Organizational Change Management (OCM) with (Prosci / ACMP Certi)

Role Summary

The OCM Lead is a senior change professional responsible for leading and delivering Organizational Change Management (OCM) initiatives across one or more divisions within large, complex transformation programs. The role supports Enterprise Technology Strategy programs, select smaller initiatives, and business‑as‑usual (BAU) change, with a strong focus on sustainable people adoption.

This role operates as a hands‑on change delivery leader, accountable for shaping and executing change strategies, influencing senior stakeholders, coordinating cross‑functional and vendor teams, and ensuring organizational readiness and adoption. The OCM Lead works closely with Program OCM Leads, business and technology leaders, PMO teams, Corporate Communications, DTS Engagement teams, and vendors, while owning change execution at program and division levels.

The role requires a strong communicator and problem solver who can connect work across multiple workstreams and deliver change outcomes in high‑visibility, fast‑paced environments.

Key Responsibilities

• OCM Leadership & Delivery Ownership
• Lead and own end‑to‑end OCM delivery for assigned programs, divisions, or workstreams within enterprise transformation initiatives.
• Translate program and portfolio‑level change direction into clear, executable OCM plans that drive adoption and readiness.
• Act as a trusted change advisor to business and technology stakeholders, influencing decisions and shaping practical change actions.
• Drive OCM outcomes across large transformational initiatives as well as smaller projects and BAU change, as required.
• Change Strategy Execution & Portfolio Support
• Align OCM delivery with enterprise and technology strategy goals, ensuring consistency and relevance of change approaches.
• Support shaping of the change roadmap across assigned initiatives, helping balance priorities and manage change saturation.
• Apply structured OCM methodologies (Prosci / ADKAR / ACMP) and adapt them pragmatically to different program contexts.

Strategic OCM Planning & Execution

• Develop, govern, and actively manage integrated OCM delivery plans aligned to program milestones and business outcomes.
• Lead change impact analysis, persona identification, and readiness assessments to inform communications, training, and engagement.
• Proactively manage risks, dependencies, and cross‑workstream impacts; adapt plans based on feedback and evolving program needs.
• Program‑Level Change Leadership
• Partner with Program OCM Leads, PMO leaders, and delivery teams to ensure consistent and high‑quality OCM execution.
• Drive adoption of standardized, role‑based OCM approaches across workstreams while allowing flexibility where needed.
• Serve as a key escalation point for complex change issues within assigned programs.
• Governance, Frameworks & Ways of Working
• Implement and operate OCM governance models, including charters, engagement models, and review cadences.
• Support standardization of OCM processes, tools, and templates across programs.
• Develop and maintain RACI frameworks to ensure clarity of ownership across business, technology, and vendors.
• Ownership of Core OCM Artifacts
• Own and maintain core OCM deliverables, including:
• Change strategy and execution plans
• Integrated deployment and transition plans
• Program‑level and division‑level OCM plans
• Persona, impact, and readiness assessments
• RAID logs with mitigation actions
• Communications and stakeholder engagement plans
• Training strategy and delivery trackers
• Adoption metrics and status dashboards
• Ensure artifacts remain current, actionable, and suitable for senior‑level reporting and decision‑making.
• Stakeholder Engagement & Sponsorship Enablement
• Engage stakeholder groups including business leaders, technology leads, governance forums, champions, super users, and end users.
• Support senior sponsors and leaders by providing guidance on effective change sponsorship and adoption behaviors.
• Influence without authority to resolve conflicts and align stakeholders across competing priorities.
• Communications, Training & Enablement
• Support the design and delivery of clear, engaging communications and training using multiple channels.
• Partner closely with Corporate Communications and DTS Engagement teams to ensure message consistency and timing.
• Leverage existing tools, platforms, and teams to scale change delivery effectively.
• Executive Reporting, Metrics & Insights
• Contribute to and, where needed, lead executive‑level updates for OpCo and senior leadership forums.
• Define and track adoption, readiness, and engagement metrics for assigned initiatives.
• Provide clear dashboards and insights highlighting risks, progress, and actions required.

Risk, UAT & Change Fatigue Management

• Identify and manage change‑related risks and dependencies early.
• Partner with project teams to support effective business UAT, feedback collection, and issue resolution.
• Actively identify opportunities to reduce change fatigue through sequencing, communication, and reinforcement.
• Hypercare & Business Transition
• Lead OCM hypercare activities post‑go‑live to support stabilization and adoption.
• Ensure smooth handover to business teams with clear ownership for sustainment.
• Track post‑deployment adoption and reinforcement actions.
• Required Qualifications & Experience
• Bachelor’s or Master’s degree in Business, Management, HR, Communications, or related field (or equivalent experience).
• 8–12 years of experience delivering Organizational Change Management in complex transformation environments.
• Strong experience supporting large, multi‑stakeholder programs within global organizations.
• Proven ability to influence senior stakeholders and operate effectively in matrix environments.
• Solid experience with governance, OCM artifacts, and structured reporting for leadership.
• Good business acumen with the ability to balance strategy and execution.

Certifications

• Change Management certification (Prosci / ACMP / ADKAR or equivalent) – Strongly preferred
• PMP or Project Management certification – Good to have (not mandatory)

Key Skills & Competencies

• Strong communicator with confidence engaging senior stakeholders
• High ownership and accountability for outcomes
• Ability to prioritise and operate calmly in fast‑changing environments
• Strong execution discipline with pragmatic problem‑solving
• Ability to connect across workstreams and synthesize insights
• High emotional intelligence and collaborative leadership style
• Outcome‑driven and solutions‑focused mindset