Organizational Change Manager

Centria Autism•Farmington Hills, MI

1d•Hybrid

About The Position

The Organizational Change Manager plays a critical role in ensuring the successful implementation and sustainment of key process and technology changes across Centria Autism Services. This role is responsible for leading change initiatives, driving adoption among all roles within the organization, and ensuring long-term success through the development of change champions and leadership coaching. Additionally, the Organizational Change Manager is responsible for ensuring that leadership teams are trained to the extent necessary to sustain the change. This includes ensuring that leadership understands not only the processes and tools associated with the change but also why the change is being implemented, enabling them to communicate, reinforce, and model the change effectively. This is a highly collaborative, hands-on role that requires significant travel (75%) to various Centria locations to provide in-person support, training, and engagement.

Requirements

Bachelor’s degree in business or relevant background and experience in organizational change
3+ years of experience in change management, organizational development, or process improvement.
Strong facilitation and training skills with the ability to engage diverse stakeholders.
Experience in leadership training and competency development, with a focus on ensuring leaders understand and can sustain change.
Experience in the healthcare or ABA industry.
Prosci or similar change management certification.
Six Sigma or Lean certification a plus

Responsibilities

Collaborate with the Implementation Specialist to develop strategic rollout plans that ensure smooth transitions for new systems and processes.
Execute and routinize change initiatives in alignment with project charters, ensuring timely and effective implementation.
Engage with team members at all levels to drive understanding, adoption, and execution of new processes and technologies.
Provide on-site and virtual training, coaching, and support to ensure successful transitions.
Develop and deploy communication strategies to promote awareness and buy-in for key initiatives.
Ensure that leadership teams are trained to the level required to sustain the change long-term.
Ensure leadership competency in managing change, including understanding why the change is being implemented, the expected outcomes, and how to support staff through the transition.
Equip leaders with the knowledge and tools necessary to effectively reinforce and role model the change within their teams.
Develop and facilitate leadership training sessions, workshops, and one-on-one coaching to ensure leaders can confidently answer questions and drive continued adoption.
Develop deep expertise in all new and existing systems, ensuring the ability to anticipate questions, challenges, and user adoption barriers. System expertise is including but not limited to CareConnect (web and mobile), TechConnect, Kronos, Greenhouse, G-Suite (including Gemini), Scout, and the Pulse.
Identify and proactively address issues that may arise with system changes, ensuring smooth integration into existing workflows.
Manage staff through rapidly evolving system updates by providing clear communication, training, and support as changes are iterated upon.
Adapt to a minimal viable product/agile (MVP) approach, recognizing that initial rollouts may require iterative improvements and ensuring that teams remain agile and engaged throughout the evolution of system changes.
Measure and track ongoing compliance with implemented changes through data reviews and case file audits.
Identify areas of resistance and develop targeted interventions to reinforce change adoption.
Establish mechanisms for continuous feedback and improvement to enhance change sustainability.
Identify and cultivate Change Champions within each region or department undergoing transformation.
Equip leaders with the skills and tools necessary to manage change effectively within their teams.
Facilitate workshops and leadership coaching sessions to build internal change capability.
Define and track key success metrics, including: Leadership competency: Observe and report on leadership’s ability to show high level of competency in change as measured through ability to articulate the reason for the change and model the change. Change adoption: Attainment of project outcomes as defined in the project charter. Satisfaction: Feedback from post-implementation surveys. Sustainability: Ongoing compliance through case file audits and data reviews.
Provide regular reports and insights to leadership on the impact and effectiveness of change initiatives.
Compliance with Centria’s Code of Conduct, policies and procedures, and Federal and State laws.
Responsibility to report violations of Company policies or the Code of Conduct.