The Director of Organizational Change Management (OCM) is responsible for leading enterprise-wide change initiatives that enable successful transformation across people, processes, and technology. This role develops and executes change strategies to drive adoption, minimize resistance, and ensure sustainable business outcomes aligned with organizational goals.
The OCM Director partners closely with executive leadership, program teams, strategy, and communications to embed change management best practices into key strategic initiatives.
Responsibilities
Strategy & Leadership
Define and lead the organization’s change management strategy, framework, and governance model.
Establish OCM standards, methodologies, and tools across the enterprise.
Serve as a trusted advisor and strategist to executive leadership on change readiness and organizational impact.
Lead and develop a team of change management professionals and practitioners.
Stakeholder Engagement
Build strong relationships with business leaders, project sponsors, and cross-functional teams.
Facilitate leadership alignment and active sponsorship of change initiatives.
Drive stakeholder accountability and change adoption at all organizational levels.
Organizational Readiness & Adoption
Assess organizational readiness and identify risks to adoption.
Define success metrics and monitor adoption, engagement, and business outcomes.
Implement feedback loops and continuous improvement mechanisms.
Communications & Culture
Partner with internal communications teams to craft compelling narratives that support transformation.
Promote a culture of agility, resilience, and continuous improvement.
Align change initiatives with company values and culture.
Change Execution
Ensure alignment between business objectives and change initiatives.
Oversee the design and execution of comprehensive change management plans, including:
Stakeholder analysis and engagement strategies
Communication plans and messaging frameworks
Training and capability-building programs
Resistance management approaches
Required
Bachelor’s degree in Business, Organizational Development, HR, or related field (Master’s preferred).
10+ years of experience in change management, organizational development, or transformation roles.
Demonstrated leadership experience managing large-scale, complex transformation initiatives.
Deep knowledge of leading change management frameworks (e.g., Prosci, ADKAR, Kotter).
Strong executive presence and stakeholder management skills.
Preferred
Certification in change management (e.g., Prosci, CCMP).
Experience in digital transformation, integrations, or enterprise system implementations.
Consulting background or experience in matrixed/global organizations.
Disclaimer: The above statements are not intended to be a complete statement of job content, rather to act as a guide to the essential functions performed by the employee assigned to this classification. Management retains the discretion to add or change the duties of the position at any time.
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