Senior Change Manager

United States·Overland Parksenior

Project & Program ManagementChange Manager

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Quick Summary

Key Responsibilities

segment suppliers and customers, time each onboarding wave to the internal go-live it depends on, and agree with the other implementation service providers who owns which change, training,

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Project & Program ManagementChange Manager

Responsibilities

~1 min read

→Define the change strategy and integrated change plan for each program with program leadership, covering sponsorship, the case for change, the transition, and how the new way is reinforced and sustained.
→Run program-level impact, readiness, and stakeholder assessments across every internal group and third party the program affects, and weigh the forces for and against the change to plan countermeasures.
→Set up the AI workflows your programs run on, such as prompt libraries for impact assessments, communications, and training content, sentiment analysis of pulse surveys, and adoption analytics. Measure the gains and bring what works to the Director of Change Management.

Advise executive sponsors and people managers on leading their organizations through the change, and present readiness and adoption risk to steering committees.
Set the third-party change strategy with the client leaders responsible for each relationship: segment suppliers and customers, time each onboarding wave to the internal go-live it depends on, and agree with the other implementation service providers who owns which change, training, and communication work.
Lead and coach the change managers on your programs, along with the champion networks, trainers, and client and vendor teams that carry the change.
Find expansion needs across your programs, such as more training, adoption support, or follow-on phases, and pursue them with program leadership and Sales.

Set each program's communication and feedback plan: WIIFM ("What's in it for me?") messaging for each group, town halls, Q&A sessions, brown bag lunches, two-way pulse surveys, and a RACI matrix (Responsible, Accountable, Consulted, Informed) for change decisions.
Own the training strategy for each program, from the needs analysis across every impacted role to the curriculum, delivery mix, train-the-trainer and super-user model, and proficiency measures, for internal users and third parties alike.
Track adoption, proficiency, and sustained usage on program dashboards, find the root cause of resistance at program scale, and adjust the plan.

At least 6 years of experience leading organizational change management or technology adoption, including leading other change managers.
Bachelor's degree in a related field, or equivalent experience.
A track record of program-level change on enterprise system rollouts, measured in adoption, proficiency, and sustained usage.
Experience setting the training strategy for large rollouts and leading change for third parties such as suppliers, customers, or other implementation service providers alongside a client's own teams.
Experience advising executive sponsors and presenting to steering committees.
Strong stakeholder management, conflict resolution, and resistance management skills.
Experience building AI tools into a change team's workflow and measuring the results.
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.
Consulting or professional services experience, and SaaS or ERP rollouts (such as Coupa, NetSuite, SAP, Oracle, Microsoft Dynamics 365, or Salesforce), are a plus.