Integration Change Lead

AVEVA

4d•$148,500 - $247,500•Hybrid

About The Position

We are searching for an experienced Senior Integration Change Lead who thrives in complex, fast-moving environments and is passionate about helping organizations navigate transformation. As our Senior Integration Change Lead, you will play a pivotal role in the successful integration of newly acquired companies into AVEVA, partnering closely with Integration Managers and cross-functional leaders to drive the adoption of new processes, systems, ways of working, and product portfolio changes. You will design and execute change strategies, assess organizational impacts, engage stakeholders, and support clear, practical communications that help employees understand what is changing and how they can be successful throughout the integration journey. The role will adopt and adapt the AVEVA change framework in conjunction with the Transformation Office to ensure adoption of change and delivery of quality outcomes with realized benefits.

Requirements

6+ years of experience in change management and/or transformation.
Demonstrated experience driving adoption for process and technology changes in a complex organization.
Ability to work effectively in fast-moving, ambiguous environments with multiple stakeholders.
Strong facilitation and stakeholder management skills; confident working with leaders and managers.
Solid written communication skills (able to produce clear, practical employee guidance).

Nice To Haves

Prior M&A integration experience (acquirer or acquired side).
Familiarity with change frameworks and practical application.
Change management certification a plus.

Responsibilities

Partner with the Integration Manager to build and execute the change management plan aligned to integration milestones (Day 1, stabilization, optimization).
Conduct change impact assessments (people/process/technology) and translate findings into specific change actions by workstream.
Identify risks, resistance points, and readiness gaps; create mitigation plans and escalation paths.
Define and track change success measures (readiness, adoption, training completion, sentiment indicators) and provide regular updates to the DIMO.
Build stakeholder maps and engagement plans for leaders, managers, and impacted teams across both organizations.
Coach leaders and people managers on change expectations and how to reinforce new ways of working.
Facilitate workshops/listening sessions to gather feedback, address concerns, and improve readiness.
Partner with workstreams to assess training needs and coordinate development of adoption materials (job aids, FAQs, quick reference guides, manager toolkits).
Support planning and coordination of training delivery (timing, audience segmentation, tracking).
Gather post feedback and refine enablement approaches based on adoption data and employee input.
In coordination with the Integration Manager and/or Corporate Comms, contribute to integration updates and employee guidance materials.
Help ensure key messages are clear, consistent, and timed to major integration milestones.
Maintain and update practical resources (FAQs, “what’s changing” summaries, where-to-go-for-help guidance).
Support initiatives that help teams align on decision-making, collaboration norms, and operating rhythms during integration.
Help create mechanisms to capture and address employee concerns (e.g., targeted pulse checks, feedback loops).