The Enterprise Change Manager supports the delivery of RSM’s Enterprise Change Management strategy and federated change management model by providing change management expertise across priority initiatives and helping strengthen visibility, consistency, readiness, and adoption across the firm.

The role partners with initiative sponsors, project and product teams, business leaders, change practitioners, and other stakeholders to assess change impacts, develop and execute change strategies, identify risks and dependencies, and support successful adoption and sustainment.

Working across lines of business and functions, the Enterprise Change Manager brings an enterprise perspective to assigned work by identifying connections between initiatives, stakeholder impacts, competing change demands, and opportunities for coordination. The role also supports the continued development of enterprise change management practices, tools, insights, and capabilities.

Responsibilities:

Change Management Delivery

• Independently lead change management activities for assigned enterprise and priority initiatives.
• Assess the scope, complexity, stakeholder impact, readiness, and change management needs of assigned initiatives and recommend an appropriate change approach.
• Develop and execute fit-for-purpose change management strategies and plans aligned with the Enterprise Change Management framework and tiered support model.
• Create and maintain change deliverables including stakeholder assessments, change impact analyses, readiness assessments, communications plans, learning and enablement plans, sponsor activities, resistance management approaches, and adoption plans.
• Integrate change management activities with project, product, communications, learning, technology, and implementation plans.
• Monitor progress against change plans and adjust activities based on business needs, stakeholder feedback, readiness, and emerging risks.

Stakeholder and Leadership Enablement

• Build effective relationships with sponsors, project leaders, business leaders, change practitioners, and impacted stakeholders.
• Provide practical change management guidance and recommendations to initiative and business leaders.
• Support sponsors and people leaders in understanding and carrying out their role in leading change.
• Facilitate stakeholder discussions, workshops, readiness conversations, impact assessments, and other change-related sessions.
• Translate complex project, process, technology, and organizational information into clear implications for impacted audiences.
• Gather stakeholder feedback and help project teams translate findings into appropriate actions.

Enterprise Change Visibility

• Support visibility into significant change occurring across lines of business and functions.
• Gather and maintain information related to initiative timing, impacted populations, change magnitude, readiness, dependencies, and other relevant change indicators.
• Analyze assigned initiatives and portfolio information to identify potential stakeholder overlap, competing changes, sequencing concerns, change saturation, and dependencies.
• Surface patterns, emerging risks, or cross-enterprise impacts to Enterprise Change Management leadership.
• Provide analysis and recommendations that support enterprise change planning and decision-making.

Federated Change Management Support

• Partner with change practitioners embedded within lines of business and functions to promote alignment and connectivity across the federated model.
• Apply and reinforce enterprise change management standards, tools, methods, and practices.
• Support business-aligned change practitioners with tools, guidance, coaching, and enterprise context as appropriate.
• Identify initiatives or issues that may require broader Enterprise Change Management involvement and escalate them to Enterprise Change Management leadership.
• Share lessons learned, reusable assets, and effective practices across the enterprise change community.

Readiness, Adoption and Sustainment

• Assess stakeholder and organizational readiness for assigned changes.
• Identify adoption risks, resistance, capability gaps, and other barriers that could affect implementation success.
• Develop and implement interventions to address identified readiness and adoption concerns.
• Establish appropriate measures for readiness, adoption, and sustainment in partnership with initiative teams.
• Gather qualitative and quantitative feedback to evaluate how change is being experienced and adopted.
• Provide insights and recommendations based on adoption and readiness data.
• Support the transition of changes from project or product teams into ongoing business operations.

Change Capability Building

• Support the development and delivery of change management tools, resources, learning experiences, communities of practice, and leader enablement activities.
• Coach project teams, business partners, and change practitioners on effective change management practices.
• Help increase change management capability across the firm by making tools and practices practical, accessible, and scalable.
• Contribute insights and recommendations that improve Enterprise Change Management methods and ways of working.

Innovation and Continuous Improvement

• Identify opportunities to simplify and improve change management processes, tools, and deliverables.
• Leverage AI, technology, data, and automation to improve change analysis, communications, stakeholder insights, reporting, and delivery efficiency.
• Stay current on emerging change management practices and apply relevant approaches to assigned work.
• Participate in continuous improvement of the Enterprise Change Management capability.

People Development

• Support the development of less-experienced change practitioners through coaching, feedback, and knowledge sharing.
• May serve as a Performance Advisor, including regular feedback, coaching, goal setting, and development with assigned advisees.

Required Qualifications

• Bachelor's degree or equivalent professional experience; business, organizational development, human resources, communications, technology, psychology, or related discipline preferred.
• Minimum five years of experience supporting or leading change management for organizational, technology, process, operating model, or transformation initiatives.
• Demonstrated ability to independently develop and execute change management plans for moderately to highly complex initiatives.
• Experience working with business leaders, project teams, managers, and employees across multiple stakeholder groups.
• Working knowledge of change management disciplines including stakeholder engagement, change impact assessment, communications, learning and enablement, readiness, resistance management, adoption, and sustainment.
• Strong consulting, facilitation, communication, relationship management, and problem-solving skills.
• Demonstrated ability to influence without direct authority and work effectively across organizational boundaries.
• Ability to analyze complex information, identify patterns and risks, and translate findings into practical recommendations.
• Ability to manage multiple priorities and operate effectively in a complex, matrixed environment.
• Strong judgment, business acumen, curiosity, and attention to detail.
• Experience using data, stakeholder feedback, and other insights to inform change management decisions.
• Professional services, public accounting, consulting, or other complex matrixed organization experience preferred.
• Change management certification such as Prosci, CCMP, or equivalent preferred.

At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life’s demands, while also maintaining your ability to serve clients. Learn more about our total rewards at .

At RSM, an employee’s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.