Senior Manager OCM, Enterprise Growth and Transformation

Unisys•Whitpain Township, PA

31d

About The Position

This role provides change management leadership across broad areas of an organization and/or its business functions. The Senior Manager serves as a change enablement project manager on critical/complex initiatives, participating in project plan development to ensure the incorporation of change enablement strategies and tactics. They drive the development of communication and materials to aid in change implementation, education, and information sharing, while also monitoring change outcomes and recommending process improvements. The role involves partnering with senior leaders and accountable business owners to translate transformation priorities into clear outcomes, workstreams, milestones, ownership, and execution plans. A key aspect is applying an enterprise-wide transformation perspective to align change efforts across functions, processes, technologies, operating models, and leadership priorities, ensuring initiatives scale beyond individual projects and deliver sustained business outcomes. Additionally, the Senior Manager advises and coaches leaders on sponsorship responsibilities, identifies organizational barriers to strategic priorities, and defines practical measures of readiness, engagement, adoption, utilization, proficiency, reinforcement, and business outcomes to assess change effectiveness. They also act as a connector between business leaders, functional owners, project teams, and OCM practitioners.

Requirements

BA/BS degree and 15+ years’ relevant experience OR equivalent combination of education and experience
Significant experience in organizational change management, enterprise transformation, strategy, operations, management consulting, or complex program leadership.
Demonstrated experience leading the people side of complex, cross-functional transformation, including changes to processes, technology, services, operating models, roles, skills, behaviors, culture, or ways of working.
Experience conducting stakeholder, impact, readiness, sponsorship, and resistance assessments and translating findings into actionable change strategies.
Strong business acumen with the ability to connect organizational change to operational, financial, customer, workforce, and growth outcomes.
Demonstrated ability to advise, influence, and constructively challenge senior leaders while operating effectively without direct authority.
Experience translating strategy into executable priorities, decision structures, ownership, milestones, measures, and executive-ready communications.
Experience defining or applying readiness, adoption, utilization, proficiency, reinforcement, and business-outcome measures.

Nice To Haves

Master’s degree preferred
Prosci, ACMP, or equivalent change management certification preferred.
Experience supporting AI, digital, service, operating-model, workforce, or enterprise transformation initiatives preferred.
Fluency with AI-enabled productivity and collaboration tools, such as Microsoft Copilot, Claude, Gemini, or similar platforms, preferred.

Responsibilities

Provides change management leadership across broad areas of an organization and/or its business functions.
Serves as a change enablement project manager on critical / complex initiatives.
Participates in project plan development to ensure incorporation of change enablement strategies and tactics.
Drives development of communication and material to help with change implementation, education and information sharing.
Monitors change outcomes and develops / recommends process improvements.
Partners with senior leaders and accountable business owners to translate transformation priorities into clear outcomes, workstreams, milestones, ownership, and execution plans.
Applies an enterprise-wide transformation perspective to align change efforts across functions, processes, technologies, operating models, and leadership priorities so initiatives scale beyond individual projects and deliver sustained business outcomes.
Advises and coaches leaders on sponsorship responsibilities, including visible commitment, decision-making, stakeholder engagement, and accountability for adoption.
Identifies organizational, operating-model, workforce, leadership, and cross-functional barriers that may prevent strategic priorities from becoming operational reality.
Uses stakeholder feedback, readiness data, adoption insights, and business input to distinguish isolated implementation issues from broader enterprise or operating-model risks.
Defines practical measures of readiness, engagement, adoption, utilization, proficiency, reinforcement, and business outcomes to assess change effectiveness.
Serves as a connector between business leaders, functional owners, project teams, and OCM practitioners to ensure the right expertise is engaged at the right time.