Transformation / Change Management Analyst

Acentra Health, LLC•UNAVAILABLE, UNAVAILABLE

14h

About The Position

The Transformation Change Management Analyst will support the successful adoption of enterprise transformation initiatives by helping initiative leaders plan, execute, and sustain effective change management activities. This role will serve as a hands-on change practitioner within the Transformation Office, partnering closely with project teams, business leaders, HR, communications, training, and other cross-functional partners to ensure impacted stakeholders understand what is changing, why it matters, how they are affected, and what is expected of them. The ideal candidate has practical experience applying structured change management methods, including the ADKAR model, to support complex business, process, technology, and operating model changes. This role requires someone who can translate change management concepts into practical tools, plans, stakeholder actions, communications, training support, adoption tactics, and leader guidance that help transformation initiatives achieve measurable outcomes.

Requirements

Bachelor’s degree in business, organizational development, communications, human resources, psychology, or a related field, or equivalent work experience.
2+ years’ experience executing change management activities for business, technology, process, operating model, or transformation initiatives.
Working knowledge of structured change management methodologies, with specific understanding of the ADKAR model.
Ability to assess stakeholder impacts, identify adoption risks, and translate findings into practical change actions.
Strong written and verbal communication skills, including the ability to simplify complex information for different audiences.
Ability to partner effectively with project teams, business leaders, HR, communications, training, technology, and operations stakeholders.
Strong organizational and project coordination skills, including the ability to manage multiple initiatives, deadlines, and stakeholder needs at the same time.
Comfort working in ambiguous, fast-paced environments where priorities, details, and solutions may evolve.
Ability to influence without direct authority and build credibility with leaders and team members across the organization.

Nice To Haves

Prosci certification or other formal change management certification.
Experience supporting enterprise transformation, operational improvement, technology implementation, process redesign, or organizational change initiatives.
Experience developing stakeholder assessments, change impact assessments, communications plans, training support plans, readiness plans, or adoption dashboards.
Experience working in health care, government services, managed care, clinical operations, call center operations, technology, or other highly regulated environments.
Experience supporting executive-level updates, leadership talking points, change briefings, or transformation governance materials.
Familiarity with project management methods and tools, such as Jira, Smartsheet, Microsoft Project, PowerPoint, Excel, Teams, SharePoint, or similar platforms.

Responsibilities

Partner with transformation initiative owners and project teams to assess change impacts, stakeholder groups, readiness, adoption risks, and support needs.
Apply structured change management methods, including the ADKAR model, to help initiative teams move stakeholders through awareness, desire, knowledge, ability, and reinforcement.
Develop and maintain change management plans that may include stakeholder analysis, impact assessments, communications plans, training support plans, resistance management actions, adoption strategies, and reinforcement activities.
Help initiative leaders understand their role in leading change, including how to communicate the case for change, engage impacted teams, manage resistance, and reinforce new behaviors.
Support the execution of change activities across transformation initiatives, including leader alignment, stakeholder engagement, change readiness activities, feedback loops, communications coordination, training coordination, and adoption tracking.
Translate complex transformation work into clear, practical change messages that help team members understand what is changing, why it is changing, and what actions they need to take.
Partner with internal communications teams to support the development of clear, timely, and audience-appropriate communications.
Partner with HR, learning and development, operations, technology, and business leaders to align change activities with training, role impacts, performance expectations, and operational readiness.
Identify and escalate change-related risks, stakeholder concerns, adoption barriers, and readiness gaps that may impact initiative success.
Support change network activities where appropriate, including preparing change champions or business representatives to share updates, gather feedback, and reinforce adoption.
Help develop practical change artifacts, templates, talking points, stakeholder materials, readiness summaries, leader guides, and adoption support resources.
Track and report on change management progress, readiness, adoption indicators, risks, and action items for assigned initiatives.
Support continuous improvement of the transformation change management approach by identifying lessons learned, reusable practices, and opportunities to simplify tools and processes.