Change Management Lead - Integrated Talent Strategy

The Change Management Lead - Integrated Talent Strategy is responsible for developing and implementing comprehensive change management strategies and adoption programs to drive enterprise-wide utilization of five interconnected talent management capabilities.

This role focuses on moving employees and leaders from legacy processes to new systems and ways of working across Candidate Sourcing, Talent Assessment, Employee Listening, Performance Management, and Mid-Cycle Promotions.

The lead will work closely with the Change Management Office, People Solutions team, and business stakeholders to create fluency resources, integration tools, and adoption campaigns that help staff understand how to incorporate new talent capabilities into their existing workflows and ensure sustainable behavior change across talent ecosystem.

Responsibilities:

• Develop and execute comprehensive change management strategies including readiness assessments, stakeholder analysis, impact analysis, phased adoption approaches, risk mitigation strategies, and adoption milestones that minimize disruption during change.
• Create and implement communications and engagement strategies for talent capability launches including awareness campaigns, success stories, audience-tailored messaging frameworks, and change narratives that connect initiatives to mission and demonstrate how feedback drives meaningful change.
• Build and enable champion networks by identifying and mobilizing talent management champions across business units, creating toolkits and enablement resources for managers, and facilitating communities of practice to amplify adoption momentum.
• Partner with Learning & Development teams to ensure learning solutions translate system functionality into practical, role-specific applications through workflows, job aids, scenario-based examples, and confidence-building materials.
• Identify high-impact use cases and integration opportunities by working with subject matter experts and business leaders to develop workflows showing how platforms integrate into existing business processes and create adoption pathways that demonstrate quick wins.
• Define, monitor, and optimize adoption success through metrics and KPIs, pulse checks, surveys, listening sessions, data analysis, regular reporting with recommendations, and continuous improvement strategies based on feedback and organizational dynamics.
• Lead stakeholder collaboration and influence by partnering with Change Management Office, HRIS, Talent Acquisition, Organizational Development (Talent Management), and business leaders to coordinate activities, advocate for user experience, and build relationships that inform change approaches.

Education/Experience Requirements:

• Bachelor's degree or equivalent work experience in Change Management, Organizational Development, Human Resources, Communications, Business Administration, or related field
• Minimum 7-10 years of experience in change management, organizational transformation, or strategic communications roles
• Demonstrated expertise in designing and executing large-scale organizational change initiatives, particularly technology or process transformations
• Proven ability to lead complex change initiatives with multiple stakeholders and dependencies
• Strong expertise in developing change strategies, messaging frameworks, and stakeholder engagement plans
• Excellent interpersonal skills with exceptional written and oral communication abilities
• Self-motivated and highly driven to produce results in changing environments
• Strong problem-solving skills and ability to adapt strategies based on feedback and organizational dynamics

Preferred:

• Experience with HR technology platforms (Workday, talent acquisition systems like Phenom, employee listening platforms like McLean or Perceptyx)
• Experience developing change strategies for technology adoption initiatives (AI-enabled systems, automation, integrated platforms)
• Deep knowledge of talent management processes including performance management, succession planning, talent assessment, or promotions
• Certification or formal training in change management frameworks and methodologies (Prosci, CCMP, Kotter, etc.)

Working Conditions:

• Work is performed across time zones in a distributed, hybrid workforce.
• Work is performed in applications and systems on both Mac and PC.