Change Manager

United States·Overland Parkmid

Project & Program ManagementChange Manager

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Key Responsibilities

engage them often, ask what they're seeing, suggest course corrections, and keep the focus on adoption. Communication, training,

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Project & Program ManagementChange Manager

~1 min read

→Plan and run the change workstream on each engagement, from the case for change through go-live and reinforcement, and build the change activities into the project plan with the project team.
→Run change impact and readiness assessments that show how processes, tools, roles, and daily work change for every internal group and third party, and give readiness input before each go-live.
→Draft impact assessments, stakeholder maps, communications, and training content with AI tools, and review every draft before it goes out.

Map every stakeholder group by influence and impact, from executives, people managers, and end users to suppliers, customers, and other implementation service providers, and sort the groups by stance into Allies, Opponents, Neutrals, and Adversaries to plan how you engage each one.
Coach sponsors and people managers to lead their teams through the change, and set up a RACI matrix (Responsible, Accountable, Consulted, Informed) for change decisions and sign-off.
Work with the client teams that own supplier and customer relationships to lead the change for those groups, and line up the other implementation service providers on the program behind the same timeline, messages, and training.
Lead the change champion networks, super-users, and trainers on your engagements: engage them often, ask what they're seeing, suggest course corrections, and keep the focus on adoption.

Build the communication and feedback plan for each rollout, with WIIFM ("What's in it for me?") messages for each group, town halls, Q&A sessions, brown bag lunches, and pulse surveys that show what is landing.
Run the training needs analysis, build role-based training and job aids, deliver sessions, and set up train-the-trainer and super-user programs, including training for the suppliers and customers who have to work the new way.
Track adoption and proficiency after go-live, find the root cause of resistance, and add reinforcement, refresher training, or in-app guidance through digital adoption platforms such as WalkMe or Whatfix where people struggle.
Spot the needs your change work uncovers, such as more training, adoption support, or follow-on phases, and work with the project manager to turn them into signed orders.

At least 3 years of experience leading organizational change management, adoption, or training on technology rollouts.
Bachelor's degree in a related field, or equivalent experience.
Working knowledge of a structured change management approach, with hands-on stakeholder mapping, impact assessments, communication plans, and resistance management on real rollouts.
Hands-on training experience: needs analysis, role-based materials and job aids, live and virtual sessions, and train-the-trainer or super-user programs.
Experience leading change for internal groups at every level and for third parties such as suppliers, customers, or other implementation service providers.
Clear written and verbal communication, with the ability to explain a system or process change in the terms each group cares about.
Regular use of AI assistants (such as ChatGPT, Claude, or Copilot) in your daily work.
Ability to work in person at DataMap's office in Overland Park, Kansas. This role is not remote.
Knowledge of established change models, especially Lewin's change model and Kotter's 8 steps, as well as Prosci's ADKAR model, the Bridges Transition Model, the McKinsey 7-S Framework, or force field analysis, is a plus. Prosci or CCMP certification is a strong plus.
Experience with SaaS or ERP rollouts (such as Coupa, NetSuite, SAP, Oracle, or Microsoft Dynamics 365) is a plus.