People Change & Transformation Lead

The HR Change & Transformation Lead is a pivotal role within the People & Culture function, responsible for designing and embedding the people-side of change across Williams. Working in close partnership with HR Business Partners, functional leaders and senior stakeholders, this role ensures that organisational, cultural and process transformation initiatives land effectively, with people genuinely adopting and sustaining the change.

You will own the change strategy and people-centred communications for each initiative, from early awareness through to sustained adoption, applying structured change management methodology alongside compelling employee engagement. You will act as a trusted advisor to leaders on transformation readiness, people risk and the organisational capability required to make change stick.

Given the technical nature of Williams' operations, you will be comfortable translating complex engineering and operational change into human narratives that resonate with all levels of the workforce, from the factory floor to the boardroom.

Main Duties:

Change Management & Strategy

• Lead the end-to-end people change management strategy for each transformation initiative, applying ADKAR or equivalent methodology to drive Awareness, Desire, Knowledge, Ability and Reinforcement.
• Conduct change impact assessments and organisational readiness analyses, identifying people risks and defining targeted interventions to accelerate adoption.
• Develop and maintain a consolidated change portfolio view, providing visibility of concurrent initiatives and managing change saturation across the organisation.
• Partner with HR Business Partners to ensure change activity is integrated with broader HR cyclical activity — talent, performance, workforce planning.

Employee Communications

• Design and deliver multi-channel communications strategies that inform, engage and motivate employees through each stage of change.
• Create compelling, audience-appropriate content, translating technical and strategic concepts into clear, accessible messaging for frontline, operational and leadership audiences.
• Utilise internal comms channels and coordinate with Corporate Communications where initiatives intersect with broader company messaging.

Stakeholder Engagement & Leadership Support

• Build and sustain effective relationships with senior leaders, change sponsors and functional stakeholders to ensure visible, aligned ownership and sponsorship throughout each change initiative.
• Coach and advise leaders on their role as change champions, equipping them to communicate change authentically and manage their team through transitions.
• Facilitate stakeholder workshops, townhalls and engagement sessions, using data and feedback to iterate approach.

Capability Development & Training

• Design and deliver change capability programmes for people managers and HR colleagues, embedding change management skills across the business.
• Develop learning interventions that support employees to understand, adopt and embed new ways of working introduced through change programmes.
• Partner with Learning & Development to integrate change learning into existing development pathways where appropriate.

Culture, Values & Continuous Improvement

• Ensure all change communications are aligned to and actively reinforce Williams' Values & Behaviours, supporting the broader cultural transformation agenda.
• Lead measurement and evaluation of change effectiveness, defining KPIs, gathering employee sentiment and adoption data, and reporting progress to senior leadership.
• Identify and share lessons learned, continually improving the organisation's approach to change based on evidence and stakeholder feedback.

For almost 50 years, Williams F1 Team has been at the forefront of one of the fastest sports on the planet, being one of the top three most successful teams in history competing in the FIA Formula 1 World Championship. With an almost unrivalled heritage of engineering and racing F1 cars and unforgettable eras that demonstrate it is a force to be reckoned with, the British squad boasts 16 F1 World Championship titles to its name. 

Since its foundation in 1977 by the eminent, late Sir Frank Williams and engineering pioneer Sir Patrick Head, the team has won nine Constructors’ Championships, in association with Cosworth, Honda and Renault. Its roll call of drivers is legendary, with its seven Drivers’ Championship trophies being lifted by true icons of the sport: Alan Jones, Keke Rosberg, Nelson Piquet, Nigel Mansell, Alain Prost, Damon Hill and Jacques Villeneuve. The team has made history before and is out to make it again with a long-term mission to evolve and return to the front of the grid.

A seasoned HR and change professional with significant progressive experience, including exposure to change management and internal communications within complex organisations. Specific experience requirements include:

• Change breadth: Experience of a range of change programmes from organisational and culture change to system implementation, and the ability to flex to the appropriate level of detail to ensure changes are landed successfully.
• Sector experience: Direct experience delivering change programmes in engineering, manufacturing, motorsport or a similarly technical, high-performance environment.
• Change leadership: Proven track record managing multiple concurrent programmes with competing priorities, applying structured methodology (ADKAR, Kotter, Prosci or equivalent) pragmatically.
• HR breadth: Strong understanding of how change intersects with the employee lifecycle, ER, organisational design and workforce planning; experienced operating within or alongside an HR Business Partnering model.
• Stakeholder management: Ability to influence, challenge and build trust at all levels, including EMT, with excellent written and verbal communication skills and the ability to craft compelling narratives for diverse audiences.
• Facilitation & analytics: Experienced designing and facilitating workshops and engagement sessions; comfortable defining success metrics and drawing actionable insights from data and employee feedback.
• Ways of working: Resilient, collaborative and self-directed; able to hold ambiguity while maintaining momentum across multiple workstreams.

Atlassian Williams F1 Team is an equal opportunity employer that values diversity and inclusion. We are happy to discuss reasonable job adjustments.