Change Management Lead

TEKsystems•Deerfield, IL

1d•$60 - $80•Remote

About The Position

This role focuses on managing the change approach for multiple transformation initiatives, ensuring successful readiness, adoption, and implementation. The Change Management Lead will be responsible for identifying stakeholders, assessing impacts, developing engagement plans, and providing support to ensure smooth transitions. This includes equipping leaders with tools and messaging, developing communications, and establishing feedback loops to monitor progress and address concerns. The role also involves coordinating change efforts across various initiatives to minimize confusion and maximize adoption.

Requirements

Change management experience
Strong stakeholder judgment
Practical operating style
Ability to bring structure to ambiguous work
Ability to manage the people side of transformation
Ability to help teams understand, adopt, and sustain new ways of working without overcomplicating the process.
Experience leading change, transformation, or adoption efforts in complex organizations.
Skilled in stakeholder mapping, impact assessment, readiness planning, communications, and adoption support.
Strong judgment in identifying risks, dependencies, stakeholder concerns, and areas requiring additional clarity or reinforcement.
Able to support leaders with simple, practical tools that help teams navigate change.
Comfortable building lightweight processes, measures, and feedback loops.
Strong collaborator who can connect work across company priorities, related business initiatives, and the broader stakeholder experience.

Responsibilities

Build and manage the change approach for 10+ transformation initiatives, with a focus on readiness, adoption, and implementation.
Identify key stakeholders, audience groups, and levels of impact across marketing and relevant functions.
Develop engagement plans and recommend actions to address adoption risks.
Assess how initiatives affect teams, roles, processes, and expectations, and translate findings into actionable support plans.
Define what teams and leaders need to be ready for change, including where additional clarity, communication, or support is required.
Equip leaders with practical tools, messaging, talking points, and materials to reinforce change, answer questions, and support adoption.
Develop stakeholder communications, leader updates, FAQs, and other materials that help teams understand what is changing, why it matters, and what action is needed.
Establish simple measures and feedback loops to track readiness, adoption, stakeholder sentiment, and areas of confusion or resistance, using insights to adjust the approach as needed.
Maintain awareness of related and business initiatives that may impact the same audiences.
Help identify overlaps, dependencies, timing concerns, and stakeholder risks to support a more coordinated change experience.
Partner with cross-functional stakeholders to ensure change efforts are aligned to the goals, pace, and realities of the work is driving.