Organizational Change Senior Manager

State of Washington•Multiple Locations Statewide, WA

6d•Hybrid

About The Position

The Washington State Department of Corrections Information Technology (IT) team is seeking a strategic and collaborative leader to assume the role of Organizational Change Senior Manager (IT Policy & Planning Senior Manager), guiding organizational change initiatives that support the successful delivery of IT transformations and other enterprise priorities. The goal of this position is to ensure changes to processes, systems, organizational structures, and job responsibilities are effectively implemented to maximize adoption, increase organizational effectiveness, and achieve meaningful business outcomes. Focusing on the people side of change, this critical position develops and fosters sustainable change management practices across the agency through consultation, training, policy development, business process improvements, and organizational change initiatives. Working closely with Information Technology, business leaders, and program staff, the candidate of choice identifies change impacts, develops change strategies, engages stakeholders, builds consensus, and provides expert guidance throughout the implementation lifecycle. Through coordinated planning, leadership, and execution of new and modernized programs and projects, this position helps drive benefit realization, value creation, and long-term organizational growth. The successful candidate will serve as a trusted advisor and change leader, promoting a culture of adaptability, collaboration, and continuous improvement in support of the Department’s mission to improve public safety by positively changing lives.

Requirements

High school diploma or equivalent AND Ten (10) year’s total of progressively responsible management experience, at least five of which includes experience in a government setting
Five (5) years of experience in applying varied Change Management Methodologies, Project Management, Lean Principles and/or closely related field with large scale information technology projects
Three (3) years of demonstrated experience developing and executing short and long term strategic and operational plans that impacts agency wide and external customers OR Bachelor's degree in a relevant field
Six (6) year’s total of progressively responsible management experience, at least five of which includes experience in a government setting
Five (5) years of experience in applying varied Change Management Methodologies, Project Management, Lean Principles and/or closely related field with large scale information technology projects
Three (3) years of demonstrated experience developing and executing short and long term strategic and operational plans that impacts agency wide and external customers
Demonstrated success in establishing a new section and discipline within an organization. (Examples include setting strategic direction for area of responsibility and developing a plan to work towards creating the IT enterprise strategic direction, involving appropriate stakeholders, and adjusting when needed.)
Demonstrated progressive experience managing and building complex stakeholder relationships and developing credibility with executive management, stakeholders, and staff.
Demonstrated experience using metrics and data to manage people and systems.
All required experience can be gained concurrently

Nice To Haves

Change Management Professional Certification.

Responsibilities

Applying a structured methodology and lead change management activities which could include: Establishing change management frameworks, tools, and strategies for the most complex agency technology transformation projects
Identifying strategic priorities with the greatest needs for change management support
Developing, executing, and sustaining the adoption of change across agency for major programs
Liaising with multidisciplinary leadership to ensure consistency and unified approach in making improvements
Coaching, modeling and training project/program staff in organizational change thinking, tools, and practices
Developing clear understanding of change from current state to future state and how it will impact staff as well as those we serve
Communicating early and often with leadership, program and project staff risks and issues impeding change adoption
Creating actionable deliverables for the five change management levers: communications plan, sponsor roadmap, coaching plan, training plan, and resistance management plan
Managing the OCM portfolio and change load
OCM training and coaching to include: Educating practitioners on developed OCM tools and provides coaching and support
Identifying skill gaps in workforce and working with respective teams to develop training plans to cover gaps
Reviewing after action reviews or retrospectives to identify opportunities for additional engagement or support
Organizational Development which could look like: Designs strategies for leadership development, performance planning, succession planning and professional growth
Leads conflict resolution, facilitates improvement of team dynamics, and helps to promote effective team and business interpersonal dynamics