DT Associate Director, Organizational Change Management (Hybrid)

RTX•East Hartford, CT

2d•Hybrid

About The Position

Pratt & Whitney is working to once again transform the future of flight—designing, building and servicing engines unlike any the world has ever seen. And because transformation begins from within, we’re seeking the people to drive it. So, calling all curious. Come ready to explore and you’ll find a place where your talent takes flight—beyond the borders of title, a country or your comfort zone. Bring your passion and commitment and we’ll welcome you into a tight-knit team that takes our mission personally. Channel your drive to make a difference into shaping an organization and an industry that’s evolving fast to the future. At Pratt & Whitney, the difference you make is on display every day. Just look up. Are you ready to go beyond? The Pratt & Whitney Digital Technology Change Management (OCM) team has an exciting new opportunity for a highly skilled Associate Director, Organizational Change Management. This position will be a hybrid opportunity based out of our East Hartford, Connecticut campus location. What You Will Do: The PW DT Organizational Change Management (OCM) team provides a structured and scalable approach to managing change for our employees. The team develops and executes strategies for stakeholder engagement, communications, training, and sustainment to increase user readiness and mitigate risk, ensuring the successful adoption of new processes and systems. We are seeking an experienced leader to provide enterprise-level Organizational Change Management (OCM) leadership to enable successful adoption of Digital Transformation initiatives, ensuring that people, processes, and technology changes are embedded sustainably across global and local operations. This role serves as a strategic advisor and execution leader, integrating structured change frameworks (ADKAR®, Prosci®, Kotter) into complex, multi-workstream programs.

Requirements

Bachelor’s degree in Business Administration, Organizational Development, Human Resources, Psychology, or a related discipline with a minimum of 12+ years of progressive experience leading and integrating Organizational Change Management across complex, technology-enabled transformations; OR an advanced degree with a minimum 10+ years of progressive experience leading and integrating Organizational Change Management across complex, technology-enabled transformations.
Demonstrated experience delivering OCM within business process and technology workstreams, including ERP, PPM, product, platform, or operating model transformations.
Proven ability to embed structured change methodologies (e.g., ADKAR®, Prosci®, Kotter) into enterprise delivery models rather than operating change as a standalone function.
Experience partnering with program leadership, PMO, Product Owners, and business leaders to align change activities with milestones, value realization, and outcomes.
Strong capability in change impact assessment, readiness planning, stakeholder analysis, communications, and training enablement.

Nice To Haves

Experience leading large-scale, enterprise, or global transformations, particularly within Digital, IT, or business modernization portfolios.
Formal Change Management certification (Prosci®, ACMP, or equivalent).
Experience operating in Agile, SAFe®, or product-centric delivery environments, supporting continuous change and incremental adoption.
Proven success managing highly complex stakeholder ecosystems, including executives, senior leaders, people managers, and frontline users.
Experience with strategy-to-execution initiatives, including: Strategic planning Operating model transformation Benefits realization and adoption metrics
Exposure to data, AI, automation, or digital platform implementations, with a strong focus on human adoption and behavioral change.
Consulting or advisory experience in matrixed or federated organizations is a strong plus.

Responsibilities

Lead end-to-end change management for Digital Technology (DT) and enterprise business process transformations, from early strategy through post-go-live sustainment.
Embed a standardized OCM framework (Prosci / ADKAR / Kotter) across programs while tailoring execution to organizational culture, maturity, and risk profile.
Translate Digital Transformation strategy into actionable change roadmaps, aligning people enablement with technology deployments, operating model shifts, and business outcomes.
Shape and articulate a clear, compelling change vision—both explicit and implicit—connecting transformation initiatives to enterprise strategy, value realization, and employee purpose.
Serve as a trusted change advisor to senior leaders, program sponsors, and transformation executives.
Identify, assess, and document people, process, role, capability, and behavior impacts throughout design, build, and deployment phases.
Mature change and impact assessments to define future-state readiness requirements at global, regional, and local levels.
Develop and execute mitigation, adoption, and readiness plans, including training, communications, leadership alignment, and reinforcement strategies.
Apply ADKAR® principles to systematically address awareness, desire, knowledge, ability, and reinforcement gaps across stakeholder groups.
Integrate change risk assessments into program governance, proactively identifying adoption risks and mitigation actions.
Identify and manage complex stakeholder ecosystems spanning DT and business executives, people managers, and frontline users.
Conduct structured change readiness and impact assessments to inform engagement, sequencing, and intervention strategies.
Facilitate executive and business-unit discussions to address resistance, manage expectations, and accelerate buy-in.
Coach sponsors and leaders on Kotter-aligned change behaviors—sponsorship, role modeling, and reinforcement.
Build strong, trust-based relationships across workstreams, PMO, Product Owners, HR, Communications, and Learning teams.
Design and deliver targeted, persona-based communication strategies aligned to transformation milestones and decision points.
Ensure training strategies and curricula are role-based, future-state oriented, and embedded into broader capability-building efforts.
Act as a change advocate and storyteller, ensuring messaging consistently reinforces the “why,” “what,” and “how” of change.
Partner with communications and learning teams to ensure coherence, cadence, and impact of enablement activities.
Establish and lead a Change Champion network, enabling peer-to-peer adoption and localized change execution.
Coach people managers to effectively lead their teams through change, reinforcing accountability and ownership.
Define and track adoption and readiness metrics, using both qualitative and quantitative indicators.
Collect feedback, measure adoption effectiveness, and adapt change strategies to close gaps and improve outcomes.
Provide hands-on support during go-live, stabilization, and sustainment, ensuring changes are embedded and value is realized.
Support Enterprise Digital Transformation initiatives, including: Business process modernization Product-centric operating models Agile / SAFe transformations ERP, PPM, and platform implementations Data, AI, and automation enablement
Apply human-centered change principles to technology-driven initiatives, ensuring adoption keeps pace with innovation.
Align change efforts with strategy-to-execution and benefits realization frameworks.