Accountable for deploying and executing the ERP change management framework through ADKAR methodology (Awareness, Desire, Knowledge, Ability & Reinforcement) that enables employees, managers, leaders and other stakeholders to engage, adopt and use the ERP Core effectively. Proactive communications capability - reaching executives, managers and employees with clear, consistent, audience-specific messaging - is a critical enabler of Awareness and Reinforcement and a key driver of adoption speed, ultimate utilization and proficiency. Regions within Scope: COEU, FRANCE, UK&I, BRAZIL & NORAM Understand the ERP Program context and expected business benefits from the solution in order to support employees change journey Understand the processus changes within the selected functions, to be able to identify who are the persons impacted and be able to set adapted communication and training strategies and plans Get buy-in from key stakeholders and manage resistance to change (e.g. employees who are comfortable with current processes and may view the new system as a disruption to their workflows) Demonstrate cultural awareness Ensure a good synchronization between change management plan and project plan Ensure that employees receive the necessary training and support to effectively use the new processes and tools being implemented Work in an international environment: support SME from Regions within scope Execute Communication strategy and Communication plan at project level following global ERP deployment methodology Support execution of Change strategy and Change plan at project level following global ERP deployment methodology Handle communications actions and mobilization events at local level Develop and maintain effective relationships with key stakeholders to ensure their buy-in and support Design, develop and deliver customized training programs (what for who and for when and how) for employees following Program guidelines    Tracks and reports communication & change management activities to ensure their effectiveness and efficiency Ensure the transfer/capitalization of knowledge (including onboarding of the newcomers on the project in the selected countries) Change impacts assessment, personas, heat maps, … Stakeholder analysis Implementation of Change management plan according to change management strategy Communication strategy and plan (what for who and for when and how) including setting up the appropriate communication channels: Targets Awareness and Reinforcement. Includes audience-specific messages, senders, timing, channels and feedback loops. Sponsor Plan to target Awareness, Desire and Reinforcement. Enables sponsors to perform the ABCs (Active and visible participation, Build a coalition of support, Communicate directly with employees) People Manager Plan to target all ADKAR elements. Equips managers to perform the CLARC roles (Communicator, Liaison, Advocate, Resistance Manager, Coach) Support training strategy and plan (what for who and for when and how) to target Knowledge and Ability. For ERP, this must connect process, system, role-based learning and hands-on practice. Managing feedback, questions and continuous improvement actions Measure, adapt and sustain adoption: Readiness assessment results, ADKAR Assessment scores, Training attendance and proficiency results, Role-based system usage, Process compliance, Manager feedback, Resistance themes, Go-live readiness by business unit or region