Job Title: Senior Change Manager
Location: Warren, NJ 07059
Duration: 11+ Months (Possibility of extension depending upon business requirements and performance)
 
Job Description:

• The client is looking for a Senior Change Manager to support an operating model transformation requiring significant changes in mindset, ways of working, skills, processes and systems.
• The role objective is to enable one of key US strategic programs to realize its intended value by ensuring that change management is actively implemented effectively to increase and maximize changes in ways of working at pace.
• This position will lead the definition, design and implementation of the Change Strategy and Approach through all phases of the change adoption journey working closely with Senior Leadership, HR Business Partners, Corporate & Government Affairs, Line Managers and colleagues.
• This role will focus on the people side of change, which is identifying, preparing, and equipping our colleagues to adopt and adapt to changes in mindset, behaviors, roles, operating models, especially ways of working, business processes, systems, and technology, and more.
• The role will have a matrix management structure with reporting lines into the Business Services, Global Director, Change, and into the HR Business Lead for US/NA.
• This role involves significant stakeholder engagement to understand priorities and conduct readiness and adoption assessments. It will also facilitate the successful implementation and adoption of new operating models including mindset, behaviors, ways of working, and processes.
• Success in this role will require close collaboration to define, understand and implement changes by actively taking actions.
• The change management plan cannot only be about project management, communications and training.

 
As a Senior Program Change Manager, your main responsibilities will include:

• Change strategy: Develop and execute the change strategy, approach and plan for the program leveraging different tools such as ADKAR and the Galbraith model.
• Stakeholder engagement: Identify and map key stakeholders, and agree engagement approach with leaders and HR. Build and maintain critical leadership and HR
• relationships.
• Change impact: Lead the change impact assessment & business change journey for different stakeholder groups (functions, grades) from ‘as is’ to ‘to be’ end to end business change and create a plan to take actions to enable the change.
• Communications: Work with Corporate & Government Affairs, Leaders and HR to define and implement effective communications, articulating benefits, rationale and impact of change initiatives. Provide the input to the US communications team.
• Change Leadership: Coach and support business leaders to achieve expected outcomes and realize benefits by navigating and smoothing the process of change. Collaborate with key roles to identify potential sources of resistance and develop mitigation strategies.
• Transformation champion: Clearly articulate how change can be implemented effectively and take ownership in delivering the change.
• Risk and issue management: Identify, document and support mitigation of key change management risks within the program. Work effectively across workstreams to escalate common themes and resolve issues.
• Adoption and evaluation: Create and support delivery of actions that drive adoption of the change. Define success metrics and assess change effectiveness and readiness. Review and report on change outcomes and benefits.
• Upskilling and training: Partner with workstream leaders, USLT, and Subject Matter Experts to identify training needs analysis, and ensure appropriate training, skill and capability building plans are in place to meet different stakeholder needs. Partner with HR Learning & Development and commercial capability development to ensure effective delivery and that learning is embedded.

 
The successful candidate will need to demonstrate:

• Proven track record of leading change program within complex, matrixed organizational environments, demonstrating the ability to operate effectively across diverse, global teams.
• Proficiency with portfolio-level OCM (prioritization, sequencing, and saturation management); experience with benefits tracking & analytics (e.g., KPIs/OKRs, dashboards) Strong understanding of operating model components, including structure, governance, processes, and ways of working, with the ability to translate these into actionable and measurable change and adoption plans.
• Business acumen- Strong understanding of business operations and the ability to align change initiatives with business objectives. Consumer Packaged Goods experience is ideal.
• Leadership & Influencing- Strong leadership skills with the capacity to influence and foster stakeholder commitment; demonstrated ability to coach sponsors, enable change champions, and drive accountability.

 
Skills:

• Strong communication and relationship-building skills.
• Significant experience and skill in simplifying complex messages and presenting to senior management through written and verbal channels.
• Change management expertise – advanced knowledge of change management principles and practices, including Galbraith, Adkar, Lewins.
• Ability to influence others to drive progress toward a common vision or goal whilst respecting competing priorities and perspectives.
• Experience in considering risks, evaluating alternatives, and encouraging input from others to effectively make decisions and plan mitigation tactics.
• Solid understanding of how people experience change and the drivers of resistance, with experience embedding mindset and culture shifts to sustain behavioral change.
• Strong problem solving, root cause identification, and planning skills with the ability to think big picture as well as hold the detail.
• Strong data fluency with the ability to leverage analytics and insights to drive adoption, and proficiency with change management, collaboration, and digital adoption tools (e.., Excel, Jira, WalkMe, or equivalent).
• Adaptable mindset with a strong ability to work through ambiguity and prioritize and adapt delivery approach in a changing environment.
• Team player able to work collaboratively with and through others.

 
Preferred experience:

• Experience working in CPG on complex organizational and operating model changes that involve multiple change elements across people, ways of working, goals, processes, and technology preferred.
• PROSCI and/or APMG Change Practitioner certification required.

 
 
At SPECTRAFORCE, we are committed to maintaining a workplace that ensures fair compensation and wage transparency in adherence with all applicable state and local laws. This position’s starting pay is: $ 75.00/hr.