Organizational Change and Transition Management Officer

State of Washington • Thurston County – Olympia, WA

7d • Hybrid

About The Position

The Organizational Change and Transition Management Officer leads organizational change management (OCM) for the One Washington Program, supporting employees, leaders, agencies, and other partners through the organizational, process, and technology changes. This position develops and implements an integrated change management strategy that aligns workforce readiness, communications, training, business partner engagement, and adoption with program priorities and implementation milestones. The role establishes effective practices for assessing change impacts, organizational readiness, adoption, and change-related risks, while ensuring that the needs of employees and agencies' stakeholders are considered throughout the transformation. The position provides strategic guidance to program leaders and managers on employee engagement, leadership readiness, organizational impacts, and workforce resilience. Working across program and agency teams, the position identifies barriers to successful change and develops practical, inclusive approaches that strengthen communication, trust, engagement, and organizational readiness. Success in this role requires strong relationship-building, collaboration, communication, and change leadership skills, along with the ability to navigate complex environments and help diverse business partners understand, adopt, and sustain new processes, systems, and ways of working. One Washington (OneWA), led by the Office of Financial Management, is an enterprise-wide transformation project focused on replacing 1960s-era technology with a cloud-based Workday solution for finance, procurement, budget, HR, and payroll processes.

Requirements

• Leading organizational change and transition management for a large-scale ERP implementation or similarly complex enterprise technology transformation, including development and execution of OCM strategies, roadmaps, readiness and adoption approaches, participant engagement, and transition activities.
• Managing organizational transition initiatives in complex, multi-stakeholder environments involving significant changes to business processes, technology, organizational structures, roles, or ways of working.
• Developing and implementing enterprise-level change strategies that align organizational priorities, participant needs, implementation requirements, and intended business outcomes.
• Conducting or overseeing change impact assessments, organizational readiness assessments, adoption planning, participant analysis, and change risk analysis to identify and address barriers to successful implementation.
• Advising and influencing executive leaders, managers, and cross-functional teams on organizational change, workforce impacts, readiness, adoption, and transition considerations.
• Integrating organizational change management with communications, training, organizational capability building, program governance, and implementation planning.
• Governance and decision-making structures used to manage complex, multi-phase transformation programs, including the relationship among organizational readiness, transition, adoption, and benefits realization.
• Participant engagement principles and strategies for working with diverse internal and external groups with varying levels of influence, impact, readiness, and organizational interests.
• Data-informed approaches to organizational readiness, adoption, workforce engagement, and change effectiveness, including the use of metrics, dashboards, heat maps, readiness assessments, and other decision-support tools.
• Assessing organizational and participant impacts, identifying readiness and adoption risks, and developing practical strategies to address barriers to successful transition.
• Translating complex business, process, technology, and organizational changes into clear, actionable information and strategies for varied audiences.
• Advising, influencing, and coaching executive leaders, managers, project teams, and participants through complex and competing change priorities.
• Building alignment among diverse groups and facilitating resolution of competing perspectives and organizational interests.
• Applying quantitative and qualitative data, participant feedback, readiness assessments, and organizational insights to inform decisions and refine change strategies.
• Leading teams through ambiguity, evolving priorities, and sustained transformation while maintaining accountability for results.
• Integrate multiple sources of information, including readiness data, change impact assessments, stakeholder analysis, adoption measures, workforce insights, and program information, to identify patterns, interdependencies, and emerging risks and inform OCM decisions.
• Develop and adapt enterprise-level OCM strategies, roadmaps, frameworks, and measures throughout a multi-phase transformation as implementation conditions, organizational impacts, and readiness needs evolve.
• Evaluate OCM alternatives and their potential consequences and recommend approaches that support successful transition, adoption, operational continuity, and realization of intended program benefits.
• Operate effectively within complex program governance structures, recognizing when OCM issues can be resolved within established authority and when risks or decisions require escalation to executive or other appropriate authority.

Nice To Haves

• Certification in organizational change management, such as Prosci, ACMP Certified Change Management Professional (CCMP), or another recognized change management credential.
• Working with Workday or another major enterprise resource planning (ERP) platform.
• Supervising and developing professional staff, including establishing priorities, assigning work, coaching employees, managing performance, and building team capacity.
• Developing and implementing enterprise readiness dashboards, heat maps, business readiness checklists, adoption measures, or similar program-level decision-support tools.
• Working within Agile, Waterfall, hybrid, or scaled Agile program delivery environments.
• Collaborating with consultants, vendors, or external OCM service providers.
• Working within complex public-sector, governmental, or highly regulated environments with multiple stakeholders and competing priorities.

Responsibilities

• Leads the development, implementation, and continuous refinement of the One Washington Program’s organizational change management (OCM) strategy and roadmap, integrating internal workforce and external agency/participant change efforts with program objectives, implementation milestones, and the ERP transformation lifecycle.
• Establishes OCM priorities, methodologies, governance practices, and standards and integrates management considerations into program planning, decision-making, transition governance, and implementation activities.
• Lead the program-wide approach to organizational readiness and adoption, establishing frameworks and methodologies for participant analysis, change impact assessments, readiness assessments, adoption mapping, business readiness criteria, and change risk identification.
• Oversee the development and use of readiness metrics, heat maps, checklists, and other tools to identify organizational impacts and barriers to adoption and to inform mitigation strategies and leadership decisions.
• Provide strategic leadership and consultation on internal organizational change and workforce readiness, advising program leaders and managers on employee engagement, leadership capability, communication, change fatigue, organizational impacts, and workforce resilience.
• Lead employee listening, organizational assessments, and analysis of engagement and workforce data to identify barriers and develop strategies that strengthen trust, inclusion, engagement, and organizational effectiveness throughout the program lifecycle.
• Lead an integrated approach to participant engagement, communications, training, and organizational capability building, partnering with program leadership and other workstream leaders to ensure coordinated support for internal and external audiences.
• Ensure change management, communications, training, and capability-building activities collectively prepare employees and partners to understand, adopt, and sustain new processes, systems, and ways of working.
• Provide leadership, supervision, and resource oversight for the One Washington OCM and Training functions, including direct supervision of the OCM Lead.
• Establish priorities, performance expectations, resource strategies, and delivery standards; provides coaching and performance management; and builds the capability of OCM and Training staff to meet evolving program and participant needs.
• Establish and oversee measures of OCM effectiveness, readiness, adoption, and workforce impact, using data, employee, agency, and partner feedback, lessons learned, and program outcomes to evaluate progress and identify opportunities for improvement.
• Partner with program leadership to incorporate OCM measures into transition and benefits realization activities and provide recommendations to the Executive Program Director regarding risks, interventions, and strategies to achieve sustainable program outcomes.

Benefits

• An environment of diversity, equity, inclusion, and belonging
• Medical, Dental, Vision, and Life Insurance
• 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year
• State retirement programs

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed