Job Title: Change Management Lead - OCM Lead (Multi-Year Contract)
Location: Columbus, OH
Work Model: Remote with travel as needed; no fixed travel cadence
Rate: $100–$110/hour
Contract Duration: October 26, 2026 – March 31, 2028
Possibility of Extension: Yes, strong possibility of extension
Employment Type: W-2 Only
Benefits: 401(k) match and QSEHRA health coverage available
Work Authorization: U.S. Citizens Only | Green Card holders also eligible; no visa sponsorship available

Position Overview

We are seeking an experienced Change Management Lead / OCM Lead to support a large-scale Customer Transformation Program within a major utility organization.

This role will lead change management activities for a complex "edge" workstream that sits at the intersection of customer-facing transformation and multiple enterprise functions, systems, and operational processes. The workstream will touch areas such as financial systems, work management, integrations, supporting business processes, and related downstream impacts.

Unlike a change initiative affecting one large employee population, this workstream will involve many smaller stakeholder groups with distinct impacts, dependencies, and readiness needs. The OCM Lead will need to understand the details behind each change, determine what actually matters to each impacted group, and translate a highly complex program into practical, targeted change actions.

The ideal candidate is highly analytical, comfortable managing ambiguity and significant volumes of information, and able to quickly identify the most important change implications across dozens of interconnected workstreams. This person should be able to move between strategic change planning and detailed impact analysis without becoming overwhelmed by complexity.

Key Responsibilities

Change Strategy & Workstream Leadership

• Lead organizational change management activities for a highly complex Customer Transformation workstream.
• Develop and execute an integrated change strategy aligned with broader program objectives, implementation milestones, and business outcomes.
• Translate complex program activity into clear change priorities, stakeholder impacts, and practical interventions.
• Maintain alignment between workstream-level change activities and the broader Customer Transformation change strategy.
• Identify the most significant people, process, technology, and operational impacts requiring focused attention.
• Adjust the change approach as program scope, sequencing, dependencies, and implementation plans evolve.

Change Impact Assessment

• Lead detailed change impact assessments across interconnected systems, processes, and stakeholder groups.
• Assess how changes to financial systems, work management, integrations, customer processes, and supporting technologies will affect impacted users.
• Translate technical and process changes into clear descriptions of what will be different for each stakeholder group at go-live.
• Identify changes to roles, responsibilities, workflows, decision-making, system usage, and ways of working.
• Maintain an integrated view of impacts across multiple parallel workstreams.
• Identify downstream or indirect impacts that may not be obvious from high-level program plans.
• Ensure change impacts are specific enough to drive communications, training, readiness, and adoption planning.

Stakeholder Analysis & Engagement

• Identify impacted stakeholder populations across business, operations, technology, finance, customer, and supporting functions.
• Conduct stakeholder assessments to understand impact level, influence, readiness, and potential resistance.
• Develop targeted engagement approaches for smaller, specialized stakeholder groups.
• Partner with business leaders, SMEs, project teams, and operational stakeholders to validate impacts and readiness needs.
• Build strong working relationships with stakeholders across multiple business functions.
• Ensure stakeholder engagement is appropriately tailored rather than relying on broad enterprise-wide messaging.

Complexity & Dependency Management

• Manage change activities across a workstream involving numerous interconnected projects, systems, and dependencies.
• Synthesize large volumes of program information and identify the highest-priority change issues.
• Distinguish critical adoption risks from lower-impact details.
• Connect dependencies across workstreams and identify where changes in one area may affect another.
• Maintain visibility into evolving scope, timing, decisions, and risks.
• Help program leaders understand cumulative impacts across stakeholder populations.

Readiness & Adoption

• Develop and execute organizational readiness and adoption plans for impacted groups.
• Establish readiness criteria and adoption measures appropriate to each stakeholder population.
• Assess whether users are prepared to operate successfully in the future-state environment.
• Identify readiness gaps and recommend targeted mitigation actions.
• Partner with workstream and business leaders to address barriers before go-live.
• Support post-implementation reinforcement and adoption activities as needed.

Analytics & Change Measurement

• Use qualitative and quantitative information to assess change impacts, readiness, engagement, and adoption.
• Analyze stakeholder data, implementation information, readiness metrics, feedback, and other program inputs.
• Identify trends, areas of concern, and stakeholder groups requiring additional support.
• Develop clear insights and recommendations from complex or incomplete data.
• Support dashboards, readiness scorecards, and leadership reporting.
• Use analysis to focus change resources on the highest-risk or highest-value areas.

Communications & Leader Enablement

• Develop targeted communications based on specific stakeholder impacts and implementation needs.
• Translate complex system and process changes into clear, understandable messages.
• Create leader talking points, stakeholder updates, presentations, FAQs, and other change materials.
• Equip leaders and managers to explain what is changing, why it matters, and what employees need to do differently.
• Coordinate communications with broader program messaging to ensure consistency.
• Support leadership briefings and stakeholder engagement sessions.

Training & Business Readiness Support

• Identify training needs based on detailed change impacts.
• Partner with training, business, and technical teams to ensure learning activities address actual future-state requirements.
• Help determine where formal training, job aids, reference materials, demonstrations, or leader reinforcement are needed.
• Support readiness planning for go-live and transition activities.
• Ensure impacted users understand both system changes and the associated business-process implications.

Cross-Functional Program Collaboration

• Work closely with business leaders, project managers, technology teams, integration teams, finance, work management, customer-facing teams, and other program resources.
• Participate in cross-workstream meetings and planning sessions.
• Facilitate change discussions that bring together technical and business perspectives.
• Coordinate with other OCM resources to manage overlapping stakeholder impacts.
• Ensure workstream-level change activities remain integrated with the broader transformation program.

Risk, Issue & Governance Support

• Identify change risks, adoption barriers, stakeholder concerns, and readiness gaps.
• Develop and track mitigation strategies.
• Escalate significant people-related risks and dependencies to program leadership.
• Provide clear change status updates and recommendations through program governance channels.
• Maintain change-related action items, risks, decisions, and deliverables.
• Support executive and program-level reporting as needed.

Day-to-Day Responsibilities

• Review program plans, design decisions, and workstream updates to identify stakeholder impacts.
• Meet with business and technical SMEs to understand future-state changes.
• Maintain detailed change impact and stakeholder assessments.
• Analyze how system and process changes affect specific user groups.
• Develop readiness actions, communication plans, and adoption strategies.
• Participate in cross-workstream meetings to identify dependencies and cumulative impacts.
• Build leadership presentations, readiness reports, and change summaries.
• Track stakeholder risks, readiness gaps, and mitigation actions.
• Coordinate with training, communications, project, and business teams.
• Support go-live readiness and post-implementation adoption activities.
• Travel to program or business locations as needed based on project requirements.

Required Qualifications

• 8+ years of organizational change management, business transformation, or related consulting experience.
• Demonstrated experience leading OCM for large, complex enterprise transformation programs.
• Strong experience conducting detailed change impact assessments and stakeholder assessments.
• Experience managing change across multiple interconnected workstreams or systems.
• Strong ability to understand complex business and technology environments and translate them into practical stakeholder impacts.
• Experience developing change strategies, readiness plans, communications, adoption plans, and resistance mitigation approaches.
• Strong analytical skills and ability to synthesize large volumes of information.
• Ability to identify critical priorities and risks within highly complex project environments.
• Strong stakeholder management and facilitation skills.
• Experience working with senior leaders, business SMEs, project teams, and technical stakeholders.
• Ability to operate independently with limited direction.
• Strong written and verbal communication skills.
• Ability to manage ambiguity, changing priorities, and significant volumes of work without losing focus.
• Willingness and ability to travel as required by the program.

Preferred Qualifications

• Experience supporting Customer Transformation or customer operations transformation programs.
• Utility or energy industry experience.
• Experience supporting enterprise programs involving customer systems, financial systems, work management, or complex integrations.
• Experience working across many smaller stakeholder populations with distinct change impacts.
• Experience with large-scale technology implementations involving multiple systems and business functions.
• Experience supporting phased deployments, go-live readiness, hypercare, and adoption.
• Experience using data and analytics to support readiness and adoption decisions.
• Prosci, CCMP, or comparable change management certification preferred.
• Experience working within complex, multi-vendor or systems integrator environments.

Core Competencies

• Organizational Change Management
• Change Strategy
• Change Impact Assessment
• Stakeholder Analysis
• Stakeholder Engagement
• Change Readiness
• Adoption Management
• Resistance Management
• Change Analytics
• Executive Communication
• Customer Transformation
• Enterprise Transformation
• Cross-Workstream Coordination
• Dependency Management
• Business Process Change
• Technology Adoption
• Leader Enablement
• Training Readiness
• Risk & Issue Management
• Program Governance

Ideal Candidate Profile

The ideal candidate is a senior OCM professional who thrives in complex environments and is comfortable working through significant volumes of information to identify what truly matters to impacted stakeholders.

They should be highly analytical, detail-oriented, and able to understand how changes across customer systems, financial systems, work management, integrations, and related business processes affect many distinct user groups. The strongest candidates will be able to "read the fine print," connect dependencies across workstreams, and translate complexity into clear, practical change actions.

This role is best suited for someone who is not easily overwhelmed, can prioritize effectively across dozens of moving pieces, and can confidently guide stakeholders through a complicated multi-year transformation.