Change Manager

Teacup is currently looking for a Senior Change Management Leader to implement a Change Management framework within our clients Corporate Project Management Office (CPMO). It is expected that the Change Management framework will be applied to at least one project. Candidates must be certified or knowledgeable in the Prosci methodology.

Position Purpose: As a member of the CpMO, the Change Management Leader (CM-II) will play a key role in ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. 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/updating the Change Management framework and implementing change management strategies and plans that maximize employee adoption and usage and minimize resistance. The change management leader will work to drive faster adoption, higher 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.

The change management leader will have to work through many others in the organization to succeed. The change management leader will act as a coach for senior leaders and executives in helping them fulfill the role of change sponsor. The change management may also provide direct support and coaching to all levels of managers and supervisors as they help their direct reports through transitions. The change management will also support project teams in integrating change management activities into their project plans.

The Change Management Leader II:

• Creates/Owns Change Management (CM) framework based on PROSCI – mature CM processes and practices for consistency and credibility using a structured CM framework. Ensure processes are followed and work products are of quality whether performing CM activities or providing direction/oversight to other CM practitioners.
• Is accountable to create/modify and Apply a structured methodology and lead change management activities –
  Assess and apply the change impacts of assigned projects or transformation initiatives by completing change management assessments and present action plans to executive sponsors and senior management stakeholders. This includes creation of CM strategy and action plans in coordination with the PM and executive sponsor aligned with each project or initiative.
• Identifies, analyzes, prepares, and implements risk mitigation tactics and plans. Proactively track and report issues (risk & risk mitigation) during the project.
• Identifies and manage anticipated change resistance within and across organizations
• Consults and coaches project teams using the tools, processes, and outputs of the methodology.
• Creates actionable deliverables including communications plan, stakeholder analysis, sponsor roadmap, coaching plan, training plan, resistance management plan
• Perform the change management role and possibly lead/coach/mentor other change management practitioners
• Through self or other CM professionals:
  • To consistently lead/manage assigned projects/program(s) to successful conclusion – Delivering on objectives on-time/budget with quality and defined scope while utilizing the CpMO’s CM procedures, and templates. Delivery is accomplished by leading and motivating others in leadership roles such as VPs, Dirs, Managers, Team Leaders, etc
  • To deliver on quality and transparency of plan and reporting
  • To Ensure proper governance to support projects/program(s)
  • To Deliver business outcomes through others while focusing on coordination, governance, and communications
• Support organizational design and definition of new roles and new responsibilities with respect to the future state created by the change initiative.
• Manage stakeholders and stakeholder expectations in coordination with executive sponsors.
• Define and measure success metrics for the project; and, monitor and report change progress.

Skills and Qualifications

• Change Management competency – A solid understanding of how people go through a change and the change process gained through experience and knowledge of change management principles, methodologies; experience and certification with Prosci ADKAR is a must.
• Exceptional communication skills; written, verbal, and especially active listening skills
• Ability to clearly articulate messages to a variety of audiences
• Strong interpersonal skills: a team player that has demonstrated the ability to establish and maintain strong relationships and proven the ability to work collaboratively with and through others
• Able to work effectively at all levels in an organization
• Ability to influence others and move toward a common vision or goal
• Flexible and adaptable; able to work in ambiguous situations
• Resilient and tenacious with a propensity to persevere
• Organized with a natural inclination for planning strategy and tactics
• Acute business acumen and understanding of organizational issues and challenges