Change and Adoption Lead, Transformation Office

Job Summary:The Change and Adoption Lead is responsible for the enterprise change, enablement, adoption, and deployment strategy across the Transformation Office portfolio. This role sets the strategic direction for how transformation is introduced, understood, adopted, reinforced, deployed, and sustained across the organization. The position ensures that every approved initiative includes a credible change strategy, stakeholder-engagement model, readiness approach, deployment plan, enablement framework, adoption measures, and sustainment path before the work is considered successful.Job Duties:Enterprise change strategyDefines the enterprise change, adoption, enablement, and deployment strategy for the Transformation Office portfolioEstablishes the standards, methods, tools, and minimum expectations for change planning across all Transformation Office initiativesTranslates enterprise transformation priorities into stakeholder-specific change approaches that support understanding, readiness, behavior change, and sustained adoptionEnsures change strategy influences initiative scope, sequencing, governance, resource planning, communications, training, deployment timing, and handoff criteriaIdentifies where the cumulative volume of transformation creates organizational fatigue, adoption risk, leadership overload, or conflicting messagesAdvises the National Managing Principal, Transformation Office, and executive sponsors on the organization’s ability to absorb planned changesChange governance and executive alignmentEstablishes governance routines that make change readiness, adoption risk, stakeholder impact, deployment complexity, and sustainment visible to executive sponsorsAdvises the Managing Director and executive sponsors on change implications of portfolio sequencing, launch timing, resource constraints, and competing enterprise messagesDefines escalation paths for unresolved adoption risks, leader alignment gaps, readiness concerns, and deployment blockersEnsures executive governance discussions include change capacity, leadership commitment, adoption evidence, and business readinessPrepares executive-level change recommendations, risk summaries, and decision points for portfolio and steering committee forumsStakeholder strategy and leadership activationDefines enterprise stakeholder-segment standards, including sponsors, business owners, change champions, impacted leaders, practitioners, support teams, and affected end usersDevelops leader activation strategies that clarify what leaders must know, say, reinforce, model, and measureEquips sponsors and business owners to visibly own changes rather than relying on the Transformation Office to drive adoption aloneIdentifies stakeholder resistance, misalignment, competing priorities, and readiness gaps early enough to adjust plansCreates feedback loops that capture field sentiment, operational concerns, and practical adoption barriersReadiness, deployment, and adoption measurementDefines readiness criteria required before major milestones, pilots, launches, deployments, and operational handoffsRequires initiative-level change plans to include impact assessments, communications needs, enablement requirements, adoption measures, reinforcement actions, and sustainment ownershipPartners with Analytics and Reporting to build adoption scorecards and readiness views for leadership reviewDistinguishes between awareness, training completion, initial use, behavior change, operational adoption, and sustained performanceUses adoption evidence to recommend whether initiatives should proceed, pause, adjust, or receive targeted reinforcementEnablement, communications, and learning integrationDefines the change requirements that should inform communications, learning, leader toolkits, job aids, office hours, support models, and deployment materialsPartners with the Enablement / Communications Partner to ensure messaging is timely, accurate, audience-specific, and connected to required behavior or process changesPartners with Learning, Technology, and functional subject-matter experts to ensure enablement is practical, role-based, and tied to the future-state operating modelEnsures communications and enablement are sequenced with readiness, deployment, and adoption milestonesIdentifies where additional training, reinforcement, leader support, or stakeholder engagement is needed to close adoption gapsCapability leadership and team developmentBuilds and maintains the Transformation Office change and adoption methodology, templates, playbooks, and quality standardsProvides direction, coaching, and quality review to Change and Adoption Leads assigned to specific initiativesEnsures change resources apply consistent methods while tailoring approaches to each initiative’s size, complexity, audience, and risk profileIdentifies capability gaps across the change portfolio and recommend staffing, secondment, or surge-capacity optionsPromotes continuous improvement by capturing lessons learned and incorporating them into future change practicesSustainment and business ownershipDefines the adoption and readiness evidence required before an initiative transitions to business-as-usual ownershipConfirms reinforcement ownership, operating routines, role expectations, support channels, and success measures are assigned to the receiving businessEnsures operational handoff packages include change risks, adoption results, unresolved barriers, sustainment actions, and owner accountabilitySupports post-transition reviews to determine whether adoption is holding and whether additional reinforcement is requiredEscalates situations where the business is not prepared to sustain the future-state modelOther duties as requiredSupervisory Responsibilities:N/AQualifications, Knowledge, Skills and Abilities:EducationBachelor’s degree required, focus in in Business Administration, Management, Finance, Organizational Leadership, Information Systems, or Strategy, preferredMaster’s degree in Business Administration, Management, Organizational Leadership, or Strategy, preferredExperienceEight (8) years of experience leading enterprise change, adoption, readiness, deployment, or organizational transformation in a complex matrixed environment, requiredExperience building change methodologies, playbooks, tools, governance routines, and enterprise standards preferredExperience advising senior executives and sponsors on change risk, organizational readiness, adoption strategy, and transformation capacity, preferredExperience applying knowledge of change management to drive stakeholder engagement, leader activation, communications strategy, learning integration, adoption measurement, and sustainment of change, preferredLicense(s)/Certification(s)Project Management Professional (PMP), preferredCertified Change Management Professional (CCMP), preferredAPMG Change Management Practitioner, preferred Prosci Change Management certification, preferredSoftwareMicrosoft Office, requiredPortfolio management or project management software, requiredDashboard and reporting tools, preferredFinancial planning and analysis software, preferredLanguage(s)N/AOther Knowledge, Skills & AbilitiesAbility to translate business, technology, process, and operating-model changes into practical role-based impacts and adoption plansStrong facilitation, influence, executive communication, and stakeholder-management skillsExperience leading or coaching change resources across multiple initiativesAbility to operate strategically while ensuring practical execution details are completeSound judgment regarding sequencing, organizational capacity, sensitive messaging, and readiness risksIndividual salaries that are offered to a candidate are determined after consideration of numerous factors including but not limited to the candidate’s qualifications, experience, skills, and geography.National Range: $135,000 - $220,000Maryland Range: $135,000 - $220,000NYC/Long Island/Westchester Range: $135,000 - $220,000At BDO, how we show up matters. We build strong relationships by supporting one another, our clients, and our communities with care, curiosity, and a commitment to helping one another grow and succeed. Here, you’ll find meaningful work, leaders invested in your success, and opportunities to build a career around what matters most to you.Our purpose is to be the people our clients count on to grow with confidence and achieve what matters most. Our values guide how we bring that purpose to life each day. Together, they shape how we work with one another, serve our clients, and create meaningful impact.BDO provides assurance, tax, and advisory services to clients across the U.S. and around the world. No matter your role, you’ll be part of a team helping clients navigate complexity and move forward with clarity.We are proud to be an ESOP company, offering participants a stake in the firm’s success through beneficial ownership and a unique opportunity to enhance their financial well-being. As a qualified retirement plan, the ESOP is a meaningful addition to our comprehensive compensation and Total Rewards benefits* offerings. It also reinforces an ownership mindset that strengthens our connection to one another, our clients, and the future we’re building together.Learn more about our benefits: BDO Total Rewards encompass more than traditional benefits. Click here to find out more!*Benefits may be subject to eligibility requirements.Equal Opportunity Employer, including disability/vetsClick here to find out more!Full timePosting Date: 2026-10-08