Royal Friesland Campina is on an accelerated data centric transformation journey, which is being implemented during a time of consistent, rapid change across all the domains from Commerce to Finance to Supply Chain.
Working data driven, allows us to get better insights on business opportunities and effectiveness. The key to a successful implementation of a data driven approach lies within behavioral alignment and adoption. Move from insights, to action, to value— requires RFC to address processes, users’ skills, mindset and incentives.
The Data Centric Transformation Lead works in collaboration with business leaders to embed data as a strategic asset into processes, people, habits and culture. The success is demonstrated by tangible business value created via insights and actions.
What we ask
A transformation leader that adopts following behaviours:
Dare: comfortable with ambiguous situations, keep strategic big picture in mind, and can start small
Partner: includes various stakeholders from the start and can use various coaching and feedback techniques to partner up
Drive: Familiar with user-centric ways of working: Agile, design thinking, etc and delivers outcomes, not activities
Inclusive: Connector and collaborator, invites different voices and perspectives
In order to do so, you have experience in driving change. With your coaching abilities, you’ll learn the organisation how to change behaviour in order to adopt a new way of working, and how we can all benefit from it.
Experience within a data analytics position is not mandatory. However you do demonstrate a keen interest in this area of expertise, for example by using data insights to improve your work processes.
What we offer
Passionate and dynamic team that is connected with the strategic transformation of RFC
Connection with various learning communities eg. ways of working, analytics etc.
Your mark in our data centric transformation journey of RFC by activating leadership by role modeling the right behaviours
Cultural change and behaviors that are holding us back is a topic that senior leadership is aware of and is motivated to change. However, a structured approach is not yet in place and this requires dedicated focus.
The Transformation lead will bring this structured approach by
Understand the as-is: understand and assess mindset culture at the team and individual levels
Design the future: identify and/or create pilots for change in different domains based on as-is analysis
Drive and Guide identified change initiatives: Support and drive various teams through the desing and implementation of targeted change strategies including changes to people, process, structure, mindset and behaviours.
Measure & Evaluate: continually measure benefits from analytics by implementing the framework to monitor business outcomes.
Relationship Management: Establish a nework of change agents to drive the change within and develop community of practices across RFC organisation