Organizational Change Manager

WSP•Atlanta, GA

9h•$153,400 - $283,600•Hybrid

About The Position

The Organizational Change Management (OCM) Lead is accountable for the people readiness, adoption, and sustainability of change across the US transformation portfolio. The role develops and executes integrated change strategies that enable employees and leaders to successfully adopt new processes, technologies, operating models, roles, and ways of working. This role will partner directly with the Transformation Project Manager on each initiative, integrating change activities with the overall delivery plan and ensuring that stakeholder impacts, readiness, and adoption risks inform project decisions. The role will lead stakeholder analysis, change impact assessment, communications, training, and organizational readiness activities. Given the scale and complexity of the US business, the role will also coordinate change activity across multiple concurrent initiatives, identify cumulative impacts on stakeholder groups, and help leadership sequence transformation activity based on organizational capacity and readiness. The OCM Lead will partner with US business and functional leaders, transformation program teams, Global OCM resources, communications, learning teams, and subject matter experts. The role will provide practical guidance to sponsors and initiative leaders while establishing a consistent, people-centered approach to change across the US transformation portfolio. The Project Manager and OCM Lead work as an integrated delivery partnership on each initiative. The Senior Project Manager owns the integrated delivery plan, governance, execution, and business outcomes. The OCM Lead owns the change strategy, stakeholder engagement, organizational readiness, and adoption outcomes. Both roles jointly identify risks, advise sponsors, and ensure delivery decisions reflect operational and people impacts.

Requirements

Bachelor's degree in organizational development, business, communications, human resources, organizational psychology, or a related discipline; equivalent experience will be considered.
12 or more years of experience in organizational change management, transformation, operating-model change, or a related field.
Demonstrated experience leading change for complex, cross-functional initiatives within a large organization.
Experience supporting enterprise technology, ERP, finance, operational, organizational, or M&A-related transformation.
Strong understanding of stakeholder analysis, change impact assessment, communications, learning, readiness, adoption, and reinforcement.
Experience managing change across multiple concurrent initiatives or a portfolio of interdependent programs.
Ability to work effectively with operational, functional, technical, and executive stakeholders.
Executive-level written, verbal, and presentation skills.
Strong analytical, problem-solving, and decision-support and capabilities.
Resourceful with ability to manage competing priorities without losing focus on critical outcomes.
Strong attention to ownership, dependencies, and sustainable handoffs.
Commitment to a people-centered approach that considers both business outcomes and employee experience.
Ability to translate complex transformation activity into clear implications for employees and leaders.
Sound judgment in ambiguous, fast-moving environments.
Strong relationship-building and conflict-resolution skills.
Ability to prioritize across competing initiatives and stakeholder needs.
High degree of empathy, credibility, discretion, and organizational awareness.
Working knowledge of company systems, processes, workflows and information-management tools.
The selected candidate must be authorized to work in the United States.

Nice To Haves

Change management certification is preferred but not required.
Experience in professional services, engineering, or another project-based environment is preferred.

Responsibilities

Champion the transformation lifecycle approach for all initiatives, designing and executing integrated change strategies that enable successful delivery and adoption of complex, enterprise-wide transformations.
Assess current and future states and resulting impacts on people, roles, processes, systems, and ways of working.
Identify stakeholder, capability, readiness, and adoption risks and develop targeted mitigation strategies.
Own organizational readiness assessments, determining whether leaders and affected teams are prepared to adopt and sustain change.
Tailor the change approach to each initiative’s scale, complexity, risk, and stakeholder impact.
Integrate change activities, dependencies, milestones, and risks into the overall delivery plan in partnership with the Transformation Project Manager.
Assess cumulative change impacts and organizational capacity across concurrent transformation initiatives.
Advise transformation leadership on sequencing and timing based on organizational readiness and change saturation.
Uphold consistent US Transformation Office change standards, tools, templates, and quality expectations.
Strengthen change capability through practical guidance, coaching, reusable tools, and lessons learned.
Develop strong working relationships across the Change and Innovation Leadership Team to ensure effective collaboration and support.
Identify affected stakeholders and develop engagement strategies that reflect their needs, influence, and level of impact.
Advise and equip sponsors to actively lead the change through visible leadership, clear messaging, and sustained engagement.
Establish feedback mechanisms that bring employee and business perspectives into transformation decisions.
Facilitate leadership discussions, stakeholder sessions, workshops, and feedback forums.
Build alignment across business, functional, regional, and global stakeholders.
Define adoption measures and monitor whether new processes, systems, roles, and behaviors are being used as intended.
Use stakeholder feedback, readiness results, and operational indicators to identify where additional support is required.
Develop reinforcement strategies to embed new ways of working into day-to-day operations.
Partner with the Transformation Project Manager during implementation and stabilization to address adoption barriers.
Support the transition to sustainable business ownership by ensuring ongoing reinforcement responsibilities are clearly assigned.
Support developing integrated communication and learning strategies aligned with stakeholder needs and program milestones.
Translate complex transformation activity into clear, practical, audience-specific messages.
Support developing executive briefings, leader toolkits, presentations, FAQs, job aids, and employee-facing materials.
Identify role-based learning and capability needs arising from the change.
Partner with communications, learning, and subject-matter experts to coordinate content development and delivery.

Benefits

medical
dental
vision
disability
life
retirement savings
paid sick leave
paid vacation (or other personal time)
paid parental leave
paid time off for purposes of bereavement, voting, and/or attendance at naturalization proceedings