The adidas Operational Change Manager supports the adidas Global Client Operations Lead in driving workforce and workflow transformation across the account. The role focuses on the human and process side of operational excellence - ways of working, resourcing models, process design and adoption - ensuring change lands well across a large, federated, multi-market organisation.
Working closely with Client Leaders, Finance, market operations teams and the wider Client Operations community, the role turns the account’s operational transformation agenda into practical, adopted change on the ground.
Responsibilities
1.
Workforce & resourcing transformation
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Support scope development, staffing models, resource governance and labour tracking in partnership with Client Leaders and Finance.
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Oversee cross-market ways of working and appropriate global resource deployment, with particular focus on the extended workforce and hubs.
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Drive frictionless adoption of extended workforce/hub models, ensuring no adverse impact on work quality.
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Monitor resourcing impact of operational changes and feed findings back into the transformation agenda.
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Support Account and Operational leadership team to identify and implement changes to resourcing and staffing model as required to address operational optimisation potential.
2.
Workflow design, rollout & adoption
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Design and roll out adidas-specific processes that meet client requirements while aligning to PHD and Omnicom standards.
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Support deployment of globally mandated technology and process (e.g. Omnicom Media Campaign Life Cycle, Workfront) in ways that minimise friction and maximise value.
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Help embed these standards and globally mandated process/technology enablers into day-to-day ways of working of adidas teams at global, market and country level.
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Translate complex, sometimes competing stakeholder requirements into practical, scalable operational workflows.
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Resolve conflicting stakeholder input by helping drive clear decisions that prioritise standardisation, delivery integrity and client satisfaction.
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Ensure workflows function as part of a cohesive end-to-end system, with minimal duplication and clearly defined ownership.
3.
Governance, controls & change adoption
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Support robust operational controls, audit readiness and financial governance embedded into day-to-day delivery.
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Govern adoption of operational solutions and processes, proactively identifying and addressing non-compliance across markets.
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Design and implement training and engagement initiatives that support the implementation of operational enablers and change across the adidas team – always through the lens of highlighting the benefits for each group of stakeholders.
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Act as an operational escalation point for delivery, governance or execution issues arising from process or workforce change, ensuring swift resolution.
4.
Change enablement & capability building
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Partner with market stakeholders and specialist teams (Digital, Activation, Media Capability) to ensure new ways of working are embedded into real day-to-day delivery, QA routines and workflows — not just documented.
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Build and deliver change communication, training and adoption support so teams understand the “why” as well as the “how.”
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Contribute to the PHD and OM Client Operations community: steward best-practice assets, playbooks, templates and toolkits, and support capability development across the function.
Legal
Omnicom’s policy requires employees to work in the office for a minimum of three days a week, unless additional in-office days are directed by their agency or manager. Our objective is to increase this requirement over time, and many of our agencies as well as Omnicom’s corporate group already require five days of in-office attendance.
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