UCT is looking for a talented
Director, Global Change Management to join us!
The
Director of Global Change Management will lead the strategic design, alignment, and execution of organizational change initiatives across our global footprint. As major transformations-ranging from digital modernizations to structural updates-reshape how we operate, this role ensures our global workforce is equipped, engaged, and supported through transition.
This is a high-impact leadership position requiring deep expertise in change methodology, strong cultural fluency, and the ability to influence cross-functional executives.
Reporting to the Vice President of Global Learning and Organization Development.
Duties and Responsibilities: Global Change Strategy & Governance- Design, scale, and own the enterprise-wide global change management framework, playbooks, and toolkits.
- Partner with the Global VP of L&OD, Information and Technology, the Project Management Office, the Director of Talent Development, Corporate Communications, and executive leadership to assess global change capacity, building a holistic roadmap that minimizes change fatigue across regions.
- Establish key performance indicators (KPIs) and metrics to measure change adoption, proficiency, and business impact.
Transformation Portfolio Leadership - Serve as the strategic advisor and lead change strategist for high-stakes enterprise initiatives (e.g., global ERP rollouts, operating model designs, M&A integrations).
- Conduct comprehensive stakeholder analyses and impact assessments across diverse global regions to identify risks, resistance points, and cultural nuances.
- Formulate targeted change strategies covering stakeholder alignment, communication, training, and risk mitigation.
Capability Building & Culture - Drive a culture of agility by upskilling HR partners, business leaders, and project managers in modern change management principles.
- Establish and nurture a global Change Champion Network to localize initiatives and accelerate regional adoption.
- Provide executive coaching to senior leaders, helping them act as visible and effective sponsors of change.
Cross-Functional Collaboration - Cross-Functionally Collaborate closely with Internal Communications, Information and Technology, the Project Management Organization, HR Business Partners, and Business Unit leaders to ensure seamless integration of change plans into overall project timelines.
Core Competencies: - Executive Presence & Influence: Ability to build instant credibility, influence without direct authority, and navigate complex executive dynamics.
- Analytical Problem Solving: Competency in translating complex qualitative feedback and quantitative adoption metrics into actionable strategies.
- Empathy & Communication: Exceptional communication skills with a high degree of emotional intelligence, ensuring global messaging is empathetic, transparent, and clear.
- Organization Awareness & Assessment: Adept at methodically analyzing and assessing the readiness and impact of change efforts.
Education, Certifications, Requirements: - Education: Bachelor's degree in Organizational/Organization Development & Change Management, Human Resources, Business Administration, or a related field. Master's degree (MBA/MS/MPS) preferred.
- Certifications: Prosci, ACMP (Certified Change Management Professional), or equivalent change management methodology certification is highly preferred.
- Professional Background: 10+ years of progressive experience leading large-scale organizational change management, management consulting, or organizational development initiatives.
- Global Scale: At least 4 years operating in a global or highly matrixed multi-national organization, with a proven track record of adapting strategies for regional and cultural nuances.
- Transformation Track Record: Demonstrated experience guiding workforces through large-scale digital/technology transformations, structural realignments, or corporate turnarounds.
- Travel: Up to 10%+ travel, international and domestic US.
Success Metrics (KPIs): - Time-to-Adoption (TTA): Average weeks/months to achieve target workforce adoption and proficiency across global sites post-launch.
- Deployment Cycle Time: Reduction in end-to-end transformation timelines via scalable change frameworks and parallel-path rollout models.
- Change Network Activation: % alignment and active engagement of regional Change Agents and site points of contact across the global footprint.
- Framework Adherence Rate: % of enterprise-wide transformations utilizing standardized global change methodologies, playbooks, and governance.
