Organizational Change Management Partner

Argonne National Laboratory•Lemont, IL

1d•$126,000 - $196,560

About The Position

The Business Information Services organization at Argonne is seeking an Organizational Change Management Partner to join their team. This position serves as a strategic change partner, helping leaders and initiative/project teams assess organizational impacts, prepare employees and managers, communicate effectively, manage resistance and risks, and achieve intended business outcomes. The position also advances Argonne’s OCM practice by developing and continuously improving methods, tools, templates, and best practices.

Requirements

Bachelor's degree and 10+ years of related experience, or a Masters degree and 6+ years of experience, or equivalent.
Proof of U.S. citizenship, which is required to comply with federal regulations and contract.
Advanced knowledge of organizational change-management principles, methodologies, frameworks, tools, and best practices.
Significant experience designing and delivering OCM strategies for complex, enterprise-level, technology-enabled, process, organizational, or cultural changes.
Experience conducting change-impact, stakeholder, readiness, organizational, and change-risk assessments.
Demonstrated ability to develop and execute communications, stakeholder engagement, sponsorship, training, coaching, resistance-management, and sustainment strategies.
Experience measuring and reporting adoption, readiness, engagement, proficiency, utilization, behavioral change, benefits realization, or other indicators of change effectiveness.
Experience supporting technology modernization, digital transformation, data and analytics initiatives, process improvement, automation, artificial intelligence, or other changes involving new tools and ways of working.
Excellent written, verbal, presentation, facilitation, consulting, negotiation, active-listening, and relationship-management skills.
Ability to translate complex technical, scientific, operational, or organizational information into clear, meaningful, and audience-appropriate messages.
Ability to establish and maintain strong relationships and work effectively with individuals and groups at all organizational levels and across diverse functional areas.
Ability to influence others, build coalitions, facilitate alignment, and move stakeholders toward a common vision or goal.
Ability to model Argonne’s Core Values: Impact, Safety, Respect, Integrity, and Teamwork.

Nice To Haves

Professional certification or formal training in organizational change management is preferred, e.g. Prosci, the Association of Change Management Professionals (ACMP).

Responsibilities

Develops and implements organizational change-management strategies and plans for enterprise, directorate, department, program, process, technology, and workforce initiatives.
Advises leaders and initiative sponsors on the people, culture, process, technology, and organizational implications of proposed changes.
Determines the appropriate level of change-management support based on the magnitude, complexity, risk, interdependencies, and stakeholder impact of each initiative.
Integrates OCM activities, milestones, dependencies, risks, and resource requirements into project, program, product, and portfolio plans.
Applies a structured change-management methodology while tailoring approaches to the needs of Argonne’s environment.
Conducts organizational assessments, change-impact analyses, stakeholder analyses, role and job-impact assessments, readiness assessments, and change-risk assessments.
Develops comprehensive change-management plans, including stakeholder engagement, sponsorship, communications, training, coaching, resistance management, readiness, reinforcement, transition, and sustainment plans.
Acts as a trusted advisor and coach to executives, senior leaders, initiative sponsors, people managers, project managers, and other change agents.
Coaches sponsors and leaders on visible sponsorship, effective communication, decision-making, employee engagement, reinforcement, and accountability for change adoption.
Identifies, prepares, coaches, and supports Change Champions, super users, subject-matter experts, managers, and other local change agents.
Partners with communications and initiative teams to design, develop, deliver, and manage targeted change communications for different audiences and stages of the change journey.
Develops communication strategies, key messages, stakeholder-specific narratives, communication calendars, leadership talking points, frequently asked questions, feedback mechanisms, and other engagement materials.
Uses two-way communication and listening methods—including interviews, focus groups, surveys, workshops, office hours, and feedback channels—to identify concerns and improve the change approach.
Provides input into the design, development, delivery, and evaluation of training and performance-support programs required to enable successful adoption.
Partners with the learning organization to ensure that training and support materials are timely, accessible, role-specific, and aligned with the future state.
Tracks and reports change readiness, adoption, usage, proficiency, stakeholder engagement, training, communications effectiveness, risks, issues, and sustainment activities.
Uses qualitative and quantitative data to evaluate the effectiveness of OCM interventions and recommend adjustments.
Captures lessons learned, measures benefits realization in partnership with initiative leaders, and contributes to continuous improvement of the OCM practice.