Change Manager

DataMap•Overland Park, KS

1d•$60,000 - $90,000•Onsite

About The Position

DataMap is hiring an in-person Change Manager for its Overland Park, Kansas office. The role leads the people side of change across client engagements and internal initiatives, including implementations of Coupa, D365, NetSuite, SAP, and Boomi, adoption of DataMap products such as Positron, RoboApprover, and Itemova EDI SaaS, and changes within DataMap. The Change Manager prepares executives, managers, end users, suppliers, customers, and other implementation service providers for change, supporting readiness at go-live and sustained adoption afterward. The role plans and runs change workstreams from the case for change through go-live and reinforcement, working with project teams to integrate change activities into project plans. It includes assessing impacts and readiness, mapping and engaging stakeholders, coaching sponsors and managers, coordinating champions and trainers, and developing communication and training programs. The Change Manager tracks adoption and proficiency, addresses resistance, and identifies additional support or follow-on work in coordination with project managers. DataMap describes change management as a career path from Change Manager to Senior Change Manager and Director of Change Management, with potential progression into executive leadership. Advancement depends on performance and business needs.

Requirements

At least 3 years of experience leading organizational change management, adoption, or training on technology rollouts.
Bachelor's degree in a related field or equivalent experience.
Working knowledge of a structured change management approach, including hands-on stakeholder mapping, impact assessments, communication plans, and resistance management on real rollouts.
Hands-on training experience, including needs analysis, role-based materials and job aids, live and virtual sessions, and train-the-trainer or super-user programs.
Experience leading change for internal groups at every level and for third parties such as suppliers, customers, or other implementation service providers.
Clear written and verbal communication skills, including the ability to explain system or process changes in terms relevant to each group.
Regular use of AI assistants such as ChatGPT, Claude, or Copilot in daily work.
Ability to work in person at DataMap's office in Overland Park, Kansas.

Nice To Haves

Knowledge of established change models, especially Lewin's change model and Kotter's 8 steps, as well as Prosci's ADKAR model, the Bridges Transition Model, the McKinsey 7-S Framework, or force field analysis.
Prosci or CCMP certification.
Experience with SaaS or ERP rollouts such as Coupa, NetSuite, SAP, Oracle, or Microsoft Dynamics 365.

Responsibilities

Plan and run the change workstream on each engagement from the case for change through go-live and reinforcement, and incorporate change activities into project plans.
Conduct change impact and readiness assessments covering processes, tools, roles, and daily work for internal groups and third parties; provide readiness input before go-live.
Draft impact assessments, stakeholder maps, communications, and training content with AI tools, and review drafts before they are distributed.
Map stakeholder groups by influence and impact, classify their stance as Allies, Opponents, Neutrals, or Adversaries, and plan engagement accordingly.
Coach sponsors and people managers to lead their teams through change, and establish a RACI matrix for change decisions and sign-off.
Coordinate change for suppliers and customers with client relationship teams, and align other implementation service providers on timelines, messages, and training.
Lead change champion networks, super-users, and trainers, gathering feedback and recommending course corrections to support adoption.
Build communication and feedback plans, including WIIFM messages, town halls, Q&A sessions, brown bag lunches, and pulse surveys.
Conduct training needs analyses, develop role-based training and job aids, deliver sessions, and establish train-the-trainer and super-user programs for internal and external groups.
Track adoption and proficiency after go-live, identify root causes of resistance, and provide reinforcement, refresher training, or in-app guidance using digital adoption platforms where appropriate.
Identify needs uncovered by change work, such as further training, adoption support, or follow-on phases, and work with project managers to turn them into signed orders.