There are plenty of ERPs out there – SAP, Oracle, D365, IFS, Infor, Workday and more…
And no matter which ERP is selected, everyone wants their Transformation Programme to land smoothly.
But if you are putting off Change consideration and planning, you are risking a very bumpy ride.
Change is too often under resourced, under scoped, or brought in far too late.
Change : it’s not just a “Nice to Have.”
Too many organisations still view Change Management as a box to tick, or just a function to handle user resistance once a design is finalised.
But irrespective of the technology, successful ERP and transformation programmes do something different:
✅ They embed Change Managers before the blueprint is even locked in
✅ They treat Comms, Engagement, and Training as core delivery areas
✅ They align change roles to programme phases, workstreams and leadership messages
✅ They empower change leads to challenge, influence and shape rollout
If your people don’t adopt the system, process or structure – it doesn’t matter how technically “on time and on budget” you are. The transformation fails anyway.
Positive signs I’ve seen this week alone
✅ An FTSE 100 organisation with a dedicated Change function of nearly 200 people
✅ A global FMCG firm had hired a Senior Change Director before even selecting their ERP platform
These organisations have set themselves up really well for success, and their Change functions should add massive value, not just during implementation, but in long term business adoption and culture shift.
Why great Change Managers are harder to find
Real Change talent is rare.
✔️ You need someone who understands technology and people, and often a specific industry too
✔️ They need the confidence to challenge leadership and support the front line
✔️ They must be strategic but able to roll up their sleeves during training and comms
The best are in demand. And far too many clients try to backfill the gap after resistance has already set in.
Where Talent Planning fails (And it’s not just Change roles!)
Too often, project hiring goes wrong because:
🚩 Roles are unscoped until after design starts
🚩 Internal teams are expected to “pick it up” on top of BAU
🚩 Contractors are brought in reactively, with a poor handover plan
🚩 Perm hires are made too early, and left underused or demotivated
🚩 Change is often just not understood or sometimes not even recognised
Smart Talent Planning looks different
Cedar Stone helps clients front load their resourcing strategy to avoid delays, costs, and delivery gaps.
Here’s what smart talent planning really means:
✔️ Align hires to delivery phases, not just job titles
✔️ Shape role briefs around outcomes, not just org charts
✔️ Build a blend of contract and perm for agility and retention
✔️ Factor in onboarding, SME load, handover, and ramp up time
✔️ Bring in specialist support before problems arise
Thinking About a Transformation in 2026?
Build Change in from day one, and don’t treat it as an after thought.
Whether you’re recruiting specialist Change Managers, Comms Leads, ERP Trainers, or a full delivery team… I’m happy to share insight, contractor availability, or sample profiles.
And, if you’re considering a role in Change Management, please get in touch!
- Website: https://cedarstonerec.com/contact
- Email : peter@cedarstonerec.com
- Call : 020 4600 7766
