Change, Adoption & Communication lead

Life tastes better with ice cream  With 19.000 expert ice cream colleagues and iconic brands like Wall’s, Cornetto and Ben & Jerry’s, loved in 76 countries, we are the world’s largest Ice Cream company leading the industry.  We create iconic ice cream brands that are part of everyday life, bringing moments of joy to millions of people around the world. Everybody loves ice cream. And as the world’s biggest pure‑play ice cream company, we have the scale and ambition to make a real difference.   What truly sets us apart is how we work.   We move fast and keep things simple. We turn ideas into action, trust people to take ownership, and work as one team to win together with integrity. Our culture is high‑performance, collaborative and focused on getting things done.   We’re curious and ready for what’s next. We embrace digital, use data to make better decisions, and keep learning, including how AI can help us work smarter and serve consumers better.   The role The Change, Adoption & Communication Lead will accelerate TMICC’s HR transformation by shaping and executing the change, adoption, and knowledge management strategies needed to embed new HR processes, systems, digital tools, and self-service capabilities across the organization. A core focus of this role is driving post–Day 2 stabilization and ongoing transformation—ensuring employees, managers, and HR teams continue to operate confidently and seamlessly as TMICC grows into its new independent future. Beyond the initial go live moment, the role ensures the organization embeds new processes, strengthens digital HR capability, and continuously improves its ability to work in a more automated, AI-enabled, and self-service–driven HR environment. What you'll be responsible for 1. HR Change Management • Lead change and communication efforts beyond Day 2, ensuring HR processes, systems, and self-service tools continue to stabilize, mature, and deliver a consistently high-quality user experience. • Drive ongoing adoption and behavioral change for all core HR processes as the organization transitions from initial go-live into full business-as-usual operations. • Partner with HR Operations, GPOs, HRBPs, and Product teams to identify post–Day 2 pain points, address adoption barriers, and prioritize enhancements based on user data and feedback. • Define and track adoption KPIs, behavior change metrics, and readiness indicators. 2. HR Self-Service & Digital Adoption • Lead the organization-wide adoption of digital HR tools including Workday, case management, knowledge portals, chatbots, and AI-assisted HR support. • Create simple, user-friendly guides, videos, nudges, and digital walkthroughs to support intuitive use. • Partner with HR Ops and HRBPs to reduce manual queries and shift users toward empowered, efficient self-service. • Promote a cultural shift toward “AI-first” behaviors, empowering employees to solve queries, access knowledge, and complete tasks through AI-driven capabilities.