Manager - Change Management and Learning

Manager- Change & Learning The Manager – Change & Learning plays a key delivery and client leadership role across change, learning and transformation engagements. The role bridges strategy and execution—owning workstreams, managing teams, advising clients, and ensuring high-quality delivery aligned to transformation objectives. The Manager acts as a day-to-day trusted advisor to client stakeholders while supporting Associate Directors in shaping solutions, driving governance, and scaling delivery across engagements Change Management & Transformation Delivery • Lead defined change management workstreams within medium to large transformation programs. • Translate change strategy into practical execution plans, including stakeholder engagement, communication, and adoption activities. • Conduct and oversee change impact assessments, readiness assessments, and change enablement planning. • Guide clients through implementation phases, ensuring alignment between business processes, technology, and people impacts. • Review and quality-check change deliverables produced by team members. • Monitor readiness KPIs (adoption rate, engagement score, training completion) and manage resistance. • Drive business alignment and sign-offs for readiness milestones. Learning Strategy & Delivery Leadership • Lead learning strategy, design, and delivery for assigned engagements and workstreams. • Own training needs analysis (TNA), curriculum design, and solution definition aligned to transformation goals. • Oversee development of learning assets across formats (digital, virtual, instructor-led), ensuring instructional design quality. • Ensure learning solutions are measurable, scalable, and aligned to enterprise learning standards. • Support evaluation of learning effectiveness and continuous improvement through insights and data. HR Technology & Enablement Support • Support HR technology-enabled transformations involving platforms such as Workday, ServiceNow, SuccessFactors, SAP, Oracle, and related ecosystems. • Align learning and change approaches with HR solution architecture and implementation milestones. • Advise on adoption considerations, end-user enablement, and learning integration within technology programs. • Collaborate with PMO, technology, and functional teams to ensure cohesive delivery. Team Leadership & Development • Lead and mentor consultants, senior consultants, and analysts across engagements. • Provide regular feedback, coaching, and development support to team members. • Support onboarding, knowledge transfer, and capability building within the team. • Foster a culture of collaboration, accountability, and continuous improvement. Business Development & Practice Support • Support proposal development, solution design, and effort estimation activities. • Contribute to development of practice assets, accelerators, and reusable frameworks. • Support internal initiatives related to capability building, innovation, and knowledge sharing. Build understanding of KPMG offerings and support practice growth initiatives. Educational qualifications • MBA (HR) or equivalent postgraduate degree from an accredited institution. • Work experience • 10–14 years of experience in learning design, change management, HR transformation, or consulting. Experience managing client-facing workstreams and small-to-medium teams. Experience Level Mid Level