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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Senior Change Management Lead - Remote / Telecommute - **Company:** CYNET SYSTEMS INC. - **Location:** Sunnyvale, CA, United States (Remote available) - **Experience:** Expert - **Salary:** $280,800 - $291,200 - **Contract:** Contract - **Skills:** Enterprise Content Management, Knowledge Management, Search Technologies, Chatbots, HR Software, Servicenow - **Published:** November 12, 2026 - **Apply:** https://www.dice.com/job-detail/d979e605-1eff-4a8c-aebe-d7c8900a9bb2 ## About the Role * 7+ years in organizational change management, including serving in a lead change role on at least two enterprise technology implementations carried through go-live and post-launch support. * Hands-on use of a structured change method (Prosci/ADKAR or similar), including impact assessments, stakeholder analysis, readiness assessments, resistance management, and adoption metrics. * Proven ability to build and run a detailed change workplan inside a technology project plan (waterfall, agile, or hybrid) in partnership with project managers and a PMO, managing risks and dependencies while reporting to senior leaders. * Strong writing skills with the ability to turn complex or technical changes into clear, action-oriented messages for employees, managers, and leaders in collaboration with internal communications teams. * Track record of working alongside an in-house change management team and key partners while adopting their methods and templates. * Demonstrated portfolio of self-built change assets, such as impact assessments, stakeholder plans, communications, FAQs, toolkits, readiness surveys, and adoption dashboards. * Technical fluency with developers, architects, and testers, demonstrating the ability to quickly learn platforms and understand user impacts. * Proven history of winning over resistant or disengaged teams in a matrixed organization while staying direct and diplomatic under pressure. * Experience supporting change for a global workforce, including manufacturing, field, or non-desk employees, and coordinating translated materials. * Ability to work independently in a hybrid setting, manage several workstreams simultaneously, and deliver with minimal ramp-up time. Required Education and Training: * Bachelor s degree in business, human resources, organizational development, communications, or a related field, or equivalent experience. Preferred Skills and Experience: * Change management experience on ServiceNow Employee Center / EC Pro, HR Service Delivery (HRSD), or ITSM portal consolidation. * Change experience on global HR systems, processes, or employee service delivery programs. * Adoption work for AI search, chatbots, or conversational AI assistants. * Knowledge management or content governance change experience. * Prosci Certified Change Practitioner, CCMP, or equivalent certification; PMP or PMI-ACP is a plus. * Experience in medical device, life sciences, or other regulated environments. * Experience building adoption dashboards or working with people analytics teams. * Experience working as a contractor or consultant inside an in-house change management team. ## Description The Senior Change Management Lead owns the people side of a major HR and IT digital transformation, from design through post-launch adoption, against a March 29, 2027 go-live. This is a hands-on role where the successful candidate sets the change strategy and builds key change assets including impact assessments, stakeholder assessments, communications, FAQs, leader toolkits, portal content, readiness checkpoints, and adoption tracking. The successful candidate works in close partnership with internal change experts, Internal Communications, and training leads to create polished, audience-ready content, run a disciplined workplan, and build credibility across technical teams and diverse stakeholders., * Lead change for the HR and IT portal experiences using a structured method and the organization s existing change templates, personally building the impact assessments, stakeholder analysis, readiness assessments, and plans for managing resistance. * Identify how each audience is affected and tailor the approach for each. * Run stakeholder interviews and focus groups to understand impacts and test key messages. * Design, recruit, and run a change champion network across HR, IT, and key sites, including the kickoff session, meeting materials, and champion toolkit. * Give readiness input to stage-gate reviews and the go/no-go decision. * Bring HR Change Management, IT OCM, Internal Communications, the FES Training lead, and the project managers together around one integrated change plan, with clear roles, handoffs, and a regular working cadence. * Build a sponsor roadmap, and coach executive sponsors and people managers on their role in the change. * Partner with project managers to build the change workplan into the integrated project plan, owning the change milestones, dependencies, risks, and issues within it. * Coordinate change deliverables with the implementation partner, project managers, and HR and IT track leads, holding team members to their dates. * Use the project s existing status and governance routines to report readiness and change risks to the core team and steering committee clearly and early, escalating when needed. * Adjust the plan quickly when build, test, or launch dates move. * Partner with the internal communications team to create the communications strategy and calendar, defining audiences, key messages, timing, and calls to action. * Write change communications including announcements, emails, portal and intranet content, manager talking points, and champion updates, bringing drafts to Internal Communications for review, channel fit, and approval. * Build leader and manager toolkits, FAQs, and portal landing page content, including explanations of specific changes such as new links and bookmarks. * Work with communications partners to reach frontline and non-desk employees through multiple channels. * Coordinate translation of launch communications. * Partner with the training lead to complete the training needs analysis and role-based curriculum, build courseware, job aids, and videos, and deliver training while coordinating with the HR digital experience team and implementation partner. * Engage knowledge and content owners so they understand how content will change with the new platform. * Define adoption measures and feedback loops, set up simple tracking, report results after launch, and drive reinforcement where adoption lags. * Work alongside developers, architects, integration specialists, and QA to translate technical design decisions into clear explanations of user changes. * Build trust with stakeholders who have competing priorities, limited bandwidth, or concerns, addressing issues directly and maintaining momentum. * Facilitate interactive working sessions.