• Behavioural Diagnosis and Insight

  • Translate strategic outcomes into specific, observable and measurable target behaviours for leaders, teams and individuals.
  • Conduct systematic behavioural diagnosis to identify the capability, opportunity, motivation, social, cultural and environmental factors enabling or inhibiting required behaviours.
  • Use qualitative and quantitative research – including interviews, observation, surveys, workshops and operational data – to develop and validate behavioural hypotheses.
  • Map behavioural journeys, moments that matter, system conditions and interdependencies affecting how work is performed.
  • Differentiate barriers requiring communication or learning from those requiring changes to processes, technology, leadership routines, incentives, decision rights or the working environment.
  • Synthesise evidence into clear insights and recommendations for senior leaders and delivery teams.

• Evidence-Based Intervention Design

  • Design targeted behavioural interventions grounded in behavioural science, organisational context and user insight.
  • Select interventions according to the diagnosed barriers and articulate the intended mechanism of change, assumptions and expected outcomes.
  • Apply relevant behavioural techniques – including simplification, prompts, feedback, modelling, social norms, defaults, reinforcement and environmental redesign – where appropriate.
  • Integrate behavioural interventions with broader change levers, including leadership action, communications, learning, performance management, governance, process and technology.
  • Co-design interventions with impacted colleagues and delivery teams to ensure they are practical, inclusive, ethical and scalable.
  • Anticipate and help mitigate unintended consequences, displacement effects, inequitable impacts and risks of regression to previous behaviours.

• Testing, Measurement and Evaluation

  • Establish behavioural baselines, measurable outcomes and leading and lagging indicators before interventions are launched.
  • Design proportionate pilots and experiments to test behavioural hypotheses and determine what works, for whom and in what context.
  • Use behavioural, adoption and operational data to assess effectiveness, refine interventions and make evidence-based recommendations on scaling.
  • Track whether changed behaviours are sustained over time and design reinforcement mechanisms to reduce regression.
  • Demonstrate the relationship between behavioural change, adoption, operational performance and intended business value.
  • Build a reusable evidence base of interventions, outcomes and lessons to improve future change activity.

• Capability Development and Continuous Improvement

  • Build practical behavioural-science and change capability among leaders, project teams and local change leads.
  • Develop coaching, guidance, case studies and learning materials that enable proportionate self-service.
  • Coach colleagues to define behaviours accurately, diagnose barriers and select interventions based on evidence rather than assumption.
  • Monitor the effectiveness of methods, tools and interventions, using feedback and delivery evidence to improve the capability.
  • Promote a culture of curiosity, experimentation, learning and disciplined evaluation.

• Project Planning, Mobilisation and Delivery

  • Lead the end-to-end change and behavioural workstream for priority initiatives, from diagnosis and strategy through implementation, reinforcement and evaluation.
  • Assess people impacts, stakeholder readiness, adoption risks, resistance, behavioural barriers and cumulative change burden.
  • Create integrated change strategies and plans that connect target behaviours, interventions, leadership actions, engagement, communications, learning, deployment and measurement.
  • Advise sponsors and delivery leads on the conditions required for change to land successfully, and provide constructive challenge where plans are unlikely to deliver sustained outcomes.
  • Equip leaders to role-model, explain and reinforce required behaviours through everyday decisions, routines and performance conversations.
  • Establish two-way listening and participation mechanisms, using feedback and data to adapt the approach throughout delivery.
  • Coordinate with key stakeholders and teams across the business to deliver coherent interventions and reduce duplication, confusion and change fatigue.
  • Escalate material behavioural, adoption and readiness risks, recommending specific corrective action.

• Stakeholder Engagement and Influence
  • Build trusted relationships with senior leaders and teams across the business.
  • Facilitate evidence-led discussions that help stakeholders move from broad aspirations to precise behavioural outcomes and practical action.
  • Communicate complex behavioural evidence in clear, compelling language tailored to executive and delivery audiences.
  • Influence without formal authority and navigate competing priorities, ambiguity and differing views constructively.
  • Create participation and co-creation approaches that bring the experience of impacted colleagues into intervention design.

Experience and Capabilities

Essential Experience

• Significant experience leading complex organisational change in a large, matrixed organisation, ideally within top-tier professional services.
• Deep practical expertise in applying behavioural science to organisational change, including defining target behaviours, conducting behavioural diagnosis, designing interventions and measuring sustained outcomes.
• A strong record of personally leading interventions that delivered measurable and sustained changes in workplace practices, decision-making or leadership behaviour.
• Demonstrable experience using behavioural research, data and experimentation to identify barriers, test hypotheses and adapt interventions.
• Practical experience applying a range of recognised behavioural-science models and techniques, using contextual judgement rather than relying on a single framework.
• Experience integrating behavioural interventions with changes to processes, technology, operating models, governance, performance measures, incentives and leadership routines.
• Experience evaluating interventions using mixed methods and linking behavioural indicators to business outcomes.
• Experience building or materially improving a change capability, methodology, centre of excellence or community of practice.
• Strong experience advising and influencing senior leaders, sponsors and cross-functional delivery teams.
• Excellent facilitation, coaching, research, written communication, data interpretation and storytelling capability.
• Ability to work effectively through ambiguity, apply sound judgement and co-create a new capability at pace.

Essential Qualifications

• Relevant degree or equivalent professional experience in behavioural science, psychology, organisational psychology, behavioural economics, social science or a closely related discipline.
• Recognised change-management accreditation, or equivalent depth of practical organisational-change experience.

Personal Attributes

• Evidence-led and intellectually curious, with the confidence to challenge assumptions constructively.
• Pragmatic and outcome-focused, able to convert behavioural theory into interventions that work in a complex business environment.
• Empathetic and inclusive, with a strong commitment to understanding different experiences and designing equitable solutions.
• Comfortable balancing rigour with pace and proportionality.
• Collaborative, resilient and credible with senior stakeholders.