Job Description:
The
Change Manager is responsible for leading the people side of change for enterprise-level initiatives by applying a structured change management methodology to improve employee adoption of new processes, technologies, systems, behaviors, and ways of working. This role partners with project teams, business leaders, sponsors, communications teams, and learning teams to prepare, equip, and support employees through change. Using the Prosci Methodology and ADKAR® Model, the Change Manager develops and executes change management plans, assesses readiness and resistance, supports stakeholder engagement efforts, and helps ensure organizational changes are successfully adopted and sustained. The Change Manager serves as a trusted advisor on change-related activities while working closely with project teams to align people-focused efforts with project objectives and business outcomes.
What You'll Do:Apply Structured Change Management Methodology - Apply change management tools, processes, and methodologies to support the people side of change.
- Develop and execute change management strategies and plans appropriate to the scope, complexity, and risk of an initiative.
- Conduct stakeholder analyses, change impact assessments, readiness assessments, and risk assessments.
- Identify adoption barriers, resistance risks, and areas requiring additional support.
- Recommend change interventions that support successful employee adoption and utilization.
Support Employee Adoption & Usage - Identify gaps in Awareness, Desire, Knowledge, Ability, and Reinforcement and develop targeted actions to address them.
- Monitor and evaluate employee readiness and adoption throughout the project lifecycle.
- Support business leaders and managers in driving employee engagement and commitment.
- Help ensure employees have the information, resources, and support needed to successfully adopt change.
Develop & Execute Change Plans - Create and manage core change management plans.
- Coordinate change activities across project and business teams.
- Support the development and delivery of stakeholder communications.
- Partner with Internal Communications to design and execute communications plans.
- Partner with learning and training teams to identify employee readiness and learning needs.
- Support post-implementation reinforcement activities.
Enable Key Change Roles - Partner with executive sponsors, people leaders, and project teams to build change readiness and engagement.
- Provide coaching, tools, and guidance to leaders supporting impacted teams.
Partner with Project Teams - Collaborate with project managers and project teams to integrate change management activities into implementation plans.
- Participate in project planning, deployment, transition, and sustainment activities.
- Communicate change risks, readiness concerns, and adoption needs to project stakeholders.
- Help align project milestones with change management activities and employee readiness objectives.
- Support successful transitions from project implementation to operational sustainment.
Manage Readiness & Resistance - Assess organizational readiness throughout the change lifecycle.
- Identify sources of resistance and develop proactive mitigation strategies.
- Gather stakeholder feedback and monitor employee sentiment.
- Escalate significant adoption risks and readiness concerns when appropriate.
- Support leaders in addressing resistance and reinforcing desired behaviors.
Measure Adoption & Sustainment - Monitor and report on change management effectiveness metrics.
- Track adoption, utilization, proficiency, and readiness indicators.
- Evaluate the effectiveness of change interventions and make recommendations for improvement.
- Support lessons learned activities and continuous improvement efforts.
- Assist in transitioning ownership of sustainment activities to business leaders and operational teams.
What We're Looking For:- Bachelor's degree in Business, Human Resources, Communications, Organizational Development, Psychology, Education, or a related field - or equivalent experience.
- 3-5 years of experience supporting organizational change, employee experience, learning, communications, project management, organizational development, or related disciplines.
- Experience supporting business transformation, technology implementations, process improvement, or organizational change initiatives.
- Experience working with cross-functional teams and stakeholders at multiple organizational levels.
- Strong communication, facilitation, and relationship-building skills.
Responsibilities:
Apply Structured Change Management Methodology - Apply change management tools, processes, and methodologies to support the people side of change.
- Develop and execute change management strategies and plans appropriate to the scope, complexity, and risk of an initiative.
- Conduct stakeholder analyses, change impact assessments, readiness assessments, and risk assessments.
- Identify adoption barriers, resistance risks, and areas requiring additional support.
- Recommend change interventions that support successful employee adoption and utilization.
Support Employee Adoption & Usage - Identify gaps in Awareness, Desire, Knowledge, Ability, and Reinforcement and develop targeted actions to address them.
- Monitor and evaluate employee readiness and adoption throughout the project lifecycle.
- Support business leaders and managers in driving employee engagement and commitment.
- Help ensure employees have the information, resources, and support needed to successfully adopt change.
Develop & Execute Change Plans - Create and manage core change management plans.
- Coordinate change activities across project and business teams.
- Support the development and delivery of stakeholder communications.
- Partner with Internal Communications to design and execute communications plans.
- Partner with learning and training teams to identify employee readiness and learning needs.
- Support post-implementation reinforcement activities.
Enable Key Change Roles - Partner with executive sponsors, people leaders, and project teams to build change readiness and engagement.
- Provide coaching, tools, and guidance to leaders supporting impacted teams.
Partner with Project Teams - Collaborate with project managers and project teams to integrate change management activities into implementation plans.
- Participate in project planning, deployment, transition, and sustainment activities.
- Communicate change risks, readiness concerns, and adoption needs to project stakeholders.
- Help align project milestones with change management activities and employee readiness objectives.
- Support successful transitions from project implementation to operational sustainment.
Manage Readiness & Resistance - Assess organizational readiness throughout the change lifecycle.
- Identify sources of resistance and develop proactive mitigation strategies.
- Gather stakeholder feedback and monitor employee sentiment.
- Escalate significant adoption risks and readiness concerns when appropriate.
- Support leaders in addressing resistance and reinforcing desired behaviors.
Measure Adoption & Sustainment - Monitor and report on change management effectiveness metrics.
- Track adoption, utilization, proficiency, and readiness indicators.
- Evaluate the effectiveness of change interventions and make recommendations for improvement.
- Support lessons learned activities and continuous improvement efforts.
- Assist in transitioning ownership of sustainment activities to business leaders and operational teams.
Qualifications:
