Job Description
Role: Senior Organizational Change Management (OCM) Consultant – Enterprise Transformation
Location: Remote
Duration: 6-month initial contract
Rate: $59-$79/hour W2
We are seeking a Senior Organizational Change Management (OCM) Consultant to lead the people side of large-scale enterprise modernization initiatives.
This is not a communications-only role. The consultant will own and execute comprehensive change strategies focused on stakeholder readiness, leadership alignment, behavior adoption, resistance management, learning and enablement, communications, and sustained business outcomes.
The consultant will support transformational initiatives involving the evolution of a product-focused operating model, agile ways of working, organizational roles and decision-making, and adoption of AI-enabled capabilities.
The ideal candidate is an experienced senior change practitioner who has led complex enterprise transformations and can confidently advise executives and senior leaders while working closely with Product, Technology, HR, Communications, Learning & Development, and other business stakeholders.
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Significant experience leading organizational change management for complex, enterprise-scale transformation initiatives.
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Demonstrated ownership of end-to-end change strategy, including stakeholder analysis, change impact assessment, readiness, resistance management, sponsorship, communications, learning/enablement, adoption, and sustainment.
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Experience advising and coaching executives, senior leaders, sponsors, and people managers through significant organizational change.
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Demonstrated ability to translate complex business and technology transformations into clear organizational impacts and actionable change strategies.
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Experience defining and measuring adoption, readiness, behavior-change, and business-outcome metrics.
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Strong workshop facilitation, stakeholder engagement, consulting, and executive communication skills.
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Experience working in highly cross-functional environments involving business, Product, Technology, HR, Communications, and Learning & Development.
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Experience supporting product operating-model or agile transformation, including changes to roles, governance, decision rights, prioritization, planning, and cross-functional ways of working.
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Experience supporting AI, automation, digital transformation, or other initiatives that significantly change employee workflows and responsibilities.
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Prosci Change Management certification and/or demonstrated experience applying Prosci/ADKAR or another established organizational change methodology.
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Experience establishing or maturing enterprise organizational change-management capabilities.
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Develop and lead integrated organizational change strategies for complex enterprise transformation initiatives.
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Conduct stakeholder analysis, change impact assessments, organizational readiness assessments, and people-risk analysis.
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Translate transformation roadmaps into actionable change plans addressing leadership alignment, employee readiness, behavior change, resistance, learning, communications, adoption, and sustainment.
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Identify people-related risks and barriers to adoption and develop targeted mitigation strategies.
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Integrate organizational change activities into program, product, technology, and agile delivery plans rather than operating change management as a separate workstream.
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Define measurable success criteria and track adoption, readiness, capability, behavior change, engagement, usage, and value realization.
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Support organizational adoption of evolving product and agile ways of working.
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Help teams transition through changes involving roles, responsibilities, decision rights, governance, prioritization, planning rhythms, cross-functional teaming, and value-delivery practices.
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Partner with Product, Technology, and business leaders to identify organizational impacts and prepare employees and leaders for new ways of working.
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Facilitate leader and team discussions that create clarity around new behaviors, expectations, accountabilities, and working relationships.
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Advise executive sponsors, senior leaders, and transformation teams on effective change leadership and sponsorship.
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Develop sponsor and stakeholder engagement strategies that build alignment, ownership, and visible leadership support.
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Coach leaders and people managers on communicating change, managing resistance, reinforcing desired behaviors, and sustaining adoption.
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Facilitate executive alignment sessions, stakeholder workshops, readiness reviews, feedback sessions, and other change-focused working sessions.
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Build feedback mechanisms to identify adoption barriers, emerging risks, and opportunities to improve the employee experience during transformation.
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Support organizational adoption of AI-enabled tools, workflows, and capabilities.
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Assess potential impacts to employee roles, processes, skills, behaviors, and ways of working.
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Develop change and enablement strategies that build employee understanding, confidence, capability, and responsible adoption.
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Partner with business and technology teams to translate technical changes into practical impacts and expectations for affected employees.
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Develop change communications as part of the broader organizational change strategy.
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Create clear change narratives, stakeholder messaging, leader talking points, FAQs, presentations, and employee-facing materials.
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Partner with Communications and Learning & Development teams on communication strategy, learning needs, role-based enablement, and reinforcement.
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Ensure communications and learning activities are directly connected to stakeholder impacts, readiness needs, behavior adoption, and business outcomes.
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Develop and improve repeatable OCM practices, tools, templates, and standards.
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Help leaders, change champions, and delivery teams strengthen their ability to lead employees through change.
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Capture lessons learned, stakeholder feedback, and adoption insights to continuously improve change-management practices and organizational change capability.
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Success in this role goes beyond delivering communication and training activities. The consultant will help leaders and employees understand what is changing, prepare for the impact, adopt new behaviors and ways of working, overcome barriers to change, and sustain the intended business outcomes of enterprise modernization.
