Director, Organizational Change Management (OCM)

Hy-Vee•Des Moines, IA

2d•Hybrid

About The Position

The Director of Organizational Change Management (OCM) will lead the strategy and execution of change management across enterprise transformation initiatives within a retail grocery environment. This role is responsible for driving stakeholder engagement, enabling adoption of new technologies and processes and ensuring the organization is prepared to successfully transition to new ways of working. The Director will play a critical role in supporting major programs including SAP S/4HANA, Relex, Blue Yonder and pricing capabilities, while establishing consistent, scalable OCM practices across the organization.

Requirements

10+ years of experience in organizational change management, transformation, or related roles.
Proven experience supporting large-scale ERP implementations and/or retail transformation initiatives.
Strong expertise in Prosci ADKAR methodology.
Experience supporting retail, supply chain or merchandising transformations.
Experience working in retail, grocery or high-volume operational environments.
Strategic thinking with strong execution capability
Deep expertise in change management frameworks (ADKAR, Kotter, etc.)
Strong stakeholder engagement and influencing skills
Excellent communication and storytelling ability
Experience designing and delivering training and enablement programs
Data-driven approach to measuring adoption and outcomes
Ability to operate effectively in complex, fast-paced transformation environments
Ability to communicate effectively in writing and verbally
Ability to operate standard office technology, including computers and telephones
Ability to review and analyze documents and data on screen
Ability to occasionally transport materials weighing up to 10 pounds (such as files or office supplies)

Responsibilities

Define and execute OCM strategies that support large-scale, multi-phase transformation initiatives.
Establish and apply structured methodologies aligned to Prosci ADKAR and leading change frameworks.
Integrate change management into program delivery to ensure alignment with business objectives and timelines.
Develop and manage a comprehensive, measurable communication strategy that evolves throughout the transformation lifecycle.
Ensure communications clearly set expectations, reinforce key messages, and support stakeholder progression through change stages.
Partner with internal communications team and business leaders to develop and deliver targeted, role-based messaging across stores, distribution centers and corporate functions.
Identify and analyze impacted stakeholder groups, including assessment of influence, interest, and readiness levels.
Align leadership around shared definitions of success, KPIs, and behavioral expectations.
Track and actively manage stakeholder engagement and commitment throughout each phase of transformation.
Lead change impact assessments to identify how roles, processes and ways of working will be affected.
Translate impacts into actionable inputs for communications, training and enablement strategies.
Oversee organizational readiness activities, including go-live preparedness and risk identification.
Support go/no-go decisions through structured readiness insights and reporting.
Define and coordinate with internal training team and business leaders to execute training strategies that prepare employees for new systems and processes.
Conduct training needs analyses to identify required skills and competencies for impacted roles.
Oversee measurement of training effectiveness and continuously improve training approaches based on feedback and performance data.
Establish and lead a Change Network to drive adoption, reinforce messaging and gather feedback from across the organization.
Enable leaders to effectively sponsor change through structured engagement, coaching and communication alignment.
Develop and implement tools to strengthen leadership effectiveness in driving adoption.
Monitor post-go-live adoption to ensure employees are effectively transitioning to new ways of working.
Conduct after-action reviews to identify improvements and inform future phases and initiatives.