Senior Change Partner - Hybrid in Minneapolis

NMDP•Minneapolis, MN

6d•Hybrid

About The Position

The Sr. Change Partner is responsible for creating and implementing agile change strategies and tools to support the adoption and sustainability of behavior, process, and technology changes. This position is responsible for the change strategy of NMDP’s strategic-level changes. The Sr. Change Partner consults with change sponsors and key stakeholders to lead, embrace and adopt change. Our Change Partnership vision at NMDP is that every leader at NMDP has the ability and confidence to initiate, lead and sustain change so our employees have a positive experience with transitions.

Requirements

Recognized and reputable change tools and methodologies, including agile change management.
Transformation strategies, behaviors, roles, language and culture.
Health care or medical research, design, innovation, and trends.
Develop, lead, and implement practical change management solutions.
Build relationships with sr. leaders and partners across the organization.
Help make the complex simpler.
Facilitate results-driven team and group processes to achieve healthy and smart outcomes.
Use creative thinking, diplomacy, tact and candor to work through healthy conflict and resistance to change.
Create clarity of strategy and goals through change consulting and leadership coaching.
Empower the team with a humble attitude and an expansive, growth mindset.
Demonstrate expert written, verbal, and nonverbal communication skills.
Bachelor’s degree in a related field
Seven (7) or more years of experience managing and delivering change initiatives.
Five (5) or more years of experience coaching change sponsors and executives.
Training and certification from recognized OCM certification organizations, such as Prosci, Liberating Structures, Kotter, or ACMP.

Nice To Haves

7+ years of experience in change management or leadership development.
5+ years of experience with enterprise-wide resource and relationship management systems (e.g. Salesforce, Oracle, etc.)
Comprehensive knowledge of business management principles, procedures, and systems
Experience leading change, organizational effectiveness, and/or organizational development in: Mid-sized organizations (200-5,000 EEs)
Health care research and/or health care product delivery organizations.

Responsibilities

Create, manage and continuously evolve change management and strategic communication plans for assigned initiatives – including stakeholder and change impact assessments, communication and resistance management plans, training, development and support strategies, and other related organizational effectiveness activities.
Champion NMDP’s change framework while applying an agile mindset to create alignment, preparation (ensure knowledge and practice) and appropriate adaptation.
Collaborate with sponsors, stakeholders and cross-functional teams to identify people-related risks and opportunities, and help to ensure they are addressed. Orchestrate change actions through partnership with Communications and Learning & Development.
Partner with sponsors and product line leaders to evaluate the adoption and effectiveness of change activities in achieving initiative goals/ROI. Track progress, report and manage issues/risk, adapting as needed.
Identify, track, and apply meaningful adoption metrics that focus on behavior change, usage, and value realization, not just completion of activities.
Integrate change management practices into broader plans (e.g., Operational Readiness, Project Management and/or Communication Plans).
Leverage recognized change management and leadership development methodologies to support the growth and alignment of change sponsors’ capabilities.
Help update and communicate change leadership tools and toolkits – including training/support materials – for sponsor effectiveness.
Lead the people-related aspects of organizational readiness measurement and reporting work to ensure key sponsors and stakeholders are prepared to lead and support desired changes.
Identify and apply measurement criteria to evaluate the adoption and effectiveness of change sponsorship and management activities.
Guide initiative champions and leader teams as they plan for and ensure lasting change.
Upskill people leaders as they lead through change.
Develop change resilience in all team members.