Location Jamaica, NY Organizational Change Lead Duration 12 months Job Duties Responsibilities The incumbent will be assigned to the role of Organizational Change Lead for the RRSM Project and will be responsible for the following Working closely with HCR staff to develop of an Organizational Change Management Plan for the project Analyzing all relevant project artifacts and documentation to contextualize how the new resulting system(s) and processes will affect organizational change in all parts of the agency Building upon the existing project stakeholder analysis to document all internal (HCR) and external stakeholders who will be impacted by the RRSM project results. Identifying all anticipated stakeholder impacts because of the changes, corresponding adaptation requirements, when the impact will occur and a plan to prepare the organization stakeholders for the implementation of the new system(s) processes. Developing and conducting Change Impact Assessments for each stakeholder group considering individual staff skill levels, knowledge, effort, behavior, organization, and responsibility Review BRD Document as-is work flow processes within agency business units and present detailed to-be workflow recommendations that will support successful implementation of the to-be state. Document, track and report progress on stakeholder group changes. Build Organizational Buy-In and Support for the Change Initiative Leadership, Alignment and Sponsorship Communicate the Organizational Change (OC) activities to key Executive Managers and Stakeholders Escalate issues to the Project Manager and collaboratively develop mitigation strategies in support of changes in the organizations. Build support for change at all levels using innovative methods such as Team Building, etc. Develop and Deliver an Organizational Change Communication Plan Develop a Communication Plan to provide timely and strategic information to all project stakeholders identified in the Stakeholder Analysis and Organizational Change Management Plan. Encourage and ensure two-way communication through such methods as Town Halls, Newsletters and FAQs to instill enthusiasm for the future system and processes. Develop Implement an Integrated People Plan Identify and document all job roles and responsibilities that may be changed as a result of system development and implementation. Communicate job role and responsibility changes to the Executive Managers and Human Resources representative. Develop Metrics to Measure Success Identify all work processes within the scope of performance improvements Establish performance goals and metric objectives Develop measurements Produce outcome reporting procedures Establish and track key performance indicators Recommend strategies and track progress on any job role and responsibility changes. Training Collaboration Conduct organizational change training and orientation for all affected business units ndash leadership and staff Recommend additional training specific to organizational needs based on knowledge of organizational changes. Communicate specific individual training needs to the Training Lead Assist the Training Lead in development of additional training curriculum Go-Live Business Readiness Collaboration Develop an Effective Implementation Support Plan Identify organizational activities related to Go Live, Develop and administer a Business Readiness Assessment Based on the results of the assessment, develop and manage a business readiness approach for each unit. Create a dashboard to track Go Live readiness from a Organizational Change perspective Identify implementation support strategies and escalation procedures Document the expected support requirements for each stakeholder group and align with project support capabilities and resource skills Assess how to involve stakeholders during the implementation support period using tools such as a Help Desk or Daily Status Calls and assist organizational leaders with implementation Provide a Post-Go-Live Support Plan to Ensure Adoption of the Implemented Solution Determine the audience and processes for performing adoption assessment Define the criteria against which adoption will be measured Gain leadership support to achieve the future-state organizational changes as part of the long-term vision Develop long-term communication and messaging strategies, cultural activities to support the future vision. Conduct knowledge transfer activities with organizational leaders as assigned If you are interested in this opportunity, please send me your resume asap to wperryeclaroIT.com and I will call you right away I look forward to speaking with you Best regards, William William Perry New York, NY 10123 direct dial 1.703.###.#### toll free 1.866.###.#### wperryeclaroIT.com Note Please allow me to reiterate that I chose to contact you either because your resume had been posted to one of the internet job sites to which we subscribe, or you had previously submitted your resume to Eclaro. I assumed that you are either looking for a new employment opportunity, or you are interested in investigating the current job market. If you are not currently seeking employment, or if you would prefer I contact you at some later date, please indicate your date of availability so that I may honor your request. In any event, I respectfully recommend you continue to avail yourself to the employment options and job market information we provide with our e-mail notices. Thanks again. William Eclaro International, Inc.
* The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.