> Markdown version of [/jobs/ext/3208696-organizational-change-leader](https://www.wearedevelopers.com/jobs/ext/3208696-organizational-change-leader). Every page supports `.md` or `Accept: text/markdown`. Links point to the HTML versions so they work for humans too. Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Organizational Change Leader - **Company:** The Union - **Location:** Chicago, IL, United States - **Experience:** Expert - **Salary:** $181,440.0 - $221,760.0 - **Contract:** Permanent contract - **Skills:** Microsoft Windows, Agile Methodology, Learning Management Systems, Microsoft Software, Oracle (Applications), Power BI, SAP (Applications), Microsoft SharePoint, Data Analytics, Infor, Yammer, Workday - **Published:** September 20, 2026 - **Apply:** https://www.indeed.com/viewjob?jk=be538edaec68201b ## About the Role * 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. ## Description 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.