Agile Coach, People & Culture

Why This Job Matters and What You’ll Do:

The Agile Coach, People & Culture plays a pivotal role in embedding Agile fundamentals across the P&C organisation, ensuring squads and cross-functional value streams operate efficiently and deliver maximum impact. By fostering a culture of continuous learning and improvement, the Agile Coach helps drive a lean, streamlined, and digitally-enabled P&C function that is customer-oriented, adaptive, and future-ready.

As an Agile Coach, you will drive agile transformation by directing the adoption of agile methodologies, fundamentals and frameworks across business P&C teams, CoEs and HRS teams. You will coach and mentor cross-functional agile P&C teams that are delivering work as part of the P&C portfolio, fostering best-practice, self-organisation and high performance while championing continuous improvement and establishing a performance-driven culture.

You will develop and implement Agile governance frameworks, standards and HR capabilities, ensuring consistency and scalability across the P&C functions. A key part of the role will be building and leveraging strong relationships with key stakeholders, acting as a key adviser to share insights and recommendations, foster collaboration, growth mindset and to embed Agile ways of working across teams.

You will develop, identify and monitor Agile metrics to assess team health, identify performance gaps and drive improvements, while continuously refines Agile processes, methodologies, and tools to align with evolving business and HR needs.

Skills and Experience You’ll Need:

• Business (and HR) acumen and Agile Expertise: Knowledgeable in business strategy and the drivers of organisational performance, including people drivers of performance and financial literacy (e.g. business KPIs, business cases) and able to translate into local strategic priorities and Agile organisational development. Deep knowledge of Agile methodologies, frameworks (Agile HR, Scrum, Kanban, SAFe, LeSS, Tribe model, and Agile delivery models.)
• Value stream mapping and Change management: Ability to modify portfolio structure and process based on HR value streams and Operating model changes. Able to define, adapt, and help the organisation adopt processes stepwise. Succeeding with this is more about people and change, than about templates and governance.
• Stakeholder Management: Ability to influence, collaborate, and communicate effectively with cross-functional teams and senior managers. To excite people around what can/ will be created, to clearly manage expectations and explain what actions we need people to take and when.
• Coaching & Mentoring: Strong ability to guide teams and individuals in Agile adoption and performance improvement and strong facilitation skills.
• Systems Thinking and Data Driven Approach: Ability to view challenges holistically and implement scalable Agile solutions. Structured problem-solving and decision-making based on Agile KPIs and team performance metrics.