Organizational Change Leader

The Organizational Change Leader will lead the people-side of change for our enterprise-wide ERP implementation, Organization Integration & Optimization and additional organization-wide change initiatives as assigned. Over the next three years, this role will drive stakeholder alignment, readiness, and adoption for significant changes in systems, processes, automation/technology, and roles & responsibilities. In partnership with the ERP program, HR, IT, Finance, Operations, and business leadership, the OCM will define and execute a comprehensive change strategy that minimizes disruption, accelerates proficiency, and realizes business case benefits., Enterprise ERP Transformation

• Change Strategy & Governance: Lead the change workstream for the ERP program; establish governance, tollgates, and cadence with the PMO and SI partner; integrate change plans with program plan, cutover, and hyper care.
• Stakeholder & Sponsorship: Map stakeholders; create a sponsor roadmap; coach executives and people leaders to model and reinforce change.
• Change Impact & Readiness: Conduct impact assessments for processes, policies, roles, org structure, and competencies; drive mitigation actions and readiness plans.
• Communications: Build an executive and field-level communications plan (town halls, leader toolkits, FAQs, short videos, Yammer/Teams posts, “day-in-the-life” narratives).
• Training & Enablement: Partner with HR/L&D to run training needs analysis; define curricula, learning paths, and train-the-trainer; coordinate with LMS and site leads; produce job aids and quick-reference guides.
• Change Network & Super Users: Stand up and lead a change agent/super-user network across functions and sites to support testing, UAT, and go-live adoption.
• Cutover & Hypercare: Prepare the organization for cutover; stand up command-center routines; monitor adoption, sentiment, and issue trends post-go-live; close feedback loops.
• Adoption & Benefits Realization: Define and track adoption KPIs (e.g., role-based training completion, proficiency curves, reduction in manual workarounds, utilization of standard processes), and partner with Finance/PMO to connect to the ERP business case.

Organizational Transformation (Integration & Optimization)

• “One Company” Ways of Working: Drive harmonization of processes and role expectations; support leader assimilation and team norms across the integrated platform. (Aligned to our centralization and ERP journey.)
• Org Design & Role/Responsibility Clarity: Partner with HR and business leaders on org design implications, role mapping, RACIs, and job description updates; support change-related staffing transitions and communications.
• Culture & Leadership Enablement: Build leader playbooks and facilitated sessions to reinforce desired behaviors, decision rights, and cross-BU collaboration.
• Readiness & Risk Management: Maintain an integrated change risk register for the integration; escalate and resolve resistance hotspots and capacity constraints.

Program Ways of Working

• Data-Driven Change: Stand up dashboards (e.g., Power BI) for readiness, sentiment, and adoption; derive insights and recommended actions.
• Co-Creation & Field Engagement: Use design-thinking workshops, journey maps, and “voice of the user” forums to shape solutions and reduce resistance.
• Compliance & Policy Alignment: Identify policy/process changes needed for ERP standardization; coordinate approvals and rollout plans.
• External Partner Management: Coordinate with the systems integrator and change/learning vendors; ensure deliverables meet our standards and are practical for field adoption.

• Bachelor’s degree in Business, IT, Organizational Development or equivalent
• 10 years in organizational change management leading large-scale transformations, including ERP or other enterprise-wide Technology Platform implementation required (SAP, Oracle, Microsoft, Infor, Workday, etc.)
• Proven experience with multi-site operations and business unit integration or centralization programs.
• Mastery of core OCM methods (e.g., Prosci/ADKAR, stakeholder analysis, impact assessment, change planning, communications, training/enablement, benefits realization).
• Exceptional facilitation, executive influence, and storytelling skills; ability to translate complex program changes into practical field impacts.
• Strong program skills (planning, risk management, interdependency tracking) and analytics (readiness/adoption dashboards).
• Advanced proficiency with Microsoft 365/Teams/SharePoint; comfort partnering with PMO and SI partners.
• Ability to travel: ~15-25%
• Hybrid work arrangement: minimum two days per week in the Chicago office.

Preferred

• Prosci®, CCMP (ACMP), or equivalent certification; PMP and/or Agile experience a plus.
• Background in asset-intensive, manufacturing, leasing, or field service environments.
• Experience establishing change networks and standing up command-center routines for major go-lives.

Please note the duties listed are not set for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee’s normal line of work. Duties, and activities may change at any time with or without notice.

Pay Range: 181,440.00 - 221,760.00

We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!

Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.

As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best.