People Transformation Lead (12-Month FTC)

People Transformation Lead (12-Month FTC)

Your Role: People Transformation Lead

As a People Transformation Lead, you’ll sit at the heart of Global’s AI Enterprise growth strategy, acting as the bridge between technology, People & Culture and the wider business. You’ll lead the people side of transformation programmes, from re‑shaping structures and roles to embedding new ways of working – so that AI‑enabled change is understood, adopted and sustainable. Working closely with senior leaders and People Partners, you’ll turn strategic ambitions into clear, practical changes that protect our culture, support our Globallers and deliver real business impact.

As a People Transformation Lead at Global, you will:

Key Responsibilities

• Organisation design and operating model (35%): Shape organisation design options and operating model implications, including roles, spans of control and ways of working. Turn new AI‑enabled workflows into clear structures and responsibilities, with design principles that balance department goals, Globaller experience and culture impact.
• Change impact and adoption (35%): Assess role, team and behaviour impacts of AI and process changes. Spot adoption barriers early and be responsible for shaping the change approach and requirements while partnering with our Talent Development and Internal Communication teams to define practical interventions (communications, training, coaching and engagement) that help people feel confident using new tools and ways of working.
• Change planning, risk and delivery (30%): Define what needs to change for people, teams and leaders, and build simple, realistic change roadmaps. Develop and maintain integrated change plans that consider employment law risks, policy implications and cultural impacts, working closely with current People Partnering teams and business leaders.

What You’ll Love About This Role

Think Big: Work on high‑impact programmes that use AI and new tech to re‑imagine how we work across Global.

Own It: Lead the end‑to‑end people change for your projects, from first ideas and impact assessments through to new ways of working becoming “how we do things here”.

Keep it Simple: Take complex structures, processes and risks and turn them into clear, practical recommendations that leaders and teams can run with.

Better Together: Collaborate with teams across the business including those who may be unsure about change to listen, reassure, build trust and bring them on the journey.

What Success Looks Like

In your first few months, you’ll have:

• Shaped and gained approval for organisation design and operating model recommendations on at least one major AI or process transformation project.
• Built strong, trusted relationships with senior stakeholders, becoming a go‑to advisor on people change, org design and ways of working.
• Developed a clear blueprint for running organisation design reviews and planning sessions with leaders, so that structures, roles and change impacts are understood and agreed across workstreams.
• Helped leaders and teams feel more confident about using new tools and behaviours, with early signs of new ways of working taking hold.

What You’ll Need

• Organisation design expertise: Proven experience leading org design and operating model work (structures, roles, governance and ways of working), ideally including tech or digital change.
• Change management skills: Strong track record delivering complex people change, from impact assessment through to embedding new behaviours.
• Stakeholder engagement and influence: Able to build credibility quickly, challenge constructively and influence senior leaders and teams, including where there is resistance to change.
• Employment law awareness: Good understanding of people‑related risk and employment law considerations.
• Analytical and structured thinking: Comfortable working with qualitative and quantitative data to draw clear insights, options and recommendations.
• Resilience and pragmatism: Calm, positive and solutions‑focused, able to navigate ambiguity and keep momentum in challenging or sensitive environments.