Estimated Length: 24 months Full-Time 8:30-5

Mandatory Requirements

Senior 60 - 84 Months

Desired Requirements

• 60 Months experience working on large scale business process transformation initiatives, preferably in a public sector or non-profit organization, as an organizational change leader or as a project or program lead responsible for the smooth implementation of a new system which introduced significant business process change. 
• 60 months experience utilizing recognized organizational development and change management methodologies (e.g., elicitation and documenting of business process requirements, organizational assessment, business process modelling, As-Is and To-Be workflow development, gap analysis, etc.) to define and analyze current business culture, readiness to change and how to effectively implement change.   
• 60 months experience with internal and external stakeholder analysis, communications and outreach, including the development of presentations, training content, and other materials that promote the envisioning of a reengineered environment.
• 48 months experience facilitating multiple project teams, and building buy-in toward implementing a major business change initiative 
• 24 months experience in quantitatively measuring a new system implementation and organizational adoption of the new system and processes success

Responsibilities

• Working closely with HCR staff to develop of an Organizational Change Management Plan for the project
• Analyzing all relevant project artifacts and documentation to contextualize how the new resulting system(s) and processes will affect organizational change in all parts of the agency
• Building upon the existing project stakeholder analysis to document all internal (HCR) and external stakeholders who will be impacted by the RRSM project results. 
• Identifying all anticipated stakeholder impacts because of the changes, corresponding adaptation requirements, when the impact will occur and a plan to prepare the organization / stakeholders for the implementation of the new system(s) / processes.
• Developing and conducting Change Impact Assessments for each stakeholder group considering individual staff skill levels, knowledge, effort, behavior, organization, and responsibility 
• Review BRD Document as-is work flow processes within agency business units and present detailed to-be workflow recommendations that will support successful implementation of the to-be state.
• Document, track and report progress on stakeholder group changes.
• Build Organizational Buy-In and Support for the Change Initiative
• Leadership, Alignment and Sponsorship
• Communicate the Organizational Change (OC) activities to key Executive Managers and Stakeholders
• Escalate issues to the Project Manager and collaboratively develop mitigation strategies in support of changes in the organizations.
• Build support for change at all levels using innovative methods such as Team Building, etc.
• Develop and Deliver an Organizational Change Communication Plan
• Develop a Communication Plan to provide timely and strategic information to all project stakeholders identified in the Stakeholder Analysis and Organizational Change Management Plan.
• Encourage and ensure two-way communication through such methods as Town Halls, Newsletters and FAQs to instill enthusiasm for the future system and processes.
• Develop & Implement an Integrated People Plan
• Identify and document all job roles and responsibilities that may be changed as a result of system development and implementation.
• Communicate job role and responsibility changes to the Executive Managers and Human Resources representative.
• Develop Metrics to Measure Success 
• Identify all work processes within the scope of performance improvements
• Establish performance goals and metric objectives
• Develop measurements
• Produce outcome reporting procedures
• Establish and track key performance indicators
• Recommend strategies and track progress on any job role and responsibility changes.
• Training Collaboration
• Conduct organizational change training and orientation for all affected business units – leadership and staff
• Recommend additional training specific to organizational needs based on knowledge of organizational changes.
• Communicate specific individual training needs to the Training Lead
• Assist the Training Lead in development of additional training curriculum
• Go-Live Business Readiness Collaboration
• Develop an Effective Implementation Support Plan
• Identify organizational activities related to Go Live, 
• Develop and administer a Business Readiness Assessment
• Based on the results of the assessment, develop and manage a business readiness approach for each unit.
• Create a dashboard to track Go Live readiness from a Organizational Change perspective
• Identify implementation support strategies and escalation procedures
• Document the expected support requirements for each stakeholder group and align with project support capabilities and resource skills
• Assess how to involve stakeholders during the implementation support period using tools such as a Help Desk or Daily Status Calls and assist organizational leaders with implementation
• Provide a Post-Go-Live Support Plan to Ensure Adoption of the Implemented Solution
• Determine the audience and processes for performing adoption assessment
• Define the criteria against which adoption will be measured
• Gain leadership support to achieve the future-state organizational changes as part of the long-term vision
• Develop long-term communication and messaging strategies, cultural activities to support the future vision.
• Conduct knowledge transfer activities with organizational leaders as assigned

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