and implementation.
• Provide a Deployment Guide/Change Playbook that is flexible and will grow with the program – to be iterated and improved based on learnings from initial releases, local requirements and feedback from leaders/teams/other change practitioners/end users

Task 4:

Communication, Training and Adaptation

• Communicate and train using modern methods and adapt to organizational culture/needs.
• Identify and onboard (“enroll”) additional change resources to support program deployment, as needed (e.g., communications, training, readiness)

PUMA provides equal opportunities for all job applicants, regardless of race, color, religion, national origin, sex, gender identity or expression, sexual orientation, age, or disability. Equality for all is one of the core principles at PUMA and we do not tolerate any form of harassment or discrimination.

PUMA supports over 21,000 employees across 51 countries. The PUMA Group owns the brand PUMA, Cobra Golf and stichd, and is headquartered in Herzogenaurach, Germany.