Senior Change Manager to support Human Resources (HR) Transformation projects with experience balancing strategic thinking and day-to-day execution

Senior Change Manager to support Human Resources (HR) Transformation projects with experience balancing strategic thinking and day-to-day execution

Contract: 6 months to start, strong possibility of extension

100% Remote

Must have:

• Experience as a Senior Change Manager delivering enterprise wide change management initiatives
• Experience delivering large-scale HR transformation programs (e.g., operating model, workforce/position management, time & attendance, HR transformation, HRIS transformation or similar)
• Experience developing and executing end-to-end OCM strategies (change plans, stakeholder engagement, communications, training)
• Hands-on experience creating OCM deliverables (decks, communications, readiness assessments, workshop facilitation)

Nice to have:

• Change management certifications (e.g., Prosci/ADKAR or similar).
• ERP Experience (SuccessFactors etc)

Who you are:

• As a Senior Change Practitioner within the Project Management Office (PMO) team, you play a critical role in driving transformative change within the organization. Working closely with the project team, you focus on guiding the organization through strategic shifts, ensuring that changes are smoothly integrated, and achieving desired outcomes.

What You Will Do:

Strategic Planning & Design

• Develop the Case for Change and OCM Strategy: Develop the case for change and the comprehensive change management strategy. Document a detailed change plan inclusive of communications, training needs, stakeholder engagement, and resistance management that is aligned with the overall project timeline and objectives.
• Change Impact Assessments: Lead the analysis to identify specific and measurable impacts on roles, processes, and required skills across all affected business units.
• Sponsorship Alignment: Coach and align key leadership on their roles in driving the change, ensuring consistent messaging and visible commitment.
• Metrics & Evaluation: Define clear, measurable OCM success metrics and establish a plan for monitoring adoption, measuring change effectiveness, and identifying areas for course correction.
• Tactical Execution & Delivery

Communications Management:

• Partner with our Internal Communications team to develop, draft, and deliver targeted communications that articulate the 'Why,' 'What,' and 'When' of the planned changes impacting various stakeholder groups.

Stakeholder Engagement:

• Design and facilitate targeted workshops, focus groups, and leadership meetings to gather input, build buy-in, and address resistance proactively.

Training & Readiness:

• Collaborate with Training and HR teams to define the required new capabilities and enable knowledge transfer.

Conduct Stakeholder Impact Analyses and Business Readiness Assessment

• Tailor change strategies and knowledge transfer programs effectively.

Resistance Management:

• Proactively identify potential points of resistance and develop specific mitigation plans, working closely with Business Leadership and HR Business Partners.

Material Development:

• Lead the creation of key OCM deliverables, including detailed change roadmaps, stakeholder analysis reports, change readiness assessments, and transition plans.

Continuous Improvement:

• Facilitate a smooth transition to the Change Management Office post-project, emphasizing sustainable change and continuous improvement.