In a nutshell

The Tech Enablement Manager will play a pivotal role in supporting the technology transformation activities by establishing & driving initiatives and supporting the implementation of process improvements. They will enable the delivery of significant technology change with a focus on minimising and managing the impact of change whilst fostering a culture of continuous improvement.

What I am accountable for:
 
• Supporting the cultural evolution that will be essential to the successful day-to-day running of our desired operating model.
• Working closely with stakeholders to understand business objectives, challenges, and transformational goals for technology change.
• Identifying and supporting change sponsors and champions at all levels.
• Utilising experience and understanding of various business change models, tools and techniques to drive through change. 
• Conducting thorough assessments and analysis of current processes, systems, and organisational structures to identify opportunities for change and develop comprehensive change management strategies and plans.
• Ensuring plans are value driven, driving KPIs on outputs, impacts & benefits to provide tangible measurable outcomes and manage these throughout the change management process. 
• Facilitating workshops to develop inputs to analyse and to share emerging ideas or final conclusions.
• Developing training needs analysis, perform gap analysis and create associated training plans.
• Engaging stakeholders to gain buy-in and support for proposed changes .
• Supporting our tech literacy effort to upskill Sainsbury’s at large on our transformation agenda and drive better decisions and common understanding amongst non-tech stakeholders.
• Clear and concise content that explains change within and without of technology

What I need to know - Essential:

• Highly experienced in specific Change Management roles, or Management Consulting.
• Evidence of successfully delivering large scale change initiatives of significant complexity with multiple stakeholders and broad impact within a technology division 
• Evidence of delivering and embedding cultural change and/or organisational change- ideally landing new operating models or tools to support a new operating model 
• Demonstrated ability to take ownership and manage projects from start to finish.
• Strong focus on execution and ability to manage ambiguity.
• Professional change management certification.

What I need to know - Desirable:
• Retail experience

What I need to show:

• Excellent communication, relationship, facilitation and motivational skills.
• Excellent analytical and problem-solving skills, with the ability to think strategically. 
• Familiarity with project management methodologies.
• Understanding and experience of Agile practices and mindset.
• E-commerce and/or retail sector experience is desirable.

Our Valued Behaviours are our common DNA that every colleague should live by and provide the benchmark for how we deliver our goals/individual contribution, and how we relate to other colleagues in the organisation.

Own it
• Do what you say you’ll do.
• Don’t walk past a problem.

Make it better 
• Improve things for your customer.
• Spot opportunities to simplify. 

Be human 
• Walk in the shoes of your colleagues and customers.
• Show care and respect to everyone.

In addition to role modelling the Valued Behaviours, all People Managers should be consistently driving all four Leadership Performance Expectations, all the time. The Leadership Performance Expectations are:

Obsessed with the customer
• You must:
• Use data and insight to understand customer needs and solve customer problems.
• Use our Purpose to support decision making everyday.
• Role model living our customer commitments and guide teams to do the same.

Obsessed with performance
• You must:
• Know and be accountable for your part to play, delivering it brilliantly.
• Align team goals and ruthlessly prioritise resources to deliver our Customer Commitments. 
• Assign clear accountabilities, hold people accountable (in your team and out) and act on performance both good and bad.

Lead beyond boundaries
• You must:
• Actively share and seek to understand the big picture, both internal and external.
• Story tell our Next Level Sainsbury’s strategy to drive end-to-end thinking. 
• Build productive partnership inside and outside our organisation.

Lead fearless teams
• You must:
• Create the environment for diverse perspective and challenge, where we are always looking to raise the bar.
• Grow everyone around you (up, down and across) through adult-to-adult feedback and coaching.
• Know yourself (strengths, weaknesses and impact on others) and continuously develop.

Support we will provide:

• Full system and process training for the role.
• Wider Portfolio team for direction and guidance.
• Access to personal development tools e.g. Bitesize talks, online self-development tools, internal mentoring etc.

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