Organizational Change Manager

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for an Organizational Change Manager based in Canada.We are seeking an experienced Organizational Change Manager to lead complex enterprise transformation initiatives and help organizations navigate change successfully. In this role, you will shape and execute change strategies that align people, processes, operating models, and technology with broader business objectives. You will partner with executives, project leaders, technical teams, and employees to assess organizational readiness, overcome resistance, and drive meaningful adoption. Beyond communications and training, you will influence stakeholder behavior, build trust, and ensure new ways of working are embedded and sustained. You will also contribute to the development of change management methodologies, reusable tools, and consulting best practices. This opportunity is ideal for a strategic yet hands‑on change professional who thrives in complex client environments and enjoys turning transformation challenges into measurable, lasting results.
Accountabilities
Lead end-to-end change management: Plan and execute organizational change management activities for complex enterprise business and technology transformation programs, ensuring alignment with project goals and business outcomes.
Develop change strategies and roadmaps: Create practical change management plans that address organizational priorities, impacted audiences, implementation milestones, and long‑term adoption objectives.
Assess organizational readiness and impact: Conduct change impact assessments, stakeholder analyses, readiness evaluations, and adoption assessments to identify organizational implications, dependencies, and potential risks.
Manage stakeholder resistance: Identify the underlying causes of resistance, develop targeted mitigation strategies, and build trust and commitment among skeptical or reluctant stakeholders.
Drive stakeholder engagement: Develop engagement strategies for executives, managers, technical teams, and end users, building alignment across groups with competing priorities.
Lead communications and training initiatives: Create communication plans that explain what is changing, why it matters, and how individuals will be affected. Collaborate with training teams to develop role‑based learning, enablement, and knowledge‑transfer approaches.
Establish adoption measurement: Define key performance indicators, adoption metrics, feedback mechanisms, and reinforcement activities to evaluate change effectiveness and sustain new behaviors.
Integrate change into transformation delivery: Partner with project and program leaders to align change activities with delivery plans, implementation schedules, and transformation roadmaps.
Support organizational transitions: Help clients move from current‑state to future‑state processes, organizational structures, roles, responsibilities, operating models, and technology platforms.
Advise and influence leadership: Serve as a trusted advisor to client executives and managers, providing recommendations, executive‑ready presentations, readiness reports, and clear visibility into adoption risks and required interventions.
Facilitate workshops and difficult conversations: Lead stakeholder sessions, leadership discussions, readiness workshops, and conversations about resistance, organizational impacts, and transformation challenges.
Reinforce sustainable change: Support post‑implementation stabilization, continuous improvement, and reinforcement activities to ensure changes are adopted and maintained over time.
Strengthen change management practices: Develop and refine reusable methodologies, playbooks, templates, assessments, tools, and delivery standards to improve consistency and effectiveness across client engagements.
Contribute to consulting practice development: Capture lessons learned, mentor consultants and project team members, and support proposals, statements of work, presentations, and the development of new transformation solutions.
Requirements:
Relevant professional experience: At least seven years of experience in Organizational Change Management, business transformation, organizational transformation, or a closely related field.
Enterprise transformation leadership: Demonstrated experience leading change management workstreams within large‑scale, complex enterprise transformation programs.
Change management methodologies: Strong working knowledge of established frameworks such as Prosci/ADKAR, Kotter, or comparable change management methodologies.
Hands‑on change delivery: Proven experience developing and executing change strategies, impact assessments, stakeholder engagement plans, readiness assessments, communications, training strategies, resistance management plans, adoption approaches, and change measurement frameworks.
Stakeholder influence and resistance management: Demonstrated ability to navigate resistance, influence skeptical stakeholders, address competing priorities, and turn concerns into constructive engagement and advocacy.
Emotional intelligence and professional maturity: High emotional intelligence, self‑awareness, and sound judgment, with the ability to understand stakeholder motivations and adapt engagement approaches to complex situations.
Executive and interpersonal communication: Excellent facilitation, presentation, written communication, and executive communication skills, including the ability to build credibility across all organizational levels.
Relationship management: Strong influencing and collaboration skills, with the ability to build trust and achieve alignment without relying on formal authority.
Conflict resolution and adaptability: Ability to remain composed, empathetic, and solutions‑oriented when dealing with ambiguity, organizational politics, sensitive conversations, conflict, and rapidly changing priorities.
Strategic and operational capability: Ability to move seamlessly between high‑level strategic planning and hands‑on execution while managing multiple workstreams in a consulting or complex enterprise environment.
People, Process, Technology, and Communications expertise: Strong understanding of how these elements interact during organizational transformation and influence adoption outcomes.
Preferred change management certification: Prosci Change Management Certification or an equivalent professional qualification is an advantage.
Consulting experience: Previous experience in consulting or professional services is preferred.
Technology transformation exposure: Experience supporting enterprise technology, digital transformation, cybersecurity, cloud, ERP, identity and access management (IAM/IGA), infrastructure, data, or other technology‑enabled programs is desirable.
Technical collaboration: Ability to understand technical concepts and translate them into business, organizational, and people‑related impacts, ideally through collaboration with project managers, engineers, architects, cybersecurity specialists, or IT leadership.
Project management knowledge: Experience in project or program management and familiarity with Agile, Waterfall, or hybrid delivery methodologies is an asset.
Work management tools: Familiarity with enterprise project management and collaboration platforms such as Wrike, Smartsheet, Microsoft Project, ServiceNow, SharePoint, Microsoft Teams, or similar tools is beneficial.
Commitment to sustainable outcomes: A practical, results‑oriented mindset focused on measurable adoption, continuous improvement, and lasting organizational change.
Benefits:
Remote work arrangement: Full‑time remote opportunity for candidates based in Canada or the United States, subject to the role's employment requirements.
Strategic leadership exposure: Opportunity to advise enterprise clients and work closely with executive stakeholders on complex transformation initiatives.
Meaningful project work: Contribute to business, organizational, digital, and technology transformation programs with a focus on sustainable adoption and measurable outcomes.
Professional development: Opportunities to deepen expertise in organizational change management, transformation strategy, stakeholder engagement, and technology‑enabled change.
Practice development opportunities: Contribute to the evolution of change management methodologies, tools, frameworks, and consulting delivery standards.
Cross‑functional collaboration: Work with business leaders, project managers, technical teams, and organizational stakeholders across varied client environments.
Career growth: Opportunities to expand consulting capabilities, mentor colleagues, and take on broader responsibilities in organizational transformation.
Compensation and additional benefits: Salary range, healthcare coverage, paid time off, retirement benefits, and other specific employee benefits were not detailed in the provided job description.
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