Luvashni Padayachee

• Drive Change Management strategy
• Participate and provide input to the change management strategy and framework and standardising change management processes.
• • Support the design of a change management approach and methodology to assess for change, identify project risks, anticipate resistance points, and develop specific plans to mitigate or address concerns.
• • Research alternative methods to deliver change for various initiatives and keep abreast of market practice.
• Lead Organisational Change Support
• • Design of Change strategies
• o Apply change management processes and tools to develop a strategy and plan to support the adoption of
• the changes required for each project.
• o Determine anticipated people change impact across specific organisational settings to mitigate people change risks.
• o Support communication efforts, and support the design, development, and delivery of an engagement and communication plan for each project in line with the change strategy.
• • Delivery and implementation
• o Provide change management support on key strategic projects to promote buy-in and implementation by managing the people change components across the business.
• o Assess change readiness amongst the affected, identify gaps and challenges, and advise on the appropriate implementation of the change element.
• o Assess the change impact by conducting impact analyses and assessing change readiness to determine change readiness and appetite for change.
• o Perform business unit or team audits, analyse gaps to mitigate embedment risks, and provide support to the Head of People Experience to conduct leadership audits.
• o Provide change management support on ad-hoc requests in terms of Business as Usual (BAU) changes, creating awareness, engagements and communication.
• o Develop reference guides and frequently asked questions (FAQs).
• o Establish and manage change champion networks to land the change across the organisation.
• • Change enablement and capacity building
• o Provide input, document requirements and support for the design and delivery of change management training programs.
• o Upskill management and executives to understand change, deal with change, and embody change as leadership ambassadors.
• o Upskill change champions across the various projects to advance them to superuser status and subject matter experts (SMEs).
• o Deliver training to project teams, centre managers and impacted staff on how to deal with change and to support the project team in implementing the change.
• o Partner with the organisational development team/s to develop formal training material and content and work through training providers to oversee the accreditation of the content.
• Climate survey
• • Support the design of an annual employee engagement and culture surveys, and contribute to enhancing an employee value proposition, influencing communication and adoption of change.
• • In partnership with the Communications team, is responsible for the delivery and implementation of the annual employee Climate survey.
• • Analyse the survey performance metrics and outcomes, identify gaps and report on necessary change initiatives to address the gaps.
• Reporting
• • Provide status reports for the change management stream at project meetings, progress on deliverables, challenges, gaps, feedback on people issues/matters and make recommendations to resolve the matters.
• Stakeholder Management
• • Liaise with Project Managers on Project plan deliverables, timelines, milestones, and stakeholder mapping.
• • Liaise with and engage selected service providers on the design and delivery of the annual Climate survey.
• • Engage service providers in implementing products or services impacting people and ways of working.
• • Build and maintain relationships with internal stakeholders, including Labour unions, regarding people impact on the anticipated change.
• • Manage and assess the expectations of all stakeholders through internal engagements.
• • Attend project-related meetings, and provide solutions/inputs from a Change Management perspective.
• Change and Culture Ambassador
• • Lead from the front as an Ambassador and executor of change initiatives such as embracing transformation and being an inspiring and ethical leader.

• Support change manager in developing and implementing the Change Management plan and Strategy for the people side of change.
• Coached senior leadership to effectively drive change initiatives, fostering a culture of continuous improvement
• Enhanced employee engagement during transitions by conducting targeted communication campaigns and trainings
• Conducted thorough stakeholder analyses to identify potential resistance and developed mitigation strategies for smoother implementation
• Evaluated the impact of proposed changes on various departments, mitigating risks and addressing concerns proactively
• Established measurement frameworks to assess the effectiveness of implemented changes, driving data-driven decision making
• Mitigated potential negative impacts on employee morale by incorporating feedback loops into the planning stages of significant organisational changes
• Conducted post-implementation reviews to identify areas of improvement and refine future change management practices accordingly
• Fostered an environment that embraced change and encouraged innovation by promoting a culture of transparency, communication, and collaboration

• Support change manager in developing and implementing the Change Management plan and Strategy for the people side of change.
• Responsible for implementing and driving the communications plan.
• Responsible for stakeholder engagement- Engage with key stakeholders and conduct stakeholder alignment and readiness.
• Conducting surveys and Focus Groups
• Create and enable reinforcement mechanisms and the celebration of successes.
• Work with the project team/s to integrate change management activities into the overall project plan.
• Responsible for team health.
• Directing and guiding project resources regarding Change Management principles and guidelines.
• Assist with monitoring and evaluating progress, identify potential risks and resistance to change and put actions in place to address them.
• • Identifying training needs and assisting with developing Training Plan.
• • Reporting on progress of the Change Management Work stream

• Supported change lead in developing and implementing the Change Management plan for the people side of change.
• Supported change lead in designing OCM strategy.
• Implemented and drove the communications plan.
• Responsible for stakeholder engagement.
• Utilized Change Management tools and Models.
• Developed creative and interactive stakeholder engagement sessions.
• Suggested and advised on OCM best practices.
• Coordinated with client, communications and training teams to develop communications and training material as required.
• Supported change lead in developing change interventions as planned at various locations and coordinate with identified stakeholders.
• Worked with client leadership to integrate change management activities into their project responsibilities
• Monitor, evaluate and report on progress

• Assisted with leadership and team development interventions for clients
• Conducted Leadership Audits for various clients
• Assisted with managing Change Management for clients
• Assisted with planning of monthly Networking cafes

• SSETA and Johannesburg Roads Agency- Developed job profiles for various positions, from lower level to senior positions.
• ETL Consulting – Managed their HR function,
  Vodacom- Assisted with the design, development and implementation of an employee engagement programme.
  • Assisted with developing a CM Strategy and Change Management and Engagement Pan.
  • Conducted Change Readiness Assessment
  • Conducted Impact Assessment
  • Assisted with Stakeholder Engagement Sessions
  • Assisted with Identifying and manage Stakeholder resistance.
  • Conducted Post Readiness Assessment
  • Assisted with designing the Employee engagement programme around Vodacom culture, values and brand.
  • Rolled out the communications as per the plan.
  • Assisted with Change management reporting.
  • Assisted with developing a Go-No-Go Checklist.
  • Assisted with implementing Actions Plans and Change Management interventions.
  
  Department of Communication- Assisted with conducting a skills audit