The Change & Readiness Lead ensures the new Hub is ready to take over work from the markets and that the Hub team develops the skills, confidence and ways of working required to plan effectively. The role owns the people side of the transition and the long-term development of planning capability.
Transitioning some of the Demand Planning activities from markets into a shared services Hub changes who performs the work, how knowledge and accountability are transferred, and how markets and the Hub work together. This role leads that change on both sides. It designs and executes the change and readiness approach, while building a capability program that takes new Hub planners from onboarding through knowledge transfer to full productivity and sustained performance.
This role will work closely with Demand Planning COE team (functional SMEs), market teams, PMO, People Lead and the wider transformation team. The role provides a clear view of whether people are ready, able and willing to operate the new model - and drives corrective action where they are not.
You will:
Build and execute the change strategy and integrated change plan for moving Demand Planning work from markets into Warsaw.
Lead Change Impact Assessments for each transition, covering impacts on market teams, Hub planners and key interfaces including Sales, Supply Chain and Finance.
Lead stakeholder engagement with market leaders, planning teams and impacted colleagues, including teams whose responsibilities reduce or change as work transfers to the Hub.
Design and deliver targeted communications for the Hub and transitioning markets in alignment with the wider program communications approach.
Build a positive Hub identity and support leaders in creating a high-performing, collaborative culture.
Define people and capability readiness criteria for each transition wave and run readiness assessments before go-live.
Provide an evidence-based people/capability readiness recommendation into each go/no-go decision, including gaps, risks and required actions.
Track adoption after transition, identify where the new model or behaviours are not embedding, and drive targeted remediation.
Use readiness, adoption and capability data to identify risks early and escalate clearly when a market or the Hub is not ready.
Help embed the new ways of working between the Hub and markets, including handoffs, decision rights, forecast review routines, S&OP/IBP inputs, service expectations and escalation paths.
Translate operating-model changes into practical role expectations, routines, learning and reinforcement.
Support market and Hub leaders to build trust, clarity and accountability across the new service relationship.
Design structured role-based learning journeys covering Demand Planning fundamentals, company processes, planning systems, data/analytics, category knowledge and market context.
Help embed capability framework for Hub roles such as Demand Planner, Senior Planner and Team Lead, covering technical, process and behavioral competencies.
Assess capability levels across the team, identify gaps and implement targeted development through training, coaching, peer learning and certification where appropriate.
Work with the Hub & Capability team and People Lead on career paths and progression criteria linked to the capability framework.
Lead Training Needs Analysis and coordinate creation or reuse of role-based learning content with SMEs, L&D and system-training teams.
Establish targeted remediation where individuals or teams do not meet required proficiency.
Design and govern the end-to-end knowledge-transfer approach from market planners to Hub planners, including shadowing, reverse shadowing, handover documentation, practice and proficiency checks.
Define critical knowledge items, KT quality standards and exit criteria; ensure completion demonstrates ability to perform independently rather than attendance alone.
Own operational onboarding from day one to full productivity, complementing HR-led employee onboarding.
Coordinate with SMEs, super users and process owners to ensure knowledge is current, reusable and retained within the Hub.
Establish a sustainable learning model including Hub SMEs/super users, knowledge repositories, refresher learning, communities of practice and onboarding for future hires.
Embed continuous capability development into BAU and progressively transition ownership to Hub leadership.
Use operational and learning data to continuously improve onboarding, KT, training and capability interventions.
A desire to drive your future and accelerate your career and the following experience and knowledge:
7+ years of experience in change management, organisational development and/or capability building, including significant experience leading complex change.
Experience establishing or transitioning work into a Shared Services Centre, Global Business Services (GBS), Centre of Excellence or comparable centralised operating model, including knowledge transfer from local teams.
Good working knowledge of Demand Planning or Supply Chain Planning processes, including forecasting and S&OP/IBP, gained through hands-on work or close partnership with planning teams.
Demonstrable experience designing and running onboarding, knowledge-transfer, training and capability programmes for new or transitioning teams.
Experience defining readiness criteria, assessing adoption/capability and using data to drive intervention and go/no-go decisions.
Strong cross-cultural stakeholder management experience, from team members and SMEs through to senior market/function leaders.
Fluent written and spoken English.
Experience with planning technologies such as o9, SAP IBP, APO, Kinaxis or similar platforms.
FMCG / CPG industry experience.
Polish and/or other European language capability.
Change management certification such as Prosci or APMG, or a recognised L&D/coaching qualification.
Experience building capability/skills frameworks and linking them to career paths and progression.
Builds trust with both teams transferring work and teams receiving it.
Turns change strategy into practical plans, materials, routines and measurable outcomes.
Combines empathy for impacted colleagues with clarity and accountability on transition requirements.
Uses data to track readiness, adoption, proficiency and capability, and acts on what the data shows.
Facilitates, coaches and influences confidently in person and virtually.
Comfortable challenging constructively and stating clearly when readiness criteria have not been met.
Balances hands-on delivery with strategic thinking and sustainable capability building.



The responsibilities of this position are performed within the framework of a regional business model that is defined and managed by Mondelēz Europe GmbH, Switzerland.
No Relocation support available
Mondelēz International, Inc. empowers people to snack right in over 150 countries around the world. We are leading the future of snacking with mouth-watering iconic brands such as Oreo**,** belVita**,** LU and Ritz biscuits; Cadbury Dairy Milk**,** Green & Blacks**,** Milka and Toblerone chocolate; Philadelphia and Dairylea cheese; and Maynards Bassetts**,** Trebor and Trident gums. Our more than 80,000 colleagues around the world are key to the success of our business. Great people and great brands. That’s who we are. Join us on our journey to continue leading the future of snacking around the world by offering the right snack, for the right moment, made the right way.
Mondelēz International is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation or preference, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Temporary (Fixed Term)
Change Management
Business Capability
