CHANGE CONSULTANT JOB DESCRIPTION

Change management without a dedicated owner defaults to project teams absorbing people risk they were never hired to manage. The Change Consultant steps in as the practitioner accountable for structured adoption, working within enterprise IT programs where Agile delivery models and cross-functional stakeholder networks make unmanaged transition genuinely costly. Prosci or equivalent certification marks the entry bar. This is a hands-on consulting seat, not a coordination layer - the person in it designs the interventions, runs the readiness assessments, and owns the deliverables.

As the Change Consultant, you drive adoption of enterprise IT solutions by designing and executing change management plans that move stakeholder groups from awareness through sustained behavior change. You operate across program teams, Internal Communications, Organizational Development, and Learning functions, reporting into a Transformational Change Manager or Change Management Team Leader.

Career Impact: Practitioners who build a track record delivering change in Agile IT programs - where Prosci-certified approaches meet sprint-based delivery — become the profiles that senior transformation offices recruit first for lead and manager-level openings.

Business Impact: When adoption stalls on a large IT rollout, the cost lands on the program budget and the business case; the Change Consultant is the person who prevents that gap between go-live and actual workforce performance.

Growth Opportunity: Exposure to change champion network design, governance model development, and Center of Excellence contribution accelerates the path toward Senior Change Consultant and Change Manager roles within two to three years.

• Execute change management plans and build business-ready deliverables across enterprise IT programs in an Agile context.
• Conduct stakeholder impact assessments and change readiness analyses to identify adoption risks before transition points.
• Design and deliver communications and engagement activities aligned to existing business rhythms and program milestones.
• Develop and deploy training needs assessments, training plans, and curriculum to equip affected workforce populations.
• Establish and coach change champion networks to extend reach and sustain adoption beyond go-live.
• Monitor resistance signals and escalate people risks with documented mitigation plans to program leadership.
• Partner with Organizational Development, Internal Communications, and Learning teams to coordinate integrated change interventions.
• Contribute to Change Management Center of Excellence frameworks by capturing lessons learned and sharing replicable practice.

• Bachelor's degree in Organizational Behavior, Psychology, Business, or a related field, or equivalent work experience.
• 5 or more years of change management experience, with demonstrated delivery on large-scale IT or enterprise transformation programs.
• Change Management certification such as Prosci or CCMP required.
• Proven ability to conduct impact assessments, change readiness surveys, and stakeholder analysis across complex organizational structures.
• Experience developing and executing communication plans, training strategies, and resistance management approaches within program environments.
• Strong stakeholder engagement skills, including experience advising senior business leaders on people-side risks and mitigation strategies.
• Ability to operate independently in high-ambiguity environments and adapt plans as program conditions evolve.

• Experience applying Agile delivery methodologies including participation in sprint ceremonies and iterative planning cycles.
• Familiarity with organizational design and development principles, including Design Thinking or Service Design approaches.
• Exposure to HCM, Financials, or Payroll platform implementations, with working knowledge of how system changes affect workforce processes.
• Project or Programme Management certification that demonstrates structured delivery discipline alongside change practice.

• Stakeholder readiness score improvement, measured from baseline assessment to pre-go-live checkpoint.
• Change champion network coverage rate, tracking the percentage of impacted business units with an active champion.
• Training completion rate across identified population groups before each program milestone.
• Resistance escalation resolution time, reflecting how quickly identified blockers are mitigated and closed.
• Number of change deliverables meeting business-ready standard on first review, as assessed by the Change Manager.
• Typical tools: Change management platforms (commonly Prosci ADKAR-based toolkits); presentation and collaboration tools (commonly PowerPoint and virtual workshop platforms).

• Base Salary Range: $85,000 to $115,000 annually, depending on seniority and location.
• Bonus: 5 to 12 percent annual performance bonus typical in consulting and enterprise environments.
• Equity: Generally not offered at this level outside equity-sharing consulting firms.
• Health Benefits: Medical, dental, and vision coverage standard, often including dependents.
• PTO: 15 to 20 days annually, plus standard federal holidays.
• Common Perks: Professional development budget, certification reimbursement for Prosci or CCMP, and remote or hybrid flexibility on program-permitting basis.

Figures are estimates based on general US market benchmarks and may be outdated. Adjust based on location, company size, and seniority level.

Candidates are reviewed without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected under applicable federal, state, or local law. Reasonable accommodations are available to applicants with disabilities throughout the hiring process upon request. All offers are contingent on successful completion of a background check. Applicants must be authorized to work in the United States without employer sponsorship now or in the future.

The Change Consultant owns the delivery of measurable change management interventions across one or multiple IT programs, operating within an Agile context alongside departments including OD/OE, Internal Communications, and Continuous Improvement. This work equips the business with the skills to sustain change while building the Transformational Change practice through knowledge sharing and capability development.

Key Responsibilities

• Work on one or multiple change programs under the oversight or leadership of a Transformational Change Manager.
• Deploy measurable change management interventions and wider transformational change initiatives, usually in an Agile context.
• Support Transformational Change Managers to build the practice and drive improved ways of working.
• Operate across change management and communications, with support where needed.
• Work closely with related departments including OD/OE, Internal Communications, Learning, and Continuous Improvement to deliver a comprehensive service to the business.
• Equip the business with the skills to better manage and sustain change.
• Execute the change management plan and build deliverables to a business-ready standard.
• Ensure appropriate change management tools and methods are applied to IT projects.
• Partner with other parts of the organization to deliver high quality change management interventions.
• Develop agile mindsets and behaviors across the team.
• Create an environment where members feel motivated, engaged, and able to grow, including potential Line Manager responsibility.
• Facilitate knowledge sharing and build retention of external best practice in change management and technology.

Required Qualifications

• Bachelor's degree required.
• Change Management Certification likely required.
• Minimum 7 years of relevant experience, with demonstrable focus on Change Management for the last 15 or more years.
• Deep expertise in initiating Change Management for IT solutions.
• Understanding of different Change Management methodologies with emphasis on driving measurable business results.
• Proven business transformation and change management delivery track record, including strong planning and execution discipline.
• Proven track record of building affinity with and understanding of the consequences of IT management and IT delivery.
• Strong stakeholder management skills with experience working as a trusted advisor at senior business leader level.
• Highly skilled in coaching and developing others in Change Management capability.
• Courage and determination to challenge current practices and senior leaders while maintaining effective relationships.
• Confidence and ability to work in high-ambiguity environments.
• Excellent oral and written presentation skills.

Embedded within a Change Management Center of Excellence, the Senior Change Consultant leads the design and execution of tailored change strategies across multiple projects, from stakeholder engagement and sponsor management through to transition and sustainment. Working closely with project teams, sponsors, and executive leaders, this role advances adoption outcomes and builds organizational change capability through standard frameworks, toolkits, and best practices.

Core Functions

• Lead the design and execute tailored Change Management strategies and plans across multiple projects to drive effective adoption.
• Conduct plans including stakeholder engagement, sponsor management, change readiness, change champion network, marketing, communications, coaching, training, resistance management, and transition to sustainment.
• Align change management plans and milestones to overall project plan, provide progress updates, and share stakeholder feedback.
• Create and facilitate workshops and coach project teams, sponsors, and leaders to implement change management best practices.
• Establish and train high-impact change champion networks.
• Proactively anticipate, monitor, escalate, and mitigate intent and people risks.
• Create marketing, communication, and training processes and artifacts to support adoption.
• Consult with stakeholders on challenges, diagnose root causes, and implement organizational development interventions.
• Design effective methods such as surveys and focus groups to gather stakeholder feedback.
• Define and refine governance models based on internal stakeholder feedback and diagnosis of gaps.
• Develop change readiness and adoption measurement processes including metrics that identify improvement opportunities.
• Contribute to the evolution of the Change Management Center of Excellence by building standard frameworks, facilitating workshops, and sharing best practices.

Qualifications and Experience

• Bachelor's degree with at least 7 years of management or transformation consulting experience on complex, large-scale change efforts.
• Master's degree in Business, Organization Development, Organizational Psychology, Communication, or HR preferred.
• Organizational change management or organizational design/development certification required.
• Experience working in agile IT product delivery.
• Experience with Design Thinking, Service/Experience Design, and Business Agility.
• Strong client presence with experience presenting to and fostering relationships with senior and executive leadership.
• Proven ability to build strong, trust-based relationships and actively listen to move others toward a common goal.
• Able to articulate complex concepts in simple, innovative, and engaging ways.
• Well-organized with the ability to handle several projects simultaneously and work independently or lead a small team.

Reporting to the Change Management Team Leader, the Change Consultant serves as an integral member of a multidisciplined and geographically dispersed team, applying the APA Change Framework to minimize the impact and risk of business transitions. Partnering with business areas throughout the change journey, this role drives continuous improvements in practice and supports long-term sustainable adoption through stakeholder engagement, impact analysis, and agile coaching.

Primary Duties

• Conduct impact analysis, assess change readiness, and identify risk mitigation tactics as part of the change management process.
• Develop and deliver communications and engagement activities, utilizing existing business rhythms where possible.
• Conduct effective stakeholder engagement throughout the change journey.
• Identify and pursue continuous improvements in change management practice and approach.
• Ensure plans are in place to minimize the impact and risk of business transition and support long-term sustainable change adoption.
• Design innovative ways to engage users around new mindsets and ways of working.
• Provide coaching and leadership in relation to agile ways of working.

Skills and Qualifications

• Organisational Psychology qualification or similar, or progress toward one, highly regarded.
• Project change management experience in a complex infrastructure business or relevant environment.
• Experience on a technology upgrade project or with SDLC projects advantageous.
• Strong stakeholder management skills.
• Strong communication and facilitation skills.

Sitting at the intersection of organizational change architecture and IT governance, the Change Consultant recognizes change opportunities, recommends strategies, and facilitates change across the organization, with particular depth in government agency environments. Operating across leadership alignment, training development, and vendor coordination, this role enables sustainable organizational improvement through structured change management plans and measurable interventions.

Duties

• Conduct various assessments related to organization change and improvement.
• Develop and execute communications plans.
• Oversee stakeholder analysis and profiling.
• Direct change readiness assessments, development, and analysis.
• Shepherd leadership alignment and action plan development.
• Develop and deploy training needs assessments, training plans, and curriculum development.
• Deliver training programs and workshops for management executives and others as necessary.
• Lead the development of processes, procedures, methods, and tools for training, coaching, and mentoring programs.
• Lead and facilitate organizational change management throughout the project lifecycle.
• Ensure alignment between client and vendor change management methods, processes, and standards.
• Assess and consistently evaluate change management plans and initiate necessary adaptations for sustainability.

Education and Experience

• Bachelor's degree in Organizational Behavior or related discipline required, MBA preferred.
• Certified Change Management Professional (CCMP or Prosci certification) required.
• At least 5 years of experience assessing and implementing change management structures within government agencies.
• At least 5 years in governance processes, theories, and best practices.
• At least 5 years in IT strategic planning processes, theories, and best practices.
• 10 years of experience facilitating large meetings with high-level executives.
• Experience in assessing cultural change readiness, developing change management plans, and implementing large-scale cultural shifts.
• Experience developing and executing communication, training, and transition management plans.
• At least 1 year of experience working within a formal PMO or equivalent.
• More than 4 years of experience using formal organizational change management tools such as competency profiles, roadmaps, and models.
• Working knowledge of business architecture and process engineering and improvement.
• Proficient in Microsoft Office including Outlook, Word, PowerPoint, and Visio.
• Ability to adapt in fluid and fast-paced environments while maintaining critical thinking and decision-making abilities.

A key member of the GFA Academy team, the Change Consultant shapes cultural change and continuous learning initiatives in support of a Digital Finance Transformation, designing scalable enablement activities and engaging learning content across a range of delivery methods. Collaborating across HR, line-of-business managers, and subject matter experts, this role builds organizational competence and drives measurable improvement through evaluated data and iterative program design.

Accountabilities

• Drive cultural changes and develop a continuous learning culture within the board area.
• Support the Digital Finance Transformation with regards to culture, learning and development, and leadership in the digital world.
• Analyze business structures and develop organizational strategies.
• Offer activities and interventions to support structural and cultural change across the company.
• Ensure coherence of all initiatives and manage stakeholders, timelines, and budgets.
• Identify learning and performance objectives and design scalable enablement activities.
• Design engaging learning content for a variety of delivery methods in collaboration with Subject Matter Experts.
• Develop evaluation strategies and validate quantitative and qualitative assessments for enablement programs.
• Drive continuous improvements of initiatives based on evaluated data and feedback.
• Proactively interact with external and internal key players and stakeholders including HR and line-of-business managers.

Background and Experience

• Master's degree in Psychology, Human Resources, Organizational Management, Organizational Development, or equivalent.
• Professional experience in change management and strategic organizational and people development.
• Experience developing educational concepts for complex enablement programs in numerous formats and role-based curricula.
• Understanding of Finance and Administration department functions and processes.
• Strong organizational skills with the ability to prioritize and manage multiple assignments.
• Excellent conflict management skills with a solution-oriented and pragmatic approach.
• Strong networking skills to collaborate with participants, subject matter experts, and stakeholders across the company.
• Excellent written and oral communication skills in German and English.
• Flexibility and willingness to travel up to 50%, including internationally.

Sustainable adoption of Workday depends on the Change Consultant, who supports a Senior Change Manager in designing and delivering change management interventions across HCM, Financials, and Payroll environments, capturing change impacts and leading training strategy and materials development. Based within client-facing project teams, this role prepares affected business areas for transition through persona-driven engagement solutions, process mapping, and change readiness activities.

Job Functions

• Capture key change impacts to understand how Workday will change how people work and how the business will operate post-implementation.
• Support communications and engagement activities including persona development to identify and address the specific needs of impacted groups.
• Support the development of innovative engagement solutions to equip people with the knowledge and skills to use Workday effectively.
• Lead the development of training strategy and plans based on persona and process-level impacts.
• Lead the development of innovative training materials.
• Support process mapping activities to ensure changes driven by Workday are captured and documented appropriately.
• Support client teams on change readiness activities to prepare affected business areas for transition to new ways of working.

Professional Experience

• Holds a current and recognized Project or Programme Management certification.
• Experience of change management within large project or programme environments.
• Experience in a consulting role supporting the development and delivery of change management deliverables.
• Working knowledge of HCM, Financials, or Payroll applications.
• Experience of user research, analytics, and design disciplines.
• Expert in Excel, PowerPoint, and similar tools.
• Excellent verbal and written communication skills including business writing and spoken English.