Organizational change and consultation
Planning and managing changes to structures, roles, and working patterns, including formal consultation, redeployment, and redundancy, in line with policy and employment law.
Levels
- 1. Awareness
You can:
- explain the main stages of an organizational change process
- support the administration of a change, such as consultation letters and meetings
- 2. Working
You can:
- support managers to prepare consultation documents and staff briefings
- track responses and actions during consultation
- support staff through redeployment and selection processes
- 3. Practitioner
You can:
- lead organizational change for a directorate, from business case to implementation
- consult with staff and their representatives and respond to their feedback
- manage the legal and equality risks of a change
- 4. Expert
You can:
- lead organization-wide restructures and service transfers
- design the organization's approach to change, including partnership working
- advise the board on the people impact and risk of major change
Closest ESCO skills
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.
Role levels that expect this skill
| Role level | Role | Band | Expected level |
|---|---|---|---|
| Head of HR | Head of people | 8c | Expert |
| HR business partner | Human resources business partner | 7 | Practitioner |
| Senior HR business partner | Human resources business partner | 8a | Expert |
| Head of HR business partnering | Human resources business partner | 8b | Expert |
| HR adviser | Human resources officer | 5 | Working |
| Senior HR adviser | Human resources officer | 6 | Practitioner |