Change Lead – Medical Rostering System
Classification: ASO8
Pay Rate: $85.00 – $92.00 per hour
Reports to: Senior Project Manager, Medical Rostering System
Role Overview
The Change Lead – Medical Rostering System spearheads the end-to-end organisational change management (OCM) workstream for rolling out an enterprise Software-as-a-Service (SaaS) medical rostering platform. The role guides impacted clinicians, roster managers, workforce administrators, and payroll personnel from varied local legacy arrangements into a standardised, statewide solution. Key accountability spans across solution design, configuration, testing, pilots, phased rollout waves, go-live, hypercare, and final transition to business-as-usual (BAU).
Key Responsibilities
1. Change Strategy & Leadership
...- Lead the organisational change management program across all stages of project delivery (design, build, testing, pilot, statewide rollout, go-live, hypercare, and BAU handover).
- Formulate and execute the integrated change management roadmap, priorities, deliverables, and controls aligned with overarching project governance and delivery milestones.
- Provide expert, authoritative advice to Project Directors, Steering Committees, and executive leaders on change risks, stakeholder readiness, adoption rates, and mitigation plans.
2. Change Impact, Readiness & Adoption
- Conduct and progressively refine detailed change impact assessments evaluating processes, tools, systems, roles, responsibilities, and cultural/behavioural shifts.
- Define clear, actionable descriptions of future-state changes for Medical Officers, clinical leads, roster administrators, and payroll staff.
- Develop and run business readiness criteria across people, process, system, and data dimensions ahead of each pilot and rollout gate.
- Track adoption and reinforcement metrics (system usage, self-service adoption, electronic timesheet completion, support queries) to spot legacy workarounds or resistance early.
3. Stakeholder Engagement & Communications
- Own and maintain the Stakeholder Analysis and Engagement Plan across all delivery phases.
- Craft tailored audience segmentation, core messaging, communication materials (executive briefings, packs, FAQs, presentations), and feedback loops.
- Lead high-level stakeholder engagement with executive sponsors, senior medical leaders, and external employee associations (e.g., SASMOA).
- Collaborate closely with central Media & Communications teams to guarantee consistent, approved, and clear public/internal messaging.
4. Change Networks, Training & Capability Building
- Establish and coordinate an active network of local change champions across regional and metropolitan sites to advocate for the system, handle escalations, and reinforce adoption.
- Deliver coaching and change advisory support to local managers and project leads.
- Partner with the Training Lead and implementation vendor to align role-based training curriculums, scheduling, and materials with change impacts and readiness insights.
- Guide knowledge transfer and capability building to ensure sustainable ownership by permanent BAU support structures post-project closure.
5. Rollout, Go-Live & Transition
- Lead change readiness for pilot sites and multi-wave rollouts, including cutover comms, local transition activities, and on-the-ground support.
- Coordinate hypercare communication protocols, rapid feedback mechanisms, and timely distribution of issue fixes and operational workarounds.
- Capture lessons learned from each implementation phase to continually refine subsequent rollout waves.
Essential Experience & Qualifications
At Randstad, we are passionate about providing equal employment opportunities and embracing diversity to the benefit of all. We actively encourage applications from any background.
