HR Business Partner Change ManagementTransformation

Role Summary
The Change Management Partner plays a critical role in enabling successful transformation by representing the people side of change across assigned business units and leading the change strategy for the enterprise agile transformation.

For businessled transformation initiatives this role partners with and supports the designated business change leader ensuring people impacts readiness adoption and engagement are addressed. For the agile transformation this role leads the endtoend change management approach shaping mindsets behaviors and leadership practices required to sustain agile ways of working.

This role works closely with HR Business Partners (HRBPs) transformation leaders and agile leaders to integrate change management HR strategy and agile principles into a cohesive humancentered change experience. The ideal candidate brings experience as both an HR Business Partner and a change management practitioner with handson experience supporting agile environments.

Key Responsibilities
Business Transformation Change Enablement (Support Role)
Partner with businessside change leaders to support the people side of transformation initiatives (e.g. operating model changes digital initiatives process redesign).
Provide structured change management guidance and tools including stakeholder mapping impact assessments readiness insights and adoption strategies.
Advise leaders on anticipated people impacts resistance risks and mitigation strategies.
Support the development of clear consistent messaging focused on whats changing why it matters and what it means for me.
Monitor adoption and engagement indicators; surface insights and recommendations to business change leaders and HRBPs.
Agile Transformation Change Leadership (Lead Role)
Design and lead the change management strategy for the enterprise agile transformation.
Design and execute comprehensive change plans to support shifts in mindset leadership behaviors decisionmaking and ways of working.
Partner with Agile Coaches Product leaders and Transformation teams to embed change practices into agile delivery rhythms.
Enable leaders and teams to understand and adopt agile values such as empowerment transparency experimentation and continuous improvement.
Define and track adoption and sustainability measures for agile ways of working; adjust strategies based on insights and feedback.
HRBP Partnership & People Strategy Alignment
Work in close partnership with HR Business Partners to represent the people side of change for assigned business units.
Ensure change approaches are aligned with broader people strategies including performance management talent learning engagement and organizational design.
Equip HRBPs and people leaders with guidance tools and talking points to lead authentic and effective change conversations.
Leader & Manager Enablement
Coach leaders and managers on their role in leading themselves and others through change.
Develop leader and manager toolkits adoption playbooks and reinforcement strategies.
Support leaders in modeling behaviors that reinforce transformation and agile principles.
Collaboration & Integration
Partner with Transformation Technology Operations Communications and HR COEs to ensure change efforts are integrated and cohesive.
Participate in transformation governance forums providing insight on readiness adoption and workforce impacts.
Apply consistent change frameworks while flexing approaches based on business context and maturity.

Required Qualifications
Bachelors degree in Human Resources Organizational Development Business or a related field
8 years of experience in change management and/or HR Business Partnering.
Proven experience supporting the people side of complex crossfunctional transformation initiatives.
Strong working knowledge of change management methodologies (e.g. ADKAR Prosci).
Demonstrated ability to influence without authority and partner effectively with senior leaders.

Preferred Qualifications
Prior experience as an HR Business Partner.
Experience leading or heavily supporting an agile transformation.
Familiarity with agile frameworks and productcentric operating models (e.g. Scrum SAFe Kanban).

Capabilities & Attributes
Strong systems thinking and business acumen.
Comfortable navigating ambiguity and evolving transformation environments.
High emotional intelligence and credibility with leaders.
Ability to flex between advisory and handson execution roles.
Clear compelling communicator with a humancentered approach to change.

Requirements:
**OPEN TO REMOTE BUT WOULD PREFER SOMEONE WHO CAN BE ON-SITE AT THE DUBLIN OH OFFICE**

MANAGER NOTES: They need an HRBP that has delt with transformations and supported IT before that can lead the project they can teach the change management piece

Nesco Resource offers a comprehensive benefits package for our associates which includes a MEC (Minimum Essential Coverage) plan that encompasses Medical Vision Dental 401K and EAP (Employee Assistance Program) services.

Nesco Resource provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race color religion age sex national origin disability status genetics protected veteran status sexual orientation gender identity or expression or any other characteristic protected by federal state or local laws.