JPC is looking for a Change Manager that will be responsible for defining the change strategy, driving adoption, readiness, and sustained business value from the ERP upgrade and optimization program.
This role ensures that people, processes, and behaviors change in line with the new ERP capabilities not just that the system goes live.
This role is critical in delivering the success of the program to modernizing core manufacturing and operational processes, transitioning from paper-based and spreadsheet-driven ways of working into a streamlined, fit-for-purpose ERP environment.
The Change Manager will play a pivotal role in taking the business on the journey, not just delivering a change plan, but embedding new ways of working across operational teams with historically low levels of digital and technology maturity.
While the ERP platform is JD Edwards, prior JD Edwards experience is not mandatory. What is essential is proven experience delivering ERP upgrades or large-scale ERP-led transformation, particularly within manufacturing or similarly operational, low-digitally mature environments.
This is a hands-on, end-to-end change role requiring someone who can define the change strategy, align stakeholders, and actively execute change on the ground.
Key Objectives

• Identify stakeholders and ensure that they clearly understand why change is happening and how it supports operational outcomes
• Plan and execute effective change strategies to enable successful adoption of an upgraded and optimized ERP platform across manufacturing and operational teams
• Coach and support leaders and champions to lead and support change activities that will enable the successful embedding of new ways of working and modern scalable ERP practices.  Work with the project team, senior leads and other change practitioners to ensure alignment of practices and collaboration for continuous improvement.  

Key Responsibilities
Change Strategy, Planning & Leadership

• Define, own and execute the end-to-end change strategy for the ERP upgrade and optimization program
• Develop pragmatic change approaches aligned to the organization’s culture, workforce capability, and digital maturity
• Balance structured change frameworks with real-world, practical execution, recognizing that “PowerPoint alone is not change”
• Identify people-related risk and ensure there are plans in place to mitigate
• Define change milestones, readiness criteria, and adoption metrics.
• Integrate change activities with program governance, cutover, and release planning.
• Analyze training requirements and define training plans.

Stakeholder Engagement & Adoption

• Partner with Executive Sponsors, Business Owners, and Program Leadership to align on change objectives.
• Build strong relationships with operational leaders to embed ownership of change.
• Work closely with manufacturing, operations, supply chain, and business leaders to understand business drivers, pressures, and KPIs
• Coach leaders and managers on their role as change sponsors and advocates.
• Build trust with frontline and operational teams, ensuring they feel supported rather than “done to”
• Identify change resistance early and proactively manage it.
• Engage stakeholders who may be resistant, hesitant, or unfamiliar with technology in a respectful, practical, and outcomes-focused manner

Business Process & Ways of Working

• Support the alignment of business processes to ERP best practice, including:
  • Stripping out unnecessary customization
  • Rationalizing legacy workarounds
  • Bringing manufacturing and operational processes fully into the ERP ecosystem
• Work closely with internal Business Analysts to ensure process design supports both system optimization and user adoption
• Ensure impacted teams are prepared to operate in the new ERP environment from Day 1.

Delivery & Execution

• Lead and execute change activities across the full program lifecycle
• Use company's change tools and communications channels
• Partner with the implementation vendor’s testing resources and internal teams to ensure change impacts are understood and addressed
• Develop and deliver fit-for-purpose communications, training approaches, and adoption activities tailored to the audience
• Act as a visible, hands-on presence throughout the program, particularly during critical implementation phases

Communications & Messaging

• Create and deliver a clear, consistent communication plan tailored to different audiences.
• Translate ERP and technical changes into plain-language business impacts that resonates with non-technical, non-digitally native users
• Ensure communications focus on:
  • Why the change is happening & benefits
  • What is changing
  • What is expected of each role
  • What is in it for me?
  • Coordinate communications across the program to avoid overload or confusion.

Risk & Issue Management

• Identify people-related risks that could impact program outcomes.
• Develop mitigation strategies for adoption, capability, and resistance risks.
• Escalate change risks through program governance where required.

Key Attributes & Capabilities

• Strong people-first mindset with the ability to meet stakeholders where they are
• Highly pragmatic and focused on what will work in the business
• Comfortable operating at both strategic and hands-on levels
• Able to influence without authority and build credibility quickly
• Clear, simple communicator who avoids unnecessary jargon
• Resilient, adaptable, and comfortable working through ambiguity
• Ability to use the existing change tools and communication channels, while contributing to the development of improved practices
• Ability to work with the project team, technology team and other experts to successfully fulfil the role

Skills/Experience

• Proven experience delivering change for ERP upgrades or ERP-led transformation programs
• Excellent stakeholder management and communication skills across executive, technical and non-technical audiences
• Solid understanding of business processes such as Order to Cash, Plan to Produce, Procure to Pay and Finance
• Adaptable, proactive, and outcome-focused mindset
• Experience working in manufacturing, industrial, or operationally heavy environments with low to moderate digital maturity
• Demonstrated ability to work with stakeholders who are:
  • Not computer-literate
  • Resistant to change
  • Accustomed to manual or legacy processes
• Bachelor's degree in Business Administration, Information Technology or a related field
• Prosci Change Management Certification (ADKAR) (desirable)