Section 1: Purpose Document No: Policy owner:

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1 Position title: Change Analyst Reporting to: Manager, Change Management Office Division: People Leadership & Culture Evaluated level of the position: Level 13 Stratum level of role: Level 2 - Front-line manager - 3 months - 1 year Position number: tbc Hours worked: Award - 35 Initial location: Requirement for vehicle: Parramatta Is the employee required to drive a vehicle as part of the role? Yes Does the employee have to provide a car for work purposes (Budgeted in their TRP)? No Section 1: Purpose To conduct change impact assessments and analysis across the strategic change programs in Sydney Water to ascertain where high, medium and low level changes will occur. Policy owner: Manager, Recruitment & Onboarding Page 1 of 5

2 Section 2: Key accountabilities and outcomes/tasks Technical accountabilities Develop, recommend and prepare detailed change impact assessments, including analysing longer term (end state) business impacts for each Division Assisting the CMO Manager in developing and delivering a business change impact report for senior management ( Program Governance Meeting) Develop and deliver Divisional Change Heat Maps incorporating the One Team Change Agenda and overlay the divisional project activities under guidance from the CMO Manager Maintain SW change management framework and tools Participate in project change audits as required. Build and maintain effective working relationships with key stakeholders across the Business, other existing change functions and external vendors. Programming accountabilities Provide change management to divisional people programs. Key behaviours All staff are accountable for demonstrating Sydney Water s key behaviours of: Honesty We display professionalism and integrity in everything we do We keep our word, and do what we say we will We work within policies, systems and procedures and refer to our manager when appropriate We speak to others with an open mind Teamwork We actively participate in work meetings and activities We treat people in an honest, courteous and respectful manner We work cooperatively with one another to solve problems and share information We maintain a strong, two-way, trusting relationship with our manager to achieve goals We ask for help from our manager when we need it Achievement-driven With our manager, we look for ways to improve tasks, systems and processes We are flexible and can adapt to change We will overcome barriers to success We actively participate in people management processes such as setting goals and development Personal responsibility We take responsibility for our mistakes and learn from them We use our skills, experience and discretion to achieve the best results We are reliable and deliver what we say we will We quickly raise any issues with our work with our manager Policy owner: Manager, Recruitment & Onboarding Page 2 of 5

3 Additional duties Sydney Water expects all staff to do other projects and perform additional duties as required. Policy owner: Manager, Recruitment & Onboarding Page 3 of 5

4 Section 3: Role relationships Direct and indirect reports Title and number of direct reports. 0 Indirect reports. 30 Across the organisation Title and Task Initiating Role Relationships (TIRR) authorities. Build and maintain relationships with change managers of various existing change programs within Sydney Water. External Contact and nature of relationship. Professional Service Contracts Industry Reference Groups Section 4: Capability Knowledge, skills and experience Basic knowledge Formal education required. Tertiary qualification in Business Organisational Change Management qualification (Change Management Institute, Diploma in Change Management etc.) or post graduate qualifications in a related discipline. Skills Specific skills, software packages or licences required to perform the position and at what level. Knowledge and experience of change analysis tasks and techniques. Broad understanding of project and change management lifecycles, disciplines and procedures. Excellent data gathering, analysis and stakeholder management skills. Good understanding of change methodologies and change approaches. The ability to evaluate and ensure business change readiness Proficient use of MS Office suite Ability to ascertain user or audience needs and develop relevant change management materials Good presentation, written and verbal communication, engagement and interpersonal skills Experience Experience needed for the position. Policy owner: Manager, Recruitment & Onboarding Page 4 of 5

5 A minimum of at least 3 years organisational change analyst experience Additional knowledge and skills Desirable knowledge, skills or experience needed for the position. Experience gained from a variety of industry sectors such as utilities, government and consulting practices Physical requirements Office Based Description: Works in an office and does no field work. Recommendation I recommend that the position description be authorised. Prepared by: Ananda van Vuuren- Manager, Change Management Office Approved by: Zaklina Civijovski - Manager, People Strategy, Change & Insights Policy owner: Manager, Recruitment & Onboarding Page 5 of 5