In a nutshell:

The Head of Tech Enablement will play a pivotal role in reinventing and elevating the Tech Enablement function for technology whose aim is to minimise and manage the impacts to people and processes required to support the delivery of our £1.4bn, 3-year technology change portfolio. Working specifically within technology to understand, assess and manage change impacts, guiding how we prepare, equip, and support individuals and teams to successfully adopt change. To drive clarity, understanding and 
acceptance for lasting organisational success. They will act as link for transformational change, ensuring that all our outward impacts are properly managed and all activities are understood and embedded in our e2e programme delivery plans.

What I am accountable for: 

• Defining and communicating the strategic vision, goals, and benefits of the Tech Enablement team, establishing processes to operate the function successfully and generating positive relationships with stakeholders at all levels to safeguard the benefit of all change.
• Championing the cultural evolution that will be essential to the successful day-to-day running of our desired operating model.
• Working closely with senior stakeholders and wider stakeholders to understand, guide and embed business objectives, challenges, and transformational goals.
• Leading workshops to develop inputs, or analyse and share emerging ideas to lead to recommendations that will inform technology and/or business decisions where needed.
• Building effective relationships with other business change teams around the business to manage change and adoption of new technologies and processes.
• Utilising experience and understanding of various business change models, tools and techniques to drive through change. 
• Identifying, developing and coaching change sponsors and champions at all levels.
• 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 strategies and plans are value driven, driving KPIs on outputs, impacts & benefits to provide tangible measurable outcomes and manage these throughout the change management process. 
• Engaging stakeholders at all levels to gain buy-in and support for proposed changes.
• Coordinating 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.
• Ensuring that clear and concise content that explains change within and without of technology is produced and communicated effectively.

What I need to know - Essential:

• Proven experience leading complex changes in a change enablement or similar role.
• Professional change management certification such as PROSCI or equivalent and organisational change experience. 
• Evidence of effective change management and communication strategies for large scale initiatives or programs.
• Proven ability to consult independently and collaborate with and influence all levels of the organisation and stakeholders, including senior leaders and C-suite.
• Demonstrated ability to take ownership and manage projects from start to finish

What I need to know - Desirable:

• Retail experience

What I need to show:

• Excellent communication, relationship, facilitation and motivational skills
• Excellent emotional intelligence and the ability to perceive attitudinal as well as structural blockers to change
• 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
• Strong focus on execution and ability to manage ambiguity
• 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:
o Do what you say you’ll do
o Don’t walk past a problem

Make it better: 
o Improve things for your customer
o Spot opportunities to simplify 

Be human:
o Walk in the shoes of your colleagues and customers
o 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
o You must:
o Use data and insight to understand customer needs and solve customer problems.
o Use our Purpose to support decision making everyday.
o Role model living our customer commitments and guide teams to do the same.

Obsessed with performance
o You must:
o Know and be accountable for your part to play, delivering it brilliantly.
o Align team goals and ruthlessly prioritise resources to deliver our Customer. 

Commitments 
o Assign clear accountabilities, hold people accountable (in your team and out) and act on performance both good and bad.

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

Lead fearless teams
o You must:
o Create the environment for diverse perspective and challenge, where we are always looking to raise the bar.
o Grow everyone around you (up, down and across) through adult-to-adult feedback and coaching.
o 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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