Short Description

The Change Management Lead plays a crucial role in leading the change management strategy and serves as an internal expert and thought leader. Their primary focus is leading the human aspects of change, encompassing shifts in business processes, systems, technology, job roles, and organizational structures. This role demands a seasoned professional with a proven track record of successfully facilitating and engaging employees through key cultural, strategic, and operational change.

This role is integral, offering practitioner-level expertise to various program and field operations teams supportive of both transformational and continuous improvement approaches across and within the business.

Responsibilities

Principle Duties and Responsibilities
 
1. Strategic Change Leadership:
Develop and implement a comprehensive change management strategy to partner with key functional leaders and the related operational capabilities to support implementation. 
Collaborate with key stakeholders to assess the impact of change initiatives on various departments and teams. 
Assess the magnitude and timing of major changes, the organization's change readiness and the key stakeholders most heavily impacted by the change. 
Ensure adherence with all compliance standards and always operate with integrity.
 
2. Team Leadership and Development:
Build and lead a team of change management professionals, fostering a collaborative and high-performance culture.
Work closely with senior leadership to ensure alignment between change initiatives and overall business strategy.
Provide mentorship and guidance to team members, promoting professional growth and development.
 
3. Stakeholder Engagement:
Provide ongoing coaching and mentoring around good change management practices to senior leadership, project managers, and site personnel to increase their effectiveness in driving sustainable change. 
Lead a community of change advocates and leverage trusted informal leaders to influence successful organizational change.
Communicate the vision and impact of change initiatives, addressing concerns and ensuring alignment.
 
4. Change Communication Planning:
Design and execute communication plans that effectively convey the purpose, benefits, and progress of change initiatives to all stakeholders.
Create plans that accommodate the needs of different stakeholder groups impacted by the change. 
 
5. Training and Capability Building: 
Oversee the development and delivery of training programs to equip employees with the skills and knowledge required for successful change adoption.
Monitor and evaluate training effectiveness, adjusting as necessary.
Lay out plan and timing and work with business unit HR to redesign jobs, define the behavioral competencies and performance metrics related to the new roles created to support Herc initiatives. 
Work closely with HR and business leaders to identify roles and lay-out the related talent plan for each. Establish selection criteria, backfill strategies and retention plan for key project talent.
Principle Duties and Responsibilities
Establish and track key performance indicators (KPIs) to assess the success and impact of change initiatives.
Provide regular reports to senior leadership on the progress of change efforts, identifying areas for improvement.

7. Risk Management:
Identify potential risks associated with change initiatives and develop proactive mitigation strategies.
Proactively address resistance to change by implementing strategies to promote understanding and acceptance. 
Account for events that impact employees and review ongoing changes to identify too much change and potential change fatigue.

Professional Experience

Educational Background

Conditions of Employment

Skills