SEDAA

******************LOCAL CANDIDATE ONLY****NO C2C CANDIDATES***************

Requisition Title: Organizational Change Manager
Location: Oakland, CA (Hybrid -1-3 days in office per week)

Business type: Enterprise Change/People/ Organizational Culture :

The consultant will provide change management support and expertise for high priority change efforts in the People organization, known as People True North Strategy (TNS) initiatives, which will have impacts to functional areas across client. The scope of this role includes partnering effectively with business partners at different levels of leadership and subject matter experts to develop complex change management strategies, plans and tactics for large transformational initiatives, using the client's Change Management Standard and supporting Playbook as guides.

The successful consultant will need to be able to navigate complex business processes and systems, communicate effectively and facilitate an effective change process with project teams to understand stakeholder impacts, identify change risks, and recommend and implement mitigations to those risks.

Specific activities include:

• CHANGE MANAGEMENT CONSULTATION: Provide change management support for major initiatives to ensure that the workforce is prepared for technology, process, and organizational changes in accordance with our Enterprise Change Standard. Assess change management needs and design change management plans that support organizational readiness for change, both pre and post project deployment. In partnership with project managers and business sponsors, execute change management plans that include coordinated Learning, Communication and Engagement activities. May partner with Learning and Communications teams to implement plans. Drive the sustained adoption of change to maximize effectiveness and benefits of change initiatives. Work with project teams to incorporate change management activities into the overall project plan.
• LEARNING AND COMMUNICATION STRATEGIES: Identify communication and training opportunities and approaches to facilitate understanding and to garner support for change. Review training and communication plans and deliverables to ensure they meet the needs of the project. May develop and implement communication plans on smaller projects.
• CAPABILITY DELIVERY: Increase change leadership and change management capability of project teams by supporting delivery of concepts and tools developed by the Enterprise Change COE.
• RISK ASSESSMENT: Anticipate people related risks and develop plans and actions to mitigate risks and address concerns.
• ONGOING ASSESSMENT & EVALUATION: Evaluate and measure results and success of change management strategies, plans and actions and present findings. At project close, develop project sustainability plan and monitor effectiveness.
• RELATIONSHIP MANAGEMENT: Develop & maintain relationships with project stakeholders including management, union leadership and matrix or cross-functional teams to deliver desired impact and results.

 Identified Work Scope

• Provide change management support for the People TNS Foundational Architecture initiative: Foundational (Talent) Architecture aims to align the organization's talent strategy with its overall business objectives, ensuring that the right people with the right skills are in the right roles to drive organizational success.
• Provide change management support for the People TNS Service Model initiative: The People organization will be structured and organized to be seamlessly connected, powered by process automation, and intentionally designed to create joy and belonging in every coworker interaction.
• Lead and coordinate Community of Practice (COP): Partner with Enterprise Change coworkers and business partners to deliver in-person COP sessions, which will provide leaders, influencers, change agents, and practitioners with opportunities to learn, share, and engage on change leadership and change management.