Change Manager

Role purpose 

The Change Manager leads the people and process side of change across Rimes, ensuring that new products, platform capabilities, and ways of working are adopted successfully within Operations, sustainably, and with minimal disruption to clients and colleagues. Sitting at the centre of Rimes' transformation agenda, the role connects strategy to delivery, translating change initiatives into structured plans, preparing our global teams for what's coming, and embedding new capabilities so that the intended benefits are realised.  

This is a hands-on, cross-functional role. The Change Manager works across product, engineering, data development, data operations, client services, Go To Market, across Rimes' global offices and time zones, to facilitate change from concept through to production and into BAU, making sure people are ready, trained and resourced, so adoption sticks. 

Key responsibilities 

Change strategy and planning 

• Develop and own end-to-end change management plans for transformation initiatives across Rimes, aligned to overall programme and business objectives. 

• Assess the scale, complexity, and impact of each change, and define the approach, milestones, and success measures accordingly. 

• Conduct change impact and readiness assessments to identify who and what is affected — across teams, offices, and client-facing functions — and where risk and resistance are likely to arise. 

• Maintain a consolidated view of change across the organisation to manage cumulative impact, sequencing, and change saturation across a global, fast-moving business. 

Facilitating change across the organisation 

• Act as the central point of coordination for change in Operations, working across Rimes' departments and regions to align stakeholders and remove barriers to adoption. 

• Build and maintain strong relationships with sponsors, business leads, and affected teams to secure buy-in and sustain momentum across time zones. 

• Facilitate workshops, working groups, and stakeholder sessions to shape solutions collaboratively and surface concerns early. 

New products and platform capabilities into production 

• Partner with product, engineering, and data teams to plan and manage the transition of new products, platform capabilities, and data services across Data Management Office, Benchmark and index data, RegTech, and Investment Intelligence into live production. 

• Ensure operational readiness for the people, processes, tools, and support structures needed to run and support the new capability are in place before go-live, including Rimes' 24/7 global service model. 

• Ensure client facing and service teams are prepared to support clients through changes to the platform and services they rely on. 

• Coordinate go-live activities, cutover planning, and hypercare support to stabilise adoption after launch. 

• Capture lessons learned post-implementation and feed improvements back into future change and product transitions. 

Training, education, and enablement 

• Identify training and capability needs arising from each change, and define the enablement approach required for successful adoption across internal teams. 

• Design, commission and deliver training programmes, guides, and support materials in partnership with subject-matter experts, product, L&D, and the People Team. 

• Support the adoption of new and AI-enabled ways of working across the investment data lifecycle, helping teams build confidence and capability in new tools and processes. 

Resource planning and readiness 

• Work with leaders to plan the resources required to deliver and sustain change. Identifying skill gaps, capacity needs, and role impacts across a scaling global business. 

• Ensure teams are appropriately staffed, trained, and equipped to operate effectively in the new environment. 

Communication and engagement 

• Develop and execute clear, targeted communication plans that keep stakeholders across Rimes' regions informed and engaged throughout the change lifecycle. 

• Tailor messaging to different audiences, explaining the reasons for change, the benefits, and what it means for them. 

• Manage resistance proactively by listening to concerns, addressing them, and adjusting the approach where needed. 

Measurement, governance, and continuous improvement 

• Define and track adoption, readiness, and benefit-realisation metrics, and report on change progress to sponsors and governance forums. 

• Identify and manage change-related risks, issues, and dependencies, escalating where appropriate. 

Skills and experience 

Must-Have Experience: 

• 5-10+ years leading organizational change programs 

• Proven use of Prosci/ADKAR, Kotter, or similar methodologies 

• End-to-end change planning and adoption management 

• Executive stakeholder engagement 

• Training, communications, and readiness planning 

• Cross-functional and global project experience 

• Technology, platform, or operating model transformation exposure  

• Investment data or financial services knowledge 

Desirable 

• Experience supporting the adoption of data and AI capabilities within an organisation. 

• Familiarity with project and programme delivery frameworks (Agile, PRINCE2, MSP) and working alongside project / programme managers. 

• Experience with resource and capacity planning, and organisational design change.
  
• Recognised change management certification (e.g. Prosci, APMG).