Head of Change Management - Transformation bei Jet2.com Limited

As the Head of Change Management within our Central Transformation Office, you’ll hold a critical senior leadership position responsible for preparing, enabling, and embedding organisational changes across our business. Your primary focus will be ensuring that the company is fully equipped structurally, culturally, and operationally to absorb and optimise strategic change initiatives, thereby delivering maximum impact and sustained benefits. 
 

Your goal will be to drive the successful adoption of new practices, technologies, and ways of working, ultimately ensuring our organisation remains agile, resilient, and highly responsive to ongoing market evolution.
 

Please note this is a hybrid role, working from our Leeds City Centre offices Tuesday, Wednesday and Thursday. 
 

What you’ll be doing: 
 

• Develop and implement change management and organisational readiness strategies aligned with strategic transformation objectives. 

• Lead readiness assessments and impact analyses to identify gaps, risks, and dependencies ahead of change initiatives. 

• Integrate best-practice frameworks (such as Prosci ADKAR and Kotter’s 8-Step Model), tailoring them to the company’s unique culture and operations. 

• Champion organisational values and behaviours that support transformation goals, including owning the change perspective on organisational design and the target operating model. 

• Serve as a trusted advisor to senior leaders and cross-functional teams regarding all aspects of change and organisational readiness. 

• Design and deliver training, coaching, communications, and resources to equip teams for upcoming changes. 

What you’ll have: 
 

• Proven ability to facilitate employee adoption of new processes, systems, or behaviours following change implementation.

• Demonstrated improvement in organisational readiness assessment scores, reflecting effective preparation for change initiatives.

• Measured levels of employee engagement, satisfaction, and morale through regular pulse surveys or feedback mechanisms before, during, and after change initiatives.

• Significantly reduced time for affected teams to regain optimal productivity after major changes are introduced.

• High completion rates and effectiveness scores for training and development programmes associated with change initiatives that you have implemented.