AI Organizational Change Manager - Remote

CentralSquare Technologies•,

4d•Remote

About The Position

While this role will support change efforts across all enterprise initiatives, AI adoption is the explicit primary focus. The OCM will use structured organizational change management (OCM) methodology as the mechanism — stakeholder engagement, resistance management, communications, and leader coaching — to drive measurable adoption of AI tools and workflows throughout CentralSquare. This role sits within the Enterprise PMO under the Director of Business Operations and partners closely with the VP of Business Operations on strategy, executive coaching, and change leadership.

Requirements

Structured organizational change management (OCM) methodology
Stakeholder engagement
Resistance management
Communications
Leader coaching
AI adoption
AI tools and workflows
Change Management Strategy
Organizational change readiness assessment
Change impact assessment
Stakeholder engagement plans
AI Adoption & Enablement
AI tool rollouts
User enablement programs
Training
Job aids
Adoption metrics for AI tools and programs
Usage rates
Proficiency indicators
Self-reported confidence
Feedback loops
Leader Coaching & Capability Building
Change leadership coaching
Organizational capability building
Change communications
ELT and initiative sponsors engagement
Large-scale change meetings facilitation
Working sessions facilitation
Measurement & Reporting
Change success metrics definition
Change health tracking
Adoption progress tracking
Post-implementation reviews
Lessons learned capture
Institutional knowledge building

Responsibilities

Design and execute OCM strategies for enterprise transformation initiatives, with AI adoption as the primary focus.
Assess organizational change readiness and change impact across affected functions and teams.
Develop stakeholder engagement plans that build understanding, commitment, and adoption at all levels of the organization.
Identify and manage resistance — understand its source, surface it to the right leaders, and build mitigation strategies.
Lead adoption planning for AI tool rollouts — ensuring that new AI capabilities are actually used, not just deployed.
Partner with initiative owners to design user enablement programs: training, communications, and job aids that drive behavior change.
Track adoption metrics for AI tools and programs, including usage rates, proficiency indicators, and self-reported confidence.
Build feedback loops that surface adoption barriers early and inform continuous improvement.
Coach initiative leaders and people managers on change leadership — helping them model new behaviors, communicate the why, and support their teams through transitions.
Partner with the VP of Business Operations to identify leaders who need change management coaching and deliver it directly or through structured support.
Build organizational capability to manage change effectively over time, not just for individual initiatives.
Develop change communications that are clear, timely, and tailored to the audience — from frontline agents to senior leaders.
Ensure ELT and initiative sponsors are active, visible champions of transformation efforts.
Facilitate large-scale change meetings and working sessions when a team or department is navigating an AI transition — for example, supporting a function like Customer Support through a full AI tool adoption process, from announcement through go-live.
Define change success metrics and track them throughout the life of each initiative.
Report change health and adoption progress to the VP of Business Operations and ELT.
Conduct post-implementation reviews to capture lessons learned and build institutional knowledge