Change Management Consultant

Requisition ID: 22117ERP Eligible?: YesERP amount: $50 LMRecognitionRelocation: PossibleType: ExemptShift: 1Clearance Prior to Start: NoneFinal Clearance: NonePay Transparency: $104,900.00 - $194,700.00Experience Level: Experienced ProfessionalFT/PT/Casual: FullTimeDepartment: GRS/Core-LMLS Aero SegmentBusiness Unit: GRS/Core-LMLS Aero SegmentStandard Job DescriptionThe Change Management Consultant supports organizational, process, technology, and workforce changes by preparing, equipping, and supporting impacted individuals and groups to adopt new ways of working. This role partners with program managers, business leaders, people managers, and technical teams to ensure change initiatives achieve intended business outcomes, adoption, and sustained use—measured by employee adoption, utilization, proficiency, and sustained results, not simply solution deployment.This role oversees operational aspects of ongoing projects and serves as liaison between project management and planning, the project team, and line management. It reviews project and budget status, manages schedules, prepares status reports, assesses issues, develops resolutions to meet productivity, quality, and client-satisfaction goals, and establishes mechanisms for monitoring progress and intervention/problem-solving with project managers, line managers, and clients. It also assists with special projects and initiatives to support the Global Sustainment organization.Change strategy and executionDevelop and execute scaled change management strategies using the Prosci 3-Phase ProcessAssess change characteristics, organizational readiness, stakeholder impacts, and people-related risksDefine adoption/usage outcomes using the ADKAR Model: Awareness, Desire, Knowledge, Ability, ReinforcementCreate, maintain, and implement integrated change management plans (sponsor, communications, people manager, training, resistance management, reinforcement)Integrate change activities into program plans, schedules, milestones, governance, and risk-management processesLeadership and stakeholder engagementCoach sponsors on the ABCs of sponsorship: active/visible participation, building a coalition of support, direct communication with employeesEquip people managers for CLARC roles: Communicator, Liaison, Advocate, Resistance Manager, CoachFacilitate stakeholder meetings, workshops, impact assessments, readiness discussions, and leadership alignment sessionsBuild productive relationships across program, engineering, operations, HR, IT, learning, communications, and customer-facing teamsCommunications, training and adoptionPartner with communications and training teams to develop audience-specific messages, materials, learning requirements, and reinforcement mechanismsEnsure communications explain purpose, impacts, timing, expectations, and “what’s in it for me”Support training needs analysis and readiness; ensure training enables Knowledge and Ability, not just substitute for broader change managementIdentify, analyze, and respond to resistance; escalate persistent barriers appropriatelyMeasurement and sustainmentEstablish and monitor change performance measures: ADKAR outcomes, readiness, training completion, adoption, utilization, proficiency, reinforcement indicatorsConduct ADKAR Assessments; identify first ADKAR Barrier Point for impacted groupsRecommend course corrections based on adoption data, stakeholder feedback, project changes, and emerging risksSupport transition to operational ownership, reinforcement planning, lessons learned, and change management closeoutBasic QualificationsBachelor’s degree in organizational development, business, communications, human resources, project management, or a related field.Experience in organizational change management, program delivery, transformation, consulting, organizational effectiveness, communications, training, or related roles.Experience supporting medium-to-large, cross-functional initiatives involving process, technology, organizational, policy, or operating-model change.Working knowledge of change-management principles and individual adoption concepts, such as the ADKAR Model.Experience developing communications, stakeholder materials, presentations, or training-support content.Ability to analyze qualitative and quantitative feedback and translate findings into practical actions.Strong written, verbal, facilitation, and relationship-management skills.Ability to work across technical and business teams in a deadline-driven environment.Desired SkillsProsci Certification Program completion or equivalent formal change-management training.Experience supporting digital transformation, engineering, cyber, supply-chain, enterprise-system, or organizational redesign initiatives.Proficiency with Microsoft Office tools, including PowerPoint, Excel, Word, and Teams.Experience in a government, DoD, aerospace, defense, or other regulated environment.Familiarity with program-management disciplines, Agile delivery, or integrated master schedules.Pay InformationFull-Time Salary Range: $104900.00 - $194700.00At Lockheed Martin, we know mission success starts with taking care of our people. Our Total Rewards program is designed to attract top talent, support your well-being, and help you grow—both professionally and personally.The salary range for this position is as listed on the requisition. Please note that the salary information listed is a general guideline only. Lockheed Martin considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/ training, key skills as well as market(work location) and business considerations when extending an offer. Benefits offered: Medical, Dental, Vision, Flexible work arrangements and schedules (e.g., 4x10), 401(k) match, Paid time off, Holidays, Parental Leave, EAP, Flexible Spending Accounts, Education Assistance, Life Insurance, Short-Term Disability, and Long-Term Disability.Annual short-term and/or long-term incentive compensation programs may be offered depending on the position. Payments under these annual programs are not guaranteed and can vary from year to year and are tied to a range of performance metrics.For (Washington state applicants only) Non-represented full-time employees: accrue at least 10 hours per month of Paid Time Off (PTO) to be used for incidental absences and other reasons; receive at least 90 hours for holidays. Represented full time employees accrue 6.67 hours of Vacation per month; accrue up to 52 hours of sick leave annually; receive at least 96 hours for holidays. PTO, Vacation, sick leave, and holiday hours are prorated based on start date during the calendar year.