Senior Change Manager

DataMap•Overland Park, KS

1d•$90,000 - $140,000•Onsite

About The Position

The Senior Change Manager leads the people side of DataMap’s largest enterprise programs and transformations and is accountable for change strategy and adoption results. Programs include implementations of partner platforms such as Coupa, D365, NetSuite, SAP, and Boomi; adoption of DataMap products such as Positron, RoboApprover, and Itemova EDI SaaS; and internal change at DataMap. The role advises executive sponsors, leads change managers, and plans change for affected internal groups and third parties, including suppliers, customers, and other implementation service providers. This position is in person at DataMap’s Overland Park, Kansas office and is not remote. The Senior Change Manager defines program change strategies and integrated plans; assesses impacts, readiness, stakeholders, and resistance; and sets up AI workflows for assessments, communications, training content, sentiment analysis, and adoption analytics. The role establishes third-party change approaches, leads and coaches change managers and other change networks, and identifies potential expansion needs with program leadership and Sales. The position owns communication, feedback, and training strategies across programs, including audience-specific messaging, engagement activities, training curricula and delivery models, and proficiency measures. It tracks adoption, proficiency, and sustained usage, identifies root causes of resistance, and adjusts plans accordingly. DataMap describes a career path from Change Manager to Senior Change Manager to Director of Change Management and potentially executive leadership, with advancement based on performance and business needs.

Requirements

At least 6 years of experience leading organizational change management or technology adoption, including leading other change managers.
Bachelor’s degree in a related field or equivalent experience.
Track record of program-level change on enterprise system rollouts, measured in adoption, proficiency, and sustained usage.
Experience setting training strategy for large rollouts and leading change for third parties such as suppliers, customers, or other implementation service providers alongside a client’s teams.
Experience advising executive sponsors and presenting to steering committees.
Strong stakeholder management, conflict resolution, and resistance management skills.
Experience building AI tools into a change team’s workflow and measuring results.
Ability to work in person at DataMap’s office in Overland Park, Kansas.

Nice To Haves

Knowledge of established change models, especially Lewin’s change model and Kotter’s 8 steps, as well as Prosci’s ADKAR model, the Bridges Transition Model, the McKinsey 7-S Framework, or force field analysis.
Prosci or CCMP certification.
Consulting or professional services experience.
Experience with SaaS or ERP rollouts such as Coupa, NetSuite, SAP, Oracle, Microsoft Dynamics 365, or Salesforce.

Responsibilities

Define the change strategy and integrated change plan for each program with program leadership, covering sponsorship, the case for change, transition, and reinforcement and sustainment.
Conduct program-level impact, readiness, and stakeholder assessments across affected internal groups and third parties, and plan countermeasures to forces for and against change.
Set up AI workflows for program change activities, including prompt libraries, sentiment analysis of pulse surveys, and adoption analytics; measure results and share effective practices with the Director of Change Management.
Advise executive sponsors and people managers on leading their organizations through change, and present readiness and adoption risks to steering committees.
Set third-party change strategies with client leaders, including supplier and customer segmentation, onboarding-wave timing, and allocation of change, training, and communication responsibilities among implementation service providers.
Lead and coach program change managers, champion networks, trainers, and client and vendor teams.
Identify expansion needs such as additional training, adoption support, or follow-on phases, and pursue them with program leadership and Sales.
Set program communication and feedback plans, including audience-specific WIIFM messaging, town halls, Q&A sessions, brown bag lunches, pulse surveys, and RACI matrices.
Own training strategies, including role-based needs analysis, curriculum, delivery mix, train-the-trainer and super-user models, and proficiency measures for internal users and third parties.
Track adoption, proficiency, and sustained usage on program dashboards, identify root causes of resistance, and adjust the change plan.