I. Purpose of the Position

The Change Management Advisor will provide strategic and practical advisory support to the People & Culture / Organisational Development function in implementing and operationalising a digital system adoption roadmap throughout FY27.

The position is responsible for strengthening the Change Champion Network as an active, structured, and sustainable internal adoption support mechanism. The Change Management Advisor will support Change Champions through structured mentoring, coaching, capacity building, practical tools, and access to experienced advisory support to help them effectively perform their roles as Change Ambassadors, Trainers, and Peer-to-Peer Coaches.

The position will also support the design and implementation of learning, engagement, refresher, reflection, and feedback mechanisms to strengthen user adoption and address differences in user readiness and learning needs across functions and locations. In addition, the Change Management Advisor will identify emerging leadership capacity needs during the transformation journey and provide recommendations and selected interventions to support middle management and/or senior leadership.

Through these interventions, the position will contribute to strengthening the organisation’s internal capacity to sustain digital system adoption, organisational learning, Change Champion activation, and leadership support beyond FY27.

II. Scope of Work

The Change Management Advisor will undertake the following scope of work:

A. Digital System Adoption Roadmap Implementation

• Provide strategic and practical advisory support to People & Culture / Organisational Development in operationalising the digital system adoption roadmap throughout FY27.
• Support the identification and prioritisation of adoption needs based on user feedback, learning reviews, pulse checks, Change Champion feedback, and organisational observations.
• Provide practical recommendations and interventions to strengthen user confidence, consistency of system use, and readiness to adopt new ways of working.

B. Change Champion Network Strengthening

• Strengthen the Change Champion Network through role clarification, mentoring, coaching, capacity building, and structured support mechanisms.
• Support Change Champions in effectively performing their roles as Change Ambassadors, Trainers, and Peer-to-Peer Coaches.
• Develop and/or provide practical tools, guidance, and resources to enable Change Champions to support users across functions and locations.
• Strengthen mechanisms for Champion escalation, coordination, feedback, and knowledge sharing with key users, functional representatives, technology teams, digital transformation teams, People & Culture / Organisational Development, and management.

C. Learning, Engagement, and Adoption Support

• Support the design and facilitation of Change Champion Clinics, Forums, organisational engagement sessions, refresher sessions, and case-based learning activities.
• Support learning and engagement interventions that address different levels of user readiness, learning pace, and contextual needs across functions and locations.
• Facilitate reflection and cross-location learning to identify practical challenges, lessons learned, and opportunities for continuous improvement.
• Support the development and availability of practical learning resources to help users address challenges encountered in their day-to-day work.

D. Adoption Monitoring, Feedback, and Continuous Improvement

• Support the design, interpretation, and utilisation of adoption pulse checks, learning reviews, Change Champion feedback, and organisational observations.
• Analyse emerging adoption challenges and provide evidence-informed recommendations for improvement.
• Strengthen structured feedback mechanisms between users, Change Champions, key users, functional representatives, technology and digital transformation teams, and management.
• Support the use of feedback and learning data to inform subsequent adoption, engagement, and capacity-building interventions.

E. Leadership Capacity Strengthening

• Analyse leadership capacity-building needs emerging during the digital transformation journey.
• Provide recommendations and selected interventions to strengthen the capacity of middle management and/or senior leadership to support organisational change and system adoption.
• Support leadership engagement in addressing organisational, process, role ownership, handover, approval flow, and ways-of-working challenges arising during implementation.

F. Sustainability and Organisational Capacity Building

• Develop recommendations for sustaining Change Champion activation, user adoption support, organisational learning, and leadership engagement beyond FY27.
• Strengthen internal organisational capacity to independently maintain adoption support mechanisms after the advisory assignment ends.
• Document relevant lessons learned, good practices, tools, and recommendations to support the continuity of digital system adoption and organisational change efforts.

III. Qualifications

A. Education

• Bachelor’s degree in Human Resources, Organisational Development, Psychology, Business Administration, Management, Change Management, Organisational Behaviour, Education, or a related field.
• Minimum 10 years of relevant professional experience in change management, organisational development, organisational transformation, learning and development, people and culture, or a related field.
• Demonstrated experience supporting organisational change, digital transformation, system implementation, or system adoption initiatives, preferably involving multiple functions and/or locations.
• Experience in designing and facilitating training, workshops, coaching, mentoring, engagement sessions, or other organisational learning interventions.
• Experience working with internal change networks, champions, ambassadors, super users, key users, or similar internal support mechanisms is highly desirable.
• Experience supporting leadership engagement and/or capacity building in organisational transformation initiatives is an advantage.
• Experience working in complex, multi-stakeholder, non-profit, development, or geographically dispersed organisations is an advantage.

B. Knowledge & Technical Skills

• Strong knowledge and practical understanding of change management and organisational adoption principles.
• Strong understanding of organisational learning, adult learning, facilitation, coaching, and mentoring approaches.
• Ability to design and facilitate Change Champion Clinics, Forums, refresher sessions, case-based learning, and organisational engagement activities.
• Ability to develop practical learning materials, guidance, toolkits, and other change enablement resources.
• Strong ability to analyse user feedback, pulse checks, learning reviews, and qualitative organisational observations and translate findings into practical recommendations.
• Understanding of change adoption challenges related to business processes, role ownership, RACI, handover points, approval flows, and changes in ways of working.
• Strong communication, facilitation, interpersonal, and stakeholder engagement skills.
• Ability to work effectively with users and stakeholders with different levels of readiness, learning needs, roles, and organisational contexts.
• Ability to facilitate cross-functional and cross-location learning and knowledge sharing.
• Strong problem-solving and advisory skills, with the ability to provide both strategic recommendations and practical implementation support.
• Familiarity with digital transformation, enterprise systems, or technology-enabled organisational change is highly desirable.
• Proficiency in relevant digital collaboration, communication, presentation, and data analysis tools.
• Fluency in English and Bahasa Indonesia, both written and spoken.

At Yayasan WWF Indonesia we are committed to creating an inclusive working environment, where diversity is valued and there is equality of opportunity. We therefore welcome applications from all sections of the community, and we offer a range of benefits to encourage a work life balance.

Silakan mengajukan lamaran dengan mengeklik tombol Apply di bawah atau mengirimkan Curriculum Vitae (CV) ke vacancy@wwf.id dengan subjek "Nama Posisi - Nama", paling lambat 31 Agustus 2026.

We encourage early applications, as this vacancy may close prior to the deadline once a suitable candidate is identified.