Responsibilities Work with organizations: Provide expertise, consultative advice, guidance, and coaching to build knowledge and expertise in change management principles, methodologies, and tools. Help leaders and teams: Enhance their capabilities to understand how change impacts people, the reasons why people resist change, and how to support people as they transition through change. Be an active and visible coach: Support leaders, partners, and stakeholders in their role as change champions. Partner and collaborate: Work collaboratively with key roles such as project managers, business analysts, process improvement specialists, change consultants, and leadership to integrate change practices at all levels of the organization. Develop and implement strategies: Create change management strategies, plans, and frameworks. Lead communication efforts: Develop, implement, and/or provide input in the development of communication plans, sponsor roadmaps, stakeholder assessments, training plans, and resistance management throughout the lifecycle of the project. Lead stakeholder management: Identify and analyze key stakeholders, and develop stakeholder engagement strategies. Ensure alignment: Align change management activities with participating stakeholders to remove change barriers, smooth the adoption process, and contribute to problem-solving for successful implementation. Engage clients and stakeholders: Ensure that clients, partners, and stakeholders are actively engaged in the change, consulted with, and communicated to. Articulate the purpose of change: Explain the purpose of change in a manner that makes sense to impacted stakeholders and provides a compelling picture of the new organization. Build consensus: Gain agreement among clients, partners, and stakeholders on specific changes designed to better meet their needs. Identify and mitigate risks: Identify potential people-side risks and anticipated points of resistance, and develop plans to mitigate or address concerns. Conduct readiness assessments: Design and conduct change readiness assessments, evaluate results, and present findings to stakeholders to plan and carry out a change management strategy. Track adoption and proficiency: Administer measurement systems to track adoption, utilization, and proficiency of individual changes. Sustain benefits: Develop an approach to embed and institutionalize the change to sustain the benefits achieved, including knowledge transfer, performance management, continuous improvement, and other related practices.

Requirements Experience and Skill Set Requirements

General Skills Organizational Change management expertise: Experience and knowledge of Organizational change management industry standards, best practices, methodologies, and tools. Strategy development: Experience in the development of training, communication, and Organizational change management strategies and plans. Stakeholder engagement: Ability to work effectively and engage with a diverse group of stakeholders, such as senior management and leaders, project managers, etc. Conflict management: Strong conflict management, interpersonal, and communication skills (written and verbal). Project management: Experience with project management fundamentals and understanding of the lifecycle of a project. Active listening: Excellent active listening skills. Analytical abilities: Strong analytical and decision-making abilities. Presentation skills: Strong presentation and group facilitation skills. Desirable Skills Change impact assessment: Experience identifying and assessing change impacts to the organization’s business processes and technology solutions to drive business and people adoption. Transformational projects: Experience leading medium to large transformational change projects. Structured approach: Experience working with project leads to apply a structured Organizational change management approach and methodology for the people side change across assigned initiatives. Stakeholder analysis: Experience understanding the program/project and related Organizational change management issues by identifying key stakeholders and how they will be impacted by the change. Actionable plans: Experience developing actionable and targeted change management plans that include communications, coaching, training, sponsorship, and/or other resistance management activities. Success metrics: Experience defining and measuring success metrics and monitoring change progress to track adoption, utilization, and proficiency related to changes. Process management: Experience managing the change management process, and applying change management principles. Experience coordinating efforts with other subject matter experts, including communications specialists, training specialists, and human resource consultants during implementation. Ability to influence others, at all levels within the organization, and move towards a common goal.

Evaluation criteria:

Organizational Change Management: 50% Interpersonal, Influencing and Communications Skills: 20% Project Management Skills: 10% Analyzing/Problem-Solving Skills: 10% Technical Skills: 10%

Must Have: MUST have exp with Organizational Change Management at an enterprise level. Candidate will not be considered if they do not have the extensive OCM exp. Exp with large projects handling various stakeholders. Exp with creating communication plans, training plans and various other tools.