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# Associate Director - Change Management

- **Company:** RTX
- **Location:** United States (Remote available)
- **Experience:** Expert
- **Salary:** $157,200.0 - $298,800.0
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Digital Technology, Enterprise Software Applications, Data Analytics
- **Published:** October 20, 2026
- **Apply:** https://globalhr.wd5.myworkdayjobs.com/REC_RTX_Ext_Gateway/job/US-OH-REMOTE/Associate-Director---Change-Management_01881838

## About the Role

* Typically requires a University Degree and minimum 12 years prior relevant experience or and Advanced Degree in a related field and minimum 10 years of prior relevant experience
 * Ten or more years of relevant experience in organizational change management, transformation, or organizational effectiveness, including at least five years leading complex change initiatives.
 * Experience leading the people side of large-scale, multiyear digital transformations affecting multiple functions, locations, and employee populations.
 * Experience managing and developing direct reports and coordinating internal teams, consultants, and implementation partners., * Prosci Certified Change Practitioner, with demonstrated application of the Prosci Methodology and ADKAR Model.
 * Certified Change Management Professional (CCMP) from the Association of Change Management Professionals (ACMP).
 * Advanced change management certification or equivalent evidence of deep practitioner expertise.
 * Experience supporting ERP implementations, enterprise application modernization, digital manufacturing, data and analytics, or AI adoption.
 * Experience in aerospace, defense, manufacturing, or another complex, regulated environment.
 * Familiarity with Agile delivery, Lean Portfolio Management, and traditional program management.
 * Proven ability to establish or mature an organizational change management function, including methods, governance, staffing, and performance measures.
 * Practical experience applying structured change management methodologies and adapting them to the organization's needs.
 * Demonstrated results in improving adoption, employee proficiency, process compliance, or business performance following technology implementation.
 * Strong executive influence, facilitation, communication, and conflict resolution skills, with the ability to translate technical changes into clear business and employee implications.
 * Master's degree in organizational development, business administration, or a related discipline.

## Description

We are seeking a Change Management Leader to shape and lead organizational change management for significant digital technology transformations. This leader will build an enterprise change management capability that prepares employees and leaders to adopt new technologies, processes, roles, and ways of working.

This role and it's direct reports will partner with Digital Technology, business leaders, Human Resources, Communications, and program teams to embed change management into transformation planning and execution. Success will be measured through sustained adoption, employee proficiency, and achievement of intended business outcomes.

What You Will Do

 * Define the change management strategy: Establish the approach, standards, tools, and governance for organizational change across the digital transformation portfolio. Scale the level of support to each initiative's complexity and business impact.
 * Lead and develop the team: Manage four direct reports, establish clear accountability, coach practitioners, and allocate resources across priority transformations.
 * Lead large-scale transformations: Direct change management for initiatives such as enterprise platform implementations, application consolidation, process redesign, automation, and changes to the operating model.
 * Assess organizational impact and readiness: Identify affected employee groups, changes to responsibilities and workflows, readiness gaps, and adoption risks. Translate findings into targeted action plans.
 * Activate executive sponsorship: Coach senior leaders and people managers to communicate the case for change, demonstrate expected behaviors, address concerns, and reinforce adoption.
 * Integrate change into delivery: Partner with portfolio, program, product, and implementation leaders to incorporate change activities, resources, and readiness criteria into roadmaps and deployment decisions.
 * Drive engagement and proficiency: Lead stakeholder engagement, communications, training, and change champion networks that help employees understand and perform in the future state.
 * Manage competing demands: Evaluate cumulative change impacts across initiatives and recommend sequencing or interventions to address organizational capacity and change fatigue.
 * Measure and sustain adoption: Establish baselines, adoption targets, and dashboards. Use employee feedback, technology usage, proficiency assessments, and process performance to identify barriers and guide corrective action.
 * Build lasting capability: Develop reusable playbooks, strengthen leaders' change management skills, and establish ownership for reinforcement after implementation.