S4 Hana Regional Change Management Lead

Requisition ID: 35533

At Terumo Blood and Cell Technologies, our 8,000+ global associates are proud to come to work each day, knowing that what we do impacts the lives of patients around the world.

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JOB TITLE: S4 Hana Regional Change Management Lead - India

Job Summary

The Regional Change Management Lead – India, SAP S/4HANA is a Global Human Resources role based in India, accountable for the localization and delivery of organizational change management for the SAP S/4HANA transformation across the India site and subsequent Asia‑Pacific deployments.

Reporting into the Organizational Development & Change team within Global HR, under the leadership of the Senior Manager, Organizational Development & Change, this role translates the global OCM roadmap and playbook into a regionally executable plan and delivers it on the ground. It is the primary change management presence in region and the single point of accountability for site readiness and adoption.

The role partners closely with India site leadership, Business Process Owners, super users, the Program Management Office, Learning & Development, Internal Communications, and the program system integrator. It works within the global change model rather than creating a parallel one, adapting approach and materials to local language, culture, regulatory context, and legacy system environment.

This is a program‑funded role aligned to the multi‑year SAP S/4HANA transformation. The India deployment serves as the model for subsequent Asia‑Pacific site rollouts, and the approach established in this role is expected to be reused across those deployments.

Essential Duties

Regional Change Strategy & Localization

• •Localize the global OCM roadmap, playbook, and change approach for the India site, and execute against them across the deployment lifecycle.
• •Adapt global change materials, tools, and templates to local language, culture, regulatory requirements, and legacy system context without fragmenting the global model.
• •Build and maintain the regional change plan, including milestones, dependencies, resourcing needs, and readiness checkpoints aligned to the program schedule.
• •Escalate regional risks, constraints, and requirements that require changes to the global approach.

Stakeholder Engagement & Leadership Alignment

• •Serve as the primary change management contact for India site leadership, functional leaders, and Business Process Owners.
• •Conduct and maintain regional stakeholder assessments, mapping influence, impact, and engagement needs by function and role.
• •Engage site leaders as visible sponsors of the change, and equip them to lead their teams through it.
• •Capture and channel regional concerns, questions, and resistance into the global program, and close the loop with local stakeholders.

Change Network & Change Champions

• •Implement the change champion network in region, including nomination, onboarding, enablement, and ongoing engagement of champions across process areas.
• •Facilitate regular change network forums and working sessions, driving to documented decisions and clear follow‑up actions.
• •Track champion participation and engagement, and surface gaps and themes to program and Human Resources leadership.
• •Secure subject matter experts and local partners to support change impact validation, role mapping, and training material review and approval.

Change Impact, Readiness & Role Mapping

• •Capture, validate, and manage detailed regional change impacts across processes, roles, and systems, including transition from legacy platforms to SAP S/4HANA.
• •Conduct change readiness assessments, pulse checks, and focus groups in region; analyze results and implement targeted mitigations.
• •Perform role‑to‑position mapping for the site in partnership with business teams, Human Resources, and the security team.
• •Report regional readiness status, risks, and mitigation plans into program governance and to Organizational Development & Change leadership.

Communications Delivery & Localization

• •Manage the regional communications plan and deliver the communications cascade to site audiences through identified channels.
• •Adapt global key messages for regional relevance, and coordinate translation and localization of change and training materials.
• •Capture feedback from communications and engagement activities and support two‑way communication back to the global program.
• •Coordinate with Internal Communications and the Program Management Office to align messaging, audiences, timing, and channels.

Training Coordination & Delivery Support

• •Project manage site‑specific end‑user training delivery, including audience mapping, scheduling, logistics, facilities, and completion tracking.
• •Coordinate translation support for training materials and job aids, and review localized content for accuracy and relevance.
• •Support train‑the‑trainer activities and prepare local trainers and super users for delivery.
• •Escalate non‑participation and completion risks, and provide feedback on training approach from local users.

Deployment, Hypercare & Sustainment

• •Execute go‑live readiness activities for the site, including readiness criteria validation and cutover change support.
• •Lead regional hypercare change activities, including refresher training delivery, floor support coordination, and issue escalation.
• •Lead regional sustainment activities and transition change ownership to site leadership and Human Resources following stabilization.
• •Document lessons learned and reusable regional deployment approaches to support subsequent Asia‑Pacific site rollouts.

SUCCESS IN THIS ROLE LOOKS LIKE

• •Site leaders act as visible sponsors of the change rather than passive recipients of program communications.
• •Regional change impacts and readiness data are accurate, current, and trusted by program and Human Resources leadership.
• •The change champion network in region is active, representative across process areas, and sustained through go‑live.
• •Global materials are adapted for the region without creating a parallel or divergent change approach.
• •End users reach go‑live trained, informed, and able to perform their roles in the new system.
• •The regional deployment approach is documented and reusable for subsequent Asia‑Pacific site rollouts.

Minimum Qualification Requirements

Education

Bachelor’s degree in Organizational Development, Human Resources, Business Administration, Communications, Psychology, or a related field.

Experience

• •Minimum 6 years of experience in change management, organizational development, human resources, or transformation delivery.
• •Demonstrated ownership of change delivery for a site or region on an enterprise system or process transformation, including accountability for adoption outcomes.
• •Experience with ERP deployment. SAP or S/4HANA experience strongly preferred; experience transitioning from a legacy ERP platform preferred.
• •Experience working within a global or matrixed organization and delivering against a globally defined model.
• •Experience in a manufacturing, medical device, or regulated environment preferred.
• •Experience coordinating training delivery, logistics, and translation or localization preferred.

Skills

Executes within a global model and adapts locally, rather than building a parallel regional approach.