Job Summary:

The Organizational Change Management (OCM) Lead is responsible for developing and executing change strategies that enable successful adoption of Talent and Human Resources initiatives across the organization. This role focuses on the people side of HR-led change, including HR technology implementations, talent programs, process redesigns, policy changes, and changes to the employee and manager experience. The OCM Lead partners across all functional areas of Human Resources and other business leaders to translate HR initiatives into practical change strategies that prepare employees and managers for new processes, systems, expectations, and ways of working.

Job Responsibilities:

HR Change Strategy & Planning

• Develop and execute organizational change-management strategies for Talent and Human Resources initiatives, including HR technology implementations, process redesigns, new programs, policy changes, and employee or manager experience improvements.
• Partner with HR project and program leaders to evaluate workforce impacts and integrate change-management activities into implementation plans.
• Conduct change-impact and organizational readiness assessments to identify affected stakeholders, adoption risks, capability gaps, and resistance points.
• Develop scalable change-management plans aligned with initiative complexity, workforce impact, and business risk.
• Establish mitigation strategies that address adoption barriers and support successful implementation.
• Provide objective recommendations to HR leaders regarding change readiness, workforce impacts, and implementation risks.
   

Stakeholder Engagement & Communications

• Identify key stakeholder groups and develop engagement strategies that support awareness, understanding, and adoption of HR initiatives.
• Partner with HR Business Partners, business leaders, and project sponsors to prepare impacted organizations for change.
• Develop communication strategies that define target audiences, key messages, communication channels, timing, and leadership communication requirements.
• Coordinate communication activities with project milestones, training delivery, and implementation events to create a consistent employee experience.
• Facilitate stakeholder discussions, leader briefings, feedback sessions, and other engagement activities designed to increase readiness and commitment to change.
• Establish feedback mechanisms to assess employee and leader understanding and adjust engagement strategies as needed.
   

Training & Enablement

• Partner with Learning & Development and HR subject matter experts to define learning and enablement strategies that support successful adoption of new systems, processes, programs, and expectations.
• Translate change impacts into training, performance-support, and manager enablement requirements for affected employee populations.
• Coordinate the development and delivery of training content, job aids, manager toolkits, and reinforcement resources.
• Ensure leaders and managers are equipped with the knowledge, tools, and resources needed to effectively communicate and reinforce change within their teams.
• Evaluate training effectiveness and identify knowledge or capability gaps requiring additional intervention.
   

Adoption, Measurement & Sustainment

• Define measurable readiness, adoption, and success criteria for assigned HR initiatives.
• Develop adoption scorecards, assessment tools, and measurement approaches that provide visibility into implementation effectiveness.
• Monitor adoption using system data, operational metrics, learning data, stakeholder feedback, and workforce observations.
• Identify populations or functions where adoption is lagging and partner with leaders to implement targeted interventions.
• Develop reinforcement strategies that embed new processes and behaviors into ongoing operations.
• Conduct post-implementation reviews and incorporate lessons learned into future HR transformation efforts.
   

OCM Methodology & Consulting

• Develop and maintain standardized change-management methodologies, tools, templates, and governance practices supporting HR and Talent initiatives.
• Establish practical standards for determining the appropriate level of change support based on initiative complexity, workforce impact, and adoption risk.
• Coach HR project leaders, HRIS teams, HR Business Partners, and other stakeholders on effective change-management practices.
• Build organizational capability by promoting consistent change-management approaches across HR functions.
• Serve as the internal subject matter expert and trusted advisor on the people side of HR transformation and organizational change.

Experience:

• 5+ years of experience in organizational change management, organizational development, HR transformation, talent management, HR technology implementation, or a related discipline.
• Demonstrated experience developing and executing change strategies for complex, cross-functional HR or workforce initiatives.
• Experience supporting HR technology implementations strongly preferred; Workday or comparable HCM experience is highly desirable.
• Experience supporting geographically dispersed, operational, manufacturing, or frontline employee populations preferred.
• Demonstrated experience influencing and coordinating work across teams without direct reporting authority.

Knowledge, Skills and Abilities:

• Strong knowledge of organizational change-management principles, methodologies, and practices.
• Understanding of HR and talent-management processes and the employee lifecycle.
• Ability to translate HR technology, process, and program changes into clear implications for employees and managers.
• Strong consulting, facilitation, influencing, and stakeholder-management skills.
• Demonstrated ability to lead through influence without formal authority.
• Ability to identify and constructively challenge decisions that may create employee readiness or adoption risk.
• Strong written and verbal communication skills across frontline, professional, managerial, and executive audiences.
• Strong project-management and organizational skills with the ability to coordinate multiple workstreams and competing priorities.
• Ability to use qualitative and quantitative data to evaluate readiness, adoption, and effectiveness.
• Ability to balance structured change methodology with practical execution in a fast-paced operating environment.

Supervisor Responsibilities:

• None, this role is an individual contributor and while the role does not have direct reports, it provides leadership resources supporting the development and execution of training and enablement activities associated with assigned change initiatives.

Education:

• Bachelor's degree in Organizational Development, Human Resources, Business, Communications, Learning & Development, or a related field required; equivalent relevant experience may be considered.

Work Environment:

• While performing the duties of this job, the employee is exposed to typical risks of injury in an office environment.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Must adhere to the company’s Code of Conduct and all other policies.

Travel Requirements:

• This role will be expected to travel up to 50% of the business year.

Safety Requirements:

• Follows all departmental and company safety policies and programs.

EQUAL OPPORTUNITY EMPLOYER

As an Equal Opportunity Employer, Wayne-Sanderson does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person’s veteran status or any other characteristic protected by law or executive order.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.