Organizational Change Management Lead (Hiring Immediately)

What Makes a Honda, is Who makes a Honda
Honda has a clear vision for the future, and it’s a joyful one. We are looking for individuals with the skills, courage, persistence, and dreams that will help us reach our future-focused goals. At our core is innovation. Honda is constantly innovating and developing solutions to drive our business with record success. We strive to be a company that serves as a source of “power” that supports people around the world who are trying to do things based on their own initiative and that helps people expand their own potential. To this end, Honda strives to realize “the joy and freedom of mobility” by developing new technologies and an innovative approach to achieve a “zero environmental footprint.”

We are looking for qualified individuals with diverse backgrounds, experiences, continuous improvement values, and a strong work ethic to join our team.

If your goals and values align with Honda’s, we want you to join our team to Bring the Future!

Job Purpose

The OCM Lead drives the people side of SAP-enabled transformation across HTNA by ensuring changes are understood, adopted, and sustained. This role translates system and process changes into clear communications, role-based training, and actionable work instructions while measuring adoption and holding lines of business accountable to outcomes. The OCM Lead establishes and scales a North America OCM strategy that enables consistent, high-quality change adoption across programs, sites, and functions.

This role does not own functional requirements or project delivery; it focuses on communication, training, and adoption to ensure business value realization.

Key Accountabilities

• Change Strategy & Governance - Establish and lead a scalable OCM framework and governance model that aligns stakeholders, manages risk, and drives consistent adoption across HTNA.
  • Define and lead the HTNA OCM strategy, including standards, playbooks, and success measures that enable scalable, consistent adoption.
  • Shape the organizational narrative and stakeholder experience around SAP-enabled transformation.
  • Stand up lightweight governance (cadence, dashboards, RACI) to keep LOBs and COE aligned on adoption goals, timelines, and risks.
  • Conduct stakeholder mapping, change impact and readiness assessments by site/role; maintain risk/mitigation plans.
• Translate SAP Changes into Adoption - Convert SAP system and process changes into clear, role-based communications and documentation that enable effective end-user adoption.
• Rapidly assimilate SAP ERP changes and translate them into clear, role-based adoption materials.
  
  • Functional Leads, ABAP/Integration, and business process owners.
  • Partner with Sr. Functional Leads to ensure work instructions, job aides, and SOPs are clear, role-based, and adoption-ready; finalize formatting, structure, and version control.
  • Create and execute communications/announcements.
• Training & Enablement - Design and deliver role-based learning strategies that build user readiness, capability, and confidence to adopt new processes.
  • Design the training strategy and learning paths by role.
  • Deliver and scale training solutions (in-person, virtual, train-the-trainer) to ensure role-based readiness and proficiency.
  • Partner with HR/L&D to integrate content into standard curricula and ensure long-term maintainability.
• Adoption Measurement & Accountability - Measure, report, and drive accountability for adoption outcomes to ensure sustained behavior change and realization of business value.
  • Define and run adoption KPIs (active user by role/site, process adoption, exception rates, training completion/proficiency, help-desk volumes, cycle times).
  • Build readiness/adoption dashboards, publish weekly status, and follow up with LOBs and COE leadership on gaps.
  • Drive accountability for adoption by leveraging data, influencing leaders, and escalating barriers to achieve target outcomes.
  • Perform PDCA and capture lessons learned, update playbooks, and transition to run-state sustainment.

Qualifications, Experience, and Skills

• BA/BS in Business, Communications, Learning & Development, Information Systems, or related field.
• 5+ years of Organizational Change Management experience, preferably supporting SAP ERP transformations.
• Demonstrated ability to translate complex system and process changes into clear, role-based communications, training, and documentation.
• Proven experience driving adoption, measuring outcomes, and influencing business stakeholders.
• Strong analytical, communication, and facilitation skills.

Other Job-Specific Skills

• OCM methodology experience (Prosci/ADKAR preferred).
• Familiarity with change frameworks (Kotter, Lean).
• SAP functional exposure (MM, SD, PP, FI/CO, integrations).
• Experience with digital learning tools (e.g., simulations, microlearning).
• Strong process analysis (as-is/to-be) and continuous improvement mindset.
• Proficiency with Microsoft 365, SharePoint, and workflow tools.

Job Dimensions

Decisions Expected

Working Conditions

• Frequent computer and desk work; extended periods of sitting/standing; regular presentations and facilitation.
• Regional system support 24/7.
• Overtime as business needs require, particularly during readiness checkpoints, cutover, and hypercare periods.
• Domestic & International travel to HTNA locations, partner sites, and training venues as required.
• Handles confidential company and partner information; adheres to IT/security, privacy, and export/compliance policies and required training.
• Other duties as assigned in support of program outcomes and adoption targets.

What differentiates Honda and make us an employer of choice?

Total Rewards:

• Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.)
• Paid Overtime
• Regional Bonus (when applicable)
• Industry-leading Benefit Plans (Medical, Dental, Vision, Rx)