TITLE: Change Management Specialist
REPORTS TO: Director, Change Management
The Change Management Specialist is a key role focused on two core responsibilities: supporting the Director of Change Management in establishing a comprehensive change management function and collaborating with project teams and business stakeholders to drive successful adoption of change initiatives. This role involves developing tools, frameworks, and metrics to standardize and monitor change efforts while providing direct support to leaders and teams through strategy development, stakeholder engagement, readiness assessments, and communication planning.
By fostering alignment, managing resistance, and promoting continuous improvement, the Specialist ensures that organizational change initiatives are effectively implemented and sustained, contributing to long-term business success.
KEY ACCOUNTABILITIES
SUPPORTING THE DIRECTOR IN THE ESTABLISHMENT OF THE CHANGE MANAGEMENT FUNCTION, INCLUDING:
• Change Enablement Tools: Develop and implement change enablement tools such as toolkits, templates, and guides to standardize and streamline change efforts.
• Change Governance: Establish governance frameworks to monitor and guide change initiatives, ensuring alignment with organizational goals and compliance with policies.
• Success Metrics: Define, track, and regularly report on measurable success metrics to evaluate the impact of change initiatives.
• Continuous Improvement and Innovation: Conduct retrospectives with key stakeholders to identify lessons learned and incorporate these insights into future change efforts.
• Best Practices and Industry Trends: Monitor trends, tools, and methodologies in change management to refine strategies and maintain leading practices.
• Feedback Loops: Maintain ongoing feedback loops during and after implementation to ensure continuous improvement and sustained adoption.
DRIVING CHANGE INITIATIVES
• Change Strategy Development: Collaborate with business and project leaders to design and implement change management strategies aligned with organizational objectives.
• Stakeholder and Management Engagement: Identify, engage, and address stakeholders’ needs and concerns to build trust and alignment.
• Change Readiness Assessment: Conduct readiness assessments through interviews, surveys, and focus groups to tailor change strategies.
• Impact Analysis: Perform impact and stakeholder analyses to anticipate challenges and develop mitigation strategies.
• Leadership Coaching and Support: Coach leaders to equip them to lead their teams through change.
• Resistance Management: Identify root causes of resistance and develop strategies to mitigate concerns.
• Communication Planning: Develop communication plans and materials that convey the purpose, benefits, and impact of change initiatives.
• Learning and Support: Partner with Learning & Development to create or coordinate training resources. For non–training-focused roles, provide light training support or coordination with L&D.
ROLE-SPECIFIC FOCUS: OCM PROCESS DESIGN & FUNCTION BUILD
• Design, define, and document core OCM processes and standards to support establishing OCM as a formal function within Victaulic.
• Build the foundational components of the OCM practice (intake process, project prioritization approach, governance routines, engagement models, templates, and playbooks).
• Create end-to-end process documentation outlining how OCM engages with project teams, HR, business leaders, and cross-functional partners.
• Partner with the Director of Change Management to refine the OCM service delivery model, roles/responsibilities, and engagement points across the organization.
• Develop RACI models and standardized workflows for how change initiatives are assessed, planned, delivered, and measured.
• Identify opportunities to streamline, simplify, or strengthen OCM processes and embed continuous improvement as part of the function’s operating rhythm.
• Support cross-functional alignment to ensure new OCM processes integrate well with PMO, HR, L&D, IT, and business operations.
EDUCATION & QUALIFICATIONS
• Bachelor’s Degree/College Diploma in HR, OD, Education, Business, or related field.
• Prosci/ADKAR or similar certification preferred.
• 10+ years of experience in an HR Business Partner (or equivalent) role. 5–8 years of progressive experience in change management.
• Experience building or maturing an OCM function with demonstrated capability in process design and service model development.
• Strong written and verbal communication skills with experience creating presentations and training material.
• Proficiency in change management methodologies (e.g., ADKAR, Prosci).
• Strong project and program management experience.
• Ability to work in a fast-paced environment while managing changing priorities.
• Collaborative, low-ego mindset with strong relationship-building skills.
• Able to navigate a complex, cross-functional global organization.
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