The Role:

The Head of Change is responsible for leading the enterprise change function within FGFS, ensuring strategic initiatives are well‑prioritised, governed, and delivered through a combination of internal teams, programmes, and delivery squads.

The role bridges business strategy and outcomes with delivery execution by coordinating change planning, business readiness, and progress tracking across all in‑scope initiatives, including those delivered through third‑party partners. Ensuring the FGFS maintains clear visibility, control, and accountability over enterprise change without defaulting to heavyweight or purely project‑centric delivery models. The role also provides senior leadership across the programme management function and holds accountability for the effective oversight of large, cross‑business and multi‑stream programmes.

Key Responsibilities:

Change Portfolio Ownership

• Own and manage the FGFS enterprise change portfolio, ensuring all strategic, regulatory, operational, and technology‑enabled change is visible, prioritised, and aligned to agreed business objectives and outcomes.
• Maintain a coherent, end‑to‑end view of in‑flight and pipeline change to enable effective prioritisation, sequencing, and resource deployment.
• Work closely with Executive sponsors and Business Owners to shape change demand, clarify outcomes, and ensure initiatives are sized and structured appropriately for delivery.
• Ensure ‘non‑digital’ elements of change (including training, communications, policy and process updates, and regulatory alignment) are explicitly scoped, owned, and delivered.

Delivery Integration & Oversight

• Ensure business engagement with programmes, delivery squads, and partners is structured, visible, and appropriately resourced, including the allocation of clear Business Owners and subject‑matter expertise.
• Act as the senior coordination and escalation point across programmes, squads, and business teams where dependencies, capacity constraints, or competing priorities arise.
• Maintain oversight of delivery health and integration across multiple initiatives to avoid duplication, unmanaged risk, or localised optimisation at the expense of enterprise outcomes.

Enterprise & Large Programme Delivery Management

• Provide senior oversight of enterprise‑wide and complex, multi‑stream programmes that cut across multiple functions or delivery teams.
• Line‑manage the Head of Programme Management, with accountability for the performance, capability, and effective deployment of Programme Managers and Enterprise Delivery roles.
• Ensure end‑to‑end change is managed holistically, covering delivery, business readiness, communications, process redesign, risk, and compliance requirements.

Governance & Reporting

• Lead the design and operation of the end‑to‑end change and portfolio governance model, ensuring it supports effective decision‑making, pace, and accountability.
• Chair or sponsor relevant change and portfolio‑level forums, providing clear escalation routes and resolution of cross‑business issues.
• Provide concise, insight‑led reporting to Executive and senior leadership on portfolio health, delivery progress, dependency risk, readiness, and business impact.

Capability Building

• Build and lead a strong, credible enterprise change and programme management capability aligned to FGFS needs and scale.
• Coach and support Executive sponsors, Business Owners, and senior stakeholders in their role in sponsoring and owning change.
• Work with delivery squads, Programme Managers, and partner organisations to continuously improve ways of working, governance discipline, and outcome focus without undermining delivery pace.

• Strong experience in enterprise change delivery within regulated environments (preferably Financial Services).
• Demonstrated ability to work across business and technology boundaries to ensure end-to-end delivery.
• Deep understanding of agile and hybrid delivery models, including how to apply structure without over-governing.
• Skilled in managing cross-functional delivery environments, including external or third-party squads.
• Excellent stakeholder management, facilitation and communication skills.
• Strategic, yet delivery-focused – sees the bigger picture and drives outcomes
• Collaborative, pragmatic and confident in complex stakeholder environments
• Strong communicator and influencer, able to align diverse stakeholders
• A problem-solver who thrives in non-hierarchical, cross-functional structures

As FGFS is within a regulated environment any offer is subject to satisfactory background checks including criminal record check, credit check, and employment references.

Along with your benefits package we also offer a wide range of perks for our colleagues:

Frasers Champion- Our employees are at the heart of our business and we ensure individuals are recognised every single month for their hard work. Frasers Champion is a peer nominated scheme where 8 winners will receive double their pay for a month where they have lived the Frasers Group values.

Retail Reconnect – In order to build the planets most admired and compelling brand ecosystem, all employees must understand our business, product and customers. Each financial year, head office employees will gain insights by spending one to two days in one of our stores or the warehouse. The goal is to learn how the work you do impacts our teams on the frontline, and to bring ideas back to the office which will improve how we work.

Fearless 1200 – Fearless 1200 is our way of recognising our growth. It’s bold, ambitious, and designed to reward colleagues across the business for living our values and delivering impact. Fearless 1200 links how we perform to how we're rewarded – check out the video link below to find out more.

Employee Welfare

Frasers Fit – Our Everlast Gyms Team are on a mission to make our workforce the best, and fittest on the planet! We run free gym classes for employees as well as discounted memberships to our clubs. Frasers Fit is our wellbeing programme which aims to support and improve colleagues Physical, Financial & Mental wellbeing. The app is accessible for every employee and includes training, nutrition and lifestyle advice- all completely free.

Retail Trust – We know that its not just about physical health, mental wellness is equally important which is why all of our employees get free access and support from the Retail Trust charity. This includes a 24 hour wellbeing helpline, wellness hub, counselling and financial/legal support.

What’s next?

Our Recruitment Team will be reviewing applications and all candidates will receive a response, whether you are successful or unsuccessful. Shortlisted applicants may be asked to confirm a few key details before being booked in for a first stage interview with the Recruiter - this will be behaviourally focussed and centred around how you align with our Culture and Values. If successful we anticipate one or two further interview stages with the Hiring Manager/wider team which will be more technically focussed and could include a presentation/task so we can see your skills in action.