Organizational Change Management (OCM) Consultant

About the role

This role is not a traditional OCM role. Activities such as running readiness surveys, facilitating coaching sessions, and building ADKAR dashboards are considered light overlays. Instead, OCM is operationally embedded within the business processes, policies, and procedures.

Responsibilities

• Work directly with BAs (or independently when no BA is assigned) to analyze future-state business processes at a granular level: understanding each process flow, the roles involved, the systems touched, and the decisions made at each step.
• Conduct detailed change impact analysis by mapping current-state processes against future-state designs to identify exactly what changes, for whom, and how significantly, at the role level, not just the department level.
• Identify impacts to policies, procedures, standard operating procedures, job descriptions, and work instructions that must be updated or rewritten to support the future state.
• Identify where union agreements, collective bargaining provisions, or labor relations considerations are implicated by process or role changes, and help the client navigate each.
• Develop detailed impact registers that connect specific process changes to specific stakeholder groups, affected policies, training needs, communication requirements, and adoption risks.
• Design and build OCM strategies and plans grounded in the ACMP Standard for Change Management, driven by the actual operational impacts identified through process analysis, not generic templates.
• Assess organizational readiness through substantive methods: process walkthroughs with impacted staff, role-based impact workshops, and operational scenario testing—not just survey scores.
• Develop transition and cutover plans that address the operational reality of moving from current state to future state, including parallel operations, fallback procedures, and day-one support.
• Lead or support the rewriting of policies, procedures, SOPs, and work instructions to reflect future-state business processes, producing artifacts that impacted staff can actually use to execute their work.
• Design and develop role-based training and knowledge transfer activities tied directly to future-state process execution, not generic system training, but "here is how your job works now."
• Build and deliver communications that explain what is changing, why, what it means for specific roles, and what support is available, grounded in the actual process impacts, not abstract messaging.
• Use AI tools to analyze process documentation, interview transcripts, and organizational data at scale, identifying impact patterns, policy implications, and readiness gaps that inform your change strategy.
• Apply AI to accelerate the creation and refinement of OCM deliverables: impact assessments, stakeholder-specific readiness plans, procedure rewrites, communications, and training content.
• Engage and build trusted relationships with customers, sponsors, executives, project teams, vendors, and external stakeholders, providing coaching and advisory support that strengthens sponsor ownership and leadership alignment.
• Facilitate impact workshops, process walkthrough sessions, and readiness assessments with impacted staff and leadership, grounding change conversations in the specific reality of how work will change.
• Coach client-side staff to build internal OCM and BPR capability that sustains long after the engagement ends.
• Articulate, present, and report OCM progress, adoption metrics, and value delivered, making the work visible and measurable in terms the client cares about.

Requirements

• Bachelor's Degree or equivalent professional experience.
• ACMP Certified Change Management Professional (CCMP) certification, or demonstrable experience applying the ACMP Standard for Change Management as your primary methodology.
• Prosci Change Management Certification is valued as a supplemental credential but is not a substitute for the operational depth described above.
• 5+ years of hands-on OCM delivery where you owned the strategy and the execution, where the work was grounded in business process analysis and operational impact identification, not just surveys and coaching.
• Demonstrated experience conducting or partnering on business process reengineering: mapping current state, designing future state, identifying gaps, and translating process changes into organizational readiness activities.
• Demonstrated ability to identify and navigate impacts to policies, procedures, SOPs, union agreements, and labor relations as part of change delivery, not just flagging them, but helping the client work through them.
• Minimum 2 years working directly with senior leadership and executive stakeholders in advisory capacity, not just presenting to them, but genuinely influencing their decisions about how to manage organizational change.
• Demonstrated experience leading OCM on enterprise-scale or multi-stakeholder transformation initiatives involving multiple departments and stakeholders.