Change Management Lead
$270.4k - $280.8kTemporary
IntelliPro Group Inc.
Job Title: Project (Admin) Mgr. 5
Location: Remote
Type: Contract (06+ Months, Possible Extension/Conversion)
Pay Rate: $135/hr. on W2 Job description:
Location: Remote
Type: Contract (06+ Months, Possible Extension/Conversion)
Pay Rate: $135/hr. on W2 Job description:
- The Senior Change Management Lead owns the people side of a major HR and IT digital transformation, from design through post-launch adoption, against a March 29, 2027 go-live.
- This is a hands-on role. The change lead sets the change strategy and also builds most of the change assets: the impact assessment, stakeholder assessment, communications, FAQs, leader toolkit, portal content, readiness checkpoints, and adoption tracking. They do this in close partnership with Intuitive’ s internal change experts.
- HR Change Management and IT OCM provide methods, templates, and guidance; Internal Communications advises on messages, channels, and approvals; and the FES Training lead builds and delivers training from the needs analysis the change lead provides.
- The role needs a seasoned change practitioner who can hit the ground running, create polished, audience-ready content, run a disciplined workplan, and earn credibility with technical teams and diverse stakeholders.
- Change strategy and readiness
- Lead change for the HR and IT portal experiences using a structured method and existing change templates. Personally build the impact assessments, stakeholder analysis, readiness assessments, and plans for managing resistance.
- Identify how each audience is affected and tailor the approach for each.
- Run stakeholder interviews and focus groups to understand impacts and test key messages.
- Design, recruit, and run a change champion network across HR, IT, and key sites, including the kick-off session, meeting materials, and champion toolkit.
- Give readiness input to stage-gate reviews and the go/no-go decision.
- Bring HR Change Management, IT OCM, Internal Communications, the FES Training lead, and the project managers together around one integrated change plan, with clear roles (who builds, who advises, who approves), handoffs, and a regular working cadence.
- Build a sponsor roadmap, and coach executive sponsors and people managers on their role in the change.
- Project management
- Partner with the project managers to build the change workplan into the integrated project plan.
- Own the change milestones, dependencies, risks, and issues within it.
- Coordinate change deliverables with the implementation partner, the project managers, and HR and IT track leads. Hold others to their dates and keep your own.
- Use the project’s existing status and governance routines to report readiness and change risks to the core team and steering committee clearly and early. Escalate when needed.
- Adjust the plan quickly when build, test, or launch dates move.
- Internal communications
- Partner with the internal communications team to create the comms strategy and calendar (awareness, readiness, launch, reinforcement).
- Define the audiences, key messages, timing, and calls to action.
- Write the change communications, including announcements, emails, portal and intranet content, manager talking points, and champion updates.
- Bring drafts to Internal Communications for review, channel fit, and approval.
- Build leader and manager toolkit, FAQs, and portal landing page content, including explanations of specific changes such as new links and bookmarks.
- Work with communications partners to reach frontline and non-desk employees, not just through email.
- Coordinate translation of launch communications.
- Training and adoption
- Partner with training lead to complete the training needs analysis and role-based curriculum, then build the courseware, job aids, and videos and deliver training.
- Coordinate with the HR digital experience team and the implementation partner on delivery.
- Engage knowledge and content owners so they understand how their content will be different with the new platform.
- Define adoption measures and feedback loops, set up simple tracking, report results after launch, and drive reinforcement where adoption lags.
- Working with technical teams
- Work alongside developers, architects, integration, and QA. Turn technical design decisions into clear explanations of what changes for users.
- Build trust with stakeholders who have competing priorities, limited bandwidth, or doubts about the change. Address concerns directly, find common ground, and keep momentum.
- Facilitate working sessions
- Change leadership: 7+ years in organizational change management, including the lead change role on at least two enterprise technology implementations (e.g., HR or IT service delivery, employee portal, HCM, intranet, or knowledge platform) carried through go-live and post-launch support.
- Method : Hands-on use of a structured change method (Prosci/ADKAR or similar), including impact assessments, stakeholder analysis, readiness assessments, resistance management, and adoption metrics.
- Project management : Proven ability to build and run a detailed change workplan inside a technology project plan (waterfall, agile, or hybrid) in partnership with project managers and a structured PMO, manage risks and dependencies, and report to senior leaders and steering committees.
- Internal communications : Strong writer who can turn complex or technical changes into short, clear, action-oriented messages for employees, managers, and leaders. Experience working with an internal communications team that advises on messages and owns channels and publishing.
- Partnering with internal change experts : Track record of working alongside an in-house change management team and its partners (internal communications, training or L&D, project management): adopting their methods and templates, taking their advice, and keeping everyone aligned to one plan while still producing the deliverables yourself.
- Hands - on delivery : A portfolio of change assets you built, such as impact assessments, stakeholder plans, communications, FAQs, toolkits, readiness surveys, and adoption dashboards. Be ready to share two or three redacted samples.
- Technical fluency : Comfortable working with developers, architects, and testers. Learns platforms quickly and asks the right questions to understand what is changing for users.
- Difficult stakeholder environments : Track record of winning over resistant or disengaged teams in a matrixed organization, with specific examples and results. Steady under pressure, direct, and diplomatic.
- Global and frontline reach : Experience supporting change for a global workforce, including manufacturing, field, or other non-desk employees, and coordinating translated materials.
- Self - direction : Able to work independently in a hybrid setting, manage several workstreams at once, and deliver with little ramp-up time.
- Bachelor’s degree in business, human resources, organizational development, communications, or a related field, or equivalent experience.
- Change management experience on ServiceNow Employee Center / EC Pro, HR Service Delivery (HRSD), or ITSM portal consolidation.
- Change experience on global HR systems, processes, or employee service delivery programs.
- Adoption work for AI search, chatbots, or conversational AI assistants.
- Knowledge management or content governance change (content owner engagement, content refresh programs).
- Prosci Certified Change Practitioner, CCMP, or equivalent. PMP or PMI-ACP a plus.
- Experience in medical device, life sciences, or other regulated environments.
- Experience building adoption dashboards or working with people analytics teams.
- Experience working as a contractor or consultant inside an in-house change management team.
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