OCM/Training Lead (Japanese Speaking)

OCM/Training Lead (Japanese Speaking)

Location: 1200 Columbia Ave, Riverside, California / Remote

Duration: 12 months

Pay Rate: $90 W2 and $100 C2C (negotiable)

Full-time assignment from Explore through Deploy and hypercare, with substantial on-site presence at the Japan sites including across shifts during training delivery, cutover and hypercare. Reports to the Program Manager, working alongside the workstream leads, plant management, local HR and the client's own training and communication functions.

Top 4 Skills For This Role

• Shop-floor change management for a paperless transformation moving operators, inspectors, planners and technicians off paper, Excel and legacy point tools onto real-time system-driven process.
• Multi-language, multi-shift training delivery building and running enablement for a workforce operating across four plants and multiple shifts, in Japanese alongside the other languages spoken on the floor.
• Key-person knowledge capture documenting business logic currently held in individuals' spreadsheets and heads before it walks out the door a named program risk, not a nice-to-have.
• Adoption measurement and reinforcement defining what adoption means per role, measuring it through hypercare, and acting on what the data shows rather than declaring success at go-live.

Role Overview

This program moves a largely paper-, Excel- and point-tool-based manufacturing operation to real-time, paperless, traceable standard SAP process across four plants and two divisions. The technology is feasible; the risk is people. The feasibility assessment names change adoption and key-person dependency explicitly among the material program risks: users are accustomed to existing processes, three familiar legacy tools are being retired, and critical business logic lot numbering rules, variance allocation, planning heuristics currently lives in spreadsheets and in the working knowledge of a small number of individuals. The OCM and Training Lead owns the human side of delivery end to end: stakeholder engagement, communication, business readiness, role-based training, knowledge capture and adoption measurement, across an operator population working multiple shifts and, in part, in languages other than Japanese.

Key Responsibilities

• Own the change management and training strategy and plan for the program, spanning all four workstreams planning, manufacturing execution, quality and costing and all four plants; integrate it into the master program plan rather than running it alongside.
• Conduct change impact assessments by role, division and plant: what changes for a molding operator, an inspector, a planner, a warehouse picker, a maintenance technician and a controller, and what each must be able to do on day one.
• Build and run the stakeholder engagement and communication plan from executive sponsors through plant management to shift supervisors and operators, with a cadence that starts in Explore rather than before go-live.
• Design and deliver role-based training: curriculum, materials, hands-on system practice, work instructions and quick-reference guides for shop-floor operator dashboards, quality inspection capture, hand-held terminal transactions, planning boards, maintenance execution and costing.
• Own the language strategy for end-user content Japanese as the primary shop-floor language plus the additional languages spoken on the floor including translation sourcing, terminology consistency, review ownership and the multi-language master inspection characteristic and work-instruction text set.
• Lead structured knowledge capture from key individuals: document lot-numbering, allocation, planning and inspection logic currently held in personal spreadsheets and undocumented practice, working with SMEs and the functional leads to convert it into design input and training content.
• Establish and support the super-user / key-user network across plants and shifts so reinforcement continues after the delivery team steps back, and define business readiness criteria and per-wave readiness assessments feeding a clear go / no-go input to the steering committee.
• Define adoption metrics per role, measure them through hypercare and beyond, and drive corrective action where the data shows the new way is not sticking including managing legacy-tool attachment directly, so retired tools do not quietly continue in parallel.

Batch Management and traceability experience is preferred but not required. This is a change and enablement role, not a configuration role. However, the largest behavioral changes on this program sit precisely in lot and batch handling, so a lead who understands the following will build materially better training:

• What changes for the operator when lot creation, splitting, merging and cavity-level identification move from paper cards and a legacy tool into the system and why the sequence of steps now matters in a way it did not before.
• Why batch status driven by the quality usage decision replaces physical segregation of nonconforming stock, and what that means for how inspectors and warehouse staff actually work.
• That lot and batch design is the program's critical path, so training content in this area will be among the last to stabilize and must be planned accordingly.

Required Qualifications

• 8+ years in organizational change management and end-user training on enterprise system implementations, including 3+ full-lifecycle ERP programs with at least 1 on SAP.
• Demonstrable experience delivering change and training to a manufacturing shop-floor population operators, inspectors and technicians not solely to office-based or professional users.
• Proven design and delivery of role-based training curricula, including hands-on system practice, work instructions and quick-reference materials, for users with varied system confidence.
• Experience running enablement across multiple shifts and multiple sites, including the logistics of training people who cannot all leave the line at once.
• Structured change management methodology (Prosci/ADKAR, Kotter or equivalent) applied in practice, with the judgment to adapt rather than apply it mechanically, and the ability to work effectively with a workforce operating in a language other than your own.
• Experience with business readiness assessment and go / no-go criteria, defining and measuring adoption metrics beyond training-completion counts, and establishing a super-user network that survives the delivery team's departure.
• Excellent written and spoken English, with the communication skill to move between a steering committee and a shift briefing on the same day.

Preferred Qualifications

• Bilingual English/Japanese (business level) preferred but not required (see Language Requirement below). This role has substantial direct contact with Japanese-speaking shop-floor personnel.
• Prior change delivery in Japan or with Japanese manufacturing clients, including familiarity with consensus-building practice and shop-floor communication norms.
• Experience delivering training content in multiple languages to a multinational plant workforce, including translation quality control and terminology governance.
• Experience retiring familiar legacy tools and managing the workaround behavior that follows; familiarity with SAP Digital Manufacturing operator dashboards, Fiori and hand-held terminal interfaces sufficient to build credible hands-on training.
• Experience with digital adoption platforms, in-application help or SAP Enable Now; formal change management certification (Prosci or equivalent).

Language Requirement Bilingual English/Japanese Preferred, Not Required: Fluent professional English is required for design documentation, deliverables and steering-committee communication. Business-level Japanese is a strong advantage many process owners, shop-floor personnel and legacy-system custodians work primarily in Japanese, and much current-state documentation exists only in Japanese but it is not a condition of appointment. Interpretation support, bilingual design documentation and pairing with bilingual business analysts are provided, and strong candidates will be considered regardless of Japanese-language ability. Diverse Lynx LLC is an Equal Employment Opportunity employer. All qualified applicants will receive due consideration for employment without any discrimination. All applicants will be evaluated solely on the basis of their ability, competence and their proven capability to perform the functions outlined in the corresponding role. We promote and support a diverse workforce across all levels in the company.