Senior Manager, Finance Change Management

NTT Global Data Centers

1d•Hybrid

About The Position

The Senior Manager, Finance Change Management leads the design and execution of change strategies that drive sustained adoption of NTT GDC Finance transformation priorities—new processes, systems, operating model, roles, and behaviors—while minimizing business disruption. This role is critical to the Finance transformation roadmap, ensuring that key messages are impactfully crafted, leaders are aligned, stakeholders are engaged, communications and training are effective, and adoption is measured and actively managed through all phases of implementation and business as usual structures. Join NTT Global Data Centers and be part of a team that drives innovation and sustainability in the digital world. With over 150 data centers across more than 20 countries globally, we offer unparalleled opportunities to work on cutting-edge technology and transformative projects. Experience a collaborative, innovative, and inclusive workplace where your ideas are valued, and your growth is supported.

Requirements

Bachelor’s degree in business, Organizational Psychology, Communications, Finance, Human Resources, or related field (or equivalent experience).
8+ years of progressive experience in change management, communications, transformation enablement, or organizational effectiveness.
3+ years leading enterprise-scale change efforts (operating model change, ERP/process transformation, shared services, digital enablement, or finance transformation).
Proven change management leadership in large, cross-functional transformations—ideally within Finance (e.g., record-to-report, procure-to-pay, order-to-cash) and/or ERP-enabled process change.
Strong executive-level writing and storytelling skills; able to translate complex programs into clear, actionable communications for leaders and end users.
Experience designing and delivering enablement at scale (role-based training, performance support, change champion networks).
Comfort partnering in a global, matrixed environment; able to influence without authority and navigate sensitive workforce transition topics with discretion.
Working knowledge of common tools (e.g., Microsoft 365/Teams/SharePoint, survey tools, LMS/Learning platforms) and KPI reporting to monitor adoption.
Deep expertise in structured change management methodologies and tools (e.g., Prosci/ADKAR, Kotter, Lean change, stakeholder mapping, readiness/adoption measurement).
Strong executive communication capability—able to translate complex transformation work into clear, leader-ready messages.
Proven ability to influence without authority across senior stakeholders, process owners, HR partners, and regional leaders.
Hands-on program management discipline: planning, dependency management, RAID logs, decision tracking, and on-time delivery.
Data-driven orientation with ability to define adoption KPIs, analyze engagement signals, and drive course correction.
Comfort operating in ambiguity and high-sensitivity environments (workforce transition, organizational change, tight timelines).
High standards of confidentiality, judgment, and professionalism.
Demonstrated experience building communications and training programs that drive measurable adoption outcomes.
Experience working in global, matrixed organizations with regional complexity and diverse stakeholder needs.
Must be able to handle confidential and sensitive workforce transition information with discretion.

Nice To Haves

Master’s degree (MBA, Organizational Development, or related).
Change Management certification (Prosci or equivalent).
Project management certification (PMP, PRINCE2, or equivalent).
Experience partnering with HR and business leadership through workforce transitions, org activation, and role changes (highly preferred).

Responsibilities

Build and execute an integrated change, communications, and training plan aligned to key Finance transformation milestones.
Deliver stakeholder impact and readiness assessments with clear mitigation actions for leaders and workstream owners.
Launch role-based enablement (curricula, job aids, workshops) and measure effectiveness via completion, proficiency, and in-work adoption signals.
Establish a two-way communications rhythm (campaigns, leader toolkits, FAQs, listening sessions) that improves clarity and reduces change friction.
Track adoption KPIs and engagement metrics, provide actionable reporting, and drive course-corrections through go-live and stabilization.
Develop and own an integrated change management strategy aligned to the Finance transformation roadmap and key milestones (workforce transition, org activation, knowledge transfer, new ways of working).
Assess change impacts, organizational readiness, and adoption risks; define mitigation plans and targeted interventions.
Establish governance for change execution (cadence, forums, escalation paths, decision logs) as well as ensure clear ownership for decisions and adoption risks while ensuring alignment across Finance leadership, HR, and transformation workstreams.
Design, track and implement adoption reporting metrics and engagement indicators; use insights to reprioritize change activities and focus effort where resistance or risk is highest.
Design and execute multi-channel communications plans tailored to stakeholder segments and regional needs; ensure messaging is consistent, timely, and actionable.
Develop communication assets (leader talking points, FAQs, executive memos, toolkits, announcements, newsletters, intranet content, campaigns) and maintain a clear communications calendar.
Build structured feedback loops (listening sessions, Q&A, surveys, office hours) and manage rapid response to stakeholder questions and concerns.
Partner with senior Finance leaders to strengthen sponsorship, equip leaders for consistent storytelling, and reinforce accountability for adoption.
Partner with process owners and business leaders to identify skill/knowledge gaps driven by new roles, processes, and systems.
Create and coordinate delivery of multi-format training (role-based curricula, guides, job aids, workshops, enablement sessions) for both leaders and end users.
Measure training effectiveness and reinforce learning through follow-ups, performance support, and adoption “nudges” tied to real work moments.
Stand up and support change champion networks to drive local adoption, address on-the-ground friction, and reinforce new ways of working at the team level.
Coordinate closely with workforce transition activities to ensure knowledge transfer, role clarity, and onboarding into new responsibilities are executed with discipline.
Development knowledge management practices to ensure key tacit knowledge is retained by front line teams.
Identify impacted stakeholder groups and define tailored engagement plans by audience, region, and change impact level.
Champion the creation of scorecard goals aligned to the Finance Transformation Office objectives to strengthen adoption, cohesion and performance across Finance teams.
Facilitate workshops, forums, and working sessions to support decision-making, role clarity, transition readiness, and adoption.
Conduct pulse checks and readiness assessments; translate findings into clear actions for leaders and workstream owners.
Partner with HR (HRBP, Internal Comms, Talent/Comp) to align transition communications, talent/role mapping activities, and workforce transition sequencing.
Facilitate and enable leaders through leadership alignment sessions, role clarity forums, and transition readiness checkpoints aligned to identify change readiness touchpoints.

Benefits

competitive compensation based on experience, education, and location
Base salary for this position is $158,100.00 - $200,000.00
annual bonus; payout is dependent upon individual and company performance
paid time-off
medical benefits
dental benefits
vision benefits
life and supplemental insurance
short-term and long-term disability
flexible spending account
401k retirement plan
monthly stipend is provided to cover expenses associated with working remotely and use of a personal mobile device