Director, Change Management

Newmark’s platform and AI rollouts only succeed if they change how individual teams and whole offices actually work day to day. Getting that right takes more than training: it takes structured workflow research, change management grounded in behavioral science, and direct partnership with the people whose workflows are changing.

We’re hiring a Director, Change Management to help lead that work. This role will help in leading whole-office and team-level workflow transitions using workflow research and co-creation workshops. You’ll also be a direct contributor to enterprise strategy conversations, translating what you learn in the field into recommendations for where the firm should focus its workflow migration, change and technology investments.

You’ll also work closely with Newmark Consulting Group’s Behavior Science Studio lead to both win and deliver client business., * Lead end-to-end change management for whole-office transitions (e.g., Palo Alto) and team-level workflow migrations (Dallas, Denver, DC, etc.) from current-state diagnosis through go-live and sustainment.

• Conduct structured workflow research - data synthesis and AI process mapping - to identify where new tools and platforms are redundant, where gaps exist in what is needed for future state, or where office leadership could improve how teams work with new tools.
• Design and facilitate co-creation workshops that bring brokers, BOMs, and operations staff into the solution-design process.
• Build reusable transition playbooks, project plans and toolkits so office- and team-level migrations can be run consistently across markets.
• Partner with local BOMs and market leadership to sequence transitions and manage change fatigue across concurrent rollouts.

Enterprise AI Adoption & Enterprise Strategy Advisory

• Represent change management and adoption in Enterprise AI team syncs, keeping rollout sequencing aligned with enterprise AI strategy.
• Partner with Technology and Compliance stakeholders on AI policy communication during rollout and policy-change periods.
• Help advise NCG Partner-level leadership on enterprise strategy, organizational development, and capability-development priorities.

• 8-12 years of experience in organizational change management, applied behavioral science, or technology/platform adoption leadership at Director level.
• A track record leading large-scale, multi-team or whole-site transitions (office moves, system migrations, org redesigns) - not just single-tool rollouts.
• Skilled workshop facilitator; comfortable running co-creation sessions with frontline staff and building consensus among stakeholders with competing priorities.
• Hands-on fluency with, or strong aptitude for quickly learning, AI tools such as Claude and Perplexity - able to credibly guide others through adoption.
• Strong executive presence; experience advising senior or partner-level leadership on strategy and prioritization.
• Background applying behavioral science - habit formation, defaults, friction reduction - to real-world workflow design is strongly preferred.
• Change management certification (Prosci, ACMP, or equivalent) is a plus.
• Experience in commercial real estate, professional services, or another relationship-driven enterprise is a plus.

Salary : $110,000 - $150,000 annually

The expected base salary for this position ranges from $110,000 to $150,000 annually. The actual base salary will be determined on an individualized basis taking into account a wide range of factors including, but not limited to, relevant skills, experience, education, and, where applicable, licenses or certifications held. In addition to base salary and a competitive benefits package, this position may be eligible for additional types of compensation including discretionary bonuses and other short- and long-term incentives (e.g., deferred cash, equity, etc.).

WORKING CONDITIONS: Normal working conditions with the absence of disagreeable elements

NOTE: The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of personnel so classified.