Organizational Change Lead

Location: Calgary/Edmonton (Hybrid)

Term: 6-month contract, with possibility of extension

Job Description

Our client is seeking an Organizational Change Management (OCM) Lead to support IT projects/programs through training, learning strategies, communication and change management. Relationship building, teamwork collaboration and a stakeholder centric mindset are critical for success in this role.

Job Overview

As an OCM Lead you are experienced at leading transformational technology and business process change. You will collaborate with Senior Leadership, Sponsors, Project Teams and Business Owners to develop and execute change management plans and high-quality change tactics that are informed by Prosci.

What you'll do:

• OCM Framework: Ensure consistent application of OCM Framework methodology,
• processes, and tools.
• Change Leadership: Provide Leadership and quality oversight to the Program Change
• Management Team and change deliverables.
• Senior Leadership Communication: Support the Sponsor and Project Team in
• providing executive summaries & communication.
• Change Management Plan: Develop and manage a change management strategy and
• plan for the project.
• Business Outcomes: Work with the business and project team to define key business
• outcomes and change activities.
• Business Readiness Network: Work alongside the Business Lead in engaging regularly
• with the impacted leaders and change champions.
• Knowledge Transfer: Review and manage the knowledge transfer plan to internal
• support teams and service providers.
• Business Readiness: Develop and track business readiness activities throughout the
• project lifecycle.
• Training Requirements: Ensure training requirements and plans align with project
• needs.
• Stakeholder Impact Analysis: Complete and validate detailed stakeholder impact
• analysis with stakeholder areas.
• Change Impact Information: Gather and analyze change impact information.
• Change Action Plan: Review and monitor progress of the change action plan with key
• stakeholder groups.
• Future State Roles: Identify future state roles and responsibility impacts for end
• business users.
• Interdependencies: Liaise with other programs/projects to identify and document
• interdependencies and impacts, and plan accordingly.
• Communications Plans: Utilize stakeholder impact analysis to identify communication
• requirements and develop/manage Program and Project Communications Plans.
• Communications Materials: Design and develop tailored communications materials for
• impacted internal and external stakeholders.
• Alignment and Coordination: Ensure alignment and coordination of communications
• between projects and programs.
• Coordination: Coordinate with business specialists and analysts on identified change
• impacts to determine the level of impact.
• Readiness Criteria: Identify and monitor people and organizational readiness criteria.
• Day in the Life: Complete the Day in the Life for impacted job roles (Current & Future
• State).
• Readiness Assessments: Prepare and execute readiness assessments and manage
• people and organizational readiness dashboards.
• Training Needs: Work with the training team to define training needs for internal and
• external audiences, instructional strategies, and course curriculums.
• Training Oversight: Oversee training and proficiency activities, including strategy, plans,
• needs analysis, curriculum design, material development, pilots, train-the-trainer (if
• applicable), tools, and end-user training schedule.
• Risk and Issues Management: Identify risks and issues, escalate project scope changes,
• and communicate the status of tasks and deliverables to project leadership.
• Training Delivery Coordination: Set up training delivery schedules, coordinate with
• supervisors/managers to schedule individual participants in training sessions.
• Training Evaluation: Evaluate training effectiveness with end users.
• Training Materials Validation: Validate training materials with SMEs and vendors as
• Required
• Training Documentation: Develop training documentation in alignment with
• established design standards.
• End User Training: Execute end-user training.
• Post Go-Live Support: Provide post go-live support to end users through the hypercare phase.
• End of Stabilization: Support the execution and evaluation of the ADKAR assessment
• and coordinate the required corrective action plans.
• Hand Off to Operations: Support the formation of the hand-off to operations package
• with the Business Process Owners to support adoption & business benefit realization

You are looking for a project-based role in HR Training and:

• Post-secondary education in a preferred field such as Business Administration, Adult Education, Communications, Behavioural Science or Human Resources.
• 8 to 10 years in Change Management experience, leading large complex technology programs.
• Prosci certification.
• Exceptional communication and facilitation skills.
• Strategic thinking and strong organizational management skills.

Ability to lead change and program level change teams through agility in a fast paste environment