Change Management Lead

World Vision

6d•Hybrid

About The Position

The Change Management Lead is responsible for the change management side of organizational digital transformation at World Vision Canada. The role plays a key part in helping the organization successfully implement digital transformation, ensuring that employees adopt and sustain new systems and ways of working so that the organization realizes the full value of its investment. The role sits at the intersection of business transformation and employee experience. The incumbent partners with executives, business leaders, technology teams and end users to develop and execute change strategies that accelerate adoption, support value realization and deliver lasting outcomes. Reporting to Principal Advisor, Enterprise Digital Strategy and working closely with People, Culture & Connection, the incumbent is the primary point of accountability for adoption across the organization. This position has no direct reports; results are achieved through enablement, measurement and influence rather than line authority.

Requirements

Bachelor’s degree in Organizational Development, Human Resources, Business Administration, Communications or equivalent professional experience.
7+ years of experience leading organizational change management initiatives.
Experience supporting enterprise digital transformations, technology implementations or business transformation programs.
Experience designing stakeholder engagement, communication, training and adoption strategies.
Experience establishing and leading a champion or change agent network.
Experience defining adoption measures and reporting them to executive and board audiences.
Experience delivering within a scaled agile environment, including planning across multiple teams and increments.
Strong understanding of change management frameworks and methodologies.
Change impact assessment, stakeholder analysis and readiness assessment.
Design and analysis of readiness and sentiment surveys, including interpretation of resistance data.
Definition of adoption measures and the construction and maintenance of reporting dashboards.
Workshop facilitation and presentation skills.

Nice To Haves

Change management certification, Prosci, CCMP or ACMP.
Experience working with data and analytics transformation initiatives.
Experience leading geographically dispersed or cross-functional teams.
Experience working with delivery vendors in a distributed environment.
Experience in a nonprofit or mission-driven organization.
Ability to read, write and speak business French.

Responsibilities

Develops and executes the change management strategy and plans. Creates comprehensive change management strategies and plans for large-scale business and technology initiatives, applying a structured methodology such as ADKAR and maintaining the supporting deliverables: change strategy, sponsor roadmap, communication plan, training plan, coaching plan and resistance management plan.
Conducts change impact, readiness and risk assessments. Carries out stakeholder assessments, change impact analyses, readiness assessments and change risk evaluations, identifying the groups affected and the extent of change for each. Directs support, training and communication effort to where it is most needed.
Defines and implements change interventions. Designs targeted interventions that address organizational barriers and accelerate adoption and establishes the governance structures and change networks required to sustain change over time.
Builds and leads the change champion network. Selects, trains and supports champions embedded in business and delivery teams who act as early adopters, local training facilitators, the feedback route to this role, and reporters of adoption at team level. Maintains recognition and development pathways that sustain participation.
Engages and influences senior stakeholders. Builds trust relationships with executive sponsors and senior business leaders and advises them on carrying out the sponsorship role. Develops executive communication strategies and stakeholder engagement plans, facilitates leadership workshops, steering committees and decision-making sessions, and aligns stakeholder groups around objectives and expected outcomes.
Equips managers and leaders to lead change. Prepares department leaders and middle managers to lead their own teams through transition, and to understand and apply new decision rights and governance arrangements in their areas.
Designs and delivers learning and adoption programs. Creates and oversees the training, communication and adoption activity accompanying each release of capability. Collaborates with Learning and Development to build scalable learning pathways ranging from foundation-level capability for all staff to expert level for change champions, covering data and AI literacy, as well as new digital ways of working. Sustains a fixed communication cadence of leader briefings, all-leader forums, written communication, readiness surveys and recognition, and refines programs continuously based on employee feedback and adoption insight.
Measures, publishes and reports adoption. Scores and measures adoption effectiveness through defined performance indicators, organizational behavioral agility, usage analytics and business outcomes, and publishes an adoption dashboard covering extent of use, engagement and sentiment, depth of feature use, and business value delivered. Incorporates adoption trajectory into digital transformation program and executive leadership reporting on cadence. Prepares the readiness evidence on which phase decisions depend, providing recommendations where readiness is not evidenced.
Manages resistance, adoption risk and change capability. Identifies resistance through periodic surveys that map teams by level of resistance and enthusiasm, apply targeted intervention where resistance is high, and monitors organizational capacity to absorb change and identify adoption plateaus. Builds internal change management capability, mentoring colleagues and embedding change practice so that it endures beyond the current program of work.