Job Title: Project Manager / Change Lead – FP&A Transformation
Location: Columbus, OH
Work Model: Hybrid — Tuesday through Thursday onsite in Columbus, with Monday and Friday remote; remote candidates may also be considered with travel to Columbus as needed
Rate: $90–$100/hour
Contract Duration: Through December 31, 2026, with a strong likelihood of extension into 2027; potential for an additional 6+ months
Employment Type: W-2 Only
Work Authorization: U.S. Citizens Only | Green Card holders also eligible; no visa sponsorship available

Position Overview

We are seeking an experienced Project Manager / Change Lead to support a significant transformation of the Financial Planning & Analysis (FP&A) operating model within a large utility organization.

This role will work closely with the Director of FP&A to assess the current operating environment, identify what needs to change, define the path forward, and help structure and drive the transformation through implementation.

The initiative will have impacts extending beyond FP&A and into other areas of the business, making strong stakeholder management, business analysis, facilitation, project management, and change leadership critical to success.

The ideal candidate is a multitalented transformation professional who can move comfortably between strategic thinking and hands-on execution. This person should be able to assess an ambiguous situation, organize the work, identify stakeholder impacts, facilitate decisions, build an actionable plan, and drive follow-through.

This role is particularly well suited for someone who can work effectively with a highly analytical, data-driven, results-oriented finance leader who communicates in a direct and matter-of-fact manner.

Key Responsibilities

FP&A Operating Model Transformation

• Partner directly with the Director of FP&A to support transformation of the FP&A operating model.

• Assess the current operating model, including:

  • Roles and responsibilities

  • Decision rights

  • Governance

  • Processes

  • Ways of working

  • Stakeholder interactions

  • Organizational interfaces

  • Planning and reporting processes

• Identify inefficiencies, gaps, risks, and areas requiring clarification or redesign.

• Help define the future-state operating model and determine the work required to achieve it.

• Translate strategic objectives into actionable workstreams, milestones, and deliverables.

• Evaluate how proposed FP&A changes will affect other business functions.

• Ensure interdependencies and cross-functional impacts are identified early.

Current-State Assessment & Discovery

• Lead or support a rapid assessment of the current FP&A environment.

• Conduct stakeholder interviews, discovery sessions, and working meetings.

• Review available processes, workflows, organizational structures, and documentation.

• Identify current-state pain points and areas of ambiguity.

• Assess what is working well and what requires change.

• Synthesize findings into clear themes, risks, recommendations, and priorities.

• Help leadership determine what should be addressed immediately versus in later phases.

• Develop recommendations for work that should continue into 2027.

Project Management & Execution

• Develop and maintain an integrated transformation plan.

• Define:

  • Workstreams

  • Milestones

  • Deliverables

  • Owners

  • Dependencies

  • Risks

  • Decisions

  • Timelines

• Establish appropriate project-management structure and cadence.

• Drive execution against agreed priorities.

• Maintain visibility into status, risks, issues, and outstanding decisions.

• Track actions and ensure follow-through.

• Identify blockers and escalate them appropriately.

• Adjust plans as scope, priorities, and business needs evolve.

• Maintain focus on tangible outcomes and measurable progress.

Stakeholder Management

• Develop and execute a stakeholder-management approach for the transformation.

• Identify key stakeholders across FP&A and impacted business functions.

• Assess stakeholder influence, needs, concerns, and potential impacts.

• Engage stakeholders early to identify risks and reduce downstream resistance.

• Build productive relationships across Finance and other functional areas.

• Facilitate alignment when stakeholders have competing priorities or perspectives.

• Help leadership determine how and when stakeholders should be engaged.

• Support difficult or sensitive organizational discussions with professionalism and discretion.

Change Leadership

• Apply practical change-management principles throughout the transformation.

• Assess impacts associated with changes to:

  • Roles

  • Processes

  • Governance

  • Decision rights

  • Ways of working

  • Organizational interfaces

• Identify areas of potential resistance or adoption risk.

• Develop targeted strategies to support stakeholder understanding and adoption.

• Support leaders in communicating the rationale and implications of changes.

• Help ensure change activities are integrated into the broader transformation plan.

• Support leadership readiness and stakeholder alignment throughout implementation.

Business Analysis

• Analyze current-state processes and identify opportunities for improvement.

• Gather and document business requirements as needed.

• Identify gaps between current-state and future-state operating models.

• Develop recommendations supported by analysis and stakeholder input.

• Evaluate alternatives and help leadership make informed decisions.

• Translate ambiguous or high-level objectives into specific actions and requirements.

• Support development of future-state processes, governance models, and operating procedures.

Facilitation & Working Sessions

• Plan and facilitate virtual and in-person workshops.

• Co-facilitate sessions with the Director of FP&A and other senior stakeholders.

• Develop:

  • Agendas

  • Objectives

  • Pre-work

  • Discussion materials

  • Decision frameworks

• Facilitate sessions focused on:

  • Current-state assessment

  • Future-state design

  • Roles and responsibilities

  • Governance

  • Process improvement

  • Prioritization

  • Decision-making

  • Implementation planning

• Capture key decisions, unresolved issues, and actions.

• Convert workshop outcomes into practical next steps and deliverables.

Executive Support & Communication

• Prepare concise, executive-ready materials for leadership.

• Translate complex discussions and analysis into clear recommendations.

• Develop presentations, summaries, decision documents, and transformation updates.

• Communicate progress, risks, and dependencies clearly.

• Support leadership in making timely and informed decisions.

• Distinguish between issues requiring further analysis and those requiring executive action.

• Maintain a direct, fact-based communication style appropriate for a finance leadership environment.

Cross-Functional Coordination

• Coordinate across Finance and other business functions affected by the FP&A transformation.

• Identify process and organizational dependencies outside FP&A.

• Clarify ownership and responsibilities across teams.

• Ensure cross-functional impacts are incorporated into the transformation plan.

• Facilitate resolution of issues that span multiple functions.

• Help prevent fragmented or disconnected implementation efforts.

Governance & Decision Management

• Establish practical governance structures to support the transformation.

• Define escalation paths and decision-making responsibilities.

• Maintain decision logs and track unresolved items.

• Ensure critical decisions are made in a timely manner.

• Support leadership in prioritizing issues based on business impact.

• Create transparency around ownership, accountability, and progress.

Day-to-Day Responsibilities

• Meet regularly with the Director of FP&A to review priorities, progress, and decisions.

• Conduct stakeholder interviews and discovery sessions.

• Assess current-state FP&A processes and ways of working.

• Facilitate transformation workshops and working sessions.

• Develop and maintain project plans, roadmaps, and action trackers.

• Analyze stakeholder and organizational impacts.

• Develop recommendations for future-state operating model design.

• Prepare executive presentations and decision materials.

• Coordinate activities across Finance and other business functions.

• Maintain risk, issue, action, and decision logs.

• Follow up with stakeholders and drive accountability.

• Identify blockers and recommend paths forward.

• Support stakeholder communication and change-readiness activities.

• Travel to Columbus as needed for workshops and key meetings.

• Adapt priorities as transformation needs evolve.

Required Qualifications

• 7+ years of experience in project management, transformation, business analysis, organizational change, operating model design, consulting, or a related field.

• Demonstrated experience leading complex, cross-functional initiatives.

• Strong project-management skills, including:

  • Planning

  • Execution

  • Risk management

  • Issue management

  • Dependency management

  • Stakeholder coordination

• Experience working through ambiguous or evolving business problems.

• Strong analytical and problem-solving capabilities.

• Demonstrated ability to synthesize complex information and develop clear recommendations.

• Strong stakeholder-management and relationship-building skills.

• Experience facilitating executive and cross-functional working sessions.

• Ability to work effectively with highly analytical, direct, and results-oriented leaders.

• Strong executive communication and presentation skills.

• Ability to balance strategic thinking with hands-on execution.

• Demonstrated ability to manage multiple priorities and changing requirements.

• Ability to work independently with limited direction.

• Ability to travel to Columbus, OH as needed if working remotely.

Preferred Qualifications

• Experience supporting FP&A, Finance, or financial transformation initiatives.

• Experience with operating model transformation.

• Experience with organizational design or role / responsibility redesign.

• Previous experience in a hybrid Project Manager / Change Lead role.

• Change-management experience supporting complex business transformations.

• Experience conducting stakeholder assessments and change-impact analysis.

• Experience working directly with Finance executives or senior financial leadership.

• Experience facilitating in-person workshops with senior stakeholders.

• Consulting or internal transformation experience.

• Experience supporting enterprise-wide initiatives with impacts beyond a single function.

• Familiarity with Prosci, ADKAR, or similar change-management methodologies.

• Experience working within utility, energy, or other highly regulated environments.

Core Competencies

• Project Management

• Transformation Management

• FP&A Transformation

• Operating Model Design

• Business Analysis

• Stakeholder Management

• Change Management

• Executive Facilitation

• Workshop Facilitation

• Current-State Assessment

• Future-State Design

• Organizational Change

• Process Improvement

• Strategic Planning

• Cross-Functional Leadership

• Governance

• Risk & Issue Management

• Executive Communication

• Data-Driven Decision Making

• Organizational Design

• Change Impact Assessment

• Roadmap Development

• Action Planning

• Decision Management

• Adaptability

Ideal Candidate Profile

The ideal candidate is a versatile transformation professional who can operate at the intersection of project management, business analysis, stakeholder management, and change leadership.

They should be able to enter an evolving transformation, quickly understand the current environment, identify what needs to be addressed, bring structure to the work, and help a highly analytical FP&A leader translate strategy into execution.

The strongest candidates will be comfortable working with senior Finance leaders, facilitating difficult discussions, managing stakeholders across organizational boundaries, developing executive-ready recommendations, and shifting between strategy and hands-on project execution.

This individual does not need to be a pure organizational change specialist. Rather, they should bring enough change-management experience to understand stakeholder and adoption risks while remaining strongly focused on operating model design, project delivery, decision-making, accountability, and measurable business outcomes.