Qualifications:- Bachelor's Degree in Arts/Sciences (BA/BS) in Business, Organizational Development, HR, Communications or related field required or a combination of education, training, and experience may be considered in lieu of a degree.
- Master's degree in Arts/Sciences (MA/MS) preferred
- A minimum of 8 years' progressive experience in a related field
- 5-7 years of Management experience in OCM field or related field
- 8-10 years of progressive experience in organizational change management
- Demonstrated experience leading change management strategies with HR or IT transformation initiatives
- Experience overseeing teams and resources across multiple concurrent projects
- Experience working with senior leaders to build sponsorship and drive organizational change
- Prosci Change Management Certification preferred
- Certified Change Management Professional (CCMP) preferred
- Agile Certified Practitioner (ACP) certification through Project Management Institute (PMI-ACP) preferred
Knowledge, Skills, and Abilities:- Expert knowledge of change management methodologies (e.g., Prosci ADKAR)
- Business acumen to connect change strategies to business outcomes and KPIs
- Exceptional stakeholder management and influencing skills
- Excellent communication skills for diverse audiences
- Strategic thinking and analytical capabilities
- Ability to manage multiple initiatives simultaneously
- Emotional intelligence and cultural awareness
- Strong facilitation and workshop design skills
- Adaptability and resilience in fast-paced environments
- Coaching and mentoring abilities
Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base pay range for this position is $96,000 - $120,000 annually. Actual salary will be based on a variety of factors, including shift, location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base pay.
The well-being of WWT employees is essential. So, when it comes to our benefits package, WWT has one of the best. We offer the following benefits to all full-time employees: Health and Wellbeing: Health, Dental, and
- Vision Care, Onsite Health Centers, Employee Assistance Program, Wellness program
- Financial Benefits: Competitive pay, Profit Sharing, 401k Plan with Company Matching, Life and Disability Insurance, Tuition Reimbursement
- Paid Time Off: PTO and Sick Leave (starting at 20 days per year) & Holidays (10 per year), Parental Leave, Military Leave, Bereavement
- Additional Perks: Nursing Mothers Benefits, Voluntary Legal, Pet Insurance, Employee Discount Program
We strive to create an environment where all employees are empowered to succeed based on their skills, performance, and dedication. Our goal is to cultivate a culture of belonging that encourages innovation, collaboration, and respect for all team members, ensuring that WWT remains a great place to work for All!
Brief Summary:The Change Management Team Lead (HR) establishes and leads HR's change management function to enable successful adoption of merger & acquisition (M&A) integrations, enterprise strategic initiatives, and HR-driven change programs. This role focuses on the "people side" of change-building the strategy, plans, communications, leader readiness, training enablement, and partnering across HR and the business to reduce change friction, improve adoption, and strengthen the employee experience during transformation.
Responsibilities:- Build and lead a small change team to scale HR's change capability for HR-driven transformations
- Establish HR change practice standards, governance, and engagement model
- Serve as the HR change lead for M&A-related people integration work, partnering with cross-functional stakeholders to align plans, dependencies, and stakeholder experiences
- Establish and manage a change "portfolio lens" to coordinate sequencing and reduce change saturation across HR initiatives
- Direct the design and execution of stakeholder engagement plans, including communication strategies, training programs,
and adoption measurement frameworks - Design and implement metrics, dashboards, and reporting mechanisms to measure adoption, proficiency, and business
impact - Anticipate culture and communication risks that commonly derail integrations; embed change activities into the overall integration program plan and governance rhythms
- Partner with HR program leaders and workstream owners to integrate change management activities into initiative plans and milestones (systems, process, policy, org model, and operating model changes)
- Conduct change impact and readiness assessments; segment impacted audiences; tailor strategies by audience type (e.g., exec sponsors, HR leadership/PMO, HRBPs/managers, champions, employee personas)
- Build and activate sponsor/leader roadmaps and manager toolkits to support local adoption and reduce resistance
- Create or oversee delivery of high-impact artifacts (FAQs, "what's changing/what's not," launch decks, leadership briefs, talking points, Q&A packs).
- Coach HR program teams and leaders to strengthen enterprise change maturity; provide consultation across HR.
- Foster professional development and build sustainable change management competency within the team.
