Sr. Change Management Specialist

The Sr. Change Management Specialist applies a structured change management methodology and leads activities that enable initiatives and projects to achieve the stakeholder adoption, utilization, and proficiency needed to meet overall mission, business goals and objectives. Assesses the people-implications of changes to processes, systems, technology, job functions and organizational structures. Advises leaders and project teams on strategies and action plans to minimize resistance to change and establish the foundation for achieving the expected benefits of the change.  Leads the application of change management methodologies into an enterprise core capability and competitive advantage for the district.
Provides coaching and consultation to equip leaders and individual contributors at all levels to be effective project sponsors and participants. Provides direct support and coaching to frontline leaders as they help stakeholders through business transitions and transformations. Advises and supports project teams in integrating change management techniques into their project plans.

1. Lead change management activities throughout all initiative/project phases (preparing, managing, reinforcing).
 - Conduct assessments to evaluate user readiness for change and advise leaders on implications of results.
 - Develop and execute formal change strategies to address the people side of change initiatives.
 - Identify, analyze and prepare risk mitigation tactics.
 - Identify and manage anticipated resistance.
 - Constructively challenge change management complacency at all levels.
 - Proactively surface issues that are hindering OPPD's ability to achieve enterprise and project goals and offer solutions for resolving these issues.
 - Ask challenging/provoking questions aimed at uncovering risks and gaps for employee adoption.
 - Serve as an advocate for impacted stakeholders ensuring their perspectives are accounted for and proactively addressed. 

2. Support the development of organizational change management capability across the district.
 - Provide candid feedback and coaching to develop others' capabilities and performance.
 - Provide coaching and mentoring to mid-level and frontline managers so they can effectively guide employees through changes, communicate with employees, manage resistance, and reinforce/sustain the desired future state.
 - Facilitate change management training and/or workshops for various levels of the organization as needed.
 - Conduct change impact analyses to determine the value of formal change efforts and identify learnings that can be used to continuously improve change management practices.

3. Effectively leverage data, analytics, and reporting in support of telling the story and enhancing the effectiveness of change initiatives and the impact of the Change Management function on OPPD culture and performance.
 - Identify and/or develop tools that support the collection, analysis and reporting of Change Adoption/Change Maturity from various perspectives.
i. Individual needs
ii. Departmental, Divisional, and BU trending and summaries
iii. Enterprise/Cultural agility and change readiness/proficiency
 - Effectively utilize available tools to collect data, analyze results and develop reporting that delivers valuable insight, specific action planning, and objective measurement of the impact of Change Management.