The Senior Manager – Business Transformation PMO drives Nam Long Group’s strategic transformation and organizational readiness toward Vision 2030.
The role ensures transformation initiatives are prioritized, coordinated, and executed effectively across all functions, supported by a robust change management and capability-building framework.
Acting as the transformation orchestrator, the Senior Manager partners with leaders, COEs, and subsidiaries to monitor progress, build change capabilities, and strengthen organizational health and leadership readiness for sustainable growth.
Transformation Delivery & Insights
- Execute the Group Transformation initiatives end-to-end from problem, pain point identification and solution co-design to execution, adoption, and measurable business impact.
- Apply customer-first and design-thinking approaches to reimagine business models, processes, and experiences across the real estate value chain, ensuring transformation outcomes deliver both customer value and enterprise efficiency.
- Partners with business leaders, IT, and consultants design and implement scalable, digital, and customer-responsive solutions aligned
with the Group’s strategic roadmap.
- Planning, governance, and Measure performance of all transformation
programs, ensuring transparency of progress, risks, and benefits at Group
level.
- Provide actionable recommendations to enhance program delivery
performance, capability maturity, and transformation ROI.
- Deliver progress and
adoption reports for the Group CEO and SteerCo, highlighting milestones, key
insights, and improvement opportunities.
Change Management & Capability Building
- Design, deploy, and continuously improve the Group-wide change management framework to ensure consistent and practical application across initiatives.
- Define adoption KPIs, monitor change readiness, and use data-driven feedback loops to sustain transformation outcomes.
- Build organizational change capability by training COE and function champions, providing toolkits and coaching, and embedding change leadership practices.
Organizational Health & Readiness
- Execute OHI assessments and pulse surveys to track culture, agility, and transformation readiness.
- Analyze results, identify improvement areas, and coordinate functional action plans.
- Partner with HR to implement the Leadership Competency Framework and succession initiatives that strengthen leadership pipeline and transformation capability.
