Organizational Change Management (OCM) Lead

AeroVironment

1d•$126,500 - $192,750

About The Position

The Organizational Change Management (OCM) Lead is a key member of the DBT Transformation Office, responsible for leading the people side of change at strategic organizational and tactical program levels. The role works with CIO and DBT leaders to transform the Digital Business Transformation organization, including its culture, operating model, processes, capabilities, and ways of working, while embedding structured OCM into major DBT programs and initiatives. The OCM Lead partners with DBT leadership, program teams, business stakeholders, Communications, and Learning & Development to ensure changes are understood, adopted, reinforced, and sustained, and that transformation delivers measurable business value. This position develops and executes DBT-wide change strategies and frameworks; drives organizational effectiveness and leadership alignment; establishes reusable OCM methods, standards, tools, templates, governance, and change calendars; assesses stakeholder impacts, readiness, resistance, adoption risks, and capacity; and develops integrated plans for engagement, communications, training coordination, readiness, and reinforcement. The role works with program managers and business partners to integrate OCM into program plans, define and measure success, support go-live readiness and stabilization, address adoption gaps, and continuously improve DBT’s change capability. The position requires access to information controlled under ITAR and/or EAR. Applicants must qualify as a U.S. person under the applicable regulations or be eligible for an export license; some positions may require current U.S. citizenship due to contract requirements. The role requires being within 50 miles of an AV office location and travel mostly within the Continental U.S.

Requirements

Bachelor’s degree in Organizational Change Management, Organizational Development, Business, Communications, Human Resources, or a related field; equivalent experience is considered.
At least 7 years of experience leading organizational change, transformation, organizational effectiveness, or large-scale technology and business change initiatives.
Demonstrated experience supporting both enterprise organizational transformation and complex program implementations.
Strong knowledge of structured OCM methodologies and practices, including change impact, stakeholder, readiness, resistance, communications, and adoption planning.
Experience developing and executing integrated change strategies across multiple concurrent initiatives.
Demonstrated ability to influence executives, leaders, program teams, and employees without direct authority.
Strong facilitation, executive communication, stakeholder management, analytical, and problem-solving skills.
Ability to manage multiple priorities and operate effectively in a fast-moving, matrixed environment.
Ability to work in an office environment and sit and stand for long periods; ability to talk, hear, and use hands and fingers to operate a computer and telephone keyboard.
Must be within 50 miles of an AV office location and travel mostly within the Continental U.S.
Must qualify as a U.S. person under ITAR/EAR or be eligible for an export license; some positions may require current U.S. citizenship due to contract requirements.

Nice To Haves

Prosci, ADKAR, or comparable change management certification.
Experience with digital transformation, enterprise systems, process transformation, or technology-enabled change.
Experience in aerospace, engineering, manufacturing, or another regulated environment.
Experience establishing enterprise OCM standards, governance, tools, templates, and measurement practices.
Ability to assess change saturation and advise leaders on sequencing, prioritization, and organizational capacity.
Experience defining and evaluating readiness, adoption, engagement, proficiency, utilization, resistance, and stakeholder sentiment measures.
Strong business acumen and ability to connect change activities to operational outcomes and measurable business value.
High ownership, sound judgment, adaptability, and a collaborative approach to working across technical and business teams.

Responsibilities

Work with CIO and DBT leaders to develop and execute a DBT-wide change strategy and framework aligned with the Transformation Office vision, roadmap, and Transformation Initiative Backlog.
Lead change efforts across people and culture, process excellence, policy and governance, tools and technology, brand and communications, and customer and BRM partnerships.
Drive organizational effectiveness initiatives that strengthen engagement, collaboration, accountability, leadership effectiveness, workforce capabilities, and continuous improvement.
Build leadership alignment, sponsorship, and ownership for transformation priorities, preparing leaders and managers to communicate and reinforce change.
Partner with Communications to advance the One DBT narrative and communicate what is changing, why it matters, progress, wins, and expected behaviors.
Establish reusable OCM methods, standards, templates, tools, governance, and a consolidated change calendar to embed change management as a sustained DBT capability.
Assess stakeholder impacts, readiness, resistance, adoption risks, and capacity for assigned programs, and translate findings into actionable OCM and mitigation plans.
Develop and execute integrated plans for communications, stakeholder engagement, sponsorship, readiness, training coordination, resistance management, reinforcement, and adoption.
Partner with Program Managers to integrate OCM activities, milestones, dependencies, risks, resources, and success measures into program plans.
Work with the LM Lead to translate change impacts into training, job aids, knowledge resources, upskilling, and reinforcement strategies.
Partner with the business to define success criteria, including customer satisfaction, and establish methods to measure, report, and drive intended outcomes from program initiation through post-launch adoption.
Support go-live readiness and post-implementation stabilization to sustain adoption and transition changes into operations.
Capture lessons learned, address adoption gaps, and continuously improve DBT’s OCM methodology and organizational change capability.