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The AVP of Change Management & OD will play a key role in ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee commitment and adoption. 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 responsibility will be creating and implementing change management strategies and plans that maximize employee adoption and usage and minimize resistance. The change leader will work to drive fast adoption, high ultimate utilization of and proficiency with the changes that impact employees. These improvements will increase benefit realization, value creation, ROI and the achievement of results and outcomes.

To be successful, this person will work through and partner with many others in the organization. In addition to COE experts (communication, training) and HR Business Partners (HRBPs), the change leader will:

• Support project teams in integrating change management activities into their project plans and will be called upon to design and lead intervention efforts
• Act as a coach for senior leaders and executives in helping them fulfill the role of change sponsor
• Provide coaching to HRBPs and HR Partners to guide them as they support all levels of managers and supervisors to lead through transitions
• Provide coaching to HRBPs to ensure adherence to the HR Operating Model and ensuring an enterprise approach to solutions.

As a change leader, you will:

• Apply a structured methodology and lead change management activities for large scale, global enterprise initiatives
  • Apply a change management process and tools to create a strategy to support adoption of the changes required by a project or initiative
  • Remain flexible to meet leaders where they are
• Support communication efforts
  • In partnership with the communication COE, support the design, development, delivery and management of communications.
• Assess the change impact
  • Conduct impact analyses, assess change readiness and identify key stakeholders.
• Support training efforts
  • Provide input, document requirements and support the design and delivery of training programs for both initiative specific training and enterprise leadership development programs

Additional responsibilities may include the following:

• Complete change management assessments
• Identify, analyze and prepare risk mitigation tactics
• Identify and manage anticipated resistance
• Consult and coach project teams
• Create actionable deliverables which may include: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan
• Support and engage senior leaders
• Coach managers and supervisors
• Support organizational design and definition of roles and responsibilities
• Coordinate efforts with other subject matter experts most specifically: HR Business Partners, Communication, Training
• Integrate change management activities into project plan
• Evaluate and ensure user readiness
• Manage stakeholders
• Track and report issues
• Define and measure success metrics and monitor change progress (CM dashboards)

Basic qualifications

• Bachelors degree is required, advance degree preferred
• 7+ years progressive experience in human resources functions, with preferably 2+ years in an HRBP/HR Generalist role
• 5+ years experience leading large-scale organizational change efforts, preferably with Global 500 companies

Preferred qualifications

• Advanced degree preferred, preferably in fields such as Industrial/Organizational Psychology, Organizational Learning & Development, Human Resources Administration
• Change management certification or designation desired
• Certifications in assessments such as DiSC, Meyers-Briggs, Kilmann-Strong inventory, or the like
• Familiarity with project management approaches, tools and phases of the project lifecycle
• Experience with large-scale organizational change efforts, preferably with Global 500 companies
• Experience with M&A change management highly desired

Additional qualifications

• Capable of working autonomously or collaboratively as part of a team with a sleeves rolled up approach
• A solid understanding of how people go through a change and the change process
• Exceptional communication skills, both written and verbal with the ability to clearly articulate messages to a variety of audiences
• Excellent active listening skills
• Ability to establish and maintain strong relationships
• Ability to influence others and move toward a common vision or goal
• Flexible and adaptable; able to work in ambiguous situations or with changing priorities
• Resilient and tenacious with a propensity to persevere
• Organized with a natural inclination for planning strategy and tactics
• Problem solving and root cause identification skills
• Able to work effectively at all levels in an organization
• Business acumen and understanding of organizational issues and challenges