Organizational Change Management Lead

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.

• →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.

• →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.

• 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.

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

• 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.

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

• Follows all departmental and company safety policies and programs.

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.