Change Management Lead

About the role

Energy Trust of Oregon is an independent nonprofit organization dedicated to energy efficiency and renewable energy development. We serve Oregon customers of Portland General Electric, Pacific Power, NW Natural, Cascade Natural Gas and Avista, and SW Washington customers of NW Natural. Year over year, Energy Trust is recognized as one of the 100 Best Nonprofits to Work For in Oregon.

Responsibilities

• Lead the development and implementation of Energy Trust’s enterprise change management strategy in alignment with Executive Team’s vision for staff’s experience of change.
• Establish, maintain, communicate and enforce organization-wide standards, frameworks, and governance for change management practices to ensure consistency, quality, and alignment with enterprise priorities.
• Develop and maintain enterprise-level dashboards and reporting mechanisms that provide visibility into active and upcoming change initiatives, organizational readiness, adoption progress, and change fatigue; provide data-informed recommendations to senior leadership and the Operational Management Team (OMT) regarding sequencing, prioritization, and resource allocation.
• Serve as a strategic advisor to senior leaders and initiative sponsors, coaching and reinforcing effective change sponsorship behaviors and visible leadership accountability.
• Oversee change management practitioners within the PMO; establish clear expectations for practice standards, professional development, and performance outcomes.
• Elevate change management as a core organizational competency by building and sustaining a community of practice and promoting consistent integration of change considerations at the OMT and leadership levels.
• Ensure change management methodologies, tools, templates, and guidance are clearly communicated and easily accessible to staff through appropriate organizational platforms.
• Operational Execution & Capability Development
• Develop, maintain, and continuously improve standardized change management methodologies, tools, templates, playbooks, and readiness assessments grounded in the Prosci ADKAR framework.
• Establish and manage a centralized intake and resource allocation process for change management support across the organization, ensuring clarity of demand, prioritization, and appropriate deployment of change resources.
• Provide direct leadership of high-impact, complex, or enterprise-level change initiatives, ensuring effective stakeholder engagement, risk mitigation, adoption planning, training alignment, and reinforcement strategies.
• Partner with Organizational Development, Communications, and People Services to ensure coordinated execution of change-communications, leadership development, cultural initiatives, and staff training.
• Support the design and delivery of change management training for leaders and staff, promoting organization-wide proficiency and accountability for change adoption.
• Perform other duties as assigned in support of PMO objectives and organizational goals.
• Perform all functions of the job in a safe manner.

Requirements

• Bachelor’s degree in organizational development, business administration, human resources, or a related field — or equivalent professional experience in change management, organizational transformation, or enterprise initiatives.
• Eight years’ experience leading complex organizational change initiatives, including changes to processes, systems, structures, or culture.
• Experience developing and implementing structured change management methodologies and tools within an organization.
• ProSCI Change Management Certification required.
• Project Management Professional (PMP) certification or equivalent preferred.
• Experience advising senior leaders or initiative sponsors and coaching leaders through change preferred.
• Five or more years' experience supervising or mentoring staff.
• Demonstrated ability to design and implement governance frameworks, dashboards, and reporting mechanisms to support enterprise visibility and prioritization.
• Strong understanding of organizational dynamics, stakeholder engagement, resistance management, and change adoption strategies.
• Excellent facilitation, communication, and executive presentation skills, with the ability to produce clear, concise reports and recommendations.
• Ability to influence across departments and functions without direct authority while also establishing and maintaining practice standards where accountable.
• Strong analytical and problem-solving skills, with the ability to assess organizational readiness and recommend data-informed adjustments.
• Must be able to interact with a diverse workforce and be comfortable working in culturally diverse settings and groups.