Director, Organizational Change Management

Legends Global•Dallas, TX

About The Position

The Director, Organizational Change Management owns the company’s organizational change management discipline and leads a consistent, scalable approach to awareness, knowledge, ability, reinforcement, readiness, and adoption across a portfolio of business transformation initiatives. The role spans functions, processes, technology, roles, and ways of working, and is accountable for organizational adoption outcomes, including closing readiness gaps, reducing reliance on workarounds, and sustaining adoption of new processes, systems, and ways of working. The Director develops the company’s change strategy, methodology, framework, playbook, success metrics, and adoption KPIs. They assess organizational impacts and readiness across functions and business units, partner with business leaders to address gaps, and monitor stabilization and adoption after initiatives go live. The role also leads executive and leadership alignment, manager enablement, change champion networks, audience-specific communications, training, and post-launch reinforcement across initiatives. The position reports into the Transformation Office, a centralized function supporting the global business. It works directly with Executive Sponsors and Initiative Leaders, including senior leaders in corporate functions and business units. The role is highly preferred to be based in the Dallas or New York Metro area and requires significant travel to support business operations and in-person needs.

Requirements

At least 8 years leading organizational change management on complex, multi-workstream transformation programs spanning process, technology, and organizational design.
Proven track record leading change across multiple types of programs, such as process redesign, organizational restructuring, operating model redesign, and technology implementations.
Ability to influence and align senior executives and cross-functional stakeholders without formal authority.
Experience leading operating model and ways-of-working changes, including redesigning how work is performed, decided, and governed—not solely training people on a new system.
Experience driving adoption across a distributed, multi-site, or multi-business-line organization.
Experience recovering adoption where workarounds and informal habits have formed around an existing process or system.
Ability to build and sustain a change champion network with meaningful business participation.
Ability to design and deliver manager- and leadership-level training and enablement programs.

Nice To Haves

Prosci, CCMP, or equivalent change management certification, with the judgment to adapt frameworks to the situation.
Experience leading change across more than one functional domain, such as finance, technology, legal, HR, or commercial.
Experience with enterprise technology implementations, such as ERP or other major systems, as one of several change contexts.
Sports, entertainment, hospitality, or venue operations experience.
Training content development and learning management system (LMS) experience.

Responsibilities

Develop and lead the organizational change management strategy and methodology across current and future initiatives.
Build a replicable change management framework and playbook that can scale as initiatives and workstreams launch.
Define change management success metrics and adoption KPIs, and report outcomes to executive leadership.
Partner with executive sponsors and initiative leaders to drive visible leadership engagement and alignment.
Identify organizational and adoption risks across the portfolio and develop mitigation plans.
Lead organizational change impact assessments covering business processes, roles, policies, controls, technology, and operating models.
Develop stakeholder impact profiles and readiness plans tailored to affected functions and business units.
Partner with business leaders to close readiness gaps and identify changes to ways of working and operating rhythms needed to sustain new processes.
Own post-launch stabilization and adoption monitoring, including identifying reversion to old processes or workarounds.
Lead leadership alignment programs and build manager and people-leader training to support teams through change.
Build and lead a Change Champion Network model for broad participation in enterprise initiatives and major changes.
Own portfolio-wide communications strategy, partnering with the internal communications team.
Own training programs and materials that reflect actual process, role, and operating-model changes.
Measure training effectiveness and adoption through knowledge assessments and usage or behavior metrics, and establish a business feedback loop to surface adoption risks.
Own post-launch reinforcement across initiatives to sustain behavior change and protect intended initiative value.