Change and Adoption Lead, Transformation Office

JOB DESCRIPTION

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 Summary

JOB DESCRIPTION

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 strategy Defines the enterprise change, adoption, enablement, and deployment strategy for the Transformation Office portfolio Establishes the standards, methods, tools, and minimum expectations for change planning across all Transformation Office initiatives Translates enterprise transformation priorities into stakeholder-specific change approaches that support understanding, readiness, behavior change, and sustained adoption Ensures change strategy influences initiative scope, sequencing, governance, resource planning, communications, training, deployment timing, and handoff criteria Identifies where the cumulative volume of transformation creates organizational fatigue, adoption risk, leadership overload, or conflicting messages Advises the National Managing Principal, Transformation Office, and executive sponsors on the organization’s ability to absorb planned changes Change governance and executive alignment Establishes governance routines that make change readiness, adoption risk, stakeholder impact, deployment complexity, and sustainment visible to executive sponsors Advise the Managing Director and executive sponsors on change implications of portfolio sequencing, launch timing, resource constraints, and competing enterprise messages Defines escalation paths for unresolved adoption risks, leader alignment gaps, readiness concerns, and deployment blockers Ensures executive governance discussions include change capacity, leadership commitment, adoption evidence, and business readiness Prepares executive-level change recommendations, risk summaries, and decision points for portfolio and steering committee forums Stakeholder strategy and leadership activation Defines enterprise stakeholder-segment standards, including sponsors, business owners, change champions, impacted leaders, practitioners, support teams, and affected end users Develops leader activation strategies that clarify what leaders must know, say, reinforce, model, and measure Equips sponsors and business owners to visibly own changes rather than relying on the Transformation Office to drive adoption alone Identifies stakeholder resistance, misalignment, competing priorities, and readiness gaps early enough to adjust plans Creates feedback loops that capture field sentiment, operational concerns, and practical adoption barriers Readiness, deployment, and adoption measurement Defines readiness criteria required before major milestones, pilots, launches, deployments, and operational handoffs Requires initiative-level change plans to include impact assessments, communications needs, enablement requirements, adoption measures, reinforcement actions, and sustainment ownership Partners with Analytics and Reporting to build adoption scorecards and readiness views for leadership review Distinguishes between awareness, training completion, initial use, behavior change, operational adoption, and sustained performance Uses adoption evidence to recommend whether initiatives should proceed, pause, adjust, or receive targeted reinforcement Enablement, communications, and learning integration Defines the change requirements that should inform communications, learning, leader toolkits, job aids, office hours, support models, and deployment materials Partners with the Enablement / Communications Partner to ensure messaging is timely, accurate, audience-specific, and connected to required behavior or process changes Partners with Learning, Technology, and functional subject‑matter experts to ensure enablement is practical, role‑based, and tied to the future‑state operating model Ensures communications and enablement are sequenced with readiness, deployment, and adoption milestones Identifies where additional training, reinforcement, leader support, or stakeholder engagement is needed to close adoption gaps Capability leadership and team development Builds and maintains the Transformation Office change and adoption methodology, templates, playbooks, and quality standards Provides direction, coaching, and quality review to Change and Adoption Leads assigned to specific initiatives Ensures change resources apply consistent methods while tailoring approaches to each initiative’s size, complexity, audience, and risk profile Identifies capability gaps across the change portfolio and recommend staffing, secondment, or surge‑capacity options Promotes continuous improvement by capturing lessons learned and incorporating them into future change practices Sustainment and business ownership Defines the adoption and readiness evidence required before an initiative transitions to business‑as‑usual ownership Confirms reinforcement ownership, operating routines, role expectations, support channels, and success measures are assigned to the receiving business Ensures operational handoff packages include change risks, adoption results, unresolved barriers, sustainment actions, and owner accountability Supports post‑transition reviews to determine whether adoption is holding and whether additional reinforcement is required Escalates situations where the business is not prepared to sustain the future‑state model Supervisory Responsibilities Other duties as required N/A Qualifications, Knowledge, Skills And Abilities Education Bachelor’s degree required, focus in in Business Administration, Management, Finance, Organizational Leadership, Information Systems, or Strategy, preferred Master’s degree in Business Administration, Management, Organizational Leadership, or Strategy, preferred Experience Eight (8) years of experience leading enterprise change, adoption, readiness, deployment, or organizational transformation in a complex matrixed environment, required Experience building change methodologies, playbooks, tools, governance routines, and enterprise standards preferred Experience advising senior executives and sponsors on change risk, organizational readiness, adoption strategy, and transformation capacity, preferred Experience applying knowledge of change management to drive stakeholder engagement, leader activation, communications strategy, learning integration, adoption measurement, and sustainment of change, preferred License(s)/Certification(s) Project Management Professional (PMP), preferred Certified Change Management Professional (CCMP), preferred APMG Change Management Practitioner, preferred Prosci Change Management certification, preferred Software Microsoft Office, required Portfolio management or project management software, required Dashboard and reporting tools, preferred Financial planning and analysis software, preferred Language(s) N/A Other Knowledge, Skills & Abilities Ability to translate business, technology, process, and operating‑model changes into practical role‑based impacts and adoption plans Strong facilitation, influence, executive communication, and stakeholder‑management skills Experience leading or coaching change resources across multiple initiatives Ability to operate strategically while ensuring practical execution details are complete Sound judgment regarding sequencing, organizational capacity, sensitive messaging, and readiness risks Individual 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 - $220,000 Maryland Range: $135,000 - $220,000 NYC/Long Island/Westchester Range: $135,000 - $220,000 About Us At 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 become 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. Benefits may be subject to eligibility requirements. Equal Opportunity Employer, including disability/vets All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status. BDO USA, P.A. is an EO employer M/F/Veteran/Disability #J-18808-Ljbffr BDO USA