Job Overview

The Change Management Specialist plays a key role in ensuring that transformational projects and initiatives meet objectives on time and on budget by increasing employee adoption and usage. This person focuses on the people side of change, which involves preparing, supporting, and equipping people to adopt and use changes to business processes, systems and technology, job roles, organization structures, and more.

The primary responsibility of an organizational change management specialist is to develop and implement change management strategies and plans that maximize employee adoption and usage of required changes. These responsibilities also include plans and efforts to anticipate and minimize resistant behaviors from employees and stakeholders who are impacted by the changes.

Duties and Responsibilities

Change Management

• Drive faster adoption, higher ultimate utilization of changes, and proficiency with the changes that impact employees who must use the changes in their daily work.
• Improvements increase benefit realization, value creation, ROI, and the achievement of results and outcomes.
• Conduct impact analyses, assess change readiness, and identify key stakeholders.
• Identify, analyze, and manage anticipated and persistent resistance.
• Support project managers and project teams to integrate change management activities with their project plans.
• Lead the transformation from the current state to the future state with a focus on improving associate and customer utilization and adoption.
• Identify impacted stakeholders, assess the level of change likely to result from transformation, and create and implement change management strategies and plans that maximize employee productivity and engagement.
• Create actionable deliverables for the core change management plans:
  • Sponsor Plan
  • People Manager Plan
  • Communications Plan
  • Training Plan

Communication

• Ability to clearly articulate messages to a variety of audiences.
• Ability to support and coach people managers and supervisors as they help their teams through their transitions.
• Enable the design, development, delivery, and management of key communications.

Training

• Provide input, document requirements, and support the design and delivery of training programs.
• Consult and coach project teams, people managers, and supervisors.
• Help to build out a change management toolkit inclusive of templates.

Qualifications and Education Requirements

• Minimum of 5 years of related experience in program management, change management, or transformation management.
• Banking experience preferred.
• Proficient with Microsoft Excel, marketing automation platforms, and data manipulation and visualization tools like Tableau or Microsoft BI.
• Exceptional communication skills, both written and verbal
• Excellent active listening skills
• A solid understanding of how people go through change and the change process.
• Ability to establish and maintain strong relationships.
• Must be a team player and able to work collaboratively with and through others.
• Change management certification or designation desired.
• Able to work effectively at all levels of an organization.
• Problem solving and root-cause identification skills.
• Bachelor’s degree in marketing or related field preferred

Additional Skills

• Excellent attention to detail
• Ability to manage multiple tasks on pressing timelines.
• Ability to work collaboratively and independently as situations warrant.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)