The Change Manager will play a key role in helping projects meet business, schedule and budget objectives. This person will focus on the people side of change – including changes to business processes, systems and technology, job roles and organization structures. The primary focus will be creating and implementing change management plans that minimize employee resistance and maximize employee engagement. The Change Manager will work to drive faster adoption, greater ultimate utilization and higher proficiency on the changes impacting employees in the organization such that business results are achieved.
The Change Manager will also develop a structured communication strategy and process with templates for various types of technology changes that impact business users, including routine changes, major and minor upgrades, and new systems implementations.
The Change Manager will act as a coach for senior leaders and executives in helping them fulfill the role of change sponsor. The Change Manager will also support project teams in integrating change management activities into their project plans. Finally, the Change Manager may provide direct support and coaching to front-line managers and supervisors as they help their direct reports through transitions.
Responsibilities include, but are not limited to:
- Apply a structured change management approach and methodology for the people side change caused by projects and change efforts.
- Develop a change management strategy based on a situational awareness of the details of the change and the groups being impacted by the change.
- Identify potential people-side risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns.
- Conduct readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner.
- Develop a set of actionable and targeted change management plans – including communication plan, sponsor roadmap, coaching plan, training plan and resistance management plan.
- Support the execution of plans by employee-facing managers and business leaders.
- Be an active and visible coach to executives & leaders who are change sponsors.
- Create and manage measurement systems to track adoption, utilization and proficiency of individual changes.
- Identify resistance and performance gaps, and work to develop and implement corrective actions
- Create and enable reinforcement mechanisms and celebrations of success.
- Work with project teams to integrate change management activities into the overall project plan.
- Work with communication, training, HR and OD specialists in the formulation of particular plans and activities to support project implementation.
Please note this job description does not cover or contain all activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
- A solid understanding of how people go through a change and the change process
- Experience and knowledge of change management principles and methodologies
- Familiarity with project management approaches, tools and phases of the project lifecycle.
- Exceptional communication skills – both written and verbal.
- Able to work effectively at all levels in an organization.
- Excellent active listening skills.
- Problem solving and root cause identification skills.
- Strong analytic and decision making abilities.
- Must be a team player and able to work with and through others.
- Ability to influence others and move toward a common vision or goal.
- Experience with large-scale organizational change effort.
- Change Management Professional designation is a plus
- Previous change management experience is a plus.
Equal Employment Opportunity/M/F/disability/protected veteran status