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Senior Change Manager, Transformation Office

Country:  Singapore
State:  Singapore
Job Function:  Human Resources
Job Posting Date:  11 Dec 2025

ABOUT FRASERS PROPERTY LIMITED
Frasers Property Limited (“Frasers Property” and together with its subsidiaries, the “Frasers Property Group” or the “Group”), is a multinational investor-developer-manager of real estate products and services. The Group is listed on the Main Board of the Singapore Exchange Securities Trading Limited (“SGX-ST”) and headquartered in Singapore.
 
Frasers Property's multinational businesses operate across five asset classes, namely, commercial & business parks, hospitality, industrial & logistics, residential and retail. The Group has businesses in Southeast Asia, Australia, the EU, the UK and China, and its well-established hospitality business owns and/or operates serviced apartments and hotels in over 20 countries across Asia, Australia, Europe, the Middle East and Africa.  
 
Frasers Property is also the sponsor of two real estate investment trusts (“REITs”) and one stapled trust listed on the SGX-ST. Frasers Centrepoint Trust and Frasers Logistics & Commercial Trust are focused on retail, and industrial & commercial properties, respectively. Frasers Hospitality Trust (comprising Frasers Hospitality Real Estate Investment Trust and Frasers Hospitality Business Trust) is a stapled trust focused on hospitality properties. In addition, the Group has two REITs listed on the Stock Exchange of Thailand. Frasers Property (Thailand) Public Company Limited is the sponsor of Frasers Property Thailand Industrial Freehold & Leasehold REIT, which is focused on industrial & logistics properties in Thailand, and Golden Ventures Leasehold Real Estate Investment Trust, which is focused on commercial properties.  
 
The Group is committed to inspiring experiences and creating places for good for its stakeholders. By acting progressively, producing and consuming responsibly, and focusing on its people, Frasers Property aspires to raise sustainability ideals across its value chain, and build a more resilient business. It is committed to be a net-zero carbon corporation by 2050. Building on its heritage as well as leveraging its knowledge and capabilities, the Group aims to create lasting shared value for its people, the businesses and communities it serves. Frasers Property believes in the diversity of its people and are invested in promoting a progressive, collaborative and respectful culture.

For more information on Frasers Property, please visit frasersproperty.com or follow us on LinkedIn.

Job Summary

Frasers Property has embarked on a multiyear transformation journey to implement a new Operating Model centred on Structure, People & Process with an enterprise mindset. The OneFrasers operating model aims to create a unified organisation, driving performance, that can adapt, grow, and deliver value more effectively.
To execute this vision, a dedicated Transformation Office oversees the 25 projects essential to the OneFrasers program, including the implementation of a common ERP (SAP), an integrated HRIS (One SuccessFactors project), and the establishment of a Shared Services Centre (SSC). We are expanding this team and seeking highly motivated individuals passionate about driving organizational change to join us on this journey.
Frasers Property is seeking a seasoned and strategic Change Manager to lead the change and adoption efforts for the OneSF project in its first year and subsequently drive change management for the SSC implementation in years two and three. This role will be pivotal in ensuring successful stakeholder engagement, communications, training, and adoption across both initiatives.

Job Description

Year 1: Lead change and communications for the global rollout of OneSF SuccessFactors—coordinate change actions across locations, drive stakeholder engagement and training, implement the Digital Adoption Platform (DAP), and run readiness assessments to enable successful adoption.

Years 2–3: Define and execute the change strategy for the Shared Services Centre (SSC) implementation—transition processes from Business Units to SSC, conduct change impact assessments, deliver training and communications plans, coordinate change actions across all locations, and track progress while escalating risks/issues to ensure a smooth transition.

Change Strategy & Planning: Build integrated, phased change plans with milestones across communications, training, and adoption.Establish a comprehensive SSC change management strategy.Partner with the Transformation Office to align priorities, manage interdependencies, and ensure consistency across OneFrasers workstreams.Use audience segmentation and multi‑channel engagement (e.g., WorkVivo) for communications, readiness, and training.

Stakeholder Engagement & Communications: Identify/manage key stakeholders; secure strong Executive Sponsorship across Group Head Office and global BUs.Engage BU leaders, SSC teams, and impacted employees to build buy‑in and readiness.Run Change Champion/Agent networks to deliver localized plans and two‑way feedback to refine engagement.Localize vendor materials to Frasers’ terminology and brand.Facilitate workshops/design sessions to drive adoption consensus and ensure alignment and buy‑in.

Change Impact Assessment (CIA) & Readiness: Lead CIA to coordinate/track actions, risks, readiness gaps, and dependencies across locations; report to Program Leadership. Monitor employee resistance; apply data‑driven mitigations to protect business continuity.Manage Go‑Live support and transition to BAU; document interim workarounds.Track readiness metrics via surveys/assessments; adjust plans and maintain audit/governance documentation.Collaborate with ops leads on transition planning to ensure continuity.

Training & Capability Building: Conduct Training Needs Analysis (TNA) with the implementation vendor to design the learning architecture.Build targeted training and communication to prepare the workforce—clear, consistent, engaging.QA and localize materials for language, cultural, and country relevance.Deliver blended learning (e‑learning, instructor‑led, labs) with executive alignment to ensure sustained capability uplift.

Digital Adoption Plateform (DAP) & Tools: Develop in‑app guidance via DAP (walkthroughs, tooltips) and on‑demand learning (QRGs, knowledge articles) to drive adoption.Use WorkVivo for community engagement, milestone comms, and social feedback loops to sustain adoption.

Benefits Realisation: Partner with project teams and process owners to define and track benefits for OneSF and SSC. Monitor adoption metrics/FTE savings and report progress to the Steering Committee and Transformation Office.

Governance & Quality Assurance: Align to the Transformation Office’s governance standards and frameworks. Provide feedback to enhance OneFrasers change methodology and tools. Track/report change activities using Frasers’ PM tools (e.g., Asana).

Key Qualification

•    Proven experience (10+ years) in leading large-scale change management programs ideally in HR and shared services transformations that are multi-site / country / global.
•    Excellent stakeholder management and relationship building skills with the ability to clearly articulate messages to different level of stakeholders.
•    Ability to work in a dynamic environment, proactively identify change management risks, problems and manage them effectively.
•    Analytical mindset and critical thinking, with a strong knowledge of change management frameworks.
•    Experience with Digital Adoption Platforms, and user experience strategies.
•    Experience with HR, Finance and accounting systems and SSC Implementation.
•    Proficient user of Project Management tools such as Asana
•    Demonstrated ability in identifying business and project team capability gaps and developing programs to train / uplift capabilities.

Diversity brings us closer to the communities we serve.

Guided by our Purpose, we are creating, inspiring, and nurturing an inclusive culture that unlocks the power of diverse teams to drive Frasers Property forward. Our values drive everything we do, which are core to creating safe places where everyone belongs, is mutually respected and feels empowered to be authentic at work. Working collaboratively makes us progressively stronger and better as an organisation, which helps our people to thrive each day.

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